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Unformatted text preview: job status, competencies, and performance. It has a lot of limitation, but reward effectiveness can be improved in many ways. The best way is the organizational leader has to motivate employees to work hard and performance jobs with their skills, experience, and their pr ofessional knowledge. Job design and work organization is the specification of the contents, method and relationships of jobs to satisfy technological and organizational requirements as well as the personal needs of job holders. On the other hand, increasing employees' motivation can be achieved through increased job satisfaction. Herzberg describes two sets of factors, satisfying and dissatisfying, that affect an employee's self-esteem and opportunity for self-actualization in the workplace. I have defined Self leadership as having a developed sense of who you are, what you can do, where you are going coupled with the ability to manage your communication, emotions and behavior on the way to getting there....
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- Spring '08
- financial rewards, TAO GUO, widespread applied performance