Workplace Rewards And DiversityEssay Preview: Workplace Rewards And DiversityReport this essayWorkplace Rewards and DiversityWhy do employees show up to work day after day? Why do employees strive to do their best? The answer to these questions is happiness, motivation, and rewards. When employees are recognized for a “job well done”, their desire to excel in the company will continue. In todays work world, companies are continuously looking for new and improved motivation techniques that will increase employee performance as well as reward employees for a job well done. The use of non-monetary rewards is an increasingly popular method that employers are using as a new motivation technique. Three essential components to retaining valuable employees as well as encouraging increased performance are motivation, rewards, and diversity.
Employee’s Reward and Diversity Report: Employee Reward and DiversityWhy do employees show up to work day after day? Why do employees strive to do their best? The answer to these questions is happiness, motivation, and rewards. When employees are recognized for a “job well done”, their desire to excel in the company will continue. In todays work world, companies are continuously looking for new and improved motivation techniques that will increase employee performance as well as reward employees for a job well done. The use of non-monetary rewards is an increasingly popular method that employers are using as a new motivation technique. Three essential components to retaining valuable employees as well as encouraging increased performance are motivation, rewards, and diversity.
Employee’s Reward and Diversity Report: Employee Reward and DiversityWhy do employees show up to work day after day? Why do employees strive to do their best? The answer to these questions is happiness, motivation, and rewards. When employees are recognized for a “job well done”, their desire to excel in the company will continue. In todays work world, companies are continuously looking for new and improved motivation techniques that will increase employee performance as well as Reward employees for a job well done. The use of non-monetary rewards is an increasingly popular method that employers are using as a new motivation technique. Three essential components to retaining valuable employees as well as encouraging increased performance are motivation, rewards, and diversity. Employee’s Reward and Diversity Report: Employee Reward and DiversityWhy do employees show up to work day after day? Why do employees strive to do their best? The answer to these questions is happiness, motivation, and rewards. When employees are recognized for a “job well done”, their desire to excel in the company will continue. In todays work world, companies are continuously looking for new and improved motivation techniques that will increase employee performance as well as reward employees for a job well done. The use of non-monetary rewards is an increasingly popular method that employers are using as a new motivation technique. Three essential components to retaining valuable employees as well as encouraging increased performance are motivation, rewards, and diversity.
Employee’s Reward and Diversity Report: Employee Reward and DiversityWhy do employees show up to work day after day? Why do employees strive to do their best? The answer to these questions is happiness, motivation, and rewards. When employees are recognized for a “job well done”, their desire to excel in the company will continue. In todays work world, companies are continuously looking for new and improved motivation techniques that will increase employee performance as well as Reward employees for a job well done. The use of non-monetary rewards is an increasingly popular method that employers are using as a new motivation technique. Three essential components to retaining valuable employees as well as encouraging increased performance are motivation, rewards, and diversity.Rewards and Organizational PerformanceRewards are used to improve employee morale, enhance employee enthusiasm, and give employees a reason to go that extra mile. When employees are rewarded for their hard work, they are being reassured that they are appreciated and valued as an employee. Once employees feel valued, they become dedicated to the company. Employers that reward their employees will benefit from increased productivity, which in turn creates an increase in company profit. Monetary rewards are often accepted by employees with happiness then they are quickly spent and forgotten about. This is the reason monetary rewards are becoming a fad of the past and non-monetary rewards are in.
Non-monetary rewards, such as flexible hours, an extra day off, independence, and training are valuable rewards that employees will remember. According to Rewards and Recognition Review (2005), “Non-monetary recognition can be very motivating, helping to build feelings of confidence and satisfaction.” Non-monetary rewards such as an extra day off and the confidence to work independently are cost-effective for the company as well as beneficial stress relievers for employees. Rewards help boost an employees self-esteem which also provides them encouragement to strive. Companies that provide their employees a supportive environment that is appealing will facilitate them to generate real results without forcing their teams or themselves over the edge (Santana, n.d.).
Cultural Diversity in the WorkplaceCulture is defined as the beliefs, customs, practices, and social behavior of a group of people. Diversity, much like the word culture, means individualism, characteristics, beliefs, and values (Wikipedia, 2006). Cultural diversity is the variety of human societies or cultures in a specific region, or in the world as a whole. In the workforce, cultural diversity can also be referred to as multiculturalism. Our world and the communities in which we live are filled with a variety of cultures. Our customs, religion, beliefs, and morals are just some of the elements that make each individual unique. It is important that people as well as organizations understand and respect members within their community.
In yesterdays corporate world, the ideal candidate for an executive position was a young white Christian heterosexual male. Unfortunately, these qualifications are still required in some businesses today. According to Gorham (n.d.), many people live in the “margins” of society. Being on the margin means, they are not a part of the majority of culture and are faced with obstacles, prejudices, and stereotyped. Gorham also mentioned that people “Are on