Reward Performance? What Else?

Abstract

Organizations are functioning in a globalized, competitive and dynamic environment. Performance is required for survival and sustained viability. How effectively performance is defined, measured, managed and rewarded will have a significant impact on workforce performance and organizational success. Performance should be defined at the organizational, group/unit and individual levels and the definitions must be integrated with each other. And employees must view their rewards as equitable, competitive and appropriate in order for them to be motivated to extend their best efforts and to focus on meeting organizational objectives. Research demonstrates that basing rewards on performance provides motivation. But rewards must be linked to performance at the appropriate level, and must be provided in the appropriate form as well as timed to reinforce the performance. Global mobility is increasing cultural diversity and organizations should consider the beliefs and values of employees when rewarding performance