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In order for a reward system to work correctly it must be punctual, joined to performance and efficiently communicated (Santone, Sigler and Britt, 1993). One example that is currently being used is that of Gainsharing. This is a system that is used to manage promoting high levels of performance by way of association and contribution of workers. As performance goes up, workers share in the financial increase. Enhanced performance leads to increased compensation, which in turn promotes constant enhancement by way of a reinforcing sequence (Gainsharing, 2007).
Even though influential approaches can be used to influence approaches or behaviors, inducements center more completely on behaviors. Consequences are structured to support people or groups to alter the way they are behaving. Rewards function first and foremost to alter the behavior rather than the attitudes of the target organization (MacGrath, 2005). The majority of the typical motivational apparatus like promotions, extras, employee of the month honors and motivational talks are completely damaging to the drive, vigor and dedication of workers (Kjerulf, 2006).
In conclusion it is definitely possible for employers to use incentives threats to motivate employees. Threats on the other hand work in the short-term but do not usually affect long-term motivation. In order to do this it is important for employers to make workers feel safe, wanted and respected. If managers think about the desires of the people, there are several ways that can be used to sufficiently motivate employees and get a good commitment from them (Benson and Dundis, 2003).
References
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