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Part one<\/p>\n\n\n\n
Eshun (2011) undertook a research study to examine the \u201crewards as a motivation tool for employee performance.\u201d The study aimed to assess the key monetary and non-monetary factors that impact positive productivity. A sample population of twenty participants was included in the research. The result of the study noted that there was a significant correlation between rewards\/ compensation and employee output. Thus, the researcher concluded that salaries and work-bed benefits are important motivators that managers can use to stimulate productivity and the overall performance of an organization.<\/p>\n\n\n\n
Part two<\/p>\n\n\n\n
The part highlights the core elements emanating from an individual and management that impact an employee\u2019s motivation to be productive. This section utilizes the job characteristics model to examine my motivation as the current job is as a manager of a cigar lounge\/bar\/restaurant. Hackman and Holdman proposed five key job characteristics: skill variety, task identity, task significance, autonomy, and feedback that are critical in motivating an employee (Ayandele & Nnamseh, 2014).<\/p>\n\n\n\n
Skill variety- the management skill requires repetitiveness of tasks within the bar. At times it can be demotivating when handling the same duties and responsibilities. <\/p>\n\n\n\n
Task identity- I tend to feel a part of the overall success and longevity of the bar. This is because my decision directly affects the performance of the business.<\/p>\n\n\n\n
Task significance- I am motivated by the impact my work has on employees and customers.<\/p>\n\n\n\n
Autonomy- working in the management position has provided me with \u201cadditional\u201d autonomy and freedom to organize when and how to execute tasks. <\/p>\n\n\n\n
Feedback- the bar is typically full throughout the week. This indicates that the strategies I have been employing are being appreciated by the customers visiting the lounge.<\/p>\n\n\n\n
Reference<\/p>\n\n\n\n
Ayandele, I. A., & Nnamseh, M. P. (2014). Hackman and Oldham job characteristics model (JCM) and Akwa Ibom state civil servants\u2019 performance. Canadian Social Science<\/em>, 10<\/em>(2), 89-97.<\/p>\n","protected":false},"excerpt":{"rendered":" Part one Eshun (2011) undertook a research study to examine the \u201crewards as a motivation tool for employee performance.\u201d The study aimed to assess the key monetary and non-monetary factors that impact positive productivity. A sample population of twenty participants was included in the research. The result of the study noted that there was a […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[18],"tags":[],"class_list":["post-442","post","type-post","status-publish","format-standard","hentry","category-business"],"yoast_head":"\n