Reward Strategy – Motivating And Rewarding Staff In Successful Businesses

Reward Strategy – Motivating And Rewarding Staff In Successful Businesses

How do you attract and keep high quality staff? What mechanisms help in recruitment, retention, engagement and development of employees so that they perform and deliver at their highest potential and therefore make the organisation successful?

The first question to ask is: what motivates people to work? Why spend time and talent in the service of an organisation, even if its your own organisation when self-employed? Because there is some ‘reward’ to do so.
At face value, people work because they gain an income to spend on their individual, family and community needs. Some needs are the essentials of life, what humans needs to survive physiologically. Maslow defined the hierarchy of needs with fundamental physiological needs at the base and rising through safety, social needs and culminating in the need for self-fulfilment. Herzberg distinguished between firstly ‘hygiene’ extrinsic factors such as pay and organisation policy and procedures that will cause dissatisfaction in the workplace if absent or insufficient. Secondly, ‘satisfiers’ which are intrinsic factors such as the ‘value’ of the work, achievement, recognition, responsibility and potential for growth which will positively motivate people.

Since Maslow and Herzberg were published over 50 years ago, other theories of motivation have been developed. These tend to centre on cognitive or process theories – how people think about their ‘reward’. Expectancy theory identifies two factors of value and probability. People value reward in terms of how well it satisfies their needs of security, social esteem, fulfilment and autonomy. Inevitably people value different elements differently, which suggests reward must include a mix. Expectancy is the probability that reward depends on effort – the more effort, the higher the reward. For that effort to be helpful to the organisation, individuals needs to have the appropriate ability and the correct perception of their role. This emphasises the need for clear role definitions and understanding, effective learning and development interventions and a link between performance and reward (not necessarily performance related ‘pay’).

Two other theories of motivation are important to consider. One is goal theory as developed by Latham and Locke which states that both performance and motivation are higher if mutually agreed, challenging and monitored goals are set and feedback given on achievements. The second is Equity Theory which suggests that people are more motivated when they are treated equitably and demotivated if they receive or perceive inequitable treatment. This connects to the ‘felt-fair’ concept that pay systems are fair if they are felt to be fair.
Extensive research and studies on reward strategy has shown that people are complicated and motivation is a complex process. What is clear is that while financial reward is important, for most people other factors are also, and can be more, important. These can be brought together under three sections:

* Equity – the perception of being treated fairly both in comparison to others and in terms of the effort and skills brought to the role
* Self-fulfilment – that people are recognised for what they do and encouraged to reach their potential through effective learning and development processes and given feedback on their performance
* Organisation culture – roles are clear and organisational and personal values are in alignment so that employees engage and enjoy work (as much as is possible)

Another way to consider the necessary components of rewarding people is to view them as individuals, within their team, in the organisation and generally in the workplace:-
* Recognition – being appreciated, not taken for granted, having a voice
* Work/life balance – accepting and encouraging that there is a world beyond the workplace
* Organisational culture – being able to engage and fit with the organisation in terms of its values and how things are done
* Employee development – being enabled to develop personal skills and understanding for current and potential future work
* Environment – having a ‘good place’ to work in terms of physical layout, equipment, health and safety and security

‘Total reward’ addresses this complexity in bringing together financial aspects of reward of basic pay, any bonuses and additional financial benefits with the non-financial benefits at the personal and organisational level. This is a helpful concept, especially because it acknowledges the limits of purely financial reward and identifies other areas that can be addressed, in particular when salary budgets are limited for economic or values reasons.

Depending on the organisational context and values, not all elements as described in the diagram above will apply. However it neatly differentiates between financial and non-financial rewards and between total remuneration and total reward.

Reward is more than pay and benefits. Therefore a reward strategy must consider many aspects of the workplace in order to both attract and keep high quality people doing the right things in the right way so that they flourish and the organisation is successful.

Rodan And Fields Scam? The Truth Here…

Rodan And Fields Scam? The Truth Here…

Is there a “Rodan And Fields Scam“?

Well, let me help you answer that question.

Rodan and Field is skincare company that was founded in 2002 by 2 dermatology graduates of Stanford University, Dr. Katie Rodan and Dr. Kathy Fields.

These 2 beautiful and talented medical professionals saw a huge need in the marketplace and perhaps, more importantly, an opportunity to bless the lives of millions of people who suffer from one of the most challenging problems in life, low self-esteem.

Low self esteem can cause depression, lack of focus and prevent one from achieving all the that could be achieved with a little self confidence.

Dr. Rodan and Dr. Fields saw an opportunity to utilize their talents and skills to help fill a higher purpose and impact the lives of countless souls.

Although Rodan and Fields manufactures products that treat a wide variety of skin challenges, they have a special niche in the market place. That niche is helping to reverse sun damaged skin.

Their clinically proven product “Reverse” fills a huge need in the marketplace as literally millions of people suffer from damage caused by spending too much time in the sun.

Still wondering if there is a Rodan And Fields scam?

Let’s look at a few more reasons I say “absolutely not“!

1. Rodan and Fields has been in business since 2002. They have a solid history in the marketplace of providing customer satisfaction.

2. They are a member of the Direct Selling Association. This legitimizes their business model and demonstrates that they have committed to abide by the values and standards of the DSA.

3. Rodan and Fields has also developed away to give back to those who need it most. ”Prescription for change” is a non profit organization founded by Rodan And Fields, designed specifically for the purpose of re-investing profits in the communities they serve.

Rodan and Fields is a solid company that you can trust to deliver value.

The verdict is in… There is no such thing as a Rodan and fields scam.

Robotics, Artificial Intelligence And The Possibilities

Robotics, Artificial Intelligence And The Possibilities

The history of human progress is a testimonial to the strong desire that man has always had to make his life more comfortable. Every invention ever conceived has been designed to make life just a little bit better. Tools have been made for every activity from agriculture, hunting, construction, transportation and even entertainment. The desire for an easier existence for a few has also led to a few bad ideas such as slavery, military conquest, corruption and other manners of exploiting people.

While many tools and machines have been invented throughout history, they have mostly been of use in extending or enhancing the capabilities of the person using them. The ultimate desire of having artificial helpers and companions and the attempts to create them have a long history. We now have many machines and mechanical devices that operate automatically with humanlike skill for a wide range of routine tasks on command,
But the making of a fully autonomous machine that resembles a human has yet to be realized although it may be closer than most people imagine.

Man started out by inventing tools, from tools evolved machinery and most recently in human history do we have programmable functioning machinery. The next step is self-adjusting, self-adaptive and reprogrammable machinery to realize robotics ultimate goal: to create a machine which has equivalent capacity of a human. The refinements in technology that are necessary to create a fully functional robot are not so much founded in the physical design but rather in the development of artificial intelligence (AI).

Whether people realize it or not, we are surrounded by examples of artificial intelligence. Voice activated customer services, the GPS system in your car, the airport scheduling system that chooses the gate where your will disembark when your plane lands, most video games and even the software to write this article contains some form of Artificial Intelligence.

Right now, we are well into the period of Narrow AI which refers to artificial intelligence that performs a useful and specialized function that once required human intelligence to perform and executes those functions at human levels or better. Often Narrow AI systems greatly exceed the speed of humans as well as provide the ability to manage and take into account thousands of variables simultaneously.

The market for Narrow AI applications in 2007 was estimated to be over 21 billion dollars. A small list of areas where Narrow AI is currently being used includes

Defense and Intelligence
Space Exploration
Medicine
Science and Math
Business
Finance
Manufacturing
Language and Speech
Entertainment and Sports

While Narrow AI gives machines the ability to perform specific tasks, what is needed to develop and construct a fully functioning robot is Strong AI. Although there is no total agreement on what defines Strong AI, most researchers in the area of artificial intelligence agree that the properties of Strong AI should include the following:

” Ability to reason, strategize and make judgments under uncertain conditions
” Ability to represent knowledge including knowledge that is categorized as common sense
” Ability to plan and learn
” Ability to communicate in a natural language
” Ability to integrate all the above skills

Development in the area of Strong AI draws upon tools from three main areas: first, on what is currently known about the brain; second, based on the decades of research in Narrow AI; third, reverse engineering of the brain. Many tools have been developed and are emerging that provides the spatial and temporal resolution necessary to produce adequate data from extremely accurate scanning and sensing of neurons and neural components.

For a human being, the learning process required to master the knowledge necessary to function in any scientific area is decades. For a robot with artificial intelligence, learning will be just a matter of the time required to download the information from one machine to another. Once a human level of artificial intelligence is reached then technological advances in all areas will accelerated at an incredible exponential rate.

From the physical aspect, the development of a human like robot is much closer to being realized. In many depictions of robots in science fiction they are metallic and awkward but current technology already exists that can create an almost human appearing robot. In Japan, a new artificial outer covering gives the feel of real human skin by covering a 1-cm thick “dermis” of elastic silicone with a 0.2-mm thick “epidermis” of firm urethane. Countless tiny hexagonal indentations etched into the urethane epidermis provide it with a very realistic texture.

On the other hand, advances in medical technology are creating many artificial parts to replace some of our worn out or broken biological parts. Today, knee, hip and shoulder replacements are common. Artificial limbs are used by many who have lost their original ones. Advances will continue at a rapid pace so that in the near future we may be able to replace any organ or limb with a new and improved one. Some scientists hypothesize that all the information and memories in our brain may one day be downloadable. It seems possible that one day we may reach a point where the distinction between human and robot becomes too close to distinguish.

Robots have long been dreamed of as helpers and companions to enhance the lives of humans. Could it also be possible that the inadvertent direction of robotics will be, not to replace humans, but perhaps the next step in human evolution?