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Recreation managers can use rewards to improve employee motivation, retention By Amy R. Barcelona, and John T. Even if managers are not solely responsible for financial rewards, they can use a number of tools to increase the effectiveness of their organization. Reward systems can address several important managerial objectives as they relate to employee motivation.
A solid reward system requires concerted attention in its development. The following sections provide a basis for a well-contructed reward system.
Purposes of Reward Systems Reward systems serve several purposes in organizations. Effective reward systems help an organization be more competitive, retain key employees, and reduce turnover. Reward systems also can enhance employee motivation and reinforce the image of an organization among key stakeholders or future employees.
People are the most important resource for organizational competitiveness, and keeping them on the job is a key task for any manager. Competition to attract and keep the best employees is intense.
It may be even harder in the nonprofit and public sectors where flexibility in providing financial rewards may be more limited than in a commercial context. Retaining employees saves money on retraining costs, improves the consistency of services, and allows for relationships to develop between clients and the organization.
In addition, proper rewards systems can reduce absences. Absences cause innumerable headaches for managers. Absences not only affect the manager but also fellow employees who need to pick up the slack and clients who feel the brunt of too few employees on site.
However, the improper use of rewards can have a debilitating effect on employee performance.
Effective use of rewards can encourage employees to gain the skills that are necessary to help them and the organization grow.
This can also increase their desire to continue being part of the organization. For example, an organization can pay and provide time off for employees who want to take advanced courses in an area that is valuable for the organization.
Some organizations may even provide time off or support to help employees advance their own personal goals or skill sets. Ideally, an organization wants employees who not only show up to work but are excited about being there as well.
This passion for work has been referred to as affective commitment. Although research is somewhat preliminary, there is some indication that affective commitment can be strengthened by rewards that enhance employee perceptions of being supported and having control of the work situation.
Finally, reward systems can also help with recruiting efforts. Just as happy customers may be the best advertisement for a particular product, happy employees are often a great tool for recruiting new employees and making the organization a workplace of choice. Think about the kind of job you want.Do You Really Need to Write Word Blog Posts to Rank on Page 1?
| Ep. # Published: Wed, 17 May Information Technology is the acquisition, processing, storage and dissemination of vocal, pictorial, textual and numerical information by a microelectronics-based combination of computing and telecommunications. Managers Should Do Everything They Can To Enhance The Job Satisfaction Of Their Employees.
Length: words ( double-spaced pages) Rating: Powerful Essays Open Document. As the open source movement reaches the two-decade milestone, thoughts turn to the movement's achievements and future goals.
Managers Should Do Everything They Can To Enhance The Job Satisfaction Of Their Employees Words | 8 Pages. Introduction The notion that employee job satisfaction should be a top priority for managers has been one of much debate. Featured. McKinsey Academy Our learning programs help organizations accelerate growth by unlocking their people's potential.