Motivation System
Introduction
Motivation is a process of arousing and sustaining goal-directed behavior induced by the expectation of satisfying individual needs. It is the major determinants of our behaviors. By understand the motives, you can influence staff’s behaviors. Especially with the shift towards a more socially and culturally responsive workforce, ability to motivate your staff is becoming one of the most important assets of an organization.
Motivation System of my Organization
In organizational context, managers must identify the reasons behind in achievement of goals set by the staffs and understand the aspiration and needs of the employees in order to motivate them as appropriate to reach organization’s objective (in the context of their roles that they are performing). Each person is unique and thus the motivation plan for each one can varies. When designing the motivational plan for each level of staffs, my company takes into consideration of different factors along with company objectives and corporate culture. This is to cater for the needs of mixture of professionals who are knowledged-based staff and operational staffs.
Generally speaking, my company’s motivation system design involves 2 types of categories, which are Compensation rewards as well as the non-compensation rewards. Compensation rewards refers to the return which is given based on the staff’s performance or effort and it includes non-financial reward, while non-compensation rewards are the rewards refer to those intangible rewards that are related to the work environment or staff’s well-being. In CPA, financial rewards include basic salary, year-end bonus, profit sharing and mandatory provident fund etc, while non-financial reward covers corporate medical scheme, travel benefits, leaves (including annual leave, sick leave, examine leave, maternity leave, compassionate leave), rental reimbursement, housing and education subsidence for both staff and immediate family. For non-compensation reward,
Motivation is a process of arousing and sustaining goal-directed behavior induced by the expectation of satisfying individual needs. It is the major determinants of our behaviors. By understand the motives, you can influence staff’s behaviors. Especially with the shift towards a more socially and culturally responsive workforce, ability to motivate your staff is becoming one of the most important assets of an organization.
Motivation System of my Organization
In organizational context, managers must identify the reasons behind in achievement of goals set by the staffs and understand the aspiration and needs of the employees in order to motivate them as appropriate to reach organization’s objective (in the context of their roles that they are performing). Each person is unique and thus the motivation plan for each one can varies. When designing the motivational plan for each level of staffs, my company takes into consideration of different factors along with company objectives and corporate culture. This is to cater for the needs of mixture of professionals who are knowledged-based staff and operational staffs.
Generally speaking, my company’s motivation system design involves 2 types of categories, which are Compensation rewards as well as the non-compensation rewards. Compensation rewards refers to the return which is given based on the staff’s performance or effort and it includes non-financial reward, while non-compensation rewards are the rewards refer to those intangible rewards that are related to the work environment or staff’s well-being. In CPA, financial rewards include basic salary, year-end bonus, profit sharing and mandatory provident fund etc, while non-financial reward covers corporate medical scheme, travel benefits, leaves (including annual leave, sick leave, examine leave, maternity leave, compassionate leave), rental reimbursement, housing and education subsidence for both staff and immediate family. For non-compensation reward,