|
积极性在公司管理之中是非常有意义的。积极性是人们获得满足感以及满足某些需要的体验过程。它可以激起员工对于工作的热情以及促进他们更好的胜任自己的工作。然而，积极性是会受到个人动机，所制定的公司政策以发展战略等方面的限制。在员工积极性方面，有效的奖励系统可以起到至关重要的作用，一种非常实际的方式就是积极性。奖励系统最为核心的就是检测员工的工作表现及贡献。它包括有形资产及无形资产奖励。公司管理中需要奖励系统，公司可以留住优秀的人才并且可以大量员工的成本支出。这篇文章主要就是说明员工奖励系统的重要性，它可以体现在三个方面员工、公司、业务。员工可以提出意见以便于公司更好的建立奖励系统。
Motivation is one of the most significant factors in corporation management. Motivation is a process that people will experience in order to meet and satisfy a certain need. (Hoffmann, 2006) It can arouse employees’ enthusiasm and impel them to keep improving their qualifications. Nevertheless, motivation is restricted by individual’s motive and need as well as corporations’ policy and strategy. In many ways of motivating staff, effective reward system plays a vital role and is one of the mostly applied ways in motivation. Reward system refers to a system through which corporations reward excellent staff for their performance or contribution. (Griffin, 2008) It includes tangible reward and intangible reward. Through applying effective reward system in corporations’ management，corporations can retain excellent talents and reduce costs as well as improve its sales volume. This essay will illustrate the important role that effective reward system plays in motivating staff from three perspectives namely staff, company and the business line. Then some suggestions will be provided for corporations to notice in their set up of reward system.
The target of reward system is the staff while effective reward system proves to be the direct and effective way to motivate them, improve their enthusiasm in working and help them better adapt to their roles. As a way of motivation, reward system expresses companies’ recognition and appreciation over employees’ performance and it is an example to show companies’ humane management.
For staff, effective reward system can meet their needs both physical and spiritual. In a corporation, staff may have different needs for the disparity in their ages, personalities, genders, positions, experiences, education background and so on. And for a same person, his need may also change with the pass of time and change of position. So, corporations need to master the dynamic change of staff’s needs and set corresponding measures.
The renowned psychologist Maslow (1943) thinks there are five stratums of needs namely physiological needs, safety and security needs, social needs, esteem needs and self-actualization needs. He also holds the view that people have priority over these needs. On certain occasions, if corporations can not meet all the needs that staff has, and then they should satisfy the one that most urgent. As long as those lower needs being satisfied can the upper needs be met. Maslow’s view indicates that corporations should know the current need of staff first and then try to meet it。
Effective reward system combines both physical reward and spiritual reward. Physical interest is the fundamental reason that people engaging in all social activities. Reward system will first meet the basic needs i.e. to live of staff which ensures their daily life. In this way employees can feel more assured. Besides, reward system consists of intangible reward, which further makes employees be more loyal. Spiritual rewards are very important factors that impel employees to develop their abilities. It encourages employees to dedicate to their work. Intangible rewards includes empowering, providing more training and learning opportunities, carrying out flexible working system, offering more chances of promotion, moral affiliation, live their own values and etc.. (Jensen, McMullen& Stark, 2007)In addition, effective reward system like to combine performance with salary will make employees feel justice and fair. As a result, they are more willing to stay in the company and create more wealth.
As Adams’ (1976) equity theory shows when a person feels the motivation that he gets is in accordance with the effort he makes, he will feel fair. Otherwise, it will lead to unfavorable outcomes rather than good expectation. Reward system makes sure that the reward as well as the punishment is fair. Fair reward system helps corporations win the heart of employees. Nowadays, so as to be fair and square, companies provide equal opportunities for all, create equal competition environment and condition as well as be transparent and democratization in its operating. Such choose combine salary with employees’ performance.
Reward system is the key part in corporation management. Corporations must spend much personnel, finance as well as time on establishing effective reward system. Effective reward system brings many benefits to companies. Some of the benefits are quite practical like help reduce costs and improve sales volume, others are intangible benefits like make companies more competitive and establish a better image.
Through layered reward system, corporation rewards staff in different positions differently according to their performance and contribution. Corporations can choose those who do a great job and offer them with promotion, training. By this means, corporations are able to optimize resources while at the same time motivating staff. Besides, effective reward system helps corporations retain talents. Every year, each company will spend a lot of money and time in recruiting new employees and training them. However, effective reward system can reduce corporations’ costs on these aspects. (Arthur, 2001) Retaining of talents reduces corporations’ costs on other aspects including release pay and since employees who work in the company for a long time are more familiar with corporations’ goal, strategy and customers, therefore, they can also reduce corporations’ costs like personnel and time in sending new staff to get to know the entire business schedule.Effective reward system motivates employees to work better with efficiency improved and more values created.
Enable corporations realize its target better and faster
Xue, Sanderson, & Graves (2003) hold the view that corporations have many decisions to make in realizing enterprise’s objective. Effective reward system is a mixture of organizational goal and personal goal. Clearly, corporations’ fundamental aim is to make profits while employees’ aim is to get financial feedback as well as be satisfied in spirit. Reward system can obtain the goal of combing these two together. As a result, when performing, employees tend to work harder to make more contributions for the company.
Reward system can also make corporations more competitive in the same business. Fan (1975) pointed out that on the reward system, bonus can promote a greater effort than other ways. The essence of corporation management is the management over personnel. Effective reward system can meet the physical need as well as satisfy the spiritual need of employee. Thus, it can help corporations keep their advantages over excellent personnel. Some time, it can also help corporations attract mangers of other corporations. In this way, corporations can have a high employee loyalty and low talent turnover rate.
Besides, corporations usually have a detailed evaluation over the standard of rewarding. For instance, more and more corporations compromise employees’ daily behavior, personal image, telephone manner and attendance in their evaluation. This kind of reward system will help employees be more responsible and more qualified in their work. Employees will leave a better impression on their customers, so companies have a better image which helps improve their competitiveness.
Organization culture refers to that all employees share the basic beliefs and principles that a corporation sets. It can also have impact on organization’s behavior as well as strategy making. (Weick, 1987)
Generally, corporations reward both the team and excellent staff. In rewarding teams, corporations encourage the spirit of cooperation. Different staffs of a same branch cooperate with each other or staffs from different departments work together. Working as a team or in a unit does good to help employees cooperate with each other and motivate them work better. (Robert, 2002)In rewarding individual, corporations encourage the spirit of competition. Corporations only reward those who do a great job or contribution to the corporation. Therefore, it forms an atmosphere of competition. In order to get physical reward or promotion and training, employees work harder. A corporation culture with both cooperation and competition enables the company manages better.
Further more, reward system urges employees to recognize and approve corporations’ value and goal. Typical Japanese management stresses on corporate culture. They care about the human resource management, cultivate of talents and the improving employees’ abilities. The reward system is quite essential in forming corporation culture. Effective reward system helps corporations share their values with employees. Meanwhile, corporation will develop a harmonious atmosphere. When employees show agreement in corporations’ value and policies they make, they tend to perform better, more dedicated and more willing to stay in companies.
In realizing effective reward system in corporations can help business line attach greater importance to employees’ wants and needs. So corporations will spend much effort on human resources management and practice humanistic management. The practice of HRM enables the high performance of both employees and the firm. (Huselid, 1995)
As reward system is one of the most efficient ways in attracting talents, it urges corporations carry out reform in salary and other aspects. In this manner, the business line can create a healthy competition environment and develop faster.
Scientific reward system contains a spirit of competition, so its performing can create a healthy competition environment and forming a benign competition system. In such a competitive environment, employees from a certain corporation will work under pressure while the pressure will further become the motivation that urges staff to work harder. The competition among individuals is one of the main resources of motivation while effective reward system motivates staff in a direct way.
The former sections illustrate the importance of effective reward system in motivating staff. In this section, some suggestions will be provided for corporations in their design of reward system. (Lawler, 1983)
One thing to be noticed is that corporations should be practical in their setting of reward system. That means rewarding must be reasonable. This refers to two aspects, first the reward degree should be moderate and then the rewarding must be fair and square.
The second thing is to reward according staffs’ needs. As have said before, incentive based on employees’ needs can better motivate them and be more efficient. This may include apply
different motivation ways according to different needs and also establish reward system that employees can choose which enables employees to choose their most wanted reward in the ones corporations offered.
The third thing is to combine physical reward together with spiritual reward. Only rewards employees physically can just satisfy their short-time and lower need. It does no good in help corporations keeping talents as well as attracting new employees. Combing physical needs together with spiritual needs will maximize the utilization of resources and best satisfy employees.
Last but not the least aspect to pay attention is the mixture of reward and punishment. Effective rewarding needs the cooperation of reward those who made contribution and punish those who cause lost and fail to meet the expectation. This will show examples to other employees that if they do excellent, they will be rewarded, if cause lost or do damage to the corporation, they will get punishment. However, in the real practice of reward system, corporations should reward more and punish less. Generally speaking, reward has better effect over punishment. When evaluating employees’ performance, corporations should focus on recognizing employees’ advantages and merits while minimize their shorts and disadvantages。
In conclusion, effective reward system is quite essential in the whole management of corporation especially in motivating staffs. No matter from the perspective of employees, companies or take the whole business line into consideration, reward system always brings many benefits in motivating staff. Reward system is an efficient yet demanding task for corporations to set up. In setting it, corporation should follow several principles including unification of physical reward and spiritual reward, the combination of reward with punishment and reward based on demands. Corporations should also know staffs’ interests and hobbies and make their work more interesting.Scientific reward system will not only satisfy employees making them more devoted to their work but also bring several benefits to corporations and business lines. Scientific reward system help corporations attract excellent talents and retain outstanding staffs. Besides, it can develop employees’ potential and enable them fully play their talents and wisdom. A healthy competition environment is also formed in its practice.
Adams, J. S. (1976). ADV EXPERIMENTAL SOCIAL PSYCHOLOGY (Vol. 9). Academic Press.
Arthur, Diane (2001).the employee recruitment and retention handbook, AMACOM.
Fan, L. S. (1975). On the reward system. The American Economic Review, 65(1), 226-229.
Griffin, Ricky W. (2008).Management, Houghton Mifflin Company. http://www.ukassignment.org/jndzydx/
Heneman, Robert L. (2002). Strategic reward management: design, implementation, and evaluation, Information Age Publishing Inc.
Hoffmann, Stefanie (2006). Classical motivation theories-similarities and differences between them. Auflage
Huselid, M. (1995). The impact of human resource management practices on turnover, productivity, and corporate financial performance. Academy of management journal, 38(3), 635-672.
Jensen ,Doug, McMullen ,Tom &Mel Stark (2007) The manager’s guide to rewards: what you need to know to get the best for and from your employees, Hay Group.
Lawler III, E. E. (1983). The Design of Effective Reward Systems (No. G-83-8-(39)). UNIVERSITY OF SOUTHERN CALIFORNIA LOS ANGELES CENTER FOR EFFECTIVE ORGANIZATIONS.
Maslow, A. H. (1943). A theory of human motivation. Psychological review, 50(4), 370.
Weick, K. E. (1987). Organizational culture as a source of high reliability. National Emergency Training Center.
Xue, F., Sanderson, A. C., & Graves, R. J. (2003, September). Multi-objective differential evolution and its application to enterprise planning. In Robotics and Automation, 2003. Proceedings. ICRA'03. IEEE International Conference on (Vol. 3, pp. 3535-3541). IEEE.
|
