Workforce Management
MANAGING WORKFORCE ENGAGEMENT AND COMMITMENT
Muhammad Riaz Anwar
ID: S12006039
TABLE OF CONTENTS
1. INTRODUCTION 3
2. AIMS AN ORGANIZATION MIGHT SET FOR ITS REWARD SYSTEM AND CONTRIBUTION OF REWARD TO REWARD, RETENTION AND EMPLOYEE PERFORMANCE 3
2.1 AIMS AN ORGANIZATION MIGHT SET FOR ITS REWARD SYSTEM 3
2.2 CONTRIBUTION OF REWARD TO RECRUITMENT, RETENTION AND PERFORMANCE OF EMPLOYEES 5
3. EVALUATION OF THE STATEMENT IN TERMS OF THE PROCESS OF MOTIVATION AND REWARD PRACTICE WITHIN ORGANIZATIONS 7
4. CONCLUSION 10
REFERENCE 12
1. INTRODUCTION
The following research will discuss two tasks. The first task will discuss the aims that are set by an organization when they plan a reward system and the contribution of rewards to recruitment, retention and performance of the employees. It will also discuss the statement about people working for money in terms of motivation and reward practice within companies.
2. AIMS AN ORGANIZATION MIGHT SET FOR ITS REWARD SYSTEM AND CONTRIBUTION OF REWARD TO REWARD, RETENTION AND EMPLOYEE PERFORMANCE
2.1 AIMS AN ORGANIZATION MIGHT SET FOR ITS REWARD SYSTEM
Motivational Theory
Maslow’s hierarchy of needs theory Maslow has predicted that a hierarchy of needs motivate employees, with the satisfaction of one need leading to another (Cassidy and Kreitner, 2010). Although the employees are not consciously aware of the progression, they escalate the needs hierarchy.
Figure: Maslow’s hierarchy of needs theory
Source: Cassidy and Kreitner (2010)
ERG model
A similar theory is the ERG theory (Existence- Relatedness- Growth) that stresses the growth of human motivation to progress over three levels of hierarchy. The theory, developed by Alderfer, also specifies employee to be motivated by more than one factor at a time. The theory also stipulates that a frustration in a higher level of hierarchy shall lead to the want of enhancing the lower lever need (Aswathappa, 2014).
Figure: The ERG Theory
Source: B.V. (2014)
Motivation could also
Muhammad Riaz Anwar
ID: S12006039
TABLE OF CONTENTS
1. INTRODUCTION 3
2. AIMS AN ORGANIZATION MIGHT SET FOR ITS REWARD SYSTEM AND CONTRIBUTION OF REWARD TO REWARD, RETENTION AND EMPLOYEE PERFORMANCE 3
2.1 AIMS AN ORGANIZATION MIGHT SET FOR ITS REWARD SYSTEM 3
2.2 CONTRIBUTION OF REWARD TO RECRUITMENT, RETENTION AND PERFORMANCE OF EMPLOYEES 5
3. EVALUATION OF THE STATEMENT IN TERMS OF THE PROCESS OF MOTIVATION AND REWARD PRACTICE WITHIN ORGANIZATIONS 7
4. CONCLUSION 10
REFERENCE 12
1. INTRODUCTION
The following research will discuss two tasks. The first task will discuss the aims that are set by an organization when they plan a reward system and the contribution of rewards to recruitment, retention and performance of the employees. It will also discuss the statement about people working for money in terms of motivation and reward practice within companies.
2. AIMS AN ORGANIZATION MIGHT SET FOR ITS REWARD SYSTEM AND CONTRIBUTION OF REWARD TO REWARD, RETENTION AND EMPLOYEE PERFORMANCE
2.1 AIMS AN ORGANIZATION MIGHT SET FOR ITS REWARD SYSTEM
Motivational Theory
Maslow’s hierarchy of needs theory Maslow has predicted that a hierarchy of needs motivate employees, with the satisfaction of one need leading to another (Cassidy and Kreitner, 2010). Although the employees are not consciously aware of the progression, they escalate the needs hierarchy.
Figure: Maslow’s hierarchy of needs theory
Source: Cassidy and Kreitner (2010)
ERG model
A similar theory is the ERG theory (Existence- Relatedness- Growth) that stresses the growth of human motivation to progress over three levels of hierarchy. The theory, developed by Alderfer, also specifies employee to be motivated by more than one factor at a time. The theory also stipulates that a frustration in a higher level of hierarchy shall lead to the want of enhancing the lower lever need (Aswathappa, 2014).
Figure: The ERG Theory
Source: B.V. (2014)
Motivation could also