This document discusses the complexities of using rewards and incentives to motivate employees. It cautions against introducing reward programs in an unplanned way, as financial rewards alone do not address human motivation. Intrinsic motivators like autonomy, mastery and purpose are more effective for retaining top talent. While rewards can provide temporary compliance, they do not create lasting change and can undermine relationships and teamwork. The document explores alternative motivational strategies like recognition, feedback and empowering employees. It provides considerations for organizations that choose to implement reward programs.
How Financial Incentives/Disincentives Undermine WellnessHES
Making wellness rewarding without rewards
- Examine why paying employees to get healthy is a bad idea
- Learn 20 ways to foster intrinsic motivation, the linchpin for lasting behavior change
- Confirm your commitment to build a culture of health in your organization.
Proko's Guide to Positivity and Effective Employee EngagementLeeWills3
Proko allows your employees to easily share good things about your culture and career opportunities, or simply acknowledge the people that are making work great.
Create e-cards and other sharable assets that employees can select, personalize, and share.
Import content to an easy-to-use, customizable microsite.
Track sharing activity and leverage those insights for future employer branding and employee advocacy activities.
Website: https://www.proko.co/product
Looks at the financial business cost (operational and human resources) of allowing unprofessional inappropriate behavior's in the social work environment. (bullying betrayal, gossip, sabotage)
Internship project - The effects of Rewards and Recognition on employees in i...Chandan Bhosale
In a competitive business climate, more business owners are looking at improvements in quality while reducing costs. Meanwhile, a strong economy has resulted in a tight job market. So while small businesses need to get more from their employees, their employees are looking for more out of them. Employee reward and recognition programs are one method of motivating employees to change work habits and key behaviors to benefit a small business.
Employee rewards and recognition system is not just a positive thing to do with people but communicating it effectively is an efficient tool in encouraging them to create and bring business for you. Treating your employees like your assets and maintaining harmonious relationships with them doesn’t only yield business in present but also an effective strategy for future. Employers and management need to be pro-active to develop a talented and dedicated workforce that can take you to your goals.
CEOs and Directors on Pay: 2016 Survey on CEO Compensation
By David F. Larcker, John T. Thompson, Nicholas E. Donatiello, Brian Tayan
CGRI Survey Series. Corporate Governance Research Initiative, Stanford Rock Center for Corporate Governance, Heidrick & Struggles, February 2016
Recently, Heidrick & Struggles and the Rock Center for Corporate Governance at Stanford University and the Rock Center for Corporate Governance at Stanford University surveyed 107 CEOs and directors of Fortune 500 companies to understand their perception of CEO pay practices among the largest U.S. corporations.
The research finds that public company directors give CEOs considerable credit for corporate success, believing that 40 percent of a company’s overall results, on average, are directly attributed to the CEO’s efforts.
How Financial Incentives/Disincentives Undermine WellnessHES
Making wellness rewarding without rewards
- Examine why paying employees to get healthy is a bad idea
- Learn 20 ways to foster intrinsic motivation, the linchpin for lasting behavior change
- Confirm your commitment to build a culture of health in your organization.
Proko's Guide to Positivity and Effective Employee EngagementLeeWills3
Proko allows your employees to easily share good things about your culture and career opportunities, or simply acknowledge the people that are making work great.
Create e-cards and other sharable assets that employees can select, personalize, and share.
Import content to an easy-to-use, customizable microsite.
Track sharing activity and leverage those insights for future employer branding and employee advocacy activities.
Website: https://www.proko.co/product
Looks at the financial business cost (operational and human resources) of allowing unprofessional inappropriate behavior's in the social work environment. (bullying betrayal, gossip, sabotage)
Internship project - The effects of Rewards and Recognition on employees in i...Chandan Bhosale
In a competitive business climate, more business owners are looking at improvements in quality while reducing costs. Meanwhile, a strong economy has resulted in a tight job market. So while small businesses need to get more from their employees, their employees are looking for more out of them. Employee reward and recognition programs are one method of motivating employees to change work habits and key behaviors to benefit a small business.
Employee rewards and recognition system is not just a positive thing to do with people but communicating it effectively is an efficient tool in encouraging them to create and bring business for you. Treating your employees like your assets and maintaining harmonious relationships with them doesn’t only yield business in present but also an effective strategy for future. Employers and management need to be pro-active to develop a talented and dedicated workforce that can take you to your goals.
CEOs and Directors on Pay: 2016 Survey on CEO Compensation
By David F. Larcker, John T. Thompson, Nicholas E. Donatiello, Brian Tayan
CGRI Survey Series. Corporate Governance Research Initiative, Stanford Rock Center for Corporate Governance, Heidrick & Struggles, February 2016
Recently, Heidrick & Struggles and the Rock Center for Corporate Governance at Stanford University and the Rock Center for Corporate Governance at Stanford University surveyed 107 CEOs and directors of Fortune 500 companies to understand their perception of CEO pay practices among the largest U.S. corporations.
The research finds that public company directors give CEOs considerable credit for corporate success, believing that 40 percent of a company’s overall results, on average, are directly attributed to the CEO’s efforts.
The Art of Sustainable Growth: What the Not-For-Profit Business Model Can Tea...Lean Startup Co.
Across industries, the ability to grow your business without overinvesting resources is of utmost importance. Nonprofits face a unique challenge in being forced to run a lean ship without the safety net of VC money. The Sama team has turned constraints in resources into lessons on being mindful in how they run and build their business. Wendy Gonzalez, SVP & Managing Director of Samasource, explains how to apply nonprofit tactics to ensure the long-term success of your company, regardless of your funding source or the type of business you run.
Instructions In response to your classmates, comment on their des.docxsharondabriggs
Instructions: In response to your classmates, comment on their description of leadership duties regarding managing and balancing governance and decision-making processes for their impact on stakeholders and corporate culture. Do you agree or disagree with their evaluation? Cite specific examples supporting why you agree or disagree.
Student:Dipesa
The company I am researching is Pathways Healthcare. Pathways has a good amount of strengths within its market domain. With a lot of strengths and weaknesses comes a lot for the leaders of the company to manage and balance. Their strengths can be used to market the company a certain way and makes them able to attack their biggest weakness. Their biggest weakness as a company isn’t an internal factor but is an external one. Their biggest weakness is the amount of competition in they are up against in the home care market domain. The minimal barriers new companies need to go through to start up aids to this problem. Their biggest strength helps negate this weakness and helps the company continue to grow and stay on the right path. Their biggest strength is their unique home care model and their proven reliability that is backed by hard data which shows their model is more enhance. Their model is better for the patient and new home care companies will continue to come around, but none can match what Pathways Healthcare has established and will continue to do.
"Over the last several years, the external environment in which public companies operate has become increasingly complex for companies and shareholders alike. The increased regulatory burdens imposed on public companies in recent years have added to the costs and complexity of overseeing and managing a corporation’s business and bring new challenges from operational, regulatory and compliance perspectives. In addition, many U.S. public companies have a global profile; they interact with investors, suppliers, customers and government regulators around the world and do so in an era in which instant communication is the norm." (Business Roundtable, 2016)
Pathways Healthcare has a different kind of home care model but not many people are even aware the company exists. They are a physician group practice dually licensed in home care which allows them to bring doctors and nurse practitioners into their patient’s homes. This higher level of care brings higher results, keeping their patients home rather than having them bouncing back to the hospital. An intrapreneurial opportunity Pathways Healthcare has is to launch a marketing project that reaches the right cliental. The marketing plan Pathways has now is feet to the ground marketing to inpatient and outpatient facilities with their marketing liaisons. They do not have a strategic advertising marketing plan to reach patients and other referral sources directly. If they were to explore the idea of starting and executing a full-blown marketing campaign with digital and radio ads, they could increase.
New ideas are always encouraged the Group. The Group has nurtured and promoted innovative culture. With growth and diversification of the Organization, in order to leverage maximum innovative potential of employees, a formal suggestion scheme ‘I Have An Idea!’ has been launched. The objective is to encourage the employees to think out-of- the-box and suggest for improvements.
if you need to be successful in HR here are few tips
Practical and simple
if you wish to design creative rewards read different strokes- Employee reward recognition program in Amazon
The Art of Sustainable Growth: What the Not-For-Profit Business Model Can Tea...Lean Startup Co.
Across industries, the ability to grow your business without overinvesting resources is of utmost importance. Nonprofits face a unique challenge in being forced to run a lean ship without the safety net of VC money. The Sama team has turned constraints in resources into lessons on being mindful in how they run and build their business. Wendy Gonzalez, SVP & Managing Director of Samasource, explains how to apply nonprofit tactics to ensure the long-term success of your company, regardless of your funding source or the type of business you run.
Instructions In response to your classmates, comment on their des.docxsharondabriggs
Instructions: In response to your classmates, comment on their description of leadership duties regarding managing and balancing governance and decision-making processes for their impact on stakeholders and corporate culture. Do you agree or disagree with their evaluation? Cite specific examples supporting why you agree or disagree.
Student:Dipesa
The company I am researching is Pathways Healthcare. Pathways has a good amount of strengths within its market domain. With a lot of strengths and weaknesses comes a lot for the leaders of the company to manage and balance. Their strengths can be used to market the company a certain way and makes them able to attack their biggest weakness. Their biggest weakness as a company isn’t an internal factor but is an external one. Their biggest weakness is the amount of competition in they are up against in the home care market domain. The minimal barriers new companies need to go through to start up aids to this problem. Their biggest strength helps negate this weakness and helps the company continue to grow and stay on the right path. Their biggest strength is their unique home care model and their proven reliability that is backed by hard data which shows their model is more enhance. Their model is better for the patient and new home care companies will continue to come around, but none can match what Pathways Healthcare has established and will continue to do.
"Over the last several years, the external environment in which public companies operate has become increasingly complex for companies and shareholders alike. The increased regulatory burdens imposed on public companies in recent years have added to the costs and complexity of overseeing and managing a corporation’s business and bring new challenges from operational, regulatory and compliance perspectives. In addition, many U.S. public companies have a global profile; they interact with investors, suppliers, customers and government regulators around the world and do so in an era in which instant communication is the norm." (Business Roundtable, 2016)
Pathways Healthcare has a different kind of home care model but not many people are even aware the company exists. They are a physician group practice dually licensed in home care which allows them to bring doctors and nurse practitioners into their patient’s homes. This higher level of care brings higher results, keeping their patients home rather than having them bouncing back to the hospital. An intrapreneurial opportunity Pathways Healthcare has is to launch a marketing project that reaches the right cliental. The marketing plan Pathways has now is feet to the ground marketing to inpatient and outpatient facilities with their marketing liaisons. They do not have a strategic advertising marketing plan to reach patients and other referral sources directly. If they were to explore the idea of starting and executing a full-blown marketing campaign with digital and radio ads, they could increase.
New ideas are always encouraged the Group. The Group has nurtured and promoted innovative culture. With growth and diversification of the Organization, in order to leverage maximum innovative potential of employees, a formal suggestion scheme ‘I Have An Idea!’ has been launched. The objective is to encourage the employees to think out-of- the-box and suggest for improvements.
if you need to be successful in HR here are few tips
Practical and simple
if you wish to design creative rewards read different strokes- Employee reward recognition program in Amazon
HOW TO GET THE HAPPINESS IN LIFE? And achieve life's purpose
For life to be meaningful,one has to be clear as to what to chase ?
Name? fame? Wealth? status?
love? happiness?
You cant have them all
then what to do?
A one day seminar slides- free-Workplace conflict ManagementE J Sarma
If you like it please say so here and buy the e book and read my new new book on employee rewards-The invisible hand-how to reward employees without killing the motivation of others----- in amazon.in
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New model for implementing effectively the change managementE J Sarma
Here is a new simplified methodology for implementing effectively the change management --ocm. change in organizations; to succeed need a sound methodology.
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Based on Consumer psychology this tool will enable to overcome most of the objections if implemented well.
if you like please leave a comment and share with your friends
Leadership ideas for HR PROFESSIONALS .
In This presentations essential and vital leadership concepts are outlined.
if you like it least you could do i s to share so please and share it
Leaders are readers and readers are only leaders.Therefore please read my latest e book in amazon.com.amazon.in.The Invisible hand -How to reward employees...
Leadership is not about leader it has followers' influence, and situations and leader's own personality.
how to grip these ? read here
A good leader must have courage ,conviction, and clarity of the vision besides sound knowledge, and wisdom.People rally around leaders because of trust
HR ca not operate in traditional ways any more
The technology driven data management is a necessity .
HR analytic is pretty useful in driving crucial decisions.about work force
especially in IT sector.
Here are few tips.If you liked least you could do is to share
also read my latest book in Amazon
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
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Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
Tata Group Dials Taiwan for Its Chipmaking Ambition in Gujarat’s DholeraAvirahi City Dholera
The Tata Group, a titan of Indian industry, is making waves with its advanced talks with Taiwanese chipmakers Powerchip Semiconductor Manufacturing Corporation (PSMC) and UMC Group. The goal? Establishing a cutting-edge semiconductor fabrication unit (fab) in Dholera, Gujarat. This isn’t just any project; it’s a potential game changer for India’s chipmaking aspirations and a boon for investors seeking promising residential projects in dholera sir.
Visit : https://www.avirahi.com/blog/tata-group-dials-taiwan-for-its-chipmaking-ambition-in-gujarats-dholera/
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
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"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
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Kseniya Leshchenko: Shared development support service model as the way to ma...Lviv Startup Club
Kseniya Leshchenko: Shared development support service model as the way to make small projects with small budgets profitable for the company (UA)
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Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
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As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
3. For HR professionals, and managers,
Especially those who have power to
influence behavior of people
Dr.Sarma 32/21/2019
4. Objective is to present a cautionary note about
Introducing employee reward and incentive
plans in haphazard and unplanned way.
Dr.Sarma 42/21/2019
5. Financial rewards and incentives have an
important role to play in employee motivation,
but the human motivation is more complex to
address with carrots and few rewards here and
there.
It is far more important to create opportunities
for personal mastery , autonomy, job purpose,
To retain best talent you hired.
Dr.Sarma 52/21/2019
6. We learnt everything about
the intrinsic and extrinsic motivation
and want apply that knowledge but not
sure how they work
Dr.Sarma 62/21/2019
7. The easiest thing to try is to tinker with
Appraisal system and rewards system
Not bad strategy for survival, must try
Dr.Sarma 72/21/2019
8. Behaviorist theory, derived from lab work with
dogs and monkeys have put forward theories to shape
human behaviour.
what works for animals do not work for humans
Dr.Sarma 82/21/2019
10. Rewards are like the bait
to humans
Bearings bank
Enron
Lehman
AIG
Dr.Sarma 102/21/2019
11. Many forward thinking managers ,
those who espouse team-work, participative
management, continuous improvement, and the
like—support the use of rewards to institute and
maintain these very special initiatives .
They simply use rewards as bribes to accomplish
their own goals
.
Dr.Sarma 112/21/2019
12. Reward-and-punishment system
might work for motivating people
to do simple tasks, but it's not so
great for getting people to do
complex work over the long term
Rewards secure temporary mere
compliance.
Dr.Sarma 122/21/2019
13. When it comes to producing lasting change in
attitudes and behavior, however,
rewards, like punishment, are strikingly
ineffective.
Dr.Sarma 132/21/2019
14. Once the rewards lose the shine , people revert to their old
behavior.
Rewards do not create a lasting commitment.
They merely, and temporarily, change a work habit .
Dr.Sarma 142/21/2019
15. Do people who do not aspire to get the reward
have no expectation?
Do they perform at same level or produce more
than those who are used to expecting reward ?
What is the psychology?
Dr.Sarma 152/21/2019
16. There is conclusive evidence that people who
expect to work towards a reward for completing a
task or for doing a task successfully
simply do not perform as well as those who expect
Nothing as reward at all.
Dr.Sarma 162/21/2019
17. Especially when creative work was involved
people performed worse if linked with reward
The assumption that rewards would produce
better output turned otherwise.
Dr.Sarma 172/21/2019
18. Money incentives create pay inequality thereby
creating more heartburns and attrition
Dr.Sarma 182/21/2019
19. “Do this and you’ll get that” is not really very
different from
“Do this or here’s what will happen to you.”
In the case of incentives, the reward itself may
be highly sought after than the goals behind
the reward
Dr.Sarma 192/21/2019
20. By making the reward or bonus contingent on
certain behaviors, managers manipulate their
subordinates, and that experience of being
controlled is likely to assume a punitive flavor
over time.
Dr.Sarma 202/21/2019
21. Punishment and rewards are actually two
sides of the same coin.
Both have a punitive
effect because they are manipulative.
Dr.Sarma 212/21/2019
22. Feeling of not receiving a
reward one had expected to
receive is worse than being
punished.
If the reward was received
by someone who had not
deserved to get it, the effect
on others is disastrous.
Dr.Sarma 222/21/2019
23. Motivate one and
demotivate 10 others
Higher the desire for the
reward, the more
demoralizing it is to those
who miss out.
Dr.Sarma 232/21/2019
24. Find people who do something right and
reward them for it, expecting repeat behavior
is not very different from
Finding people doing something wrong and
Punishing them with hope to stop that
behavior
Dr.Sarma 242/21/2019
25. Pay is not a motivator.” W. Edward Deming’s
declaration
Dr.Sarma 252/21/2019
26. When group of managers were asked about
what their subordinates and colleagues value
the most ,
Their response was pay
When asked directly, their colleagues ranked
pay as 5th item
But ranked good boss as first
Dr.Sarma 262/21/2019
27. Relationships among employees are often
casualties of the scramble for rewards.
Kindles jealousy
Dr.Sarma 272/21/2019
28. Peter R. Scholtes, senior management
consultant at Joiner Associates Inc., put it
starkly,
“Everyone is pressuring the system for
individual gain. No one is improving the
system for collective gain. The system will
inevitably crash.” Without teamwork, in other
words, there can be no quality.
Dr.Sarma 282/21/2019
30. For every one person rewarded
there are 10
who go disappointed
Win / Lose Paradigm
Dr.Sarma 302/21/2019
31. Below par performance -Culture of Lack of
collaboration and more of confrontation
Conflict of Short term Vs. long term goals
Just rewarding is not going to solve these issues
Dr.Sarma 312/21/2019
32. Managers often are tempted to use incentive
systems as a substitute for giving the right
recognition .
In the African swahili culture Sikhona, which
means “I am here to be seen”; and the other
part is Sawubona, which means “I see you.”
Dr.Sarma 322/21/2019
33. With strong positive feedback, emotional and
social support, and autonomy on the job
more could be achieved.
Dr.Sarma 332/21/2019
34. So managers resort to easy option of
dangling carrots
Dr.Sarma 342/21/2019
35. Author Carla O’Dell reports in People,
Performance, and Pay that a survey of 1,600
organizations by the American Productivity
Center discovered little in the way of active
employee involvement in organizations that
used small-group incentive plans.
Dr.Sarma 352/21/2019
36. Jone L. Pearce, associate professor at the
Graduate School of Management, University of
California at Irvine, observed in
“Why Merit Pay Doesn’t Work: Implications from
Organization Theory,”
pay for performance actually “impedes the
ability of managers to manage.”
Dr.Sarma 362/21/2019
37. Dilemma is should there be a reward
programme at all? If so is it?
Individual or team rewards?
Cash or non cash? Low cash
All levels or limited levels? Limited exclude
seniors
How often? As often
What if business goes down? keep the
minimum affordable , those are value driven
Dr.Sarma 372/21/2019
38. Few strategies that work :
Mix individual with team rewards. low on
individual
More of team if you wish to promote team
culture.
Link your company values to reinforce
behavior.
Plenty of of recognition thank you cards .
Proliferate and cover 80 Percent of population
Dr.Sarma 382/21/2019
39. Identify one goal for each type of reward
Market the rewards internally / abundant
communication
Link every reward plan with one value
Have clear process laid down for selection
Team for decision
Consistent and continuity
Have adequate budget
2/21/2019Dr.Sarma 39
40. Value -you may take mastekeer out of Mastek
but not mastekeer out of him.
Run time- as global event –employees,
Customers, families, employees, share
holders
Huge budget
All people in one place , share rooms with
directors.
3 day event
In the five star location
HR driven event
2/21/2019Dr.Sarma 40
41. Short- less than
month
Medium -6
months >
Long =
>1 year
Individual Recognitions
Anniversary/birt
hday
Specific
objective driven
Employee of the
year
Team Event driven Team success-
value driven
Team of the
year
Corporate Bonus
/incentives
2/21/2019Dr.Sarma 41