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Motivation, Rewards, Creativity, and Innovation

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Three articles provide a lot of information regarding the methods and techniques that companies can use to motivate their employees. One of the reward structure that is provided in the articles is individual and cooperative reward structure, and both ways of the structure are used to encourage and motivate employees to perform better. Nevertheless, companies have to analyze the challenges of both structures so that there are no problems or consequences while dealing with such reward structures. The article explicitly provides information and emphasizes the fact that individual rewards undermine teamwork and focuses more on short-term revenue. According to Pearsall, Christian, and Ellis, it is better for companies to use teamwork rewards system since teams bond together because recognition and rewards are not possible without collective performances (Pearsall, Christian, & Ellis, 2010).

Nevertheless, in some organizations where teams have a higher level of task interdependence, it is better for the management to use hybrid reward structure. By rewarding both individual and team members, it acts to grow and improve the team members to accomplish their tasks. These two phenomena have helped in developing a better understanding of employee’s behavior and attitudes which will later help in examining the mediating role of team psychological capital and the relationship between individual and group levels (Heled, Somech, & Waters, 2016).

Moreover, mediating mechanisms also helped in providing ways to improve the hybrid system and creating team psychological capital. By using information allocation, an organization can have the ability to make the teams distribute, develop, and share their expertise (Thompson, 2003). Every individual is unique and has a set of skills and knowledge that can be used as a joint venture to develop an astonishing project. Also, social loafing helps team psychology because it can reduce an individual’s effort and motivate others to work on a task collectively.

Five essential techniques are quite helpful in competency project, and they are quality circles, brainstorming, buzz sessions, brain-writing, and nominal group technique (NGT). These techniques can be used by managers of all the organizations to improve the skills of their employees. The most efficient group technique is NGT because it combines brainstorming as well as brain-writing. Organizations can use this tactic to develop an extraordinary decision-making process. The six necessary steps of NGT can minimize differences and ensure equality and participation from every group member. The method of NGT is best for people that are reluctant on providing their feedback and ideas openly. Therefore, those employees can silently generate ideas in writing and record those ideas. Those ideas can then be discussed and have a final vote. Linking this technique with psychological capital can also help an employee’s life satisfaction and improving their core construct and thriving (Brahm & Kleiner, 1996).

Moreover, NGT is also helpful because it increases the possibility of thinking outside the box. In this technique, people have the ability to generate ideas and defer the judgment between their own and other employees. Individuals can enjoy an uninterrupted flow of thought and organize their opinions without any disruption. This can provide a positive individual psychological state of development. Also, it can help teams to engage in divergent thinking in which they can put aside common assumptions. The only issue regarding NGT is that companies can deal with one problem at a time. This time restriction and lack of flexibility can be a significant disadvantage, but a solid plan and strategy can decrease such drawbacks.

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