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The effectiveness of an organization's performance and reward management system can have a significant impact on employee motivation, morale, and ultimately, their productivity. According to a 2008 study, a poorly designed or implemented reward system can lead to counterproductive behaviour and ultimately undermine the goals of the organisation.
Employee motivation is an intrinsic and internal drive to put forth the necessary effort and action towards work-related activities. It has been broadly defined as the "psychological forces that determine the direction of a person's behavior in an organisation, a person's level of effort and a person's level of persistence". [1]
Organizational reward systems have a significant impact on employees' level of motivation. Rewards can be either tangible or intangible. Various forms of pay, such as salary, commissions, bonuses, employee ownership programs and various types of profit or gain sharing programs, are all important tangible rewards. While fringe benefits have a ...
Effective motivation strategies take into account the individual's unique needs and preferences, while also recognizing the role that both types of rewards play in influencing behaviour. It is important to achieve the right blend of intrinsic and extrinsic rewards within the overall compensation and benefits offered to an employee.
Motivation plays an important role in driving individuals to engage in Organizational Citizenship Behavior (OCB). The underlying mechanisms that lead employees to engage in these extra-role behaviors are significant for both academic study and practical application in the field of public management.
The reward system (the mesocorticolimbic circuit) is a group of neural structures responsible for incentive salience (i.e., "wanting"; desire or craving for a reward and motivation), associative learning (primarily positive reinforcement and classical conditioning), and positively-valenced emotions, particularly ones involving pleasure as a core component (e.g., joy, euphoria and ecstasy).
Employee engagement depends on managers, and effective managers are committed to diversity. In a global survey of more than 50,000 employees, the Corporate Leadership Council found that employees’ commitment to their managers was a critical factor in engagement. The converse was also true: the manager was a crucial enabler of engagement.
Selecting the appropriate rewards is vital to any program's success. The goal in choosing rewards is to select items that will spark the participant's interest or feelings, and support the program's objectives. Effective rewards will both motivate short-term behavior and provide motivation over time. There are several types of rewards.
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