Week 7 Assignment For Part 5 Of Your Coaching Session Plan

Week 7 Assignmentfor Part 5 Of Your Coaching Session Plan You Have De

Week 7 Assignment for Part 5 of your Coaching Session Plan requires adding a section that discusses coaching and rewards. Include a comparison and contrast of tangible and intangible rewards, and select which type you believe is more effective for increasing employee motivation and performance. Provide scenarios illustrating when one type has been more effective than the other. Incorporate concepts from this week’s textbook readings and lectures. Save this part of your coaching session plan for your final project in Week 8.

Paper For Above instruction

Introduction

Effective coaching is a vital component of leadership that fosters employee development and enhances organizational performance. An integral part of coaching involves the strategic use of rewards to motivate employees. Rewards serve as incentives that reinforce desired behaviors and improve performance outcomes. This paper compares and contrasts tangible and intangible rewards, evaluates their effectiveness in motivating employees, and provides practical scenarios demonstrating their application.

Understanding Tangible and Intangible Rewards

Tangible rewards are physical or material incentives given to employees for their performance. Common examples include bonuses, salary increases, gift cards, and physical trophies or awards. These rewards are easily quantifiable and can be directly linked to specific achievements (Deci & Ryan, 2000). Their visibility often serves as a clear recognition of effort, which can motivate employees to continue high performance.

In contrast, intangible rewards are non-material incentives that foster psychological satisfaction and emotional connection. Examples include verbal praise, recognition, increased autonomy, opportunities for personal growth, and a sense of accomplishment. These rewards are more subjective but crucial in satisfying employees' intrinsic motivations (Kuvaas, 2006). They often foster a sense of belonging and loyalty, which can lead to sustained motivation.

Comparison of Tangible and Intangible Rewards

While tangible rewards provide immediate and measurable incentives, intangible rewards cultivate intrinsic motivation that sustains long-term engagement. Tangible rewards are effective in tasks where extrinsic motivation is sufficient, such as sales targets or project completions, because they offer clear, tangible benefits (Gerhart & Rynes, 2003). However, over-reliance on tangible rewards might diminish intrinsic motivation, leading to a phenomenon known as the "overjustification effect," where external incentives undermine internal drive (Deci & Ryan, 1985).

Conversely, intangible rewards, such as recognition and autonomy, tend to promote internal motivation by fulfilling employees' psychological needs for competence, relatedness, and autonomy (Ryan & Deci, 2000). They are especially effective in roles requiring creativity, problem-solving, and teamwork, where motivation goes beyond material incentives.

Effectiveness of Rewards in Increasing Motivation and Performance

Research suggests that a balanced approach incorporating both reward types can be most effective. However, if I had to prioritize, I believe intangible rewards are more effective for long-term motivation. For instance, in creative industries or collaborative environments, recognizing employee efforts through praise has been shown to foster sustained engagement and innovation (Bakker & Demerouti, 2007).

Scenario where tangible rewards work better: A sales team reaches a quarterly target, and offering a monetary bonus results in immediate increased effort. The tangible reward directly incentivizes the desired action, producing quick results (Kuvaas, 2006).

Scenario where intangible rewards outperform: An organization implements a recognition program where employees are publicly acknowledged for their contributions. The recognition boosts morale and ownership, leading to improved cooperation and long-term commitment, especially in team-based projects (Kuvaas, 2006).

Conclusion

Both tangible and intangible rewards play vital roles in motivating employees and enhancing performance. While tangible rewards are effective for immediate, short-term incentives, intangible rewards foster internal motivation and long-term engagement. A strategic combination aligned with organizational goals and employee preferences is recommended for optimal results.

References

Bakker, A. B., & Demerouti, E. (2007). The Job Demands-Resources model: State of the art. Journal of Managerial Psychology, 22(3), 309–328.

Deci, E. L., & Ryan, R. M. (1985). Intrinsic motivation and self-determination in human behavior. Springer Science & Business Media.

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.

Gerhart, B., & Rynes, S. L. (2003). Compensation: Theory, evidence, and strategic implications. Thousand Oaks, CA: Sage.

Kuvaas, B. (2006). Work performance, affective commitment, and work motivation: The roles of pay administration and pay level. Journal of Organizational Behavior, 27(3), 365–385.

Ryan, R. M., & Deci, E. L. (2000). Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being. American Psychologist, 55(1), 68–78.