CJA 474 Week 2 Individual Assignment Motivation and Control Thanks for Nothing Paper
CJA 474 Week 2 Individual Assignment Motivation and Control Thanks for Nothing Paper
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Date Created: 11/06/15
MOTIVATION AND CONTROL Motivation and Control Thanks for Nothing Paper CJA474 Managing Criminal Justice Personnel Although it may seem fairly obvious that receiVing praise and recognition from MOTIVATION AND CONTROL 2 one s company is a motivating experience sadly many companies are failing miserably when it comes to saying thanks to their employees According to Curt Coffman global practice leader at Gallup 71percent of US workers are disengaged essentially meaning that they couldn t care less about their organization Coffman states We re operating at onequarter of the capacity in terms of managing human capital It s alarming Employee recognition programs which became more popular as the US economy shifted from industrial to knowledge based can be an effective way to motivate employees and make them feel valued In many cases however recognition programs are doing more harm than good according to Coffman Take Ko a50yearold former employee of a dotcom in California Her company proudly instituted a rewards program designed to motivate employees What were the rewards for a job well done Employees would receive a badge that read U Done Good and each year would receive a Tshirt as a means of annual recognition Once an employee received 10 U Done Good badges he or she could trade them in for something bigger and better a paperweight Ko states that she would have preferred a raise It was patronizing There wasn t any deep thought involved in any of this To make matters worse she says the badges were handed out arbitrarily and were not tied to performance And what about those Tshirts Ko states that the company Instilled a strict dress code so employees couldn t even wear the shirts if they wanted to Needless to say the employee recognition program seemed like an empty gesture rather than a motivator MOTIVATION AND CONTROL Even programs that provide employees with more expensive rewards can backfire especially if the rewards are given insincerely Eric Lange an employee of a trucking company recalls a time when one of the company s vice presidents achieved a major financial goal for the company The vice president who worked in an office next to Lange received a Cadillac Seville as his company car and a new Rolex Wristwatch that cost the company 10000 Both were lavish gifts but the way they were distributed left a sour taste in the vice president s mouth received a Cadillac Seville as his company car and a new Rolex wristwatch that cost the company 10000 Both were lavish gifts but the way they were distributed left a sour taste in the vice president s mouth He came into my office which was right next door and said Can you believe this A mere 2 months later the vice president pawned the watch Lange explains It had absolutely no meaning for him Such experiences resonate with employees who may find more value in a sincere pat on the back than in gifts from management that either are meaningless or aren t conveyed with respect or sincerity However sincere pats on the back may be hard to come by Gallup s poll found that 61 percent of employees stated that they haven t received a sincere thank you from management in the past year Findings such as these are troubling as verbal rewards are not only inexpensive for MOTIVATION AND CONTROL companies to hand out but also quick and easy to distribute Of course verbal rewards do need to be paired sometimes with tangible benefits that employees value after all money talks In addition when praising employees for a job well done managers need to ensure that the praise is given in conjunction with the specific accomplishment In this way employees may not only feel valued by their organization but will also know what actions to take to be rewarded in the future Questions If praising employees for doing a good job seems to be a fairly easy and obvious motivational tool why do you think companies and managers don t often do it Praising employees for a good job is a fairly easy and obvious motivational tool It is effective because it shows an employee that they are appreciated When the praise MOTIVATION AND CONTROL 5 comes as a sincere gesture it means more to the employees both on a professional level as well as a personal level When an employee is praised it shows to them that they are a valuable member of a company or an organization and they are appreciated When an employee has it made known to them that they are valuable and they are appreciated then they become a more valuable asset to the company based on their happiness When they are told of their value they will then be motivated to do their job to a better and greater ability There is a fault and a aw that can come with praising employees as they do a good job It is a motivational tool yes but it should not be done often When an employee is praised constantly they begin to lose the motivation to gain that praise When praise comes when they have accomplished something then they will understand the effect of the praise more When they are praised constantly the praise will lose its power because the employee will come to expect it and thus disregard it As a manager what steps would you take to motivate your employees after observing them perform well MOTIVATION AND CONTROL 6 This would all be dependent upon what the employee had accomplished and what it meant for the company As a manager I think it is important to understand what has taken place and what effect it will have on the company from both a business sense and from a personal sense Employees are the life blood of any organization and when one or a group of those employees have accomplished something great they need to be praised and recognized for their accomplishments When an employee has done something worthy of praise then that means the company has benefitted from their efforts They have helped themselves and helped the company and this means that the situation is one that is a win from all angles Steps to motive employees after observing them perform well are simple Acknowledge their performance and be sure they understand how vital it was to the ongoing success of the company The most important praise that a person can give an employee is making them aware that they are appreciated This can be done with a sincere thank you and acknowledgement or it can be done with a praise in the form of a gift The actions taken would depend upon the culture of the organization Are there any downsides to giving employees too much verbal praise What might these downsides be and how could MOTIVATION AND CONTROL 7 you alleviate them as a manager Too much verbal praise will become static and will become background noise It will become meaningless and have no effect This is not to mean that it will be pointless or that it will be insincere it is merely meaning that when an employee hears that they are doing a great job on a daily basis they become immune to it as praise This is not meaning that they do not appreciate the compliment and the praise it just means that when it comes in abundance it has less value A common misconception from this could be that managers who praise often is doing so out of a manner that is obligation rather than out of a sense that is sincere Ann employee that hears constant praise will then think that they are unappreciated and can even feel patronized or worse feel nothing As a manager the way to alleviate these downsides is to praise when it is due There is a proper level of praise that needs to be administered because too much praise can be seen as exaggerated and too little praise can be seen as insincere The best way to alleviate the downsides that come with too much verbal praise is to do it not as often and do it sincere when you do You are a team after all praise a person for their contributions to the team as a team MOTIVATION AND CONTROL 8 As a manager how would you ensure that recognition given to employees is distributed fairly and justly As a manager in order to ensure that recognition is given to employees is distributed fairly and justly you have to take the work being done and the level that it is being completed into consideration As much as we would like to imagine all workers as the same we should also acknowledge the fact that each of the employees are not the same They are unique individuals and understanding this would allow us to see that based on this they should be praised differently and in different ways In order to keep praise and recognition for employees fair and just the recognition that should be given should be based on their accomplishments and what they have done for the company When you praise a person for their work we must also remember that yes we are praising an individual but we are also praising their contribution to the organization in which we are all a part of When we do this we are praising them and giving them recognition all the while celebrating the benefits that we all gained as being part of the organization The best way to make this fair and just is to determine each case based on the accomplishments and achievements that the company gained from the efforts of the person
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