1) Do you think it is realistic to connect a reward and incentives program to the individuals and /or organization's goals and/or objectives? Also what recommendations would you make in ensuring that the rewards programs are aligned with meeting/exceeding goals and objectives?
2) From a management perspective what some environmental factors within your current (or previous) organization that can affect employee performance? How would you work to alleviate these challenges? How would you address these factors when evaluating an employee's performance?© BrainMass Inc. brainmass.com June 22, 2018, 9:24 am ad1c9bdddf
1) Do you think it is realistic to connect a reward and incentives program to the individuals and /or organization's goals and/or objectives?
-- The reward program should be connected to the organization's goals and objectives or to individual performance. If it is connected to individual performance, management has to be careful in how the program is designed. Individual performance can vary and some of those variables may be out of control of the employee. If one employee is naturally slower than the others and the reward program is connected to productivity based upon speed, the faster employees will automatically have an advantage. This creates a potential for hostility to develop in the workplace, which should be avoided to the greatest extent possible.
Tying the program with the company's objectives is always the preferred way to design the reward program. The organization's goals and objectives should be clearly stated and all employees should ...
This solution discusses the basis of reward programs and if the reward programs should be based on employee performance (individual) or the attainment of the organization's goals and objectives. This solution also discusses environmental factors and how they may (or may not) affect an employee's performance.