Essay by shampoo0000University, Bachelor'sA+, December 2010

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The intent of this paper is to assess the unique approach to motivational strategies and their productivity effectiveness in the workplace. As a former executive manager with some large organizations, my focus to motivating employees on my staff was to maintain a constant awareness to new and available techniques which could be used to reward employees for a job done well. The organization should have a process to evaluate the different approaches and determine which would be most effective for implementation to benefit them. Employee rewards come in many forms, extrinsic and intrinsic reward programs, positive and negative motivation strategies, and unique approaches for either individual or team group incentives.

Several years ago, I was an executive manager a fortune 500 company that had very effective programs using unique motivational strategies to increase moral and productivity. The company's main objective was concentrated on retail selling, offering value added products, and exceptional customer service.

"Having a high-performing, diverse and passionate team isa business imperative, and fostering an inclusive culture is a crucial component of our vision forbecoming the Best Company Ever." (Target 2009) One of the motivation strategies often used was the reward method and this motivational program included monetary compensation and receiving rewards. Another method used was to train employees in leadership and management programs, to help them to achieve success in the workplace. They also built inter-departmental teams to assist employees to better understand the various areas of the company and how each department was inter-related to each other. The company focused on group or team rewards and found that this was the most efficient alternative. However, other employers have determined that group rewards create hostility between higher and lower producers within the group because all members of the group receive the same rewards, regardless of performance levels. It...