Incentives and recognition 'must match desires' of employees
Date: 15/02/2010
Businesses must be aware of their incentives and recognition if they are to be successful in encouraging better work out of employees, it is said.
The Lanka Times looked into issues of motivational problems, concluding that "valence, expectancy and instrumentality are all important to a person's motivation" in the workplace.
As a result, people who are working within a framework of expectancy can attribute motivational problems to one of three basic causes, firstly that which stems from a disbelief in a relationship between effort and performance.
It was noted that in this case, an employee might ask whether or not they will be subject to incentives and recognition in a performance appraisal if they give the maximum effort or not.
Secondly, a lack of trust in a relationship based on performance would lead people to question whether or not a strong appraisal would lead to organisational rewards.
Thirdly, if poor rewards are offered then people will not feel the need to take the extra step up, the Lanka Times added.
It concluded: "If the motivational problem is related to the employee's belief that effort will not result in performance, the solution lies in altering the belief."
Earlier in the month, an HR executive told pluggd.in that people should be appreciated for good practice "even if it was their daily work", adding: "This requires consistency and may not be easy but certainly keeps the employee excited all the time."
Posted by David Farrior
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