Monetary rewards can be a very powerful motivator and performance that, in turn, can lead to significant benefits in terms of employees at the enterprise level performance. However, monetary rewards do not always lead to the desired results. Discussed in this installation of human performance that monetary rewards can and can not do, and why, in terms of improving employee performance. In addition, we offer a research-based advice, including the following five general principles to guide the design of systems of monetary success reward: (1) define and measure performance accurately, (2) make the rewards based performance (3 ) to reward employees in a timely manner, (4) maintain justice in the reward system, and (5) the use of monetary and non-monetary rewards. We also offer specific guidelines for research based? Development practices from each of the five principles. In summary, our paper-based conclusions are summarized research and offers recommendations that will enable managers and other decision makers in the organization to understand when and why monetary reward systems is likely to be successful in improving the motivation and performance of employees.
by
Herman Aguinis,
Harry Joo,
Ryan K Gottfredson
Source: Business Horizons
9 pages.
Date Posted: March 15, 2013. Prod #: BH525-PDF-ENG
What monetary rewards can and can not do: How to show employees of the question silver solution
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