Organizational Behavior

8 Pages 2006 Words

ny ill will among sales personnel and non-sales personnel. An effective incentive program across the entire organization may also help to alleviate any felt negative inequity. According to J. Stacy Adams, this occurs "when an individual believes that he or she has received relatively less of a reward than others have in proportion to work inputs" (Schermerhorn, Jr. J., Basic Organizational Behavior). I think these tools (travel, merchandise, and cash) can be effectively implemented if the entire organization, from the CEO to the new receptionist, shares the same vision and goal. "What goals do you want employees to reach? Before you roll out any kind of program, before you start the communication efforts, our panel says it's absolutely key that top executives and HR professionals all have the same vision. Have a few meetings where you all share your idea of company goals and rewards program alignment. Executives should speak to where they want to go, HR can speak to how to get employees to get the company there. This is the meeting in which you'll decide the best approach - monetary or not, broadbased or departmental." (Flynn, G. Is Your Recognition Program Understood?) One thing the organization might want to do before implementing any type of program is to gather a sense as to which type of reward (travel, merchandise, or cash) has the highest perceived value among employees. What may likely happen is some people will see travel as more favorable while others may see merchandise and cash as more favorable. In this case, managers can determine which incentive will work best and factor that in when making decisions on an incentive program. If half the organization views travel as the most favorable while one quarter views merchandise and one quarter views cash as the most favorable reward, then management can structure a program that appeals to everyone. Each depa...