The ways rewarding and monitoring the employees

In an effective organization, rewards are used well. Rewarding means recognizing employees, individually and as members of groups, for their performance and acknowledging their contributions to the agency's mission. A basic principle of effective management is that all behavior is controlled by its consequences. Those consequences can and should be both formal and informal and both positive and negative.

Good performance is recognized without waiting for nominations for formal awards to be solicited. Recognition is an ongoing, natural part of day-to-day experience. A lot of the actions that reward good performance like saying "Thank you" don't require a specific regulatory authority. Nonetheless, awards regulations provide a broad range of forms that more formal rewards can take, such as cash, time off, and many nonmonetary items. The regulations also cover a variety of contributions that can be rewarded, from suggestions to group accomplishments.

The importance rewarding is been given above and this can be broken down into two types of motivation there Intrinsic motivation & Extrinsic motivation. The importance rewarding is been given above and this can be broken down into two types of motivation there Intrinsic motivation & Extrinsic motivation.

Intrinsic motivation

 Intrinsic motivation refers to motivation that comes from inside an individual rather than from any external or outside rewards, such as money or grades.

The motivation comes from the pleasure one gets from the task itself or from the sense of satisfaction in completing or even working on a task.

Extrinsic motivation

Extrinsic motivation refers to motivation that comes from outside an individual. The motivating factors are external, or outside, rewards such as money or grades. These rewards provide satisfaction and pleasure that the task itself may not provide. An extrinsically motivated person will work on a task even when they have little interest in it because of the anticipated satisfaction they will get from some reward. The rewards can be something as minor as a smiley face to something major like fame or fortune.

Employee motivation

Employee motivation describes an employee’s intrinsic enthusiasm about and drives to accomplish work. Every employee is motivated about something in his or her life. Motivating employees about work is the combination of fulfilling the employee's needs and expectations from work and workplace factors that enable employee motivation - or not. These variables make motivating employees challenging.

The reward system should be alien with the HR system. The reward system is been a key driver of

         HR Strategy

         Business Strategy

         Organization Culture

Before the rewarding is to be done we should find out what the employees expect from us the following shows some of the things that they expect from an organization they work.

         Clear expectation

         Positive feedback on regular basis

         Involvement in goal setting

         Be treated fairly and consistently

         Sharing of information and resources

Before the employee is to rewarded we must try understand his or her needs and wants with that we have reward them if not the employees never be have by just given something useless so that make them demotivated.

Types of rewards systems

When the rewarding is been done there are types rewarding system this includes DIRECT FINANCE like wages, salaries, bonuses, and commissions. And another type is INDIRECT FINANCE also call as benefits like sick leaves, holidays, medical insurance. The last type of rewarding is the NONFINANCIAL reward this is something that the employees get by doing their job with the satisfaction.

Refferences  

R. T. Mowday, L. W. Porter, and R. M. Steers, Employee-Organization Linkages: The Psychology of Employee Commitment, Absenteeism, and Turnover, (New York: Academic Press, 1982).

Stephen J. Sauer, Matthew S. Rodgers, William J. Becker, “The Effects of Goals and Pay Structure on Managerial Reporting Dishonesty,” Journal of Accounting, Ethics & Public Policy, 2018.

R. L. Opsahl and M. D. Dunnette, “The Role of Financial Compensation in Industrial Motivation,” Psychological Bulletin Vol. 66, 1966, pp. 94–96

L. W. Porter, G. Bigley, and R. M. Steers, Motivation and Work Behavior, 7th ed., (New York: McGraw-Hill, 2003).