Some employers reward members of staff for their exceptional contributions to the company by giving

Some employers reward members of staff for their exceptional contributions to the company by giving them extra money. This practice can act as an incentive for some but may also have a negative impact on others. To what extent is this style of management effective? Are there better ways to encourage employees to work hard? hay nhất giúp bạn có thêm tài liệu tham khảo để viết bài luận bằng Tiếng Anh hay hơn.

Some employers reward members of staff for their exceptional contributions to the company by giving

Some employers reward members of staff for their exceptional contributions to the company by giving - mẫu 1

Excellent performance by employees in an organisation is usually rewarded in different ways and giving money to the best employee is a common trend in most of the organisations. Though this is a good way to motivate employees to work harder and better and engage in a positive competition, some people opine that this is not the best way to encourage employee. They think that there are better alternatives for this type of rewards. In my opinion money as a reward in combination with other motivations can be the best way for encouraging people to work harder.

First of all, one of the main reasons people work in an office is money. No matter how cordially we deny the fact that we work for money, the reality is we need money to support our family, our personal needs and to live in this world. There are definitely other factors like job satisfaction, passion for work, working environment, career prospect, relationship with co-workers and bosses that determine whether an employee is motivated to work in an organisation or not but the money the employee gets at the end of each week or month is the main determining factor. From this regard, additional money as a reward for exceptional contribution by a staff is the best way to motivate him.

Some people would argue that there are definitely better ways to motivate an employee for an exceptional performance like allowing extended holidays, giving crest, congratulating and praising. They also think that giving money to the employee of the month has a detrimental impact on others. I quite disagree with this opinion from my personal experience. I worked in a multinational company where more than 200 people worked. The best employee of the month used to get more than $600 and a certificate. This worked quite well as most of the employees in different teams wanted to be the employee of the month for the prestige and the money. I am pretty positive that other forms of rewards would have motivated employees for a short period but would not ignite the performance completion among employees in a long run.

Again, I think that giving additional money to an employee for his work performance would not create any negative impact on others. Any form of rewards like a plane ticket, crest, certificate, holidays is quite restricted in terms of their utilisation while money would give the employee complete freedom on how to spend it.  For instance, what if an employee wants to buy his mother a gift with the additional money he might earns - only money as a reward would ensure that. Finally, the motivations and encouragements are not universal and hence do not apply for all. This varies from person to person. While money can motivate the majority of the employees some of them might already have it in plenty and could find motivation from the praising and positive feedback from bosses. From this regard, congratulations from higher authority, certificate along with the money would be most effective to inspire workers to work even better in my opinion.

I would like to conclude my essay saying that money with proper recognition for the best performing employee could be the best way to motive and inspire employees in an organisation to work smarter and harder.

Some employers reward members of staff for their exceptional contributions to the company by giving - mẫu 2

The debate on whether rewarding exceptional contribution with extra money is an effective management style encompasses diverse viewpoints, revealing its advantages and drawbacks. This essay critically assesses these perspectives.

There are myriad arguments in favour of my stance. Recent research not only outlines the significance of studies as well as people, but also points out the importance of education and coping with vicissitudes. Besides, it provides a brief overview of expanding cultural understanding, followed by enhancing global perspectives. Examples of this can be seen all over the world, especially in affluent nations. Further, the implications of technological advancements on these views are significant, justifying widespread support for the idea that rewarding exceptional contribution with extra money is an effective management style.

However, there are some arguments against the aforementioned view. Besides, its impact is far-reaching indeed as its influence extends to various facets of society, shaping not only individual experiences but also impacting the academic research landscape. Therefore, it is apparent why many are against the notion that rewarding exceptional contribution with extra money is an effective management style.

In conclusion, while the viewpoint that rewarding exceptional contribution with extra money is an effective management style presents a complex array of advantages and disadvantages, my analysis leads me to firmly support the notion that its benefits substantially outweigh the drawbacks.

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In times of high unemployment, employers need to do very little to encourage their staff to work hard, but when job vacancies are scares, they have to find effective ways of rewarding their staff to stop them from going elsewhere.

One obvious way of doing this is to offer extra money to employees who are seen to be working exceptionally hard, and this is done in companies with a product to sell. For example, real estate agents or department stores can offer a simple commission on all sales.

This style of management favors people who can demonstrate their contribution through sales figures but does not take into account the work done by people behind the scenes who little contact with the public. A better approach is for management to offer a bonus to all the staff at the end of year if the profits are healthy. This, however, does not allow management to target individuals who have genuinely worked harder than others.

Another possibility is to identify excellent staff through incentive schemes such as ‘Employee of the Month’ or ‘Worker of the Week’ to make people feel recognized. Such people are usually singled out with the help of clients. Hotels, restaurants and tour operators may also allow staff to accept tips offered by clients who are pleased with the service. However, tipping is a highly unreliable source of money and does not favor everyone.

Basically, employees want to be recognized for their contribution – whether through receiving more money or simply some encouraging words. They also need to feel that their contribution to the whole organization is worthwhile. Good management recognizes this need and responds appropriately.

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Companies give incentives to their personnel for their outstanding contribution to its advancement. This practice boosts the confidence of staff, and they feel more committed to their work, but for others, it cultivates a feeling of jealousy, and they will become diffident and avoid working hard. This can be beneficial for some but not for all. Giving appreciation letters, assigning them duties to lead the others so that they can also get achievable targets.

First off, giving incentives to the staff members for their immense contribution will boost their confidence, and they will do more hard work to get again. At the same time, others will feel diffident and neglected. So additional money apart from regular income can create trouble, and it can weaken the efficiency of the workers. For instance, to make a company prosperous, every member does his best; however, a few, who are creative as well as have a long-term vision, are able to succeed. Others’ contribution becomes negligible. Therefore, this style of management will work for some but not for all.

Moving further, there are other alternatives that can stimulate the workers to do hard toil. One of them is giving appreciation letters. For example, organizing functions on a company’s premises or in a hotel to honour the employees can motivate others to achieve the same. Besides, assigning them some duties to uplift the spirit of other workers so that they can also contribute instead of reacting passively. Such personnel can lead them to obtain the set target. Thus, the contribution of each and every worker will be valued, and all the staff will feel themselves productive members of any company.

To conclude, thus, giving incentives is not completely bad in itself, but it will not inspire others to do their best for the progress of a company. Rather it will develop feelings of envy and bitterness. So, admiration and assigning duties to act as a leader can affect the other workers, and they will value themselves and do good for the company.

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How to encourage employees to work harder remains controversial. Some people think that the idea that companies should give extra money to members who contribute exceptionally is absolutely efficient, while others claim that behind it are potential and immediate risks. In this essay, I shall examine this decision and present some alternative ways simultaneously.

First, it is believed that financial support is the biggest motivation for almost all workers who bury themselves in the competitive environment in order to earn a living. This amount of money can remind them of their adding sacrifices and inspire other workers to greater efforts so that the latter also receive more money. In addition, workers who are rewarded might spend this money studying to perfect their skills so that they are able to create more high-quality products for societies. However, it is undeniable that this style of management may make employees endeavor to be the best at any price. For instance, a mechanic may reduce some parts of a machine because they want to sell most products and be rewarded. As a result, customers lose their money just as workers are stuck on a competition.

There are numerous ways to encourage workers to make more sacrifices with fewer negative impacts. Companies should allocate more money to meet workers’ demand of entertainment after tiring working hours. Google is a telling example where employees are supported by hundreds of recreation programmes; thus, everyone wants to work for it. On the other hand, if managers pay more attention to each worker’s circumstance and help them, then people will feel safe and willing to contribute more to the development of groups.

To conclude, as regards encouraging workers, extra money is beneficial, although it may cause some unwanted consequences. I strongly believe that staff should apply more appropriate policies in hope that every member of companies is satisfied.

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I am in agreement with this statement that it is a good idea for employers to give rewards to their employees as their exceptional contributions. Nevertheless, this style of management may have a negative impact on workers. And there are still other ways to motivate employees to work productively and efficiently.

First of all, this rewarding policy is effective. I totally approve of that the employees devoting their health and enthusiasm to the firms deserve an extra money. On account of the bonus money able to make great differences in their life, they will feel so grateful to the bosses and that their contributions they have made are meaningful. Hence, they will try their best in working responsibly and effectively. In other words, just a small amount of money given is a great motivation for the employees. And because the workers received bonus money will make greater efforts, the bosses taking advantage of this style of management is understandable.

Secondly, in spite the fact that the rewarding policy motivating the employees is effective, this practice is sometimes counter-effective. On the one hand, some staffs who are just interested in bonus money more than having a connection with work are willing to leave the company when it gets financial problems. On the other, some workers not given extra money because of failing to finish their work as scheduled as a result of illness or not sufficient for attempt may feel discouraged from work. Besides, giving bonus money to only several employees can lead to the jealousy among colleagues.

Instead of, there are other ways to make employees feel motivated in work. In addition to the rewarding policy, I recommend that the employers should give public recognition to their employees by means of having a party with the view to praising them for their contributions or giving them some awards such as "The best employee", etc. Because of their contributions winning the bosses' recognition, they feel respected and make greater efforts.

In conclusion, the rewarding policy has many pros and cons. However, if the bosses take advantage of this policy properly, it will stimulate the workers to work more successfully.

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This approach of proposing extra incentives and money has been used by several enterprises. Some contend that applauding excellence may be satisfying for the person, it may not be so for others. The main benefit of this sort of administrative technique, in my opinion, is inspiring individuals to work harder.

People become fatigued and tattered out in today's competitive environment, especially at work. Because there aren't enough of these motivating aspects, people get down and eventually lose their drive for their specialization. The two most rudimentary feelings of happiness that one can experience are actualization and joy. If that is dipped, there is no possibility of conducting an easy-diving, uncomplicated procedure. Monetary compensation or an increase of income may therefore be a potent motivation for increased-performing attendants. Their encouragement and morale may be lifted, and their work pleasure and results may also rise as a result.

However, provoking words and deeds to those who, for one reason or another, are incapable to deliver as adequate yields as those who are excelling is a better approach than citing the achievers. Rewarding the entertainers by praising their achievements and giving out little gifts and certificates will undoubtedly encourage everyone to work harder and deliver better work than on the previous day. But for certain people, it could lead to emotions of uneasiness and self-doubt. As a result, it is critical to have an interim counseling session for individuals who aren't performing well because it will help the process go in a better direction.

To conclude, it can be stated that rewarding staff is a positive method. Regardless, keeping the hind side in mind, as previously said, will make the procedure spectacular.

Some employers reward members of staff for their exceptional contributions to the company by giving - mẫu 8

New organizational procedures are evolving nowadays due to the shifting dynamics of the world. Some individuals believe rewarding and motivating staff is important, while others believe it might have a destructive influence. I'll discuss the results of this exercise and some conceivable modifications to provoke them to perform at their best in the paragraphs that follow.

To begin with, earning more satisfactory pay is not just one of the most critical variables in job satisfaction; it also helps employees have more hopeful career possibilities since it creates a long-term association with their businesses. In terms of the company's benefits, this approach has the potential to be a huge success in terms of raising sales statistics. Furthermore, this activity fosters a competitive work atmosphere among employees, which might rouse them to transcend themselves and become a new version.

Extra money, on the other hand, is a double-edged dagger in terms of assuring the safety of colleague relationships. In reality, money may pit employees against one another, resulting in office strife. When it comes to nailing the justice of awarding, it is difficult to define what is the standard or foundation for donating. Nonetheless, these medicines are not the best alternatives because they might have both harmful and beneficial consequences.

In conclusion, I agree that this method of management that provides additional money has more advantages than disadvantages. The practice of recognizing great employees might provide more benefits than drawbacks. This is why this type of approach is widely used in a range of businesses.

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Employer enthusiasm is a critical aspect of corporate operations that every employee must be familiar with. That's why offering bonuses in the form of money to noteworthy patrons has become a widely accepted procedure to secure a positive working attitude. Meanwhile, others are neglecting this concept. Justifications will be provided on both sides in order to find a substitute for it.

To begin with, extra money is an immense source of inspiration for both workers and companies. For starters, earning an adequate wage is not just one of the most basic variables in job happiness. In terms of the company's benefits, this approach has the potential to be a huge success in terms of raising sales statistics. Furthermore, this activity fosters a competitive work atmosphere among employees, which might inspire them to surpass themselves and become a new version.

Moreover, monetary awards do not have a destructive impact on employees in a company; rather, they motivate them to be the best performers next time. It has worked wonderfully at the firm since every member of the crew wants to be an achiever in order to get status and compensation, resulting in beneficial feuds in the workplace. Other types of encouragement, such as thankfulness notes, longer vacations, and concert tickets, can provide short-term results, but monetary rewards will have long-term effects on workers.

To summarize, the aforementioned factors clearly insinuate that "appreciation" is an all-time motivating force. Proactive employment from all parties involved will create great circumstances in the organization.

Some employers reward members of staff for their exceptional contributions to the company by giving - mẫu 10

These days various organizational practices are emerging owing to the changing dynamics of the world. Some people consider rewarding and incentivizing employees to be essential, while some think it could sketch a negative impact too. In the paragraphs to follow, I shall be talking about the effects of this practice and what could be the better alternatives to motivate them to perform optimally.

Every individual works on incentives that either could be materialistic or verbal. The competitive environment today makes people hackneyed and fatigued, especially in their workplaces. Therefore, the paucity of such driving forces would make them sombre, and they ultimately lose the spark to work that keeps them going. Fulfilment and complacency are the two most quintessential rewards that one is gifted with. However, if that is stricken off, there is no possibility of keeping the process untrammelled and easy-diving. In such a scenario, when the employers and the seniors in any organization reward and acknowledge the substantial contribution made by the employees, it boosts their prestige and, therefore, their willingness to work and perform and has a positive effect on the ambience of the organization as it makes people more constructively competitive and fills them with ebullience to perform ceaselessly, adding to the assets of the organization.

However, talking about the better ways than rewarding the performers is to keep on uplifting the people who, due to some reason or the other, are not able to yield as efficacious results as the ones who are outperforming by motivating words and activities. As many a time, some employees, due to various personal reasons, may not be able to diligently put their best foot forward. Hence, they could, at times, mar their zeal when they are not attended to or dealt with proper guidance and compassion. This might not just excruciate their professional acumen but could also doom their personal growth. Remunerating the performers by means of highlighting their efforts and offering little gifts and certificates would assuredly coax everyone to work and perform better than the last day.  However, it could instill feelings of insecurity and self-doubt in some. Hence, it is very important to have an interval counselling session for those who aren’t executing well, and it would shoot the process to better horizons.

Conclusively, it could thus be said that rewarding the employees is a constructive approach. Nevertheless, keeping in mind the hind side, as is aforementioned, shall make the process stellar.

Some employers reward members of staff for their exceptional contributions to the company by giving - mẫu 11

In today’s materialistic world, it’s undeniably crucial to give fair credit to deserving employees. Moreover, several businesses have been partaking in this practice of providing additional incentives and cash. While recognizing the excellence might be rewarding for the employee, some argue that it may have unfavorable effects for others. Such a managerial strategy, in my opinion, is most beneficial in inspiring employees to work harder. As a result, in the following essay, I’ll illustrate the consequence of this management practice and explain some other effective ways to encourage them to work efficiently.

Employee rewards and recognition have become a critical component of every successful business in today’s date. To begin with, financial gain is one of the most prominent motivations for working. As a result, a monetary bonus or increased remuneration can be a potent motivator for high-performing employees. It can enhance their morale and motivation while also increasing their job satisfaction and productivity. Incentivizing money for the extraordinary effort by an employee is the most exemplary technique used by organizations to stimulate the employees to work and achieve more than their potential.

However, some other ways can be employed by the organizations to incentivize employees for their exceptional performance, such as granting extended vacations, awarding a crest, allowing extra break hours, taking them out to lunch, offering health benefits, and congratulating and commending them in front of their coworkers to give everyone a competitive edge. While more money can inspire most employees to work harder, some may already have a lot of it, and they can be driven by praise and positive comments from their bosses. Hence, in this regard, I believe that praise from higher authorities would be a significant motivator for employees to work better.

To sum up, the practice of incentivizing exceptional employees brings more good than harm. Money coupled with fair recognition for the company’s top performers is an excellent way to empower and inspire employees to work smarter and harder.

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