Case Study – Sparkle Inc.

Case Study – Sparkle Inc.

Introduction

Employees are motivated by monetary and nonmonetary incentives; benefits and compensation impact the behaviors of the employees in the workplace. There are different motivational theories explaining on the concept. This is critical in achieving organizational goals and objectives. This paper considers Maslow’s Hierarchy of needs as applied in Sparkle Inc.

Main Body

Sparkle Inc. manufactures and distributes cleaning products and soaps. Top management teams believe that there are high potentials for the company with employee motivation. The leaders in Sparkle understand that motivation of employees will deliver high productivity, reduced cost of production, better customer satisfaction and on the efficiency of the business. Employee performance will facilitate better behaviors among the employees related to increment in output and minimizing chemical waste. Other benefits will be in lowering the costs per hour for the work done and in reducing the complaints obtained from the target customers.

Monetary rewards that can be used by Sparkle Inc. are merchandise, cash, non-cash rewards, certificates, gift cards, experiential and travel allowances. Non-monetary rewards that can be used by Sparkle Inc. identify with payroll contributions, premium contributions and flexible work hours. In addition training and development, recognition, reimbursement accounts, health savings and paid sabbaticals among others (Islam, 2011). The monetary and non-monetary rewards will be prominent in generating a positive employee performance.

Human Capital is motivated by diverse things; the human resources have the responsibility of identifying what motivates individual employees. Sparkle Inc. can opt to use travel allowances as part of the monetary reward. Travel allowances will be remembered for long by the employees. Sparkle Inc. can use flexible work hours as part of the nonmonetary incentive reward. Travel and flexible work hours will be influential in setting the right behaviors for the employees. The non-monetary or monetary incentives facilitated by the Human Resources will be competent in encouraging goal driven tasks and in increasing productivity among the employees (Rummler, 2002).

Maslow’s Hierarchy of needs will be prominent in Sparkle Inc.; the theory argues that Sparkle Inc. will have to address the needs of the employees first in job recognition and security (King, 2011). After the needs of the employees are met, then the company will have a chance of supporting the rewards packages related to travels and flexible work hours (Doyal & Gough, 2001). If the basic needs of the human capital are not met, employees will resist the reward incentives. Maslow’s Hierarchy of needs will focus at physiological needs, security needs, social needs, esteem needs and self-actualization needs (Maslow, 2011).

There are factors influencing the implementation of the motivational rewards identifying with creativity, organizational culture, groups, teams, motivation designs and reward systems in the organization. Motivation of employees is affected by internal and external environments.

Selecting an incentive plan in Sparkle Inc. will be realized by the company considering the positive and negative factors affecting incentive plans with travel and flexible work hour motivational rewards (Rummler, 2002). The factors are connected to autonomy, flexibility, financial and recognition.

The negative factors will be overcome by the human resources building rapport among the employees on the reward based incentive policy (Rummler, 2002). Rapport will be facilitated by the human resources including employees in the decision making processes. The employees will feel part of the incentive program and support the practice.

 

Conclusion

In the context that Sparkle Inc. will offer employees with excellent compensation and that the pay structure will be equitable, the employees will be more motivated in contributing better to the success of Sparkle Inc.

 

References

Doyal, L. & Gough, I. (2001). A Theory of Human Need. Basingstoke: Palgrave Macmillan.

Islam, T. (2011). Relationship between Motivation and Job Satisfaction: A Study of Higher Educational Institutions. Journal of Economics and Behavioral Studies , 94-100.

King, P. W. (2011). Climbing Maslow’s Pyramid. Púchov, Slovakia: Matador.

Maslow, A. H. (2011). Hierarchy of Needs: A Theory of Human Motivation. New York: www.all-about-psychology.com.

Rummler, G. A. (2002). Human Performance Problems and Their Solutions. Human Resource Management , 2-10.

 

 

 

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