Module 07 - REWARDS AND EMPLOYEE ENGAGEMENT

Rewarding and recognising hard work amongst employees is the number one way to improve engagement and give a boost to all areas of an organisation including process, output and bottom line.

“One of the attractions of engagement is that it is a good thing. Managers are attracted to the concept because they like the idea of having engaged employees and dislike the prospect of having disengaged employees” (Guest, 2013).

If employees well motivated, they can achieve a high level of performances. Then they will be involved to process, and they engaged with their work as well as the organisation objectives, and the commitment will be improved. As a result employee behaviour also improved, and they contribute to achievements beyond the expectation. Hence, organisational citizenship also develops.

(Source: https://www.google.com/employee+engagement+Armstrong+2010)

“The terms job satisfaction, motivation and commitment are being replaced now in business by engagement, because the terms appeal to have more descriptive force and face validity” (Reilly and Brown, 2008).

It is the positive attitude of the employees towards the organisation and its values. Employees are the most engaged people in the organisation, and they work together to improve the performance as well as the productivity of the organisation. Hence, Employment is a unique concept that job and resources are the most predicted. 

“Individuals can be indeed engaged with their job, but not committed to their organization, whereas committed employees are not necessarily engaged” (Armstrong, 2009).

People interact with their work but not committed to their organisation however dedicated workers are not necessarily involved in their organisation.

Employee engagement is an important, because…

• Reduced level of staff agitate
• Higher productivity
• Improved staff satisfaction
• Higher customer satisfaction and advocacy
• Happy internal environment

“Reward management is not just about financial rewards, pay and employee benefit, it also concerns non-financial rewards such as recognition, learning and development opportunities and increased job responsibility” (Armstrong, 2010).

It paid to an employee in return for work or services by financially or non-financial. It may be a salary, bonus, incentive or other recognition. Mostly it was decided by the performance and the productivity of the employees. Organisations generally offer a reward to motivate the employees and influence to achieve the organisation objectives or goals. 

“As the strategies, policies and processes required to ensure that the value of people and the contribution they make to achieving organization, departmental and team goals is recognized and rewarded” (Armstrong, 2010).

Hence, the reward is a motivational tool to appreciate or evaluate the employees' contribution to achieving the objectives.

References

UKEssays. November 2013. The Concept And Definition Of Reward Management Essay. [online]. Available from: https://www.ukessays.com/essays/management/the-concept-and-definition-of-reward-management-essay.php?vref=1 [Accessed 15 December 2018].

Guest (n.d.). David Guest Presentation 2013 Conference | Human Resource Management | Well Being. [online] Scribd. Available at: https://www.scribd.com/presentation/245238513/David-Guest-Presentation-2013-Conference [Accessed 14 Dec. 2018].

Armstrong, M. (2006). Handbook of Human Resource Management Practice (10th Edition). 10th ed. London, GBR: Kogan Page, Limited.

Armstrong, M. and Brown, D. (2010). Armstrong's handbook of reward management practice. [online] Otgo.tehran.ir. Available at: https://otgo.tehran.ir/Portals/0/pdf/Armstrong's%20Handbook%20of%20Human%20Resource%20Management%20Practice_1.pdf [Accessed 13 Dec. 2018].