All the five steps are intertwined and therefore are inseparable. Reason being that each step leads to another. Any human being is a social agent and this makes it necessary for human beings to be motivated. Existence Relatedness and Growth, which entails basic needs, safety needs, self-esteem, self-actualization and improved living standards that include hygiene are vital for a human being to feel complete and secure (Jantti & Kallinen, 2017). Employees may decide to go on sit-ins, go slow, within the workplace as a way of airing out their grievances, hence this may require the use of extrinsic motivation. It is very important to create reward systems as an employer, but then it perfectly works when the implementation of the reward systems are met and further evaluated.
In step one, employees will employ all their energies and skills to perform their duties in order to get rewards. If the rewards are withdrawn or withheld, the zeal for work dies especially if the employees are not intrinsically motivated. In step two, better pay and good working conditions will motivate the employees to give their best and these may even increase in case they are extrinsically motivated by giving an additional amount to their pay (EASTERN, 2007). The reverse is indeed true. Creating a reward system and implementation in step three and four respectively may serve well-discouraged workers as this may revive their working spirit and change their attitude towards the job.The only danger is that some employees, if not all, may decide to be lazy so that they also enjoy being rewarded. Finally, the evaluation may be either real or biased.
There are various challenges that may hinder the creation of a total reward system by the employer. Individual differences and misunderstandings among the employers themselves and between the employer and the employees (“Rewarding employees,” 2005). Integrity is vital, therefore, without integrity from the employer who created and designed the reward system, the implementation of the reward system may be a night mere. Financial constraints within the company may also pose a great challenge when it comes to motivating employees, this means that even job promotions may be a tale story. Corruption may as well derail and thwart the created reward system especially if the employer has the final say and decision.
In conclusion, the five steps of rewarding employees are very good since it positively impacts the productivity level of any given company, if only used with integrity. Otherwise, it may prove to be a missile that destroys a big city. Greed and egocentrism should be put aside and human resource managed properly.
EASTERN, J. S. (2007). Rewarding Employees. Skin & Allergy News, 38(9), 60. doi:10.1016/s0037-6337(07)70743-x
Jantti, M., & Kallinen, H. (2017). Exploring service desk employees’ motivation and rewarding. 2017 International Conference on Service Systems and Service Management. doi:10.1109/icsssm.2017.7996177
Rewarding employees. (2005). Introduction to Human Resource Management, 330-368. doi:10.1016/b978-0-7506-6534-6.50011-1