However, in my opinion, financial rewards are not enough in motivating the employees. People crave for acceptance. Meeting employee needs for acceptance can be found in rewards and recognition programs and policies. 1In this case, the Hong Kong Police Force is focusing more giving awards and recognition to their employees who had show a great achievement in performing their duties. By giving recognition to the employee, it will increases the chance that the employee will continue to perform well. It is because, the employee will feel that their performance was valued and it will keep them motivated.
It also can enhance morale and productivity. Besides that, it will also boost the employees confidence to try new things and it is good for the future development in their career. By using awards and recognition as a tool to motivates the employee, it will also leads to greater job satisfaction on the part of the employees and at the same time increase the employees loyalty towards the organization. As a conclusion, I would interested in working as a Hong Kong police officer because for me money is not everything.
I feel more appreciate if my supervisor/manager recognize me for completing my task and that is one of the geatest motivator for me to continue doing my job. However, not every person has a same reason for working. The reasons for working are as individual as the person. Some people put money as a motivating factors for them to excell in their job. So, employer should know what motivates their employee so that the employee can perform well in doing their job towards the company. How many examples in this case can you apply motivation theories to?
In this case, there are several ways the department give recognition to their employees. For example, the candidates who attains the highest exam score is awarded with the Commisioner of Polices Certificates of Academic Merit. The best all-around probationary inspector who gets excellent results in all aspect will get the Brial Slevin Trophy, the Baton of Honor, and a silver plaque. Besides that, the department also give internal (e. g : compliments or letters of appreciation) and external (e. g: Bravery Awards) award schemes that emphasize positive reinforcement instead of punishments.
According to the Herzberg, if we want to motivates people on their jobs, we must emphasize factors associated with the work itself or with outcomes directly derived from it, such as promotional opportunities, personal growth opportunities, recognition, responsibility and achievement. By looking at the case, the Hong Kong Police force use Two-Factors theory in rewarding their employees performance. One may argue that the recipients of the honors and awards are only fraction of all police officers. Suggest other effective ways to motivate the police officers.
Monetary rewards also important in order to motivates employees to perform at their best and strive to achieve individual and organizational goals. One way to motivates employees by using monetary rewards is that by offering pay raises when the employees had perform well in carrying out their duties or had completing training programs. By doing this, the employees will become more motivates to improve their performance levels and skills. The Hong Kong police force also may introduce the pays based on performance of the individual.
The peformace of the employees will be measured by using performance appraisal system. By implementing this kind of system, employees are given financial incentive for reaching the goals. The objective of this sytem is to create a direct link between the employees job performance and the amount of pay he earns. In shorts, if the employees performance increase,the more financial rewards he will get. By doing this, it can motivate employees to perform at higher levels. 2 Bonuses also can motivate employees to increase their performance in order to meet the business goals.
For example, the Hong Kong police Force may instituted bonuses system to encourage perfect attendance. Employee bonuses arent necessarily in the form of cash or money. The employer may also reward employees by inviting them to lunch/dinner. Are there any positive motivational consequences of tying compensation pay closely to firm performance? It appears to be a truism that if you want to motivates high performance, you attach rewards to it. When part of the employees rewards is based on the performance of the company itself, the employees will become more motivated to improve the performance of the company.
When we attach rewards based on the performance of the company, employees who feel motivated to work are likely to be persistent, creative and productive, turning out high quality work that they willingly undertake. A motivated employees is more productive than employees who are unmotivated. The only way to make the employees more productive is to make sure they are motivated to work harder. By tying compensation closely to firm performance the employees are able to see what benefits they will get if they work harder for the company.