Employee Motivation, Recognition, and Rewards
Employee Motivation, Recognition, and Rewards u06a1 Adriane L Thompson athompson74@capellauniversity.edu BUS 3004
Developing a Business Perspective
February 20, 2011
Introduction
This paper will address why employee motivation, recognition and rewards keeps employees working effectively and efficiently. Employee motivation is very important to a company’s production and quality of work, It is important for management and companies to recognize employees’ hard work and have an incentive program to show appreciation.
Companies should welcome quality employee-training programs essential to keeping employees motivated about learning new concepts. An incentive, promotions and reward programs from management shows how valuable employees are to the company or department.
Employee Motivation
Every person no matter, where they are from has different reasons for working. However, they all work because they get something that they need from work, whether it is a volunteer or payroll job. The something obtained from work. Whether it is the paycheck, bonuses, enjoyment or just to get out of the house. Some people work for love, fulfillment. Some work to accomplish goals or feel as if they contribute to something larger than they are. To create positive employee motivation, treat employees as if they matter with recognition and rewards. Motivation gives employees direction to achieve a specific goal. Motivating your employees help, your businesses survive and prosper.
Employee motivation is an ongoing challenge for most companies. More often in work environments that do not stress employee satisfaction as part of a supported overall strategy, supervisors have it the hardest. On the other hand, they recognize their power in drawing forth the best employees have to offer. When working in a call center, it is often chaotic; success depends on employees working to their full potential. In spite of the theories and practices, supervisors
Developing a Business Perspective
February 20, 2011
Introduction
This paper will address why employee motivation, recognition and rewards keeps employees working effectively and efficiently. Employee motivation is very important to a company’s production and quality of work, It is important for management and companies to recognize employees’ hard work and have an incentive program to show appreciation.
Companies should welcome quality employee-training programs essential to keeping employees motivated about learning new concepts. An incentive, promotions and reward programs from management shows how valuable employees are to the company or department.
Employee Motivation
Every person no matter, where they are from has different reasons for working. However, they all work because they get something that they need from work, whether it is a volunteer or payroll job. The something obtained from work. Whether it is the paycheck, bonuses, enjoyment or just to get out of the house. Some people work for love, fulfillment. Some work to accomplish goals or feel as if they contribute to something larger than they are. To create positive employee motivation, treat employees as if they matter with recognition and rewards. Motivation gives employees direction to achieve a specific goal. Motivating your employees help, your businesses survive and prosper.
Employee motivation is an ongoing challenge for most companies. More often in work environments that do not stress employee satisfaction as part of a supported overall strategy, supervisors have it the hardest. On the other hand, they recognize their power in drawing forth the best employees have to offer. When working in a call center, it is often chaotic; success depends on employees working to their full potential. In spite of the theories and practices, supervisors
References: Kruse, D, Freeman, R, Blasi, J, Buchele, R, & Scarf, A. (2003). Motivating employee-owners in esop firms. . Cambridge, Ma: Ownership Association Inc Hiles A (2009) Spargins, E. (1992). Hands on: managing people: motivation: employees as family. 14(13), 31.