support@essaywritingexpert.orgThe principles of reward and its importance to organisational culture and performance management.
The principles of reward in an organization are important in an organization for enhancing employee motivation, engagement, and productivity (Burke & O’Malley, 2022). A good reward system helps aligns individual and team efforts with the organization’s goals and values thereby driving success and creating a positive work environment.
One of the principles of reward and its importance is recognition and appreciation. Acknowledging and appreciating employees’ contributions, instills a sense of value and boosts morale. A culture of recognition fosters a positive atmosphere, encouraging employees to go above and beyond in their roles (Burke & O’Malley, 2022).
Another principle is that of performance-based incentives. Rewarding performance achievements either through bonuses, promotions, or other tangible incentives ushers in a results-driven culture. It inspires employees to excel and aligns their personal goals with the organization’s objectives (Burke & O’Malley, 2022).
The third principle touches on fairness and equity. This helps in maintaining trust and helps prevent resentment among employees. A transparent process that recognizes merit and eliminates biases fosters a sense of justice and encourages healthy competition (Burke & O’Malley, 2022). Aligning with organizational goals is the next principle and this focuses on tying rewards to SMART objectives. This helps ensure that employees efforts contribute directly to the success of an institution Another principle touches on personalized and flexible rewards. This principle fronts that employees have diverse needs and preferences and by offering personalized and flexible rewards, the individuals get to choose incentives that resonate with them. This helps boost employee engagement and satisfaction.
Rewards are important as they help establish a positive and supportive culture. They lead to increased job satisfaction, strong employee engagement and more loyalty to an organization (Burke & O’Malley, 2022). It also helps promote top talent, fosters teamwork and enhances collaboration among employees. Reward systems are integral to effective performance management. They provide a clear framework for setting performance expectations, tracking progress, and evaluating results.
- How policy initiatives and practices are implemented.
Policy initiatives and practices are essential tools for governments, organizations, and institutions to achieve their objectives and address societal challenges. The successful implementation of these policies requires a well-defined process that involves multiple stages and stakeholders
The first step of policy implementation begins by policy formulation. The process begins with identifying the need for a new policy or the revision of an existing one (Gidron & Bar, 2010). Policy formulation involves extensive research, data analysis, and consultation with subject matter experts, stakeholders, and the public. The aim is to develop a well-informed and evidence-based policy proposal.
Secondly, the policy initiative goes through the decision-making and approval process. Once the policy proposal is developed, it is presented to decision-makers such as government officials, executives, or board members for evaluation and approval. This stage involves negotiation and potential amendments to ensure the policy aligns with broader objectives and political realities. The policy then goes through the communication process and this involves communicating the policy to ensure that it is clearly understood by those responsible for its implementation and the target audience (Gidron & Bar, 2010).
The next step revolves around allocation of resources. Adequate resources, including funding, personnel, and technology, must be allocated to implement the policy successfully (Gidron & Bar, 2010). This requires budgeting, resource planning, and sometimes seeking additional funding or reallocation of resources from other areas. The right instruments for implementing the policy should be put in place followed by stipulating clear roles and responsibilities for who is responsible for particular tasks. Pilot testing should then be done followed monitoring and evaluation once the project picks up. Continuous improvement should continue to be carried out always and challenges that crop up from time to time addressed.
- How people and organisational performance can impact on the approach to reward.
Organizational performance serves as a foundation for designing a meaningful and effective employee rewards system (Jukka, 2023). A thriving organization can offer more generous and diverse rewards, fostering a positive work environment and motivating employees to contribute to the company’s ongoing success. The financial health, strategic success, and overall achievements of the company directly impact its ability to design and implement reward programs.
A company’s financial performance plays a critical role in determining the budget available for employee rewards. In times of financial hardship or poor performance, there may be limited resources for substantial monetary incentives or pay raises (Jukka, 2023). Secondly, when an organization performs well and achieves higher profits, there is often an opportunity to offer bonuses or profit-sharing to employees as a way to share the company’s success.
Organizations are also likely to tie rewards directly to individual or team achievements. As the company’s performance improves, the potential for higher rewards increases (Jukka, 2023). It is also likely that a successful organization may offer stock options or equity to its employees as a reward, allowing them to share in the company’s growth and success. It is also likely that there will be more opportunities for employee promotions and career advancement.
A good organizational performance is also likely to result in a culture that values employee contributions and acknowledges their efforts through various forms of recognition and appreciation (Jukka, 2023). It also leads to higher employee engagement levels. With employees being more engaged, they will likely feel connected to the company’s success and be motivated by the rewards offered.
- Comparison of two different types of benefits offered by organisations and the merits of each.
One of the kind of benefits includes health and wellness benefits. This is designed to promote the physical and mental well-being of employees. These benefits go beyond basic health insurance and may include various wellness programs, gym memberships, mental health support, and preventive care services (Burcharth, Præst & Søndergaard, 2017). One of the merits of this form of benefit is that it results in improved employee health. By providing access to comprehensive healthcare services and wellness programs, organizations can help employees stay healthy and prevent potential health issues. This leads to reduced absenteeism and increased productivity.
The other benefit is seen in that it results in enhanced employee morale and satisfaction (Burcharth, Præst & Søndergaard, 2017). Offering health and wellness benefits demonstrates that the company cares about its employees’ welfare, leading to higher employee satisfaction and engagement. This positive perception can also help with talent attraction and retention. Proactive health initiatives lowers healthcare costs for both employees and the organization in the long run. Early detection and preventive care can minimize the need for expensive treatments. Other merit includes that it results in increased productivity and helps promote organizational culture.
Another benefit that can be offered by an organization is having flexible work arrangements. Flexible work arrangements provide employees with greater control over their work schedules, such as remote work options, flexible hours, or compressed workweeks. One of the merits of flexible work arrangements include that it results in a work-life balance. Flexibility allows employees to balance personal and professional responsibilities more effectively, leading to reduced stress and improved overall well-being (Burcharth, Præst & Søndergaard, 2017). It also results in increased employee retention since offering such arrangements can increase employee loyalty and reduce turnover, saving recruitment and training costs.
The other advantage is that it results in attracting top talent since this appeals to individuals seeking a better work-life integration. There is also more employee satisfaction and motivation since employees who have control over their work schedules and locations tend to be more satisfied and motivated, leading to higher job performance (Burcharth, Præst & Søndergaard, 2017).
- The contribution of extrinsic and intrinsic rewards to improving employee contribution and sustained organizational performance.
The contribution of extrinsic and intrinsic rewards is crucial in improving employee contribution and sustaining organizational performance. Extrinsic rewards are tangible and external incentives, such as monetary bonuses, promotions, and benefits, while intrinsic rewards are intangible and internal, arising from the fulfillment of psychological needs, such as recognition, a sense of accomplishment, and personal growth (Lefrançois, 2012). Both types of rewards play distinct yet complementary roles in motivating employees and enhancing organizational performance.
Extrinsic rewards serve as powerful motivators, particularly in the short term. Monetary bonuses, performance-based pay, and other tangible incentives can drive employees to achieve specific targets and surpass expectations. These rewards are especially effective for tasks with clear, measurable outcomes, as they provide employees with clear targets to work towards (Lefrançois, 2012). Additionally, extrinsic rewards help attract and retain top talent in a competitive job market, as competitive compensation packages and benefits are essential considerations for job seekers.
Intrinsic rewards play a fundamental role in fostering long-term employee engagement, job satisfaction, and sustained organizational performance. These rewards are closely tied to the psychological needs of employees, such as autonomy, mastery, and purpose. When employees find meaning and fulfillment in their work, they are more likely to be intrinsically motivated to excel. Recognition and praise for a job well done, opportunities for skill development, and a supportive work environment are examples of intrinsic rewards that can significantly enhance employee contribution. When employees feel valued and empowered in their roles, they are more likely to take initiative, be innovative, and go the extra mile to contribute to the organization’s success (Lefrançois, 2012).
The most effective approach to improving employee contribution and sustaining organizational performance is to strike a balance between extrinsic and intrinsic rewards. While extrinsic rewards provide short-term motivation and attract talent, intrinsic rewards create a positive work culture, fostering employee commitment and passion for their work.
- Assess the business context of the reward environment.
Rewarding employees is essential for the success and growth of any business. Employee rewards play a pivotal role in fostering a positive work environment, enhancing employee motivation, and contributing to the overall success of the organization (Kuratko & Hoskinson, 2019). Having a reward environment helps boost motivation and engagement to employees. Employee rewards act as powerful motivators, encouraging employees to perform at their best. When employees feel recognized and appreciated for their efforts, they become more engaged with their work, leading to increased productivity and higher job satisfaction. It not only motivates employees, improves performance, and enhances employee satisfaction but also helps attract and retain top talent and fosters a positive and productive work culture. By recognizing and appreciating their employees’ contributions, businesses can create a thriving workforce that drives the organization’s success and growth (Kuratko & Hoskinson, 2019).Top of Form
The reward environment encompasses various factors, including economic conditions, industry trends, labor market dynamics, organizational goals, and the overall business strategy. Economic Conditions. Prevailing economic conditions, such as inflation rates, interest rates, and overall economic growth, directly influence an organization’s ability to offer competitive compensation packages and benefits. In times of economic downturn, companies may face budget constraints, impacting the types and levels of rewards they can provide to employees (Kuratko & Hoskinson, 2019).Top of Form
Consequently, the state of the labor market significantly affects how organizations structure their rewards. In a tight labor market with high demand for specific skills, companies may need to offer more attractive compensation packages to compete for top talent. Other determinants of the reward environment for a business includes the industry norms at play, organizational goals and strategy, the culture of performance at the company, the size and structure of a company, the employee preferences and demographics as well as the legal environment in place. Designing an effective reward system requires a strategic approach that aligns with the company’s objectives and values while recognizing and motivating employees to contribute to the organization’s success (Kuratko & Hoskinson, 2019).Top of FormBottom of Form
- Ways in which benchmarking data can be gathered and measured to develop insight.
One way that benchmarking data can be measured includes internal data analysis. This includes financial data, operational KPIs, customer satisfaction surveys, employee performance metrics, and any other relevant data (Bartlett, 2013). Another way includes analysing industry reports and surveys. Industry-specific reports and surveys conducted by research firms and industry associations can provide valuable benchmarking data. These reports often contain key performance indicators and industry benchmarks that allow organizations to compare their performance against industry averages. Many industries publish public reports or data on their websites, government portals, or regulatory bodies and this data can be used for benchmarking purposes to gain insights into industry trends and performance.
Another way of gathering and measuring benchmarking data includes doing competitor analysis. Analyzing the performance of direct competitors can offer valuable insights. This can be done through publicly available data, annual reports, press releases, and market research reports which go on to help in understanding how competitors are performing in various areas. Another means of achieving this will be through networking and Industry Events (Bartlett, 2013). Participating in industry events, conferences, and networking opportunities allows businesses to interact with peers and gain insights through informal discussions and knowledge-sharing sessions.
Customer Feedback and Surveys also help in gathering benchmarking data (Bartlett, 2013). Customer feedback and satisfaction surveys help provide crucial insights into how well an organization is meeting customer expectations compared to competitors. This data goes on to highlight areas that need improvement. Online Platforms and Data Providers are the other means through which benchmarking data can be collected. There are online platforms and data providers that offer benchmarking tools and services. These platforms allow businesses to compare their performance against industry peers and access real-time data. Key Performance Indicator (KPI) tracking is the other means that benchmarking data can be used to gather benchmarkig data. This involves identifying and tracking relevant KPIs regularly to measure the organization’s performance and progress over time. This tracking helps in identifying trends, strengths, and areas that need improvement (Bartlett, 2013).
- Explain how organisations use insight to develop reward packages and approaches.
Organizations use insights derived from various data sources and analysis to develop reward packages and approaches that effectively attract, motivate, and retain employees. By understanding the needs and preferences of their workforce and benchmarking against industry best practices, organizations can design reward strategies that align with their business objectives and create a competitive advantage (Anderson, 2017).
One of the ways of developing reward packages includes through employee Surveys and Feedback. Conducting employee surveys and gathering feedback provides valuable insights into what employees value most in their rewards. Understanding their preferences for compensation, benefits, and non-monetary incentives helps in tailoring the reward packages to meet employee expectations (Anderson, 2017).
The other means is through market benchmarking. Organizations use external benchmarking data to compare their reward packages with industry peers and competitors. This analysis helps in identifying gaps and areas for improvement to ensure that their offerings are competitive in the labor market (Anderson, 2017).
Performance Evaluation also help in developing reward packages. Insight from performance evaluations allows organizations to link rewards directly to individual and team achievements. High-performing employees can be rewarded for their exceptional contributions, encouraging a culture of performance excellence. Organizations can also conduct financial analysis to determine the budget available for reward packages. The insights obtained from financial data help in setting realistic compensation and benefit levels while ensuring cost-effectiveness (Anderson, 2017).
Another way of developing reward packages includes talent segmentation. Insight into the different segments of the workforce, such as generations, roles, and experience levels, helps in tailoring reward approaches to specific employee groups. Different segments may have varied preferences and needs, and a personalized approach can enhance the effectiveness of rewards (Anderson, 2017). Recognition and appreciation programs also help in developing reward packages. Insights from employee recognition programs highlight the contributions of individuals and teams deserving of rewards. Recognizing and appreciating employees’ efforts through non-monetary rewards can have a significant impact on employee engagement and motivation.
Task Two – Report Section
- Explain the legislative requirements that impact reward practice.
Legislative requirements play a crucial role in shaping reward practices within organizations, ensuring fair treatment of employees and compliance with relevant laws (Cappa, Franco, Ferrucci & Maiolini, 2023). These requirements are designed to protect employees’ rights, promote equal opportunities, and maintain a safe and healthy work environment.
One of the legislative requirements is having minimum wage laws. Such a law will set the lowest hourly rate or monthly salary that employers are legally required to pay their employees. Organizations must adhere to these laws to ensure employees receive a fair and livable wage. There should also be overtime and working hours legislations. These should specify the maximum number of hours an employee can work per week and the rate at which overtime should be compensated (Cappa, Franco, Ferrucci & Maiolini, 2023). Organizations must comply with these requirements to prevent exploitation and ensure employees are compensated appropriately for extra work.
The other legislative requirement touches on equal pay and non-discrimination. Laws on equal pay and non-discrimination prohibit wage disparities based on gender, race, religion, or other protected characteristics (Cappa, Franco, Ferrucci & Maiolini, 2023). Employers must provide equal pay for employees performing similar work, regardless of their backgrounds. There is also the legal requirement touching on health and safety regulations This touches on requirements related to health and safety that help ensure that organizations provide a safe working environment for employees. Failure to comply with these laws can lead to penalties and legal liabilities. There should also be benefit and leave policies. These are laws that touch on employee benefits like paid vacation, sick leave, maternity leave, and parental leave. Organizations must follow these regulations to provide adequate leave entitlements and benefits to their employees (Cappa, Franco, Ferrucci & Maiolini, 2023).
- Different approaches to performance management.
One of the approaches to performance management is having appraisal systems (Information Resources Management Association, 2023). This approach involves periodic performance reviews, often annually, where supervisors assess employees’ past performance and provide feedback. These evaluations typically focus on strengths and weaknesses, identifying areas for improvement. The second approach touches on employee feedback. This involves gathering input from multiple sources, including peers, subordinates, supervisors, and even clients, to provide a comprehensive view of an employee’s performance (Information Resources Management Association, 2023). This approach aims to offer a more holistic perspective and promote self-awareness. It however requires careful implementation to avoid biases and maintain anonymity.
Performance management can also be done through Management by Objectives (MBO). This sets specific and measurable goals collaboratively between employees and their managers. The focus is on achieving these objectives, and performance is evaluated based on the degree of goal attainment. It emphasizes employee involvement in the goal-setting process, enhancing motivation and clarity (Information Resources Management Association, 2023). Having Key Performance Indicators (KPIs) is also used in performance management. The KPI metrics track progress toward organizational objectives. Aligning individual performance with KPIs provides clarity and helps employees understand how their efforts contribute to overall success.
The Balanced Scorecard framework is also used in performance management. It aligns employee performance with various organizational aspects, including financial, customer, internal processes, and learning/growth. By evaluating performance across multiple dimensions, organizations can ensure a well-rounded and sustainable approach to success (Information Resources Management Association, 2023). A company can also make use of Strengths-Based Performance Management. This focuses on employee strengths rather than weaknesses and is aimed at maximizing individual talents, boost engagement, and foster a positive work environment.
- The role of people practice in supporting line managers to make consistent and appropriate reward judgements.
People practice or HR helps in the development of policies and guideline development (Mainenti, 2016). People practice professionals join forces with senior management to develop clear and comprehensive reward policies and guidelines. They help outline the principles, criteria, and processes for determining rewards, ensuring that line managers have a solid foundation to base their decisions on.
They also help with training and development by facilitating training sessions for line managers to enhance their understanding of the organization’s reward philosophy, policies, and processes (Mainenti, 2016). This training equips them with the necessary knowledge and skills to make informed and fair reward judgments for their team members. They also emphasize the importance of consistency in the application of reward practices. The HR also does conduct market research and compensation benchmarking to ensure that the organization’s reward packages remain competitive within the industry and job market (Mainenti, 2016). This information assists line managers in making appropriate reward decisions, such as salary adjustments and bonuses, in line with industry standards.
People practice professionals also help with designing and implementing performance management systems that link individual and team performance to rewards. These systems establish clear performance metrics and align them with reward outcomes. This linkage helps line managers make consistent judgments based on objective performance data. They are also involved in facilitating calibration sessions where line managers come together to discuss and compare their reward decisions (Mainenti, 2016). These sessions allow for alignment and calibration, ensuring that rewards are distributed consistently and fairly across different teams and departments.
- How line managers make reward judgements based on organisational approaches to reward.
Line managers play a critical role in making reward judgments within an organization. They do this by first understanding organizational reward philosophy (Roobol & Koster, 2020). The line managers familiarize themselves with the organization’s reward philosophy, which outlines the principles and values guiding the reward system. This includes understanding whether the focus is on individual performance, team collaboration, skill development, or a combination of factors. They also regularly evaluate employee performance against predefined objectives and key performance indicators (KPIs). They use performance data to determine whether employees have met or exceeded expectations, which forms the basis for reward decisions (Roobol & Koster, 2020). Line managers also take into account the organization’s financial resources and constraints when making reward judgments. They work within the allocated budget to distribute rewards fairly and appropriately. They also advocate for differentiation based on performance levels. Line managers use performance data to differentiate rewards, ensuring that high performers receive appropriate recognition and incentives. However, they also strive to maintain fairness and avoid creating a demotivating environment for employees with slightly lower performance (Roobol & Koster, 2020).
References
Anderson J. (2017). Employee reward structures (Sixth). Spiramus Press.
Bartlett R. (2013). A practitioner’s guide to business analytics: Using data analysis tools to improve your organization’s decision making and strategy. McGraw-Hill.
Burcharth A. Præst Knudsen M. & Søndergaard H. A. (2017). The role of employee autonomy for open innovation performance. Business Process Management Journal 1245–1269. https://doi.org/10.1108/BPMJ-10-2016-0209
Burke W. W. & O’Malley M. (2022). Profitably healthy companies: principles of organizational growth and development. Columbia University Press.
Cappa F. Franco S. Ferrucci E. & Maiolini R. (2023). The impact of product and reward types in reward-based crowdfunding. Ieee Transactions on Engineering Management 3050. https://doi.org/10.1109/TEM.2021.3058309
Gidron B. & Bar M. (2010). Policy initiatives towards the third sector in international perspective. Springer. https://doi.org/10.1007/978-1-4419-1259-6
Information Resources Management Association. (2023). Research anthology on approaches to social and sustainable entrepreneurship. IGI Global. https://doi.org/10.4018/978-1-6684-7593-5
Jukka T. (2023). Does business strategy and management control system fit determine performance? International Journal of Productivity and Performance Management 659–678. https://doi.org/10.1108/IJPPM-11-2020-0584
Kuratko D. F. & Hoskinson S. (2019). The challenges of corporate entrepreneurship in the disruptive age (First). Emerald Publishing Limited.
Lefrançois Guy R. (2012). Theories of human learning: what the professor said (6th ed.). Wadsworth.
Mainenti J. M. (2016). The challenge of instilling corporate citizenship: evaluating the role of human resources management (dissertation). Northcentral University.
Roobol C. J. J. & Koster F. (2020). How organisations can affect employees’ intention to manage enterprise-specific knowledge through informal mentoring: a vignette study. Journal of Knowledge Management 1605–1624. https://doi.org/10.1108/JKM-11-2018-0668