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HRM experts

The need and importance of the motivation in any firm is highlighted in the text as follows: Establish an action plan: The goal may vary from one project to another but the procedure applied is the same. Establishing a plan needs determining he goal firstly, defining the desired behavior, creating specific, measurable timely objective. Before the creation of any reimbursement plan, it is important to consider some of the factors that are significant for the success of the plan. For instance, fair and clear means should be employed for the communication of program to the employees.

There must be a plan to motivate less than top performers in a firm. Thus, communication plays an important and crucial role in the success of the abovementioned program. Most of the program’s success depends on that the people get a clear message and communication from the higher authorities. Apparently, success and profit making are some of the situations that are always liked and appreciated by the people. However, it is important that the employees should be fully communicated regarding the justifications that may result in the non-provision of incentives, in case of failure.

Thus, rewards should be determined creatively, and rewards should be fully decided by the supervisors, before the initiation and introduction of the plan to the employees. If the past bonuses, and incentives work better then rely on them and continue to use the same idea. Always keep a performance report yearly of the employees doing good or bad. Noting will help assessing their progress and rewarding will be fair. If cash flow is a problem like in many small business forms then look for non-cash resources. Some HRM experts suggest that non-cash incentives also have good affect on employees.

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It has been explained by a number of experts, as well as, behaviorists that motivation and recognition for the other people needs some compromise that should be given by the employers. In other words, provision of motivation to the employees will not provide any expenses, but may result in the effectiveness and quality of the work that is done by the employees. Thus, motivation plays a significant and effective role in the success and prosperity of an organization according to the president of Longnecker & Associates that is located in the Houston city of the United States, Brent Longnecker.

Give employee reward your personal touch: Part of recognition factor in rewarding employees is giving it your personal touch. Personal touch means personal involvement. In other words, arrangement should be done sometimes by the employers. For instance, some lunch should be arranged by the employers for the employees as a step of motivation for them. In this way, motivation can be provided to the employees and effective results can be attained by it. According to Longnecker, more than the paid amount is received back by the employers, if something out of the way is done by them for motivating their employees.

The reward that comes directly from the boss to the employees is much more than giving a bonus in a paycheck. Group reward may be right but don’t undermine individual initiatives: One important issue is deciding the criteria of your compensation idea. A plan should ideally operate on individual as well as group level. One-third should be based on the individual performance and the remaining two-third of the plan should be based on the group accomplishments. From there you have everyone ranked fairly.

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