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Discussion
Classmate 1
I agree with the views of classmate 1 because the post highlights how benefits and incentives influence employees morale. The organizations face the challenge of deciding an adequate compensation package which is sufficient for keeping employees motivated (Doll et al., 2017). I agree with the facts mentioned in thee post about Peter Ducker which also stresses on the concept of ‘creating and sharing knowledge’. I think that psychology of an employee plays significant role and activation is the primary phase required for attaining a goal that is missing when organizations fail to offer adequate incentives to the employees. This can also be viewed as a phase in which an individual prepares himself for the test.
I agree that the companies that reduce the benefits or compensation for the employees are more likely to create demotivation for the employees and they will leave the company. This is because employees are always seeking opportunities for growth.
Classmate 1
I like the post as it explains how motivation of employees is controlled. I agree that performance standards must be designed by the companies for attaining organizational goals. This provides the guideline to the employees regarding the work they must provide to the company. Evaluations are crucial for encouraging employees by showing that their contributions are rewarded. Bureaucratic controls can act in fair manner by evaluating employees without any discrimination. I think that fairness is crucial for promoting work spirit and encouraging employees to work with their full potential. Compensations when paid on performance standards, employees are motivated to improve their performance (Westphal & Zajac, 1994). This creates competition and employees work with dedication for getting good ranking. I agree that adoption of performance standards can be used for enhancing the overall performance of the employees and even increase their satisfaction.
References
Doll, G. A., Cornelison, L. J., Rath, H., & Syme, M. L. (2017). Actualizing culture change: The Promoting Excellent Alternatives in Kansas Nursing Homes (PEAK 2.0) program. Psychological Services, 14(3), 307–315.
Westphal, J. D., & Zajac, E. J. (1994). Substance and Symbolism in CEOs’ Long-term Incentive Plans. Administrative Science Quarterly, 39(3), 367–390.
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