IMPACT OF REWARDS ON EMPLOYEE ENGAGEMENT (Blog 3)

 

IMPACT OF REWARDS ON EMPLOYEE ENGAGEMENT 




EMPLOYEE ENGAGEMENT.

Employee engagement refers to the level of commitment and emotional investment that an employee has towards their job and the organization they work for. It is a measure of how motivated and dedicated employees are towards their work, their colleagues, and their organization. Engaged employees are more likely to be productive, innovative, and loyal, which ultimately contributes to the success of the company.

There are several factors that can impact employee engagement, including the company culture, leadership style, job satisfaction, work-life balance, recognition and rewards, and opportunities for growth and development. Employers can improve employee engagement by creating a positive work environment, providing regular feedback and communication, recognizing and rewarding employee contributions, and offering opportunities for career advancement.

Effective employee engagement strategies can not only boost employee morale and productivity, but also help organizations to attract and retain top talent, improve customer satisfaction, and achieve business goals.



HOW ELSE DO BENEFITS FIT INTO EMPLOYEE ENGAGEMENT ?

Benefits play a crucial role in employee engagement as they are an essential part of the overall employee compensation package. A comprehensive benefits package can help to attract and retain top talent, improve employee satisfaction, and boost productivity.

Benefits can be divided into two categories: traditional and non-traditional. Traditional benefits include health insurance, retirement plans, and paid time off. Non-traditional benefits, such as flexible work schedules, remote work options, wellness programs, and professional development opportunities, have become increasingly popular in recent years.

Offering a competitive benefits package can be an effective way to demonstrate to employees that their employer cares about their well-being and values their contributions. This can lead to higher levels of engagement and employee satisfaction. For example, offering flexible work schedules can improve work-life balance and reduce employee stress, while wellness programs can promote employee health and wellness, leading to fewer sick days and improved productivity.

Employers can also use benefits as a tool for employee recognition and reward. Offering bonuses, profit sharing, or other financial incentives can motivate employees to work harder and achieve better results, while also fostering a sense of loyalty and commitment to the organization.

In summary, benefits are an essential component of employee engagement as they contribute to employee well-being, satisfaction, and motivation. Employers who offer competitive and innovative benefits packages are more likely to attract and retain top talent and build a productive, engaged workforce.



CONCLUTION

Rewards can have a significant impact on employee engagement, as they provide a tangible recognition of an employee's efforts and contributions. When employees feel valued and appreciated, they are more likely to be motivated, productive, and committed to their work and organization.

Offering rewards and recognition programs can be an effective way to improve employee engagement, as they can help to create a positive and supportive work environment. Rewards can take many forms, including bonuses, promotions, public recognition, and non-monetary incentives such as extra time off or flexible work arrangements.

Research has shown that organizations that offer effective rewards and recognition programs tend to have higher levels of employee engagement and retention. These programs can help to foster a sense of loyalty and commitment among employees, leading to improved job satisfaction, morale, and productivity.

In conclusion, rewards and recognition are an essential component of employee engagement, and organizations that invest in effective programs are more likely to attract, retain, and motivate top talent. By creating a culture of recognition and appreciation, employers can build a productive and engaged workforce that is committed to achieving business goals and contributing to the success of the organization.

REFERENCES


  1. Jaiswal, N., & Dhar, R. L. (2015). Impact of rewards and recognition on employee motivation and job satisfaction: A study of employees in private sector banks in Uttarakhand, India. International Journal of Research in Business Management, 3(4), 17-23.

  2. Othman, M., & Musa, R. (2017). The impact of rewards on employee engagement: A study of manufacturing companies in Malaysia. International Journal of Business and Management, 12(9), 1-9.

  3. Koys, D. J. (2001). The effects of employee satisfaction, organizational citizenship behavior, and turnover on organizational effectiveness: A unit-level, longitudinal study. Personnel Psychology, 54(1), 101-114.

  4. Gagné, M., & Deci, E. L. (2005). Self‐determination theory and work motivation. Journal of Organizational Behavior, 26(4), 331-362.

  5. Lawler, E. E. (1990). Strategic Pay: Aligning organizational strategies and pay systems. Jossey-Bass.







Comments

  1. DilrukshimbaApril 30, 2023 at 7:47 PM

    Different scolership have givvmen differ views in rewards and recognition... Good content

    ReplyDelete
  2. MOHAMED RAHMATH RALLYMay 4, 2023 at 3:54 PM

    well said, rewards and recognition are an essential component of employee engagement, and organizations that invest in effective programs are more likely to attract, retain, and motivate top talent.

    ReplyDelete
  3. JanithMay 5, 2023 at 1:41 AM

    Investing in effective and consistent recognition and rewards has a powerful impact on employee engagement, productivity, and retention, ...good & useful ..

    ReplyDelete

Post a Comment

Popular posts from this blog

Corporate Social Responsibility (Blog 2)

Image
Definition to Corporate Social Responsibility Jamali (2015) explains that CSR is the obligation for business organisations to impact the society in which they operate beyond the singular motive of pure profit maximization and further she emphasise the role of HRM in the development of internal CSR initiatives by claiming that the nature of the organisation’s CSR objectives has impact on the role of HRM in developing these objectives. Sahlin-Anderson (2006), considers CSR as a global trend incorporating business corporations, states, international organizations and civil society organizations Human Resource is a strategic partner in an organisation and as such, can help drive the formulation of the CSR strategy. This is the case especially in companies where CSR is positioned in HR department and thus the HR manager has a key role when it comes to CSR strategy development (Strandberg, 2009). According to Cohen (2010), HR can leverage CSR strategies to deliver greater benefits for the bu
Read more

INTERNATIONAL HUMAN RESOURCE MANAGEMENT (Blog - 8)

Image
 INTERNATIONAL HUMAN RESOURCE MANAGEMENT DEFINITION OF IHRM International Human Resource Management (IHRM) refers to the management of human resources in a multinational or global context. It involves managing human resources across national borders and dealing with issues that are unique to managing employees from different countries and cultures. IHRM encompasses a range of activities, including staffing, training and development, performance management, compensation and benefits, and employee relations, all of which are tailored to meet the specific needs and requirements of an international workforce. It requires a deep understanding of the cultural, legal, and political differences that exist in different countries, as well as the ability to adapt HRM practices to meet the needs of diverse global markets. IMPORTANCE OF INTERNATIONAL HUMAN RESOURCE MANAGEMENT International Human Resource Management (IHRM) is essential for organizations operating in a globalized economy. Here are so
Read more

PERFORMANCE MANAGEMENT (Blog - 4)

Image
 PERFORMANCE MANAGEMENT WHAT IS THE PERFORMANCE MANAGEMENT Performance management is a process used by organizations to assess and improve the performance of their employees. It involves setting clear performance expectations, monitoring progress, providing feedback, and taking action to improve performance where necessary. The goal of performance management is to create a culture of continuous improvement, where employees are encouraged to develop their skills and capabilities, and where the organization as a whole is able to achieve its goals and objectives. The performance management process typically includes the following steps: Setting performance expectations: This involves setting clear, specific, and measurable performance expectations for each employee. Monitoring performance: This involves tracking employee performance throughout the year, through regular check-ins, progress reports, and performance reviews. Providing feedback: This involves giving employees regular feedback
Read more