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Rewards and incentives are integral elements in organizational settings, each serving distinct purposes. While incentives stimulate individual or group actions, rewards are bestowed in recognition of outstanding performance or unique contributions to an organization (Tracey, 1999). This essay explores the multifaceted nature of rewards, emphasizing tangible and intangible aspects, the factors influencing their dispensation, and their psychological impact on individuals within an organizational framework.
Tangible rewards, such as monetary incentives, treats, certificates, and privileges, act as external motivators for group work, fostering a sense of internal motivation within the team (Tracey, 1999).
Leveraging behavior modification principles, tangible rewards create positive associations with accomplishments, contributing to sustained motivation.
Moreover, the strategic use of tangible rewards aligns with the broader goal of internalizing motivation within the group. When these rewards follow major accomplishments, they not only reinforce the positive feeling associated with the achievement but also contribute to a longer-term sense of fulfillment. Social rewards, a potent subset of tangible rewards, hold considerable power in acknowledging achievements (Andrews, 1999).
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Addressing the fundamental need for affiliation in work groups, social rewards, ranging from dedicated free time for socializing to celebratory events like pizza parties or group outings, provide effective strategies for fostering teamwork and motivation.
Considerations for tangible rewards extend beyond mere physical items. The concept of "free time" to socialize, coupled with activities like a group trip to a local restaurant or a movie theater, enhances the overall value of the reward. It is not merely the activity itself that motivates but the communal experience, reinforcing the sense of belonging and shared achievement (Andrews, 1999).
Importantly, the positive feelings generated by tangible rewards endure even in their absence, creating a lasting impact on individuals within the group (Andrews, 1999).
Effective dispensation of rewards necessitates a strategic approach.
Group achievements, as opposed to individual feats, should be the focus, fostering cooperation and a sense of teamwork (Andrews, 1999). By channeling recognition toward collective accomplishments, organizations can cultivate an environment where individuals feel interconnected and mutually supportive. Emphasizing the importance of rewarding effort over outcomes, the age-old adage, "It is not whether you win or lose, but how you play the game," underscores the value of recognizing and rewarding the journey toward success (Andrews, 1999).
Understanding that effort is often a more controllable factor than the final result, organizations can develop strategies to identify and reward specific behaviors contributing to the overall success of the group. For instance, focusing on the number of problems successfully solved rather than solely on the end result fosters a culture of continuous improvement and perseverance (Andrews, 1999).
Rewards should be tailored to acknowledge outstanding individual or group achievements, such as improvements in productivity, cost reduction, enhanced personnel utilization, improved services, occupational safety gains, or positive contributions to the organization's image (Tracey, 1999). A nuanced understanding of the types of accomplishments worthy of rewards allows organizations to align their recognition practices with broader organizational goals, reinforcing a culture of excellence and continuous improvement.
Extrinsic rewards, controlled by the organization, work group, or authority figures, include bonuses, promotions, improved status, and various expressions of recognition (Tracey, 1999). While external to the action or achievement, these rewards serve as powerful motivators, shaping behavior through positive reinforcement.
Recognizing the extrinsic nature of these rewards is crucial in understanding their impact on individual and group dynamics. Employees and team members may respond positively to external acknowledgment, and when used judiciously, extrinsic rewards can reinforce desired behaviors and contribute to a positive work culture.
Intrinsic rewards emanate from the accomplishment itself, reflecting the notion that excellence is its own reward (Tracey, 1999). Professionals often seek challenging tasks, deriving satisfaction from overcoming obstacles and achieving high standards. Intrinsic rewards serve as inherent feedback, affirming the individual's competence and success.
Understanding the intrinsic motivators that drive individuals within an organization is essential for effective leadership and human resource management. Leaders can leverage employees' intrinsic desire for excellence by providing opportunities for challenging tasks, skill development, and autonomy in decision-making.
Tangible rewards, being concrete and touchable, encompass bonuses, trophies, certificates, and items from a gift catalog (Tracey, 1999). When judiciously employed, these rewards reinforce desired behaviors effectively. On the other hand, intangible rewards, such as social approval, prestigious assignments, and public recognition, play a crucial role in shaping the psychological landscape of individuals within the organization (Tracey, 1999).
Intangible rewards, particularly those involving the approval of individuals with significant influence within the organization, can have a profound impact on employee motivation and job satisfaction. Recognizing employees in public forums, assigning them to prestigious work groups, and bestowing honorary titles contribute to a positive organizational culture and a sense of individual achievement.
Rewards and incentives fulfill a fundamental human need for recognition, belonging, and achievement (Powers, 2000). Individuals may struggle to align personal goals with organizational objectives or maintain enthusiasm amid daily frustrations. Rewards and incentives offer a remedy by providing tangible acknowledgments for quality performance aligned with both short and long-term organizational goals (Powers, 2000).
The psychological impact of rewards extends beyond the immediate recognition of achievement. It provides individuals with a sense of purpose, fostering a connection between personal and organizational objectives. Furthermore, rewards contribute to a positive work environment by enhancing job satisfaction, motivation, and overall well-being.
Rewards and incentives play a pivotal role in organizational dynamics, addressing the inherent human desire for recognition and achievement. By strategically dispensing tangible and intangible rewards, organizations can foster motivation, teamwork, and sustained performance. Understanding the psychological impact of rewards is crucial for aligning individual and organizational goals, ensuring a harmonious and productive work environment.
In conclusion, the careful consideration of factors influencing reward dispensation, the diversification of reward types, and a nuanced understanding of intrinsic and extrinsic motivators contribute to a comprehensive approach to organizational rewards. As organizations navigate the complexities of human behavior within the workplace, leveraging rewards effectively emerges as a critical tool for enhancing individual and collective performance.
The Dynamics of Rewards and Incentives in Organizational Performance. (2016, Jun 26). Retrieved from https://studymoose.com/tangible-and-intangible-rewards-essay
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