Organizational Behavior Reward Systems Term Paper

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Employees need feedback on poor performance so they are able to improve from a productivity standpoint. Without critical evaluation, most people would not be afforded any opportunity to improve. Many times an employee is not aware they are performing poorly, and need assistance identifying potential areas for growth and learning.

Several different employees should be included when collecting 360 degree feedback. At minimum 1-2 co-workers should be asked to provide feedback. In addition, superiors or managers that work with the employee, but do not directly supervise the employee should be asked for feedback. Anyone that the employees work directly affects are also candidates for 360 feedback.

The most important rewards are a sense of accomplishment and contribution. For me understanding that I have made an impact on the organization is essential.

Continuous reinforcement may be impossible in a large corporate setting where there are hundreds of employees to oversea.

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The job of a good manager should be to reward employees for a job well done, but also to infuse them with enough self-confidence and motivation so that they do not require continual reinforcement.

5. Individuals will be satisfied with the rewards they receive if the rewards are somehow tied to their motivations. If an employee is motivated by achievement for example, than a promotion is an adequate reward for a job well done.

6. Perhaps the biggest obstacle a merit pay plan elicits is a subjective opinion. Good work in one persons mind may not be as good in another. The best way to overcome this obstacle is to ensure that the employee and manager set up measurable performance goals that can be used to calculate merit….....

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