Managing Human Resources to Improve Organizational Productivity

8 Oct No Comments

“Managing Human Resources to Improve Organizational Productivity” Please respond to the following:

Debate It: According to the Office of Personnel Management, federal regulations provide for four forms of awards that can be given to federal employees: lump-sum cash awards, honorary awards, informal recognition awards, and time-off awards. Take a position on which award is favorable to current (a) Baby Boomers already employed in public service, (b) Baby Boomers returning to public service after retirement, (c) Generation  X-ers,  and (d) Generation Y-ers. Provide a rationale for your views.

In my opinion everyone with the exception of Baby Boomers returning to public service after retirement will take the lump-sum cash awards. Baby Boomers returning to public service after retirement would select honorary awards. The lump-sum cash awards would be more appealing because you could take the cash and invest it. Time-off awards would be appealing to Generation X and Generation Y, because work-life balance is one of the incentives these generation look for in a benefits package. In fact, “Generation X (born 1965-1980) and Generation Y or “Millennials” (born after 1980), generally speaking, are less loyal to their employers and are more comfortable demanding flexible work arrangements. In order to engage Gen Y (“Millennials”), employers need to offer more flexibility like being able to telecommute, define their work schedule and take time off” (Leibow, 2014, para 7, 10). Baby Boomers already employed in public service may also be interested in informal recognition awards.

Leibow, Cathy. (2014). Work/Life Balance for the Generations. Huffington Post. Retrieved from http://www.huffingtonpost.com/cathy-leibow/worklife-balance-for-the-_1_b_5992766.html

Debate It: Take a position for or against this statement: A performance appraisal with no monetary component can be effective. Provide a rationale for your views.

My position is against this statement. In my opinion, a performance appraisal with no monetary component cannot be effective. If the goal of the employer is to keep the employees engaged, productive and on payroll, the monetary component is one way of doing so, not the only way, but definitely one way. There are studies that the monetary component effective and not so effective. Recently, “Studies have shown that for employees to be motivated, recruiting minimums must be present. These include pay, working conditions and job security. Without these, headhunting even the best employees will yield undesired performance results” (Sundheim, 2013, para. 5). People work to be paid for doing the job, only volunteers work with the expectation of not receiving some form of monetary. Personally, I am going to do my best, irrespective; however, the monetary component is a great incentive.

Sundheim, Ken. (2013). What Really Motivates Employees? Forbes. Retrieved from http://www.forbes.com/sites/kensundheim/2013/11/26/what-really-motivates-employees/

Janel,

I agree with you, monetary components to the performance appraisal can enhance an employee’s performance. There are other incentives that can enhance the performance as well, but the monetary portion always seems more favorable. I have been fortunate in my working career to have monetary components associated with yearly performance appraisals. I always go to work and do the best that I can with the resources supplied, but that’s my work ethic. I think I would perform the same way if yearly performance appraisals did not have a monetary component associated. However, I haven’t experienced that situation, so I can’t guarantee my actions.




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