Real and Imagined Differences in Respect and Reward Systems

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Real and Imagined Differences in Respect/Reward Systems

As employees we have all felt the differences between respect amongst our co-workers. This can be real or imagined but nearly all of us, at some time, have felt this emotion. This mostly occurs when management puts forth an heir of self-importance or simply treats its employees indifferently(Pierce & Newstrom, 2011, p. 118). This benign treatment of employees lowers morale, causes poor work performance, and can cause internal strife within a business(Pierce & Newstrom, 2011, p. 118). It should be avoided at all costs as to better the company. One of the ways that management can help to avoid the indifferent approach to employee supervision is to simply recognize what its employees are doing. Employees crave feedback and is a great way to simply acknowledge that the work they have done ,and ultimately the employee, is important. A simple reward system in place can make huge advances in employee morale by providing the worker with a sense of accomplishment and camaraderie(Pierce & Newstrom, 2011, p. 118). Reward systems also provide challenges and goals that employees need to remain engaged within the company. Performance is directly related to morale. Most companies that have shown poor performance and continue to show lackluster feats and generally those with low morale. Unfortunately, a lot of companies have resorted to the tactic of firing people until the morale improves, which further lowers the morale within the firm. In order to avoid this outcome, a firm must have a reward system in place and have proactive management in the equity treatment of its employees.
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