Some employers reward members of staff for their exceptional contribution to the company by giving them extra money. This practice can act as an incentive for some but may also have a negative impact on others. To what extent is this style of management effective? Are there better ways of encouraging employees to work hard?

In the business context, rewarding outstanding

performance

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has been a

frequently-used

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frequently used

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method. It motivates good employees to

work

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more diligently. Yet, there are

also

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drawbacks affecting the morale of others who could not meet the standard of

work

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.

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,

this

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passage will deliberate its effectiveness in managing the organization and other compensational alternatives for exceptional contributions.

To begin

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with, the

system

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of awarding employees is essential for human resource management. The way it works is that the

performance

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of employees is carefully observed and acknowledged by the head of the firm. The distinct

work

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will be rewarded highly. It can be financial, spiritual, or both. Mentally speaking, the one receiving the awards could be encouraged to

work

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even harder. They can devote their time and effort to the success of the company.

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, if the

system

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is well-developed and fair between punishment and rewards, others who cannot achieve satisfactory results will perform more competently. Yet, there is some negative feedback regarding

this

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human-managing method. The

system

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is only effective if it has clear criteria for evaluating

staff

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performance

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which means that it must clarify the definition of over-achievement and

the

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apply

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under-

performance

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. In the case of unclear clarification, it may mislead to the fact that the underperforming

staff

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is unhappy that they may get mistreated in the workplace.

In addition

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, the administrative level of business can reconsider

this

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rewarding phenomenon as time and resource-consuming when it doesn't accomplish what the organization set it out to be - a way to encourage

staff

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and enhance organizational

performance

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.

Therefore

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, a business should take various approaches to implement the existing

system

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. One of the alternatives is to evaluate the long-term

work

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efficiency of personnel. If the workers have outperformed for a definite time, the company should consider the promotion to a better salary and position for them thoroughly.

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but not least, many training systems exist in the workplace. The training section is an opportunity in which exceptional human resources can share their experience with others so that the team can improve their

work

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efficiencies. In short, the reward

system

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for outperforming

staff

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encourages them to contribute more.

However

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, it may

also

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demoralize the under-achieving ones if there aren't any

clearly-defined

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clearly defined

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requirements to define what could have counted for over-accomplishment.

Then

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it is a time-consuming but ineffective

system

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. Generally, the organization could exploit the promotion process and training section to motivate the

staff

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spirit and working efficiencies.