Job Redesign And Workplace Rewards Assessment Analysis Essay Example
Job Redesign And Workplace Rewards Assessment Analysis Essay Example

Job Redesign And Workplace Rewards Assessment Analysis Essay Example

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  • Pages: 5 (1351 words)
  • Published: November 24, 2016
  • Type: Case Study
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Locke (1996) defines goals as the objectives that individuals strive to achieve, whether consciously or unconsciously. These goals serve as motivation for individuals and can result in both positive and negative motivators. In the United States Army, the primary objective is to protect the freedom of the United States of America. Noncommissioned Officers (NCO) play a vital role in training soldiers to attain this goal through various techniques like rewards, praise, and fostering pride. The responsibilities of an NCO are ever-changing, necessitating their continuous motivation to effectively train soldiers and accomplish the overarching objective.

Job satisfaction is determined by an individual's level of contentment with their daily work and the quality of their performance. While NCOs have job security due to their contract with the Army, attaining job satisfaction necessitates exertion.


If NCOs are dissatisfied with their work, it will manifest in their annual evaluation as satisfactory performance rather than exceptional performance.

The NCO Creed highlights the principles and obligations of Noncommissioned Officers.

As a Noncommissioned Officer and leader of soldiers, I am proud to be part of the esteemed Corps of Noncommissioned Officers. My responsibility is to always conduct myself in a way that reflects positively on the Corps, the Military Service, and my country, no matter what the situation. I pledge not to utilize my rank or position for personal gain, profit, or safety.

My main focus is on competency, with my top priorities being the achievement of my mission and the well-being of my soldiers. I am committed to continuously improving my technical and tactical skills. I fully understand the responsibilities that come with being

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Noncommissioned Officer, and I will fulfill them diligently. It is crucial for every soldier to have exceptional leadership, which I am determined to provide. I know my soldiers well and will always prioritize their needs above my own. Maintaining open communication with them is vital, and I will ensure they are always kept informed. When it comes to recommending both rewards and punishment, fairness and impartiality are of utmost importance.

The officers in my unit will have sufficient time to fulfill their duties without having to take on mine. I will gain the respect and trust of both my fellow officers and soldiers. I will remain loyal to those I work with, regardless of their rank. If necessary, I will take charge and make decisions independently. I will always uphold my integrity and courage, never compromising them. It is deeply ingrained in my memory, as well as ensuring that it stays in the minds of my comrades, that we are professionals - Noncommissioned Officers and leaders!

The Creed of the Noncommissioned Officer establishes the principles that guide NCOs, both on and off duty. Their primary duty is to train, mentor, and motivate lower enlisted members of the Armed Forces so they can defend the United States. It is crucial for NCOs to ensure Soldiers are well-prepared and capable of assuming leadership roles in the future. Once a Soldier becomes an NCO, they have the authority to make challenging decisions when senior NCOs and officers are not present. The training process is mainly led by NCOs as senior personnel trust their competence.

NCOs are motivated by internal factors and derive satisfaction from their

work rather than the rewards they receive. Although they appreciate recognition and praise, NCOs do not actively seek them. They prioritize the needs of soldiers and the mission over personal gain or safety, never using their rank for selfish purposes. The NCOs who are often rewarded and praised are those who consistently excel without expecting it, regardless of their personal feelings towards the tasks at hand. NCOs have a clear understanding of what needs to be done and find personal fulfillment in training soldiers and witnessing their successes.

Motivate Me

Motivation is a crucial aspect of an individual's psyche (Reeves, 2009) that propels them to pursue their desires, irrespective of their scale. For NCOs, it is vital to uphold motivation consistently, regardless of the circumstances. When soldiers notice a decline in an NCO's motivation, they begin to question their own drive. To tackle this problem, the Army employs various strategies to motivate both soldiers and NCOs. The most efficient approach utilized by the Army involves rewarding performance.

The rewards offered range from days off work to the Army Accommodation Award (ARCOM). Each Monday, a uniform inspection is conducted and one Soldier and one NCO are granted a day off for having the most impressive uniform. This serves as an incentive for Soldiers and NCOs to maintain a pristine appearance. However, this reward has its limitations; the true motivation lies in working towards accomplishments that can be displayed on one's dress uniform and records. For NCOs, while rewards contribute to a polished appearance, nothing surpasses receiving an excellent review at the end of the year, as it can lead to promotion to the

next rank through acquiring enough outstanding reviews.

The Army is modifying its strategy for promoting NCOs, placing emphasis not only on rewards but also on the substance of the annual evaluation. When evaluating an NCO's eligibility for promotion, it is essential to showcase their ability to motivate not just their Soldiers, but also themselves. The Army highly regards NCOs who demonstrate motivation both in and outside of work and acknowledges their contributions beyond the workplace by offering additional incentives. This efficient system of rewards guarantees that only highly qualified and consistently motivated NCOs are promoted, consequently inspiring the Soldiers under their command.

The Objective System

According to the business dictionary, a goal is an observable and measurable end result with one or more objectives to be achieved within a fixed timeframe. Both individuals and companies have main goals to accomplish, as well as smaller but equally important goals. The primary objective of the NCO is to train, mentor, and motivate Soldiers in any situation they may find themselves in. In order to achieve this primary goal, the NCO must also fulfill smaller yet equally crucial goals.

NCOs utilize various techniques to assist their Soldiers in achieving their objectives. They establish smaller goals, based on these techniques, to provide training for their Soldiers. A comparison can be made using the analogy of stepping stones to comprehend this process. Initially, Soldiers focus on mastering the fundamentals and once they have attained proficiency, they progress to job-specific training. The duration of this specific training phase is prolonged due to the constant acquisition of new knowledge regarding a particular job. During this phase, NCOs have

the greatest opportunity to accomplish their primary objective of training, mentoring, and motivating Soldiers. This is because if Soldiers lose motivation, they will not be inclined towards becoming skilled in their respective roles.

The NCO's goal system is both highly effective and easily understandable. Irrespective of the difficulty level, NCOs excel at devising strategies to accomplish their goals. Once they identify a successful technique, impeding their progress in completing every assigned goal becomes challenging.

The text concludes.

The NCO, or Noncommissioned Officer, is widely recognized as the Army's backbone due to their immense responsibilities. Despite any prevailing circumstances, NCOs must maintain unwavering motivation at all times. Adhering to the Creed of the Noncommissioned Officer, they demonstrate professionalism to both Soldiers and civilians. The Army employs various techniques to uphold NCO motivation, ranging from small perks like time off work to prestigious awards like the ARCOM. However, NCOs remain highly self-motivated as their ultimate goal is to advance to the next level through the annual evaluation, which holds more weight than material rewards.

The key to excellent evaluations for NCOs is their ability to train, mentor, and motivate Soldiers. Setting goals is the most effective way for NCOs to achieve this. With a goal system in place, each NCO has a roadmap to their main objective, although their individual approaches may vary. Not all goals will be identical. By implementing an effective goal system, an NCO can not only receive an excellent evaluation but also ensure that they have prepared Soldiers to become future NCOs who can do the same for their own Soldiers.

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