ReWaRd...

There are quite a few theorists that have touched on the reward system, such as J.Stacey Adams, Charles handy, Maslow and Hertzberg. The reward system consists of employees performing to their level best and achieving their aims and objectives alongside their goals to their best ability and then receiving appreciation via wages, recognition etc.

‘Scheme to support and reinforce desirable behaviour, such as wage rate that increases with the productivity of the worker.’

I personally think that reward is an excellent scheme for managers can use in regards to motivating their employees, as it’s praising them when they have done well which keeps them happy and then initiates ideas for them to keep doing well so they can continue to receive the bonus payments or chances to win a holiday etc .. Whatever the reward may be.

The organisation that I have chosen, whose rewards schemes I will be discussing is the organisation that I am a part of myself, Argos. There are a number of ways in which Argos reward their employees some of which we find appealing and others which are not very affective at all. One of the main reward schemes in Argos is the Argos smiles which get used on a daily basis. This reward involves an individual having a good day at work and achieving his or her targets for the day and in return receiving an Argos smile, which is a unique code that you then have to key in, on you log on in the company tms logon, this then gives you Argos smiles which can be redeemed as money. Entering the unique code also enters you into a prize draw from which you can win large items from Argos such as TV’s, IPOD’s, Play station etc. another reward scheme that Argos does but is not so popular as it is more costly for the organisation to implement. This is the ‘Good2Great’ scheme, which consists of an individual being selected from a store to go and do this management program which enables employees to train up to becoming a manger alongside a Customer service manager role, which they can then be employed as within any Argos store as the CSM or a manager elsewhere. Overall I believe Argos smiles are far more effective than the ‘Good2Great’ scheme, as it’s a direct award and a tangible award which you receive short term and employees find that more rewarding as its directly after good performance that you receive the reward.  Fairness and equity is not ensured in my workforce, as there are only selected people who are actually able to qualify for the ‘Good2great’ scheme, this consists of individuals that have been with the company for over 18 months and a full time employee, there is no equality in this as a part time employee could have the same ability to work well as a full time employee but will never be given the opportunity to progress neither would any of the weekend staff.

Having overviewed all the outcomes of reward, I personally think that in some ways it may still be a advantageous idea to continue giving organisations rewards even if they under achieve in some months as this gives consistency and it also keeps the idea of valuing the employees standing. However this could also be negative as because they are still receiving rewards for not doing anything the chief executives will begin to think that there is no need for them to try and achieve targets etc as either way they are still receiving a reward/bonus. The argument for the executives to still be receiving large bonuses is as valid and as strong as them not receiving the bonus, the argument for is that if they continue to be given the reward even if they underachieve in a certain month, it may actually encourage them to do better the following month as they will have higher levels of motivation as they have been rewarded. However the argument against is that if they continue to receive the bonus for not doing anything they will continue not to do anything because they are still getting rewarded, but this can also increase their levels of motivation and actually encourage them to carry out their job a lot more competently as because being given the bonus will keep them happy and eager to carry on with their job. Overall I think that chief executives of a organisation should still be given their bonuses even when their organisation underperforms as this can be a excellent factor that can encourage motivation.