Effective reward systems in business and education

Reward Systems

Purpose of the discussion ics that will be discussed

Definition of Reward Systems and expectancy theory

Reward Systems that are Effective in business

Internal and External Rewards

Short-Term/Long-Term Rewards

Reward Systems for teams

Reward Systems and Organizational Performance

Reward systems that are Effective in education.

Reward systems for teachers and administrators

Reward systems for students

Reward Systems play a pivotal role in the world that we live in. Reward systems are used in many different facets including; the business world, the educational system and in the disciplining of children. The purpose of this discussion is to explain what makes rewards systems effective. Our discussion will examine effective reward systems in business, and the educational system. Let's begin by defining reward systems and the expectancy theory.

Definition of Reward Systems and Expectancy Theory

The use of reward systems is directly correlated to the expectancy theory. The expectancy theory asserts that there are three major variables that will determine an individual's motivation to perform.(1) First, the individual must perceive that there is a relationship between one's own effort and one's subsequent job performance. This is referred to as expectancy. Second, the individual must perceive that job performance will subsequently lead to outcomes such as a pay raise, a sense of accomplishment, and recognition. This is referred to as instrumentality, and there is a separate instrumentality perception for each outcome. Third, the individual must find desirable or attractive outcomes that might occur. This is referred to as valence, and there is a separate valence for each outcome." (Heneman and Young 1991)

Once an organization understands this theory of expectancy they can create policies that will meet these expectancy needs. These policies are often referred to as reward systems or incentive programs. These programs are designed to encourage the employee or the student to perform at his or her best. Reward systems are an essential part of the business world because they increase productivity and contribute to the profitability of the firm.

Reward Systems that are effective in Business

Internal and External Rewards

According to a book entitled "The Dynamics of Interpersonal Behavior" reward systems in the workplace are used to increase productivity within the organization. The book explains that effective reward systems that are used within the business world include both external and internal rewards. Zaleznik (1964) asserts that,

On the one hand, there are the external rewards of pay, job status, job security, opportunity for advancement, interesting work, and recognition from management available from the formal organization. On the other hand, there are the internal rewards of friendship, liking, respect, support, and the opportunity to fill a socially needed role available from the work group itself." Zaleznik (1964)

Effective reward systems are able to combine both external and internal reward systems. In doing this employees are able to perform their task with an understanding that the rewards that they will receive will benefit them materially and psychologically.

Short-Term/Long-Term Rewards

Another book entitled "Contemporary Career development" asserts that there are other factors behind the use of reward systems in the workplace. The author explains that organizations not only use reward systems to increase productivity and performance, but also to urge potential employees to join the organization and to reinforce organizational structure. (Morrison 1991) The author points out that most companies use short-term reward systems for employees.

Morrison (1991) explains that while short-term reward systems are effective, lomg term reward system are usually more beneficial to the overall business strategy and employees. The author explains that effective reward systems "consider the interrelationships among the pattern of organizational career paths; requisite human resource inputs in terms of skills, attitudes, training, and career stages; and organizational life cycles in order to develop the appropriate fit between the reward system and career development system for meeting both short- and long-term organizational objectives."(Morison 1991)

Reward Systems for teachers and administrators

Reward systems have long been used in classrooms to encourage students to do well in their studies. An article in the Journal Educational and Psychological Consultation, explains that although reward systems are most often associated with the business world, these systems can also be used in the educational system. (Illback and Zins, 1995) explains that the educational system is a structure that is essential to the community and must be treated as such. The authors assert that using effective reward systems within the educational system could prove to be of benefit for the entire community.

The article asserts that some of the most effective ways to use reward systems is through merit pay. The authors point out that very few school districts pay teachers according to their performance, instead they are paid based on the number of years that thy have been teaching. The article also insists that another effective award system is giving teacher's status as master teachers to boost self-esteem. The authors also suggest the affirming words are an effective tool in rewarding teachers for their performances. Finally the article concedes that The greatest difficulty with reward systems in education is defining the criteria and performance indicators of excellence. Given the lack of an adequate data base in the professional literature to govern educational practices, it becomes highly subjective as to what behaviors represent quality teaching and administrative services. Nonetheless, some districts have established evaluative systems that discriminate among groups of teachers, and that allow peer review committees to select educators who engage in a high level of service."(Illback and Zins, 1995)

An article entitled "Catalysts for Learning: Recognition and Reward Programs in the Public Schools" explains that reward systems can be used to fashion the behavior of school personnel so that they can better aid students in the educational process. One reward system that has proven to be extremely effective gives money to schools that improve standardized test scores. The schools can use the money to purchase computers or different learning tools for the students. The article reports that this reward system seemed to be working in places like Dallas. The author asserts,

During 1991-94, Dallas pass rates on the TAAS for seventh graders increased some 10-12% more than those in Austin, El Paso, Fort Worth, San Antonio, and Houston. That finding is complicated by the fact that pass rates went up more in Dallas than in the other cities even during 1991-92, when the Dallas program was just being launched. Comparing pass rates between 1992 and 1994 reveals positive effects on the order of 10% for Hispanic and white students but not for blacks. Moreover, Dallas pass rates rose more relative not only to the average of the five other large Texas cities, but also to specific cities within that group engaged in their own significant local reform efforts."(Ladd 1996)

Reward Systems for Students

According to Education World, a website designed for teachers and administrators; there are nearly 35 reward systems that are effective in the educational system. The website asserts that these rewards encourage good behavior and encourage students to perform well.

The rewards also aid the children in remembering the rules of the classroom.

Teachers have devised some easy and creative ways of offering reward systems to students.

One such teacher is from Portland, Oregon and rewards students through a program called birdie bucks for students in the fourth and fifth grade.

The students earn the bucks if they turn their completed homework in when it is due or if they don't have any behavioral problems during the day. At the end of the wee the students can use the dollars to purchase items for the store in the classroom. The students can choose to save the bucks that they have earned and use them to purchase the more expensive items in the store. The teacher finds that this reward system is effective because it rewards the positive behaviors of students. (Bafile, 2003)

Other effective reward systems in the educational environment include; choosing a game at recess, being the line leader, giving homework passes, eating lunch with the teacher, positive phone calls to parents, drawing on the chalkboard, and choosing which job to do in the classroom. (Bafile, 2003) Teachers have found that all of these reward systems are conducive to the educational environment and serve as effective rewards for children.

Conclusion

The purpose of this discussion is to explain what makes rewards systems effective. We began by defining reward systems and the expectancy theory. We found that the expectancy theory creates a need for rewards. We also found that reward systems are created to motivate employees, enhance performance and increase productivity.

Our discussion examined effective reward systems in business, and the educational system. We found that effective reward systems in the business world were composed of increased pay, and stock options. We also found that effective reward systems were composed of both internal and external reward systems. We also found that reward systems in the educational system were effective amongst teachers and administrators when they were rewarded for improving test scores. We also found that reward systems were also effective amongst students when they were rewarded for good behavior and academic success.

Annotated Bibliography www.questia.com/PM.qst?a=o&d=5000638773

Allen, R.S., & Helms, M.M. (2002). Employee Perceptions of the Relationship between Strategy, Rewards and Organizational Performance. Journal of Business Strategies, 19(2), 115+..

This journal article contains empirical research pertaining to the impact of reward systems in the workplace.

The author provide readers with a glimpse into the human resources and f=how reward systems are used to motivate employees. This article was instrumental in understanding which reward systems are effective in business.

Bafile, Cara (2003) Reward Systems That Work: What to Give and When to Give It!

Education World. Retrieved April 18, 2004 from;

http://www.educationworld.com/a_curr/curr301.shtml

This website article discusses the effective use of reward systems in the classroom.

The author asserts that students respond to at least 35 reward systems. The author also contends that teachers must find new and exciting ways to offer rewards to students.

A www.questia.com/PM.qst?a=o&d=5000125330

Heneman, H.G., & Young, I.P. (1991). Assessment of a Merit Pay Program for School District Administrators. Public Personnel Management, 20(1), 35+.

This particular article discusses reward systems amongst school administrators. It specifically mentions merit pay systems and the impact that they have on administrators. In addition, the article goes into great detail when describing the expectancy.

A www.questia.com/PM.qst?a=o&d=77038958

Illback, R.J., & Zins, J.E. (1995). Organizational Interventions in Educational Settings. Journal of Educational and Psychological Consultation, 6(3), 217-236.

This resource is an article published in a professional journal and discusses reward systems as they relate to education. The other compares the educational system to the business world and discusses ways to add incentives to people in the classroom.

A www.questia.com/PM.qst?a=o&d=5000382310

Ladd, H.F. (1996, Summer). Catalysts for Learning: Recognition and Reward Programs in the Public Schools. Brookings Review, 14, 14+.

This article discusses reward systems as they pertain to standardized test. The author asserts that providing reward systems to teachers and schools improves the test scores of students. The article contends that this type of award system is extremely effective in various areas of the country.

A www.questia.com/PM.qst?a=o&d=9230390

Morrison, R.F. & Adams, J. (Eds.). (1991). Contemporary Career Development Issues. Hillsdale, NJ: Lawrence Erlbaum Associates.

This book contains 178 pages and focuses on Career development and the role that reward systems play in this development. The author explains the need for reward systems and the importance of choosing effective reward systems. The author also explains that reward systems should be chosen to coincide with the life cycle of the company.

Brien, B.S., & Frick, P.J. (1996). Reward Dominance: Associations with Anxiety, Conduct Problems, and Psychopathy in Children. Journal of Abnormal Child Psychology, 24(2), 223+.

This journal article explains the psychosis of children and how they impact children with various social disorders. This resource provided important information about reward systems as they relate to specific children.

A www.questia.com/PM.qst?a=o&d=5000378639

Shaw, D.G., & Schneier, C.E. (1995). Team Measurement and Rewards: How Some Companies Are Getting It Right. Human Resource Planning, 18(3), 34+.

This article is found in the journal Human Resource Planning and discusses Reward systems as they relate to teams. The source asserts that the onslaught of teams in the work environment and how to effectively manage these teams. The article also discusses a study involving team work dynamics.

A www.questia.com/PM.qst?a=o&d=14164941

Weingartner, H. & Parker, E.S. (Eds.). (1984). Memory Consolidation: Psychobiology of Cognition. Hillsdale, NJ: Lawrence Erlbaum Associates.

This book focuses on some of the neurological and psychological factors that make individuals crave rewards. The author asserts that reward systems are an essential part of human motivation.

A www.questia.com/PM.qst?a=o&d=65781810

Zaleznik, A., & Moment, D. (1964). The Dynamics of Interpersonal Behavior. New York: Wiley.

This book is 528 pages long and discusses organizational structure and behaviors in the workplace environment. The book goes into great detail concerning the use of reward systems in the business environment.

The author explains why some systems are effective and others are not. This is a comprehensive book on interpersonal relationships in the workplace.