Thanks For Nothing Analysis Essay Example

no time for it. Something so seemingly easy can become political and distracting. Another reason could be to reduce expenses in the payroll, due to monetary motivational tools, like bonuses, salary increases, gift card, etc.

2. As A Manager, What Steps Would You Take To Motivate Your Employees After Observing Them Perform Well? If I were a manager, I would use verbal or emailed to praise my employees on successful completion of projects. I will use some framed recognitions, with different levels, for example: I will use a “Bronze recognition” for a well performance, a “Silver recognition” for an above expectations, and “Gold recognition” for an outstanding performance. A person that collects all three recognitions could probably have a monetary bonus. People tend to like be recognize, and this pieces of paper with their name on it, means a lot to them, and will keep them motivate to show the best of their performances.

3. Are there any downsides to giving employees too much verbal praise? What might these downsides be, and as a manager how could you alleviate them? There are some downsides that occur when giving employees too much verbal praise to employees, some of these are: be meaningless, make the employee feel that some aspects of his/her performance need improvement, be insulting, get bore with it, and be annoying, when it's used as a way to avoid dealing with problems. As a manager I could challenge my employees to do the best performance they could, and motivate them giving prices that they appreciate, I could do a survey to find out what kind of rewards employees like, that way they

will feel motivated to do the e best of their performance, getting the price they want and deserve.

4. As a manager how could you ensure that recognition given to employees is distributed fairly and justly? To ensure that recognition given to employees is distributed fairly and justly, managers should: list the traits behaviors of good employees, ‡list the level of job performance, weight each one by its important, and check off the level of performance. By doing this each employee will try to do the best of the performance, and they will receive fairly the recognition they deserves.