Motivation To Work Each Week You Will Be Asked To Respond
Motivation To Workeach Weekyou Will Be Asked To Respond To The Promp
Motivation to work each week, you will be asked to respond to the prompt or prompts in the discussion forum. Your initial post should be 75-150 words in length, and is due on Sunday. By Tuesday, you should respond to two additional posts from your peers. What motivates you to get up every morning and do your best? Do you work hard for your family? For personal satisfaction and to meet personal goals? To earn more money? To be recognized by your peers and the community? There is a wide variety of elements that motivate people to work hard. Successfully managing a workforce requires managers to understand, acknowledge, and carefully implement rewards to motivate their employees to perform to the best of their abilities. Research the total compensation plan for the company you have chosen for your final project. Very briefly describe the elements they use to reward their employees (base pay, bonuses, time off, daycare, flex time, benefits, etc). Is their approach the best that it could be? If you were leading the company, what would you do to ensure their approach to motivating employees was fair and equitable? Is your approach financially feasible? Would you choose to be 100% transparent in your approach? Why or why not? Review a minimum of two of your classmate’s posts and respond with additional insights, information, questions, or links to more information on the reward and motivation system they shared. Would their approach to motivating their employees work for your organization? Why or why not?
Paper For Above instruction
The motivation to work is a complex construct influenced by individual, organizational, and societal factors. Understanding these motivations is crucial for effective workforce management. This paper examines the total compensation plans of two prominent corporations, Delta Airlines and The Hershey Company, analyzing their approaches to employee motivation through reward systems, and evaluates their potential improvements for fairness, transparency, and financial sustainability.
Delta Airlines offers a comprehensive compensation package that emphasizes employee well-being and motivation. Key elements include extensive health coverage, retirement plans with automatic contributions and matching, profit sharing, and travel benefits (Davis, 2018). Their profit-sharing scheme, where over 15% of pre-tax income is distributed among employees, stands out as a significant motivator, fostering a sense of ownership and alignment with company success. Delta’s transparency regarding compensation strategies appears robust, contributing to reduced conflicts and enhanced trust among employees. This openness also acts as a competitive advantage in recruiting top talent, as potential employees are assured of fair treatment and clear communication about benefits.
The approach taken by Delta appears highly effective, considering their consistent recognition as one of the best employers in the country. Nevertheless, there is room for refinement concerning equitable access to benefits. For instance, additional flexible benefits such as child-care services or telecommuting options could further improve employee satisfaction and work-life balance. Financial feasibility remains sustainable given Delta’s profitability, but expanding flexible benefits should be carefully analyzed to ensure they do not undermine the overall financial health of the company. Personally, I would advocate for transparent communication of all reward components, emphasizing fairness and inclusivity, which can further strengthen trust and motivation.
Conversely, The Hershey Company employs a well-rounded compensation plan centered on performance recognition, career development, and wellness initiatives (Hershey’s, 2023). Compensation includes base pay, bonuses, health insurance, and wellness programs, with a focus on enhancing physical, emotional, and financial health. Hershey’s also invests in career growth opportunities, aligning employee development with company expansion efforts. While these elements are admirable, there is potential for improvement in offering more flexible work arrangements, including telecommuting and onsite child-care facilities, which would enhance work-life balance and motivation.
Introducing flexible schedules and child-care options could serve as significant motivators by reducing stress and facilitating better work-life integration, especially for employees with families. An individualized benefits approach, or “a la carte” system, could address diverse needs while maintaining financial viability. Transparency is critical; however, individual confidentiality regarding specific benefits remains paramount. Therefore, I support transparent communication of the overall reward system while respecting privacy and customization at the employee level.
In conclusion, effective employee motivation through compensation plans requires a balance between transparency, fairness, and financial sustainability. Delta’s approach demonstrates strengths in profit sharing and transparency, which are integral to motivation. Meanwhile, Hershey’s focus on wellness and growth opportunities could be bolstered by more flexible benefits arrangements. Both organizations exemplify strategies capable of fostering motivated, engaged employees, but continuous evaluation and adaptation are essential to meet evolving workforce needs.
References
Davis, K. (2018). Delta Air Lines: A Case Study in Employee Engagement and Compensation. Journal of Business Strategies, 34(2), 45-59.
Hershey’s. (2023). Employee Benefits and Compensation Scheme. Hershey’s Corporate Website. https://www.thehersheycompany.com
Smith, J. (2021). The Impact of Flexible Benefits on Employee Motivation. Human Resource Management Journal, 31(4), 502-518.
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