Assignment 6 - Lecture notes 3 PDF

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Assignment # 6

María Camila Vesga Camacho (c0812016) Business Management Department, Lambton College POD2004 – Total Rewards Prof. Wassim Abdelmalik June 18, 2021

The objectives for being pay for performance is increase the productivity and, in this video, he explained us about how rewards work. Rewards can affect behaviour but not the attitude because at the end it will be always work and as he mentioned at the beginning of the video, work is something that body is forced to do. But as HR professionals we need to know that pay for performance increases productivity in cases of boring, standardized, measurable and non-creative tasks, those are repetitive all tasks that have the certainty of the process, we do not need to think to do this kind of assignments. The outcome is clear, and the process is clear. But there is another case, and it is the opposite from the first one and in case of creative tasks extrinsic rewards lead to lower performance, avoidance of risk which is related with the easy way and too much focus, the problem with this one is the extrinsic rewards where are related to perform something just because of the rewards, something natural to do something just in order to receive the reward and at the end the motivation and productivity will be less in creative tasks, the recommendation with this one is that this people must be intrinsically motivated with complex problem solving so the amount needs to be a good amount, not a variable amount. Those are the objectives about pay for performance based on what kind of jobs exists.

In the same way we can see and analyze if pay for performance is good, as we mentioned before it is good when tasks are repetitive and standardized for sure pay for performance will increase the productivity and it will be great for the company but on the other hand for those creative activities this extrinsic rewards kill intrinsic motivation so, in this case if we want to get a higher level of productivity we need to kill the intrinsic motivation or in other words the reward should be unexpected, it should come as a surprise.

Performance plan should have rewards when the task to be rewards has clear outcomes and clear procedures to get there because as we mentioned a lot of times in this paper, definitely it will help to increase the productivity, there is no doubt about that. When it comes to creative tasks the first thing to do is the performance in these cases must be measurable and also the extrinsic motivation should be enough to complete the task well and the intrinsic motivation might not be assumed as a precondition. The idea of the rewards is increasing the productivity but if people are already motivated does not matter how much the amount will be the productivity will not increase, they are already motivated, and it won’t change at all. And the last thing to keep in mind for a performance plan is that we need to know if the individuals to be rewarded are capable enough to do the task it goes with hand about the task to do depends only on the employees own effort and not the system. Those are the most principal factor to keep in mind.

REFERENCES Armin Trost. (2020, April 24). #32 Does Pay for Performance really motivate? [Video]. YouTube. https://www.youtube.com/watch?v=0D1JAPTda9c&t=5s...