How Reward Success Influences Contemporary Management and Teamwork Reward Essay (Case Study Sample)

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How reward success influences contemporary management and teamwork reward.
Reward success influences contemporary management through job effort and performance. Job effort and performance are the way employees increase their productivity based on contingent rewards. Employees are motivated where the reward system aims at compensating workers adequately in the job. Compensation ensures an increase in employee performances. Collectively, when employees receive performance-related rewards, there is improved morale. The enhanced confidence motivates the employees to work towards achieving organizational goals.
Rewards success also influences how employee attends and retains their job. Companies that have adequate reward systems change the consistency of employees to attend their duties. Besides, the system determines a worker's retention of their career. Where an organization has an appropriate reward system, employees tend to be motivated to deliver to their full potential. Moreover, managers find it easy to delegate work to motivate employees. Employees consistently attend the jobs and remain with the organization hence maintains its skilled workers. Given this, the organizational goals are achieved through reward success
Reward success also influences an employee's commitment to the company. An effective reward system determines the commitment aspect of individual workers. Motivated employees are committed to the organization's goals and objectives. Adequate wages and salaries enhance employee's loyalty and avoid high turnover rates. Managers’ benefit from a dedicated workforce as it is easy to achieve organizational goals given employees are committed to the company.
Teamwork reward is a mechanism that encourages a team of workers in an organization to work towards the objectives of the firm. Managers construct a teamwork reward system that motivates each team through adequate pay compensation, such as a bonus to delivery at their full potential. In this regard, the most performing team is sufficiently rewarded. This encourages competition and performance toward organizational goals.
Several key points about Singapore's case
High staff turnover delineates that the hospital has a top case of employees leaving their jobs due to low morale resulting from poor wage structure. These issues have affected the confidence and teamwork within the hospital. The Wage system depicts the way hospital compensates employees poorly due to an ineffective wage system. This hampers an employee's overall performance. The hospital develops a team-based system to encourage employees to work together to achieve the firm's objectives. The hospital has a weekly report to monitor employee's performance. Employees self-monitor their performance through the report. This encourages hard work among individuals in the organization.
Challenges experienced in Singapore Maternity hospital.
Several challenges are facing Singapore maternity hospital. First, the case illustrates that the hospital experience high turnover and low morale of employees. This aspect discourages the workers from delivering to their full potential. Adams' equity theory demonstrates that the value of inputs should match output to motivate individuals (Armstrong, 2010). Employees, in return, feel unwanted, less treasure, and ignored, leading to low performance. Second, low wages and salaries, which are the compensation factor Singapore maternity hospitals are experiencing. Employees are receiving wages and salaries, which does not match their efforts. This aspect creates a pool of demotivated workers contemplating their need to offer their time and energy to the organization. Lastly, a team-based reward system is another challenge experience in the hospital, which delineates how compensation among the organization team is conducted. The based team system has no bonus structure for the best performing tea