HR essay online help on: Praise in the modern work place

Introduction

To discuss the main topic “Praise motivation “the whole paper divides into several sections that consist all the required key information, theories, models, examples and ideas that provides clear visibility and understanding about the motivational factors that are important to motivate employees for enhance their performance, knowledge, attitude, behavior, skills and many other key things in perspective of organization and employees in the below. The paper beginning with introduction about the paper and topic that needs to covers in the discussion in the sections. In the further sections consist all the key required information and idea that provides in depth information about the topics. At the end in conclusion, the section consist of summarizing the whole discussion in effective manner that provides quick overview of the discussion.

This paper covers and presents in depth descriptive discussion on the concept and relevance of praise motivation that provides information about compensation or salary is not enough to motivate the employees to maintain their consistence performance or enhance their performance. To discuss about the recognition methods of employees that enhance their overall performance and met their expectation organization required and involves numerous other benefits. These additional benefits, rewards and recognitions enhance the performance, effectiveness and efficiency level towards the work. In the below sections the essay creates discussion that argument employees are not looking only monitory benefits in the organization and monitory benefits are not enough to motivate them, Numerous big organization introduced and implemented Human resources practices, Organizational behaviors concept and many other tools and techniques of rewards and recognition that influence the employees to gets individuals, organizational common goals. Employees are the key assets for the organization. The organization success depends on the performance, dedication and expertise of their employees. To develop core competencies and sustain in the competitive business environment employees’ retention and employees’ satisfaction are the most important factor. All the internal and external success is interrelated and determine through employees. A part from all the key discussion the paper also focuses on the practices that managers or management are used in the organization to motivate their employees and their level of effectiveness and scope of improvement and opportunity for better enhancement.

Discussion

Today also, there are too many small business owners that don’t focuses on the key part and the importance of motivation. There are very small problems and that is management gives its full potential and full attention to increase the sales rather than to focus on the incentives and motivation of employees. They either do not get time for these important activities or the budget is not convincing them to focus in this important activity.

According to the researchers, it has been proved and showed that employees need and require praise as well as motivation from their management. They want proper incentives from their management. They look for motivation if they do something great. So to praise the employee is really an important task that needs to be recognized from the management side. The entrepreneurs should understand this thing in a deeply manner that praising is the part of regular habits of the employees.

The evolution of modern work place creates the excellent use of changes in the employment relations. Work and work places both have changed radically in the past three decades. (Brown, 2007)

It is the major doubt and the important question whether rewards work or not? Rewards generally work and incentives can change on the other side. According to productivity, the rewards help in performance and today it is the major question for the management that whether the incentive plans will work or not?

So the number of studies suggested that why rewards fail? Rewards generally fails because of the connection between the incentive programs and other problems in the work place related with the productivity as well as the morale of the employee. Rewards help in temporary compliance but it does not actually solve all the associated problems. Pay is really not the motivator. Even if there are people those who are concerned with their salary parts, this does not actually means that money and pay is the motivator. This does not encourage the employees to do work for long term or perform well because only money cannot help them to satisfy the employees. In the long run, employees require focusing on better appraisal and appreciation from the management side. It will bring satisfaction and will increase the motivation among the employees. Management try to increase the fear factor among the employees that destroys the motivation level among the employees and also this creates less amount of quality in the work done by the employees. The management when forces its people to compete for rewards as well as recognition, this destroys the cooperation and also the relationships among the employees. This makes the thing worse at the organization’s end. To solve the problems by the management in the work place, the managers are required to understand the reasons and causes of the problems. The managers are required to understand the demands of the employees. They are also required to deal with the collaborations and to make the best recommendations for the powerless and the problematic situations but if the management is dependant and reliable on mere incentives to boost high volume of productivity, it will address the possible problems and meaningful changes in this situation.

Thus management should treat employees with better and useful feedbacks. They should try for social support and rooms for self-determination. People will precisely focus on the significant reward system and it is known especially for the high excellence and creativity. Excellence motivates them for right direction and this depends on the rate of productivity so as other illegal and unethical behaviors. There are people who do excellent works, they achieves better form of motivation. Thus they work because they love to do work. According to theorists, there are two different types of motivation tools and techniques such as the intrinsic motivation and the second is the extrinsic motivation. (Alfie, 2012)

Thus incentives are delivering promises and focusing on commitments to deal for the greater level of actions. This helps to understand the remuneration or the additional benefits to the employees in terms of rewards or recognitions and also in terms of achievement for better work done. It provides the important idea of better performance and there is a hope for reward system that it creates the powerful incentives to motivate the employees. This possess lot of advantages as well as characteristics such as the increase in the productivity, this also drives through better work and enhances high level of commitments in terms of performance. This also satisfies the person in terms of job satisfaction. The organization should look for praise and recognition as well as other non-financial incentives. This satisfies the needs and requirements of the employees. This also helps to motivate the employees and helps them to feel important. This is also useful to motivate the employees so as to search the innovative methods for the better work methods. This way, it adapts through the new methods of operations. Thus the job enrichment creates other non-monetary incentives in terms of enriching the lives of the employee. This provides them with high responsibilities, important designation and increasing the content as well as the nature of the work. This way, it creates high efficiency and greater challenging jobs in terms of high worth. This provides the employees with greatest level of motivation especially for the efficiency of the employees. There should have job enrichment in the organization through which the employees can focus and concentrate more on their work goals, tasks and responsibilities because this increases the level of motivation and also helps them to satisfy the employees. Promotion is also the effective tool to increase the level of motivation and to increase huge spirit so as high energy for the work, tasks and responsibilities. If the employees provide with huge opportunities, they will be more satisfied and contended towards their work. This will bring high level of motivation among the employees.

There are two types of incentives in the work place such as:-

The positive incentives and the negative incentives

In case of the positive incentives, the people are provided with positive energy and better assurance for fulfilling the needs and wants of the employees. Positive incentives create an idea and attitude that helps to satisfy the employee’s requirements such as to praise the employee or to provide them with high recognition so as other perks and incentives. This creates positive energy and positive attitude in the organization. Negative incentives basically refer to the purpose for correcting the mistakes or faults made by the employees. The major purpose of this incentive is to set the employees and it is negative in nature because it is known for example transfer, demotion, penalties and fines etc. (Arieff, 2011)

Thus the use of intrinsic rewards in the organization supports the work of the employees. It also helps in the primary sources of research so as the organization shares the philosophy of the workers. They perform better through the use of extrinsic rewards. The employee believes that intrinsic rewards damages and breaks the motivation of their work and also it is not very effective. This way, the wrong use of incentives leads to severe negative impacts in the organization so as the society. Rewards are often successful to increase the better performance.

To manage the people and different types of individual with different personalities, this requires a challenging and hard effort. Thus it is essential for the organization to motivate the people and to respond to them for better praises and feedback.

Human motivation theory provides the important focus on identifying the people’s motivation drivers. This also helps to give them praise with feedback effectively.

As per the author, employee motivation is the powerful tool of high levels of energy so as commitment and creativity that applies to the work place. In the business with competitive work force, there are different ways to motivate and to praise the employees. There are different approaches and number of theories as well as methods that motivate the employees. This is in terms of increasing the employee motivation. With the increase in the approach of employee motivation, it creates the primary factors to improve the level of performance. It also helps in maintaining the employees happy as well as satisfied. Thus according to modern theorists, in the modern businesses the lack of praise in the organization creates the low employee motivation and it also creates the high turnover so as high absenteeism. Employees should be provided with constructive feedbacks and detailed judgment so that they can perform well in the organization with better levels of motivation. Empowerment is also the key success factors of accomplishment and motivation. Therefore the paper proved that monetary incentives are not sufficient for the employees to be motivated. There should also have non-monetary benefits such as promotion, equal employment treatments and high responsibilities, recognitions, advancement and other important dealings and appreciation. This creates the effective and the most economical benefits than only the awards. Thus it also satisfies the self-actualizing needs. (Meg, 2012)

Thus reinforcement theory of motivation also helps to control the behavior of the employees. Positive reinforcement gives the positive response with respect to the positive and required behavior. This also helps to create the positive reinforcement. Thus it improves the greater amount of values among the employees in the organization. What motivates highly among the employees is known as the factors that deal with the improved level of performance. The use of insurance, profit sharing, employee stocks and other factors help them to grow the motivation and the satisfaction level among the employees. This also keeps them happy. Learning, job enrichment, empowerment, promotions and other incentives (both monetary as well as non-monetary) creates the important focus on better employment behaviors and better performance. (Referencedforbusiness.com, 2012)

Conclusion

To conclude, the above discussion provides the complete information about the numerous motivation factors that enhance the level of performance, effectiveness and level of efficiency of the employees. The paper presents information about Learning, job enrichment, empowerment, promotions and other incentives (both monetary as well as non-monetary) creates the important focus on better employment behaviors and better performance. So, the overall discussion provides information that for better result and output in every aspects of the business, the monitory benefits are not sufficient for the employees. Employees also needs and look at other value adds benefits to motivate them and give consistent performance within the organization.

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