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Rewards and punishment system in public service

Content theories endeavor to name and analyze the factors which motivate people to perform better and more efficiently while process theories concentrate on how different types of personal traits interfere and impact the human behavior. Perhaps the first and best known of these comes from the work of Abraham Maslow.

Maslow saw these levels of needs being fulfilled one at a time in sequence from bottom to top. The two sets of factors are motivator factors and hygiene factors. According to Herzberg, real motivation comes from the work itself, from completing tasks, while the role of reward is to prevent dissatisfaction arising.

There are a lot of attractions for this kind of approach, particularly for employers who can target their motivation effort and anticipate a definable mathematical return for them. As this is a cognitive process theory it relies on the way employees perceive rewards These three theories plus variants of them have been used in countless research studies and continue to inform the practice of reward management up to the present day.

Job evaluation[ edit ] Job evaluation is closely related to reward management. It is important to understand and identify a job's order of importance. Job evaluation is the process in which jobs are systematically assessed to one another within an organization in order to define the worth and value of the job, to ensure the principle of equal pay for equal work. In the United Kingdom, it is now illegal to discriminate workers' pay levels and benefits, employment terms and conditions and promotion opportunities.

This system carries crucial importance for managers to decide which rewards should be handed out by what amount and to whom. Job evaluation provides the basis for grading, pay structure, grading jobs in the structure and managing job and pay relativities.

Reward management

This method does not rank employees against one another but looks at the job as a whole. A disadvantage of these methods of job evaluation are that they are very static and it would be very difficult to perform a job evaluation quickly if it was needed.

When deciding on a pay scale: Making sure that the current system is fair and equal for employees, Deciding on benefits such as bonuses, Comparing pay against other companies and reviewing all jobs after a major company pay change. If this is true it may help reduce staff turnover which is very beneficial for employers as it reduces the cost of hiring new staff. Research regarding job evaluation has mainly been conducted using qualitative data collection methods such as interviews, large scale surveys and basic experimental methods.

Therefore, there is a large gap for research on job evaluation collecting quantitative data for a more statistical analysis.

  • A comparison between public and private sectors and the methods of job evaluation is another area that should be considered for further research;
  • That corresponds to the yanking;
  • This assessment will enable the training to be based on certain factors which seem most important.

A comparison between public and private sectors and the methods of job evaluation is another area that should be considered for further research. However, is job evaluation enough?

Steinburg 1999 [25] stated that very few organisations take into account that job evaluation should also look at emotional labour that may be used by employees.

Performance appraisals are a form of motivation through either positive or negative reinforcement, depending on outcome. Typically this information is gained through interview and questionnaire functions annually, executed among management of larger organisations primarily, as a method of motivation to gain full potential of staff. If his performance was seen as insufficient, his pay would be cut down.

However, if it was seen of a higher quality, he could receive a pay rise. It has been argued that the time, money and energy needed is not comparable to its effectiveness.

That corresponds to the yanking. Then there is the critical incident technique by which the organisation collects information and observes human behaviour that have a strong impact either positive or negative on an activity or procedure. Each employee is different and can bring in something special to the organisation. Each employee has a specific job to fulfil. Performance appraisals are needed in order to understand how every employee can produce the best performance.

Reward and punishment systems

Performance appraisal is used as a motivation tool. An employee's efficiency can be proven if the targets he was set, have been achieved.

The employee will be motivated to do even better and his performance will rise in the near future. The fundamental step of training and development is establishing the organisational needs for the employees at this time and in the near future.

  • As a business owner, you can boost your own productivity by setting consequences;
  • Miss your goal, and stickK will kindly donate your cash to the National Rifle Association;
  • In the United Kingdom, it is now illegal to discriminate workers' pay levels and benefits, employment terms and conditions and promotion opportunities;
  • If his performance was seen as insufficient, his pay would be cut down;
  • That corresponds to the yanking.

A few questions may be asked in the process: What can an employee learn in order to be more productive? In which field is training most necessary? And finally who should benefit from the training most? The effectiveness of an employee is the key factor for the employer, because the profit the company or organisation makes depends on the employees' productiveness.

The training and development needs should begin with an assessment of the company as it lies currently, how it operates and what each employee is best at. This assessment will enable the training to be based on certain factors which seem most important.

Knowledge of the organisation's strategic plan and its needs for the future must help the training to bring the company up a step on the ladder. Managing your career efficiently involves a list of various factors which need to be referred to as often as possible: These three factors are key to a productive career.