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What Outcomes Does Mark Seem To Want To Achieve by Addressing Wages/rewards? (Group Member 1 and 3) 50 Points

Mark wants to achieve several outcomes by addressing wages and rewards for his employees. First, he wants to avoid rebellion from stagnating wages by providing monetary motivation and keeping morale high. Second, he wants to maintain productivity by motivating Doug, Anne and Marie who have become less motivated. Third, he wants to reward top performers like Simon, Aron, and Wesley to recognize their commitment. However, he does not want to reward underperformers like Doug who are unreliable, as that would not benefit the company. Ultimately, Mark hopes to create a positive and motivated work environment through strategic rewards to increase company productivity.

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63 views2 pages

What Outcomes Does Mark Seem To Want To Achieve by Addressing Wages/rewards? (Group Member 1 and 3) 50 Points

Mark wants to achieve several outcomes by addressing wages and rewards for his employees. First, he wants to avoid rebellion from stagnating wages by providing monetary motivation and keeping morale high. Second, he wants to maintain productivity by motivating Doug, Anne and Marie who have become less motivated. Third, he wants to reward top performers like Simon, Aron, and Wesley to recognize their commitment. However, he does not want to reward underperformers like Doug who are unreliable, as that would not benefit the company. Ultimately, Mark hopes to create a positive and motivated work environment through strategic rewards to increase company productivity.

Uploaded by

cretu gabi
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as DOCX, PDF, TXT or read online on Scribd
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Assignment 3

What outcomes does Mark seem to want to achieve by


addressing wages/rewards? (Group member 1 and 3) 50
points

The owner of a large hardware, furniture and building company, Mark Coglin finds himself in a
sensitive position regarding the upcoming wage review process. Due to the global recession, the
company’s employees had no wage increase in the last two years and another stagnated year
might be difficult to deal with, for both employees and Mark.
Firstly, Mark is worried that another year without any increase of wage will raise a rebellion
within the company’s staff, thus an extrinsic tangible factor such as money will bring peace
within the plant. Furthermore, tension and the lack of material content will also have a negative
effect on people motivation, the work environment, and the productivity of the company. As an
example, are Doug who is not motivated to come at work after his off weekends, and the two
employees Anne and Marie who show no motivation in exercising their work, unless they are
watched. These are the aspects that Mark wants to avoid in the company and, he believes that
increased salary will benefit both the individual and the company and, will bring motivation at
work, quality, and a positive work environment. Mark’s idea, according to the content theories
who focus on the people needs, it is the right way to motivate his people at work. To illustrate,
the influence of the content rewards is showed by several main theories of needs by Maslow,
Alderfer, Herzberg and McClelland. Maslow’s hierarchy of needs who suggests that the reward
contributes to five essential needs of the individual such as their psychological needs, safety
needs, love needs, esteem needs, and self-actualization needs.
Following, is the Expectancy theory that demonstrates a direct connection between the rewards
and the implication at work, and how individuals change their input of work effort according to
the rewards. If the employees of the company feel that they are not rewarded by their effort,
then their input will be less, decreasing productivity and motivation level. On the other side,
based on the Herzberg’s hygiene and motivation factors theory, offering rewards by their
competence, will increase the satisfiers factors such as recognition or responsibility and, the
dissatisfiers such as job security or salary will decrease.
Another goal Mark’s seems to want, is to reward just particular employees that show
commitment and care for the company, such as Simon the floor manager, Aron the controller,
and Wesley the yard floor man. Mark wants to reward employees that show motivation and
creativity, such as the new employee Kyle, and no compensations for the ones that lack of
motivation and quality of work. In addition, Mark’s opinion, based on the last check 15% of the
company employees like Doug who are inefficient and unreliable will rather benefit the
company if they will leave, thus an increase or any kind of reward makes nonsense. The Equity
theory of motivation plays its part in this case and demonstrates that when an individual
observes unbalanced input between him and other colleague, then they will adjust their work
and create fairness. As an example, if some employees of “House, Art & Home “ , hear that
another colleague earns more money doing the same job, then they will chose to work less as a
way to create equity; this will affect the company productivity and the worker efficiency, and
will even make the worker to quit their job.
In conclusion, after analyzing and observing Mark’s intentions, appears that by addressing
rewards and salary, he wishes to create a positive work environment, efficient and motivated
people, that furthermore will increase company’s productivity. However, even he considers
rewarding his staff, he believes that just a part of them justifies the effort, while some other do
not.

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