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The ‘Joy of Giving ‘ chiefly emphasizes a figure of ways to honor the employees on a little graduated table, which has proven to be more effectual than big fillips for many companies. In companies, when the demand to do every employee feel an of import portion of the organisation becomes a precedence, such gestures which are on an person or group degree play a critical function in carry throughing the demand.

This are besides known as “ Incentives ” as they help in hiking the morale of employees and keeps them motivated and driven to carry through the organisation ‘s ends, along with their ain personal ends. Motivation is the consequence of the internal and external factors that stimulate desire and energy in people to be interested in and committed to a occupation, function, or capable and to exercise relentless attempt in achieving a end.

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It consequences from factors like the strength of desire or demand, the inducement or honor value of the end and the outlooks of the person. There are many motive theories which support the gift giving behaviour in the Joy of Giving, nevertheless, the survey conducted in this paper will be of three of the celebrated surveies, and discourse them in item while critically analysing the methods used in the instance survey.

Frederick Herzberg ‘s Two Factor theory ( Kalleberg, A. , 1977, pp. 24-143 ) about the motive of the employees relates to that certain factors in the work topographic point, which harmonizing to him take to the presence of Job Satisfaction in employees in an organisation. The specific factors might change for every person ; the presence of these will actuate employees and the absence of these would take to de-motivation among the employees. They will non add much value when they are present, but will do a batch of harm psychologically to the employees which can ensue in lower productiveness and degree of end product for the employees.

However, they can be distinguished into two major classs, which include: Incentives These include the factors which lead to positive satisfaction. The chief incentives for most people would be disputing work which requires attempt and the successful completion of the undertakings would take to a sense of accomplishment. This sense of accomplishment is of import harmonizing to Maslow ‘s Hierarchy of Needs. Besides, acknowledgment of work good done would besides be a motivative factor, as the employees get acknowledged for the work they do.

This gives them the assurance that the work they do is being noticed and is given importance by the organisation. Hygiene Factors The other type of factor is the hygiene factor which includes elements like wage, occupation security, position and periphery benefits. These are the factors, when losing from the organisation give huge dissatisfaction to the employees. This Motivator-Hygiene Theory supports the gift giving behaviour in the companies mentioned in the Joy of Living.

The employees of Brassiere retail merchant, Bravissimo, have to cover with clients on a regular footing, and in the service industry, the higher the degree of service, the higher the client trueness, the better the gross revenues. Therefore, it is even more of import in the service industry that the employees understand and implement the vision and the mission of the company policy. There is a difference in carry throughing the occupation description and taking ownership of the occupation and traveling beyond by making what is best for the organisation.

The excess stat mi is taken by the employees when they know they will be rewarded and recognized for it. For this, the company needs to maintain the employees satisfied and motivated. One manner of making this, harmonizing to the Herzberg ‘s Two Factor Theory is by supplying them with incentives, like the small gifts that Bravissimo is already giving to its employees. Bravissimo does non randomly manus out gifts, it ‘s a portion of the well thought out scheme. They give gifts when at the times when the employee needs to be made felt particular.

Holiday times, birthdays ever have the soft corner in everyone ‘s lives, and when noticed and celebrated by little, thoughtful gestures like a bottle of bubbly, chocolate snowmen at Christmas, etc. , by the company leads to a strong good will, and a trueness, which is seldom replaceable by generic fillips to all. The extra factor that Bravissimo takes into history is the factor that it takes feedback from the employees to maintain its gift giving up to day of the month, and in melody with the demands of the employees, and corrects its policy wherever its employees experience it is missing.

Another theory that supports the Acts of the Apostless of companies like Peppermint PR, which is a communications house and gives out particular wagess to an employee working harder than usual, or traveling beyond their occupation description, is the positive support theory which is a portion of the Operant Conditioning. Operant Conditioning is when the environment is operated upon, and the effects are so maintained. In simpler words, a few factors in the environment are changed, which so leads to the needed behaviour.

The four contexts of the Operant conditioning are listed and discussed below in an organisational scene. Positive Support This is a signifier of support which is used to promote certain wanted behaviour of the employees. For illustration, the employer would desire the employees to travel the excess stat mi to supply better services to their clients, achieve the necessary end in the clip allocated, etc. Such behaviour is encouraged by the organisation, when it is followed by a stimulation that is honoring to the employees, which so leads to a repeat in that behaviour.

For illustration, a hard undertaking when achieved within the deadline by an employee can be awarded with an extra fillip, or the attempt can be acknowledged at the Reward and Recognition Night of the Company. Negative Support Such support is to once more promote certain behaviour, but alternatively of honoring, it continuously gives a negative stimulation, which is merely removed when the certain needed behaviour is achieved.

For illustration, in the instance of an employee, s/he will hold a part of his salary removed boulder clay s/he is able to accomplish the undertaking at manus within the clip allocated to the employee and with the resources allocated. Positive Punishment Positive Punishment is used to deter an action, this occurs when an action is followed by an unwanted reaction. For illustration, if an employee falls short on the occupation, the supervisor can so hold a meeting with him/her to give him/her a warning. This will guarantee that the employee does non slack off on the occupation once more.

Negative Punishment This is to deter an action by taking away a wanted stimulation. For illustration, a part of the wage will be deducted from the employee ‘s payroll check, followed by an unwanted behaviour. Keeping in conformity with the Positive Reinforcement theory from Operant Conditioning, the Peppermint PR gives out thoughtful gifts to appreciate some work, or extra aid that an employee provided to the organisation, or to another employee, as stated by Carolyn Axtell “ To be singled outa? ¦. more likely to actuate person to reiterate same positive actions ” .

The factor that Peppermint PR keeps as most of import is that persons should be highlighted, and the gifts should be given shortly after the positive behaviour demonstrated. Harmonizing to the Alderfer ‘s ERG theory ( Boshoff, C. & A ; Arnold, C. , 2002, pg. 677- 719 ) there are three types of demands, being, relatedness demands and growing demands. Being refers to basic demands that are required for an employee to maintain working. Relatedness need refers to the societal environment that an employee craves for.

Growth refers to the desire for the personal accomplishment that an employees from a occupation. A basic wage covers the basic demands, a booming office environment and civilization covers the relatedness demands, whereas, the wages and acknowledgment which leads to the sense of accomplishment is the highest phase of the three demands. Growth need is really of import, and little item of grasp, such as the gift giving in the companies, can besides be used to make that necessary sense of accomplishment which motivates the employees and drives them to farther achieve ends and undertakings allocated to them.

The gift giving behaviour of the companies mentioned, is supported by all three theories. Every theory accepts the demand of the basic factor which makes employees fall in the labour force and an organisation, nevertheless, more than that is required to maintain the employee satisfied, motivated and productive. The forcing factor may change for different employees in different organisations, nevertheless, the gift giving behaviour is enjoyed and appreciated by the employees of the above mentioned companies.

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