Understanding the Ontario Government Reward System (Essay Sample)

Ontario government reward system
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Ontario government reward system
1 Positive aspects of the Ontario government reward system
Competitiveness is one feature of a good reward system. The system has to be competitive and attractive to high calibre individuals who are largely in short supply (Wasiu & Adebajo, 2014). Such employees realize their worth potential or the actual value of their contributions, and they expect to get rewards accordingly. Considering the newly launched Ontario Government reward system, this is a positive feature in their reward system. Employees get to realize their potential in contributing to an organization, and they know what to expect as rewards at the end of their service provision or during pay periods.
Equity is another feature of a good reward system where employees should perceive it as fair, just, and equitable (Wasiu & Adebajo, 2014). Equity is visible in the new Ontario Government reward system. When deductions are made, every individual has the same amount reduced, and no one receives more deductions than another. Each employee's set target to receive rewards is well defined, and equity indicated, either for the met expectations or exceeded expectations. Equity is also visible in manager training. Before system utilization, all managers are trained on the system's working method and each system's implementation phase. Thus no one struggles more than another in operating the organizational systems.
Jahan (2020) states that a good reward system should be cost-effective, performance-based, transparent, and predictive. All these features are displayed in the new Ontario Government reward system. It is cost-effective because the government does not exceed the set-aside reward amount, which aligns with its ability to offer rewards without straining on unnecessary expenses. The rewards are also offered based on one's performance after meeting the minimum or maximum set targets. Failing to qualify for rewards necessitates employee performance coaching, followed by coaching evaluation, improving those failing to be eligible for rewards to improve performance. The reward system is also predictive and transparent since every employee knows what they expect, even the compensation day arrives.