Organizational Behavior and Monetary Rewards

Document Type:Thesis

Subject Area:Religion

Document 1

Meanwhile, most organizations tend to use the monetary rewards as a source of motivation for their employees. These rewards may be given in terms of incentives or overtime pay to employees. Through this motivation, the organization performance tends to move upwards. However, the monetary rewards may not yield as much as the organization anticipates. Through our essay below, we will be discussing the organizational behavior with respect to monetary rewards and its advantages and disadvantages as observed in most organization. The choking results in the high competition introduced to the employees' performance thus may lead to the psychological fear of losing thus resulting in poor work performance. Thirdly, incentives may cause the employee a false sense of entitlement to their payout.

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As a result of this, once the monetary rewards are removed from their payment, their expectations are not met and this may cause a negative reaction to it and thus be affecting their performance in their field of work due to dissatisfaction. Employees’ motivation and performance is a very critical area of research as the behavior of a human being is unpredictable. At a certain point, one may not react to a certain stimulus but when the same stimuli are presented to them at a later date, they tend to have a bunch of reaction to it. For a well-built organization, a well-balanced payment which is slightly higher as compared to the value of work provided by an employee will result in a well-performing organization as the employees are well motivated.

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The matching of value is a very critical aspect for any manager of any organization. This also helps in determining the appropriate incentives to reward one’s employees. When the incentive is well-balanced for the employees, it will result in proper motivation and generally fair competition amongst the employees and thus be resulting to a well-performing organization. This also helps in attracting and retaining a high profile of high performing workers. In a brief, the five principles are well illustrated below. First, we have the principle of the accurate definition and measuring the employees’ performance. This helps in clearly defining what an employee should do and what he/she should not. Besides that, their performance should be well measured so as to assess their efficiency in regard to the organization performance.

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Second, we have the principle that ensures that the rewards are in direct proportion to the performance of the employee. Putting all these five principles into practice, the rewarding of employees is generally and the organization is assured effective motivation of their employees through the giving out of the monetary rewards. In conclusion, monetary rewards can be a powerful tool for employees’ motivation and influencing in their performance. However, the money and financial rewards do not constantly live to the full expectation of the organizational goal. Management of an organization is both an art and a science and therefore the managers of these organizations should have the necessary knowledge so as to counter the changing behavior of the employees and know how to reward them suitably from time to time.

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