The Merit Issues Faced by Employers Essay Example

Maslow 1970). Maslow also emphasizes that individuals have varying levels of motivation.

According to Maslow, an employee goes through five distinct phases of demand. Before moving to the next level, the employee's physiological needs must be fulfilled. These needs include air, water, food, sex, sleep, etc. If these needs are not met, employees may experience illness, irritation, pain, discomfort.

Critical Analysis

In order to address the current high labor turnover and improve productivity, management needs to develop a range of strategies. Despite having the best equipment and technology, motivation plays a crucial role in achieving desired objectives. Management must therefore explore ways to retain talented employees and increase their commitment and motivation, ultimately leading to higher productivity. However, they should also assess both the positive impacts and potential weaknesses or negative effects of their efforts.

The challenge of implementing a merit issue system is to create a fair public presentation assessment system that properly evaluates employees. This task may be simple in organizations with limited operations and employee categories, but it becomes more complicated in diverse activities. However, this complexity should not discourage the implementation of such a system. Another challenge is ensuring that the system treats employees who do not meet the criteria fairly, without any misinterpretation. Therefore, it is necessary to thoroughly explain the system, including each criterion and its weightage. There are various tools available to retain and increase employee productivity, but what works in one company may not necessarily work as effectively in another.

Indeed, there are numerous factors to consider when deciding upon and planning the selected tool. This includes the culture of management and employees/trade-unions within the organization, the

individual motivating factors, the company objectives, the type of operations, the financial position of the organization, and the nature and strength of competition.

Decision

Pay and virtues play a crucial role in any industry. Throughout this research process, various motivation theories have been encountered by researchers. They have gained an understanding of which theories are relevant and applicable in different situations as well as how management can use this knowledge to reward their employees. Employees are considered internal customers; therefore, having knowledge of their preferences gives management an advantage when interacting with them.

Management has the ability to utilize "Aureate Handcuffs" as a strategy to retain key employees by offering them appropriate incentives. Throughout the research process, the researcher has identified various types of rewards that can be given to motivate workers and enhance their productivity. These rewards are categorized for individuals, experts, salespeople, and teams. Additionally, the researcher has thoroughly examined the potential challenges that may arise when designing these incentives. As a result, the researcher concludes that addressing reward issues is necessary and should be taken into consideration when motivating employees.

Mentions

1. Human Resource Management: An Asiatic Perspective ( 2ndA edition ) atA http: //www.pearsoned-asia.com/desslertan/.A
2. Lesieur, Fredrick G.A The Scanlon Plan A Frontier in Labor-Management Cooperation, Cambridge: The MIT Press, 1958.
3. Masternak ; A ; Associates ; All rights reserved.
4. Reprinted here with permission.
5. Masternak, Robert. L. "Gainsharing Programs at Two Fortune 500 Facilities: Why One Worked Better. "A National Productivity Review, Winter/1991/92.

The text includes information about the following sources:
- L.A Gainsharing: A Team-Based Approach to Drive Organizational Change. A Scottsdale: WorldatWork, 2003.
- Robert McLean, A Performance Measures in the New EconomyA ( The Premier 's Council of Ontario, Ontario, Canada, 1995 ) , 3.
- Rucci, Kirn, and Quinn, "The Employee-Customer-Profit Chain at Sears, '' 89.