The Role Of Total Reward And Motivation

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3.1 Role of Total Reward and Motivation in the Third Sector Organisation Providing and working for a specific cause for people and environment is always seen as a positive attribute. However, employers in the third sector are in race to attract and retain their most important and valuable asset their employees, who are drifting from working with charitable organisations towards the private organisations. Based on a research by the Best Companies in 2009 for HR magazine, it was stated that majority charitable organisation provide reward and benefits compared to the private organisation (Woods, 2016). Employees that work in the third sector are often seen as motivated as they are supporting a cause and providing assistance and support, and it is the manager who has to ensure that this behaviour is persistent in the employees by providing constant coaching and personal development opportunities for the employees to feel valued and increase their self-esteem and maintain the level of motivation. Third sector is defined as charitable, voluntary, community and social association albeit the other public and private sector in the industry. Hence to ensure the continuity of the third sector, it is dependent on the employees and volunteers of such organisations. Every third sector needs to be aware of the needs and requirements of their employees specifically those that are permanent paid and experience employees. A highly motivated employee will contribute towards the development
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