Case study Example | Topics and Well Written Essays - 500 words - 106

exemplar Study ExampleIn this case, monetary compensation is not the most effective reward since they go off be motivated by reassuring comments.The advice is consistent with the foreboding theory in that motivation is the cornerstone for improving performance and outcome of the stage business tasks among the employees. The implication is that the executive management should create an organisational culture that supports employees to go about their tasks by providing the necessary resources. On the other hand, the comments are in line with the valence aspect of the expectancy theory that suggests that how employees take the outcomes or rewards for their performance is the basis for their motivation to perform higher and better colleagues (Hall, Stammerjohan & Cermignano, 2011). Nonetheless, the advice is as well as in accordance with the equity theory that suggests that employees always expect the executive management to show integrity when rewarding for job inputs and outpu ts. Same is the case with Conatys advice where employees who feel unsatisfied with performance appraisal governance may not commit themselves to working for the company.Yes, because employee recognition is a way of making the workers believe that the organisation values their suits and recognises them as being instrumental to the success and achievements colleagues (Hall, Stammerjohan & Cermignano, 2011). In this case, acknowledging the employees who throw off survived layoff encourages them to put more effort in their work thus they will show dedication and commitment in undertaking the job tasks. On the other hand, employee recognition at the personal level is a way of establishing close relationships with the workers. In this regard, recognising efforts and dedication by using encouraging words and statements motivates employees more than the financial rewards.After the some employees have been dismissed from their