Understanding Issues in Organizational Behavior

Organizational Behavior

Non-monetary incentives such as employee recognition, advancement, and awards, can help relieve workplace stress. Employees and supervisors both benefit from increased motivation. For the employee, incentives mean improved job satisfaction and performance. Moreover, non-monetary rewards may contribute more to feelings of self-confidence. Peer recognition and internal motivating factors are perceived differently from financial rewards. If productivity and a positive attitude permeate the workplace then all types of stress would be diminished. The employee fears less for the loss of his or her job; feels more integral to the organization as a whole and also feels more motivated to perform at optimal levels out of a sense of joy and pride rather than pressure. On the other hand, if the employer places undue pressure on employees to perform for non-monetary incentives then the reverse effect could be created. Therefore, the employer must carefully design a non-monetary reward program in the workplace.

2. Employee motivation impacts organization performance significantly because by definition, motivation implies increased productivity. Individuals' motivation impacts individual performance and therefore impacts collective performance. Employees who are unmotivated may tend to work slower and make more mistakes. If, on the other hand, they feel motivated to take pride in their work and genuinely enjoy their jobs then performance levels can greatly increase. Moreover, motivation contributes to a sense of community and camaraderie in the organization, which creates a generally productive atmosphere. Motivated employees may also feel more inclined to offer input and participate creatively in their organizations.