Designing a Reward System

Topics: Motivation, Employment, Management Pages: 6 (1049 words) Published: January 11, 2014

Designing a Reward System
Tiffany Grabowski
November 24, 2013
Nikkia Fuller

Designing a Reward System
Detailing the methods of determining what aspects of the work should be monitored and rewarded is what I plan to focus on when designing my reward system. Designing a well-integrated motivation and reward is arguably one of the most important functions of management in its quest to achieve excellence in organizational performance, according to University of Phoenix Achieving Excellence in the Management of Human Services Organizations (2002). I want to focus on getting my workers to work hard to the best of their ability and be as productive as possible, providing high quality and effective services. I have to follow the basic functions of a human service organization to meet the expectations of the organizations mission. These functions have much to do with my workers and not the management. How do I get my workers to be all they can be in this organization, to accomplish the organizations mission. The designing of a successful reward system should be the answer to that question.

There are many theories of motivation and has been explored from many perspectives. According to Montana and Charnov (1993), drawing on the work of previous studies, identified twenty-five factors that motivate employees. Out of those twenty-five factors, only nine factors by its respondents in all the studies were reviewed. The nine factors of motivation selected: 1. Respect for me as a person

2. Good pay
3. Chance to turn out quality work
4. Chance for promotion
5. Opportunity to do interesting work
6. Feeling my job is important
7. Boss acknowledgment of my work
8. Opportunity for self-development and improvement
9. Large amount of freedom on the job
The ways in which I will address the nine factors of motivation would be equally and reviewed individually among each employee. Respect; each employee being treated equally and this will help build a strong bond within the staff and organization. Good Pay; if paid more than originally expected, this automatically becomes a motivator. Chance to turn out quality of work; if an employee is given a chance to complete a certain task and show their creativeness, they are providing independency and earn recognition, leading to job satisfaction. Chance for promotion; an employee works hard and completes all asked and beyond their duties. Opportunity to do interesting work; motivation comes in to play when employees have more opportunities within the organization. Feeling my job is important; the more recognition and opportunities available, the more the employee feels motivated and the importance of their job. Being told by my boss when I do a good job; boss acknowledgment lets it employees feel more motivated and focused to do more. Opportunity for self-development and improvement; an employee takes steps to improve their skills and becomes more motivated. Large amounts of freedom on the job; leads to job satisfaction because providing independency and completing work tasks is a huge motivational factor. All these nine factors of motivation are important when designing a reward system.

There are also several necessary reward system properties: Basic Needs Satisfied, Competitive Benefits, Equitable Distribution, and Employees as Individuals (Lawler, 1977). I can make sure the basic needs are met by trying to satisfy salary and job security within my organization. I can make sure the organization offers competitive benefits by trying to compare with other human services organizations between salaries and benefits. I can make sure benefits are equally distributed by ensuring the employees are aware of their performance levels and the rules. I can make sure all my employees are treated as individuals by taking into consideration each employee has different needs. All of these properties will help develop a fair and successful reward system....

References: University of Phoenix. (2002). Achieving Excellence in the Management of Human Services Organizations. Retrieved from University of Phoenix, HSM220 website.
Microsoft. (2013). Retrieved from
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