For This Assignment, Use The Text The Argosy University ✓ Solved

For This Assignment You Are To Use The Text The Argosy University On

For this assignment, you are to use the text, the Argosy University online library resources, and the Internet to research the use of incentives in motivating employees. Find an organization with a form of incentive you consider highly motivating. Find an organization within your current industry or an industry where you would like to be employed in the future. Submit a report in which you describe, analyze, and evaluate the incentive plan of your chosen company. Include the following in your report: description of company, industry, and incentive plan.

Distinguish why you think this particular plan is highly motivating and explain how it stimulates employee productivity. Connect the plan to one or more models of motivation. Evaluate how well the incentive plan supports a well-aligned compensation plan and how the plan aligns the employees’ efforts to the organization’s mission and objectives. Explain how this plan helps with the supervision, retention, and recruitment of employees. Determine which of the following you feel would be the most valid format for performance appraisal to use with this incentive plan—standard ranking, paired-comparison ranking, standard rating scales, behaviorally-anchored rating scales, Management by Objectives, or essay. Justify your responses with reasons and examples. Cite scholarly sources. To complete this assignment, submit a 3-page report (NOT INCLUDING REFERENCE AND COVER PAGE) in Word format. Apply APA standards for writing style.

Sample Paper For Above instruction

Introduction

Incentive plans play a crucial role in motivating employees and aligning their efforts with organizational goals. For this analysis, we examine Google LLC, a leading technology company within the information technology industry, renowned for its innovative incentive strategies. Google’s incentive programs, including stock options, bonuses, and employee recognition initiatives, exemplify highly motivating approaches that foster productivity, engagement, and retention.

Company Description

Google LLC, founded in 1998, operates within the technology sector, focusing on internet services, software, and hardware products. As one of the world's most influential tech giants, Google employs over 150,000 workers globally and emphasizes innovation, creativity, and employee well-being. The company’s mission emphasizes organizing the world’s information and making it universally accessible and useful, which directly influences its incentive strategies aimed at promoting high performance and innovation among its workers.

Incentive Plan Overview

Google’s incentive plan includes stock options such as restricted stock units (RSUs), performance bonuses based on individual and team accomplishments, and comprehensive employee recognition programs like peer-to-peer recognition and wellness incentives. Stock options motivate employees by aligning their financial interests with the company's success, empowering them to contribute to long-term growth. Bonuses are tied to performance metrics such as project completion, innovation milestones, and overall company performance. Recognition initiatives foster a positive work environment, boosting morale and commitment.

Motivational Significance and Theoretical Connection

This incentive plan is highly motivating because it addresses intrinsic and extrinsic motivators. Stock options serve as an extrinsic motivator, linking employee remuneration to the company's financial health, while recognition programs satisfy intrinsic motivation by fostering a sense of achievement and belonging. According to Deci and Ryan’s Self-Determination Theory (2000), such recognition enhances intrinsic motivation by satisfying psychological needs for competence and relatedness. Additionally, Vroom’s Expectancy Theory (1964) supports the idea that when employees believe their efforts will lead to valuable rewards, motivation increases—Google’s clear performance rewards exemplify this.

Alignment with Compensation and Organizational Goals

The incentive plan aligns well with Google’s broader compensation strategy, which emphasizes competitive pay structures and growth opportunities. The stock options and bonuses incentivize employees to contribute to strategic objectives like innovation and market expansion, supporting Google’s mission to organize the world’s information. In this way, employee efforts directly support organizational success, creating a cohesive link between individual performance and company vision.

Impact on Supervision, Retention, and Recruitment

Google’s incentive plan aids effective supervision by providing clear performance criteria tied to incentives, simplifying managerial evaluations. The plan’s attractive rewards improve employee retention by fostering loyalty and job satisfaction, while also positioning Google as an employer of choice through its renowned benefits package. Such comprehensive incentive strategies are vital for attracting top talent in a competitive technological landscape, ultimately ensuring sustained organizational growth and innovation.

Recommended Performance Appraisal Format

Given Google’s incentive structure, Management by Objectives (MBO) would be the most appropriate appraisal method. MBO aligns performance goals with organizational objectives, providing specific, measurable targets that employees understand and strive to meet. This approach fosters accountability, enhances motivation, and provides a clear basis for reward allocation. For instance, employees can have objectives related to innovation milestones, which directly tie performance to incentives, making MBO a suitable, motivating evaluation tool.

Conclusion

Google’s incentive plan exemplifies a comprehensive approach to motivating employees through financial rewards and recognition programs aligned with organizational objectives. Its connection to motivation theories and its effectiveness in fostering employee loyalty, productivity, and innovation underscore the importance of well-structured incentive plans. Proper appraisal methods like MBO further enhance the plan’s success by ensuring fair and transparent performance evaluations.

References

  • Deci, E. L., & Ryan, R. M. (2000). The "what" and "why" of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry, 11(4), 227-268.
  • Vroom, V. H. (1964). Work and motivation. Wiley.
  • Lawler, E. E. (2000). Rewarding excellence: Pay strategies for the new economy. Jossey-Bass.
  • Latham, G. P., & Pinder, C. C. (2005). Work motivation theory and research at the dawn of the twenty-first century. Annual Review of Psychology, 56, 485-516.
  • Milkovich, G. T., & Newman, J. M. (2008). Compensation. McGraw-Hill Education.
  • Pink, D. H. (2009). Drive: The surprising truth about what motivates us. Riverhead Books.
  • Schiersch, A., & Beke, J. (2017). Incentive Systems in the Digital Era. Journal of Business Economics, 87(3), 373-396.
  • Armstrong, M. (2014). Armstrong's Handbook of Reward Management Practice: Improving performance through reward. Kogan Page.
  • Cameron, J., & Pierce, W. (1994). Reinforcement, reward, and intrinsic motivation: A meta-analysis. Review of Educational Research, 64(1), 63-85.
  • Gerhart, B., & Rynes, S. L. (2003). Compensation: Theory, Evidence, and Strategic Implications. Sage Publications.

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