Please assist me with information to do a peer response of this case study:
'I've once experienced the reinforcement theory of motivation while employed with a retailer specializing in women's footwear. From time to time, each store would hold an internal competition - which employee can sell the most shoes within a specific time period. The winner would be rewarded with a free pair of shoes of their choice. Free shoes for doing your job, ok. Employees were motivated, but not for long.
The waiting period to receive your reward was grueling. Because we were a chain store, corporate would have to issue the free pair to the employee. Meaning, we couldn't just take the shoes from our own inventory. The winner would request the chosen style and size and wait for the shoes to be sent to their home. The delayed reward discouraged employees because by the time they received their shoes they'd be placed on clearance. Besides the reinforcement only kept employees motivated until the end of the competition.'
Rewards are a great incentive as this paper describes. They are only incentive if they are valuable to the ...
This covers incentives for employees who want to do a good job and those who need
some perks to achieve the goals of the company. Discusses competition in this respect.
What are incentive plans? Do they improve performance?
What are incentive plans? How can they help the organization to achieve their objectives? Do incentive plans really improve performance and are they cost effective? Why or why not?
Do you have dating policies in your organizations governing employees dating each other?
How can organizations work to create 'buy in' to these statements at all levels?View Full Posting Details