- What are the various rewards available in today’s workplace, at the company level, and at the manager-to-employee level? How does your company compare to others about which you have read or heard?
- How can you assess employee needs to tailor effective rewards? What are the considerations when rewarding an individual as opposed to a work team? How can you integrate rewards given at all levels of an organization into a company-wide reward system?
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Solution Preview - First of all, as you examine the various rewards available in today’s workplace at the company level and at the manager-to-employee level, you might note that this topic is massive. However, some company levels offer highly personal incentives include “exercise facilities, subsidized meal plans, child care availability, company cars” (http://www.referenceforbusiness.com/encyclopedia/Eco-Ent/Employee-Motivation.html), and other examples.
When researching various types of company incentives and rewards, research shows that “For all the championing of alternative motivators, money still occupies a rightful place in the mix of motivators. The sharing of a company’s profits gives incentive to employees to produce a quality product, perform a quality service, or improve the quality of a process within the company” (http://www.referenceforbusiness.com/encyclopedia/Eco-Ent/Employee-Motivation.html). Do you agree?
When looking at a model program for ideas on what is out there, you might examine Boeing. They have a new program with four elements: “formal appreciation, instant appreciation, service awards and cash awards” (http://www.workforce.com/section/02/feature/24/34/56/index.html).
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