HUMAN RESOURCE MANAGEMENT

THE ASSIGNMENT
 COURSEWORK 2
INDIVIDUAL ASSIGNMENT

NAME ; AMRUS BIN HADI KEONG

PROGRAM ; EXEC.DIP.IN.MGMT

MODULE ; HUMAN RESOURCE MANAGEMENT

CODE ; MGMT 320

REGISTRATION NO ; DIMP 12-03

LECTURER ; MRS DEEPARECHIGI D/O VASHU

QUESTION 2

To what extend do you agree that rewards can drive employee

behavior.

Like a child being given a chocolate cupcake and a big hug after
cleaning her room, rewards and recognition can be powerful tools
for employee motivation and performance improvement. Many types
of rewards and recognition have direct costs associated with them,
such as cash rewards, trophy rewards, and a wide variety of
company-paid perks, like shift allowances, paid parking, and gift
certificate.

Rewards can be defined as something than increases the frequency

of an employee action. This definition points to an obvious desired
outcome of rewards and recognition to improve performance.
Rewards and recognition can be very motivating by helping
employees to build feelings of confidence and satisfaction.

I strongly agree recognition rewards can help create the right

employees and drive an employee behavior to be more substantial
towards achieving organization goals.
Studies show that employee morale significantly increases when
employees feel that their work is valued. According to the Business
Research Lab (2007), “rewarding and recognizing positive results is
an important factor in retaining employees.” Most people are not
motivated by money alone. Employees want to feel appreciated,
recognized and valued.

Having a rewards and recognition program in place lets valued

employees know that their contributions are important and efforts
are appreciated. Putting together rewards and recognition program
or an incentive program is a great step toward improving employee
morale and encouraging more productivity. If employees are happy
and motivated, customers will be happier and will reap the benefits
as well. Saying thank you to everyone for a job well done is
important. A little “thank you” will go a long way!

Reward and Recognition plays a part in at least these areas;

(i) Employee Satisfaction

Influencing retention and motivation.

(ii) Performance Management

Creating a workplace environment that provides positive
reinforcement of behaviors necessary to achieve results and business
goals.
Two (2) most important tools of Rewards and Recognition system;

(i) Determine the rewards

Rewards can be low cost, like printed certificates, weekly prizes for
exceptional work, allowing employees to award other employees a
reward, staff lunches, ice cream socials, or even bringing baked
goods to someone who does something notable. Other reward ideas
may cost a little more, like an extra hour for lunch, a gift
certificate, or a day off.

(ii) Create opportunities for recognition

Sometimes being recognized for a special accomplishment or
activity is better than a physical reward. Allow several opportunities
for this type of recognition. Opportunities to offer praise and
recognition might be staff meetings, company meetings, e-mail
alerts, and verbal praise. Encourage employees to say ‘thank you’ to
each other and recognize the efforts of their co-workers whenever
possible.

There are two (2) types of rewarding system that is commonly used
across all organization;

Monetary Awards
(i) Those paid by any negotiable instrument (cash, check, money
order and direct deposit);
(ii) Any item that can be readily converted to cash, such as savings
bonds or refundable gift certificates or Gift cards/certificates for
any amount.

Non-Monetary Awards
(i) Meals, trips, plaques, trophies, desk items, cups and mugs as
gifts or souvenirs.
(ii) Personal items of clothing such as caps, shirts, and sweatshirts.
(iii) Other items such as tools, electronics, radios, sports equipment
and time pieces which is more commonly used to award long serving
employees and company annual dinner (lucky draw).

The only way an employee will fulfill an organization dream (vision

and mission) is to share in the dream. Reward systems are the
mechanisms that make this happen. The greatest team management
principle is that, the things that get rewarded get done, you get what
you reward. Rewards include doing the things people enjoy doing,
recognition, and money. By rewarding collective achievements, you
inspire and promote teamwork.

"You get more of the behavior you reward. You don't get what you
hope for, ask for, wish for or beg for. You get what you reward."

- Professor Dr. Michael LeBoeuf - University of New Orleans