This document provides a summary and analysis of a workplace rewards assessment conducted for Perscitus Business Advisors. It examines the major components, tasks, and responsibilities of a key financial advisor position. It evaluates the company's current rewards systems, including bonus plans, individual rewards, and goal setting approaches. The document explores redesigning the position and improving company systems to increase job satisfaction, productivity, and overall motivation. Recommendations are provided to cultivate motivation through an authentic recognition program and effective goal setting.

1. William Wallace
PSY/320 – Human Motivation
February 15, 2016
Ms. Marianne Narick
Workplace Rewards Assessment
For
Perscitus
Business Advisors

2. Table of Contents
3. The Position
• Major Components
• Tasks
• Responsibilities
• Choices
• Cultivating Motivation
4. Current Rewards
• Bonus Plans
• One-to-One Rewards
• Other Rewards
• Effectiveness of
Rewards
5. Goal Setting
• How is it used?
• Goal Types
• How Goals Set
• Is System Effective?
6. Exploring
• Redesign Aproaches
• Revise Position
7. Redesign Position
• Major Components
• Tasks
• Responsibilities
8. Improving Systems
• Increase Job Satisfaction
• Increase Productivity
• Implementation Plan
• Is System Effective?
• Affecting Motivation
Before After
1. Introduction
2. Tale of Two Managers

3. Introduction
“Brains, like hearts, go where they are appreciated.” As the former
Secretary of Defense for the United States, Robert McNamara understands
the importance of having a motivated and dedicated group in order to
accomplish Herculean tasks. Rewarding employees is an important part of
keeping their motivation high to accomplish those tasks. Rewards, awards
and recognition are a vital part of work life today. Of the many issues
unveiling themselves at the workplace impacting productivity and
motivation two of the highest have to do with rewards and recognition. On
such issue is promotion. Of thousands of respondents 78% get annoyed
when they have co-workers getting promoted faster. The most staggering
statistic is highest percentage annoying situation at 82% is a lack of
recognition. Rounding out the top four are management’s lack of knowledge
about the industry and subpar benefits. Clearly recognition is important. So
could you simply send an email out or have little awards ceremonies to fill
this need? You could.

4. Introduction
However, another interesting fact is people would love for the
recognition to be authentic. People don’t want management to go through
the motions to make them happy, they want to legitimately feel appreciated.

5. Tale of Two Managers
I was fortunate enough to hear a story about two managers. We’ll
call them A and B. Manager A was beloved, always recognized great work
and genuinely appreciated the staff. Manager B was demanding, rarely
recognized anyone for hard work and was only there to collect a check.
Eventually, people started leaving Manager B’s team. Effort and motivation
was low. Staff members were demanding to be on Manager A’s shift.
Manager A consistently outperformed Manager B, had the respect of the staff
and was appreciated by them. Ultimately, this led to management
questioning the difference and eventually releasing Manager B. Which one
are you? Which management style does this company evoke and what does
the future look like? We will seek to explore the major components of a key
position at this company including tasks and responsibilities. We will
examine the amount of control employees have in day-to-day operations
over their own schedule. We will evaluate the company wide rewards
system and evaluate the rewards.

6. Tale of Two Managers
Finally, we will review the goalsetting approaches conducted in
this local office, at this particular position and offer a recommendation for
improvement.

7. The Position

8. What is a Financial Advisor?

9. Current Rewards

10. Goal Setting

11. Exploring

12. Redesign Position

13. Improving Systems