Rewards & Recognition Will Lead To Employee Motivation

 

Employee recognition is a determination of a worker's contribution to the workplace, as well as their passion and drive stated by Astakhowa, (2015). It also entails evaluating and appreciating the work's results. In a nutshell, it underlines the value of each worker's professional expertise and experience by looking at their individual contributions. Employees become more involved when there is a culture of acknowledgement. Employees who are engaged in their work are happier, more loyal, and more productive. Every day, there are inexpensive ways to thank someone for their loyal service. The topping on the cake that keeps employees motivated, engaged, and coming back for more are informal awards commented by Aruna, (2018)

Anon, (2014) Further emphasizes “The motivation of employees depends on the strength of their motives. Motives are needs, wants, desires or impulses within the individual and these determine human behaviour. Therefore, motivation is the process of arousing behaviour, sustaining behaviour progress, and channelling behaviour into a specific curse of action. Thus, motives (needs, desire) induce employees to act. Motivation, therefore, is the inner state that energies people, channels and sustains human behaviour”   (Maduka, 2014)

Rewards and recognitions are important for employee motivation 

The rewards and recognitions play a pivotal role in an organization to induce employee motivation and that in return will enhance employee performance and lead to organizational growth and development which is a key factor for any organization to stay abreast of its competitors and for its survival in a volatile market environment (Jawad A, 2021). Eshun & Duah, (2011) stated that “in a rapidly and -changing work environment, motivated employees are essential tools for the very survival of companies, organizations, and industries. Motivated employees tend to be more productive and are critical for organizational survival”

It is very much important to note that, employee work satisfaction is a product of motivation. Many studies have clearly proven that rewards and recognition, such as compensations are effective in this regard. Promotions, recognition, and other aspects all help employee work satisfaction and motivation. For example, effective organizational reward and recognition systems create an outstanding and exciting working atmosphere that ultimately drives employee happiness and motivation and that leads to exemplary performance and growth in the organization. Furthermore, it can positively influence to decrease in employee turnover which can be taken as a measurement to prove that the employees are happy and motivated (Hussain, 2019).

The outcome of Employee rewards and recognition is further commented by Ndungu, (2017). It is much more interesting to uncover those rewards and recognition which had a direct and positive association with job satisfaction and motivation. As a result, if employee rewards and recognition are changed, there will be a commensurate change in work. rewards and recognition are used to either reward or honour an individual for excellent accomplishments, according to Pruden (n.d.). As a result, numerous rewards and recognition programs serve multiple purposes, although motivating employees to improve performance is the primary goal in achieving company objectives stated by Baskar, (2013). Motivated employees are more productive than demotivated employees.

Rewarding and recognizing employees in organizations

Managers understand that part of their job is to get the work done through their employees and it is imperative that, they should have the right skill set and the right feel for people to get their employees motivated to achieve high productivity and performance stated in Nicholson, (2003). Unfortunately, managers are frequently faced with the task of devising proper incentives and programs to keep their employees motivated. These issues arise from a lack of awareness and or general misconceptions regarding employee motivation and satisfaction. Most managers do not have the right competency skills to assess employee motivation as they think they are. This is stated in Cynthia Eshun, (2011)

 When it comes to employee rewards & recognition most organizations apply different techniques and methods to full fill the task. However, there are some organizations that have a tailor-made approach to reward all employees in the same manner. This has been quoted by Cynthia Eshun, (2011) “One-size-fits-all reward and recognition. Most managers use this concept as a way of recognizing, rewarding and motivating their staff. The problem with this kind of program is that it refuses to acknowledge individual differences in human beings and lumps all employees together into a homogenous group. It is important to note that individuals have different motives, and may act in different ways and be motivated by different things”

If I were to share the experience in my organization, a leading Food & Beverage company has got a very clear and transparent reward and recognition system for their employees.

Where the company strongly believes the success and the growth of the organization solely depend on its people, the company is people inspired company, everything we do revolves around people and our purpose is to unlock the power of food to enhance the quality of life for everyone, today and for generations to come.

 The organization has a strong value system which is deeply rooted in respect: for ourselves, for others, for diversity and for the future. Further, it creates a flexible working environment which suits to adapt to the ever-changing business and world and focuses on key areas when it comes to rewards and recognition that invariably motivate its employees to the highest level, the following are some of the

• Free medical coverage for the family, hospitalization and OPD
• Protection of parenthood. This comprises maternity protection, which means 14 weeks of paid maternity leave and the flexibility to extend it up to 6 months and a flexible work environment and including paternity leave as well
• Nestle offers a very competitive and attractive salary which goes beyond industry norms and variable pay in return for employee contribution to the success and growth of the company

• Offer career growth opportunities, and expatriation, that truly widen your knowledge and experience
• Nestle products to the staff at a discounted price
• Fully-fledged gymnasium, giving the employees the opportunity to stay healthy

 

Having a proper and strategic reward and recognition plan in place is extremely important to all organizations to motivate their employees and it can be called the growth engine for the future (Anon., 2014). Therefore, it is imperative that organizations treat their employees at the highest level and keep them at the heart of everything they do.

 

References

Anon., 2014. Effect of Motivation on Employee Productivity: A Study of. Chukwuma. Edwin Maduka, 2(7), p. 138.

Anon., 2019. Impact of Employees’ Recognition, Rewards and Job Stress on Job Performance: Mediating Role of Perceived Organization Support. SEISENSE Journal of Management, 2(2), pp. 72 -73.

Aruna, G., 2018. Impact of Rewards and Recognition on Employee. International Journal of Creative Research Thoughts, 6(1), pp. 82 -83.

Baskar, P. R., 2013. A Study on the Impact of Rewards and Recognition on Employee Motivation. International Journal of Science and Research, 4(11), pp. 1644-1648.

Cynthia Eshun, F. K. D., 2011. Rewards as a motivational tool for employee performance, s.l.: School of Business Management .

Eshun, C. & Duah, F. K., 2011. Reward as a motivational tool for employee performance. 24 January, p. 11.

Hussain, S. D. K. D. A. N. Q., 2019. Impact of Employees’ Recognition, Rewards and Job Stress on Job Performance: Mediating Role of Perceived Organization Support. SEISENSE Journal of Management, 2(2), pp. 72 -73.

Jawad A, K. K., 2021. Examining the Role of Motivation and Reward in Employees’ Job Performance through Mediating Effect of Job Satisfaction: An Empirical Evidence. International Journal of Organizational Leadership, Issue 10, pp. 401-420.

Maduka, C. E., 2014. Effect of Motivation on Employee Productivity: A Study of. International Journal of Managerial Studies and Research, 2(7), pp. 137-147.