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Debate/ Topic is: "The wage based worker is dead. Successful organisations are those which design work and rewards all around the individual" Essay Example

  • Category:
    Management
  • Document type:
    Essay
  • Level:
    Undergraduate
  • Page:
    1
  • Words:
    613

Debate Speech

I would start my humble submission by stating that “ a reward is anything that is offered by an employer to an employee in exchange for the employees potential work or actual work done and to which an employee as an individual attach a positive value” (Nenkervis, Compton, Baird & Cofey 2011, p.395). One particular example is the modern concept of a volunteer who offers services without pay to advance his career and experience in a world where jobs are scarce a job is still a job regardless of the pay (Rudman, 2010).

It is arguable that the main reason why an organization would have a reward system is to satisfy the needs and wants of a particular employee. It can be assumed that a reward system is a “means to an end” in attracting the right people at the right time for that particular opportunity. In society where there a competitive business all looking for a competent individual, the amount of wages would be placed at a higher notch to capture the best and to lure potential and qualified employees.

The retention of workers is dependent on awarding promotions, recognizing and rewarding good workers with monetary or non-monetary incentives. The retention of workers is not dependent on the reward or wages paid by the employer but on the conditions and the workplace environment. For example if the workplace is hostile then an employee would opt out of working regardless of whether the pay is the most competitive in the market. The aims of choosing to reward an employee is to attract, retain, develop and motivate the worker however it is arguable that there are limits to the application of rewards systems to motivate workers .

The rewards provided by organizations can be either intrinsic or extrinsic (Sheilds, 2007). The financial rewards are limited to fixed pay and cash benefits, development rewards encompass training, career progression and indirect non-cash benefits and social rewards. Intrinsic rewards include responsibility, job challenge, task variety and increasing responsibility. I respectfully state that the value placed on career advancement, training and progression is more important to an employee due to the fact that one has the ability to get another job and increase their knowledge and experience. Monetary awards would be spent and would not add value to an individual.

I disagree with the assertion of the second speaker in quoting Bob Nelson that ““You can obtain from your employees any type of performance or behaviour you desire simply by making use of positive reinforcement”. The negative aspect of this view is that it has the potential of encouraging destructive and competitive behavior in the workplace.

It is in my view that amongst the key motivations for an employee’s desire to work is the job design of a particular organization. It is important to state that an employee has his own motivations; self-driven or informed goals on why one should work for an organization and not another. Moreover an employee would be perfect in one job description and not the other and this would inspire the employee to specialize in only one particular area. The job description must be rotational capable of giving an employee a wide range of tasks to choose from, enriching as well as improve employee motivation through enlargement. A job should also not be boring but should be able to motivate the employee to do better.

References

Nankervis, A. Compton, R., Baird, M., & Coffey, J. Human resource management, Cengage Learning, South Melbourne, 2011.

Rudman, R. Getting the Right People: Effective Recruitment and Selection Today. CCH New Zealand Ltd, 2010.

Shields, J. Managing Employees Performance and Rewards. Melbourne: Cambridge University Press, 2007.