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Designing A Reward System Essay

1281 words - 6 pages

Designing a Reward System
Employers should begin from the principal that all individuals, not just women compared with men, should receive equal pay for equal work. Equal pay reviews must therefore look beyond gender and explore other diversity dimensions. This will help employers to spot circumstances where individuals are paid for unfairly, for no justifiable reason. It is in the self-interest of employers to explore the underlying issues, such as poor diversity training, weak performance management systems and biased on fairness as this contributes to better business performance. A diverse workforce can compliments benefits through increased productivity and performance, but managed ...view middle of the document...

Leaders that have your back and that are looking out for your best interest – will win the trust of their employees who in turn will be more motivated to achieve. Trust is a powerful motivational tool and those leaders that are more transparent with their employees will find surprising results and new types of opportunities to develop talent. In today’s world where everyone wants to be noticed and recognized for their work – employees are motivated to achieve to remain relevant. As such, employees are in search of ways to learn, improve their skills and invest in themselves. This is an opportunity for leaders to get involved and understand how to build the depth and breadth of their employee’s skill sets and aptitudes. Helping employees increase their relevancy is important and those leaders that participate in this process will help cultivate increased performance levels and loyalty. Helping your employees get discovered will elevate their motivation to achieve. By proving others wrong, this particular motivation to achieve has been heighten as of late from younger professionals that seek to prove themselves faster amongst older generations in the workplace. Employees never want to be stereotyped or marginalized, but for many younger professionals this serves as the trigger to awaken them from within. As a leader, encourage your employees to exceed expectations by taking responsible risks. Embrace diversity thinking and measure one’s ability to perform until you have properly evaluated and tested their abilities and potential. Employees are extremely motivated to achieve if this means that advancement awaits them. This requires employees to be mindful of opportunities that lie around, beneath and beyond what they seek. As leaders, you will sustain high levels of motivation from your employees if you can open doors of opportunity and accelerate their chances for advancement. People only have a few real chances in their careers to reach their ultimate goals. People don’t want to live with any regrets in their career/life and thus are motivated to not disappoint themselves. As a leader, don’t allow your employees to walk around carrying a load of guilt. Share your journey with them – your failures and successes. Help your employees embrace the unexpected and help them navigate uncertainty and change. Many people are confused in today’s workplace about their future. Motivate them by giving them the perspectives they need to achieve. People are motivated to have safety and security. As a leader, be mindful of providing security and stability in how you lead your employees – and watch their motivational levels rise. Self-indulgence is a factor that is quite interesting and extremely important to put into a proper perspective. People are motivated for selfish reasons to achieve – albeit money, attention and fame. Must we be reminded that greed and selfishness contributed greatly to America’s current economic hardship? ...

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