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1Managing RewardNameCourseInstitutionDate
2Managing RewardIntroductionThere is a common expression used in human resources about the carrot and stick inmotivation. By dangling a piece of carrot in front of a rabbit's face, you motivate it to follow youon a specific path holding an ultimate goal of attaining a reward which in this case is the carrot.Rewards and recognition programs are used to acknowledge and appreciate the employees'contribution towards achieving company goals. The appreciation aspect is vital to ensure theirhigh performance, reduce turnover, attract a skilled workforce and make sure the employees arehappy and satisfied. Incentives or paycheck, to be specific, has proven over time to be the keymotivator of employees (Hoole and Hotz, 2016, p. 9). People say you can even get the mostdissatisfied and uncommitted employee to deliver as long as you give them money. However, asemployees seem to be generally motivated by incentives, surprisingly, there are cases ofdissatisfaction even on reward and pay, which leads to deteriorated productivity levels among theemployees, conflict at the workplace, and increased absenteeism rates. It proves that it is not onlythe proverb of the carrot theory that drives employees to be motivated and more productive. Itbrings up the concept of Total reward, which focuses on combining all motivating factors.The total reward is a human resource concept that combines benefits, tips, andcompensation given to employees from the organizations. These rewards include bonuses,recognition, work flexibility, wages, and career opportunities. The total reward is the function ofthe HR department that deals with employees' benefits and compensation or the extrinsic rewardsand the intrinsic that the employees perceive (Hoole and Hotz, 2016, p. 7). This strategy whichcombines benefits and compensation also focuses on the opportunities for personal growth to
3create a motivating environment for work. Rewards usually bring various benefits to anorganization.ProductivityAs stated earlier, rewarding employees spurs hard work resulting in more productivity.Another saying argues that people will always put in hard work whenever they realize they areappreciated, and this is backed up by research and the different motivation theories ofmotivation. According to a study, approximately 80% of employees points out that when they getrecognition, they work harder. In comparison, 78% of employees also claim that they get moreproductive when rewarded (Tohidi, 2011, p. 1138).As Millenials and the current Z generation are approaching and entering the workforce,there is a greater demand for upholding the reward system and its importance to increase theworkforce's motivation. Although this generation demands appropriate compensation andbenefits, they also want fulfilling and meaningful working environments. Creating a conducivework environment entails significant recognition for a well-done job with frequent praises andaccompanying awards for their efforts (Tohidi, 2011, p. 1139). Millennial considers rewards as anecessity for their overall happiness at work. It implies that employers are responsible forincorporating programs for reward and recognition in their organizations to retain and attractskilled young workers.

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