留学 论文代写-实施奖励制度,鼓励实验和改变

本文主要讲实施奖励制度,鼓励实验和改变,奖励制度更多的是与员工的动机和完成工作有关,而不是其他的。当员工受到激励时,他们会尽其所能,并产生符合组织目标的结果。在了解每个员工的动机偏好和最终满足他们行动的基本需求之后,必须对每个员工实施奖励管理(Brown, 2014)。当员工面临一项任务的挑战,并将其与奖励联系起来时,考虑这样的行为是有意义的,因为员工会做更多的工作,做更多的实验来完成工作。本篇留学 论文代写文章由英国论文通AssignmentPass辅导网整理,供大家参考阅读。

Reward systems are more to do with the employee motivation and getting the job done rather than anything else. When employees are motivated, they will perform their best with their will and produce results which fulfil organisational objectives. Reward management must be implemented for each employee after understanding their preference of motivation and the basic needs that ultimately satisfy them to act (Brown, 2014). When employees are challenged with a task and link it with a reward, it makes sense to consider such an act as the employee will do more and experiment more to get the job done.
This encourages experimentation and the end result is a win-win for the employee and the organisation as a whole. The tasks that require innovative application of ideas and strategies can be more challenging for the employee and it can serve the purpose of improving employee satisfaction, and at the same time achieve the managerial and organisational objectives (Tomšík & Bartošová, 2004). Experimentation can also come when the company introduces new plans in particular projects if implementation are specifically designed for a goal to be achieved. The employees can become more experimenting in their nature and implement their innovative and creative capacities to make more room for the change principles and practices to be accommodated and adopted on a regular basis.
The tasks that are associated with the rewards of all kinds are more helpful in bringing the change that is desired and it is done so in less time than it would take to actually bring in the change without a reward and a challenge (Van Miltenburg, Buskens, Barrera, & Raub, 2014). Change to be brought in which is expected to be progressive for the company must be linked with new tasks and rewards so that the resistance to change is easily overcome without much convincing effort on part of the top management.

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