Unit 16 | P3 | Outline how an organisation motivate its employees

Outline how an organisation motivate its employees

Write up report that explains at least 8 of the following reward systems:

• Pay structures and levels 
• Performance-related pay 
• Pension schemes 
• Profit sharing 
• Employee share options 
• Mortgage subsidies 
• Relocation fees 
• Bonuses 
• Company vehicles 
• Loans/advances 
• Childcare and school/nursery fees 
• Clothes and uniforms 
• Staff discounts 
• Flexible working 
• Leave and toil 
• Health care 
• Career breaks 

Bonuses

Bonuses are usually given in the form of currency, however there are organisations which provide bonuses in other forms, such as company vehicles, office spaces, new computers, holidays – anything of this sort. This is usually awarded to employees who are really motivated and are doing a really good job for the company, or by staying later at work than they have to to do some more work. The more you work, the more sales/revenues/profits you make for the company, the more chance you have to get some form of a bonus. 

 

Company vehicles

Company vehicles are something that employees appreciate the most. This is the case if the workplace is far away from the employee's house, or if the work requires some sort of a vehicle to full fill the job. This is a great bonus/gesture because employees are usually allowed to use it for general commuting outside work, and they also get a "gas card" with which they can get free petrol/diesel of a certain amount of litres. 

 

Clothes and uniforms

Uniforms are provided to employees by the employers if they work somewhere like Asda or McDonald's, so the customers – as well as the employees – know that they work for that organisation. This is great, because the company not only can ensure that their customers can easily get help with anything because they can recognise the employees, but it can also be classed as "free" marketing, because the employees wear their uniform, so if they just go out to grab some food, or even if they wear the uniform to commute home – the people can recognise the brands and know that there must be an Asda or McDonald's nearby, or simply remember that they have to go to Asda to get something. There are organisations for which employees are required to dress "smart", by which I mean shirt, tie, nice shoes and trousers – or skirts, if that's the case. This is not always required for the employees to purchase themselves with their own money, so the company purchases these clothing to be given to the employees – usually free of charge. 

 

Staff discounts

Staff discounts are great, and usually in effect in most of the organisations. If you work at for example McDonald's, you either get free meals – or at least some form of a staff discount as a "bonus" or a "Thank you". This can be the case with Apple as well, as staff members can receive discounts on Apple's products. This is very generous of the company, however employees usually expect this either way. 

 

Flexible working

Flexible working is something that employees appreciate, as they can set their own working times and it is not controlled by their employers. Employees who can work flexibly, are usually given a set number of hours a week – or a day – that they must spend in the workplace, or at least that's how long they have to work for (this could be the case for homeworkers, for example). There is a chance, although, that if an employee is awarded the bonus of flexible working, they might not get the work done because they are not "monitored" like they would be in a workplace – if the employee is working from home. 

 

Health care

Health care is a really generous bonus that a company can give their employees, especially if the work is to do with chemicals, or anything that could effect mental and physical healthcare. This could be the case with NHS workers too, for example, because they work in a place where they could catch diseases easily – and for the simple fact that they work for an organisation that deals with healthcare.

 

Pay structures and levels

Pay structures and levels are in place near enough in all businesses. This simply means that there are levels that the employees are ordered into; for example, if I just got hired at Company A, they would place me on the bottom of the ladder with a low wage (if not minimum). I would have to climb up that ladder in order for my wage to increase, as well as my occupation at Company A. This is the case with McDonald's as well. Staff members are firstly placed back in the kitchen (unless they have experience with working in a fast food place of such) and they have to make their way to being a manager. Obviously, kitchen staff member wage < manager. 

 

Performance-related pay

Performance-related pay is something that really motivates employees and gives them the freedom of basically earning as much as they want. Now it's not like as if you want to get rich so you work 24/7. This basically means that if an organisation can provide this, and is able to this financially, the company gives this "bonus" to their employees. For example, the company could say that for the next two weeks, you will get performance-related pay. This means that you are not paid on an hourly basis, you get paid the more you work – so it's sort of like a commission based payment. If you don't work as much, you will not earn as much. If you work a lot, and you are really motivated, you can even earn your month's wage in that two weeks. This is a challenge, a competition that employees sometimes enjoy, and it's a change too, so they are not just going into work, doing the same thing over and over again – they have something to enjoy, something to get motivated by (which the company appreciates as well).