Management of Expectations and Equity
I will use Adams’ theory of fairness, which is also known as motivation and equity theory, an employer; it has been proven that workers are motivated to perform more productively if they are evaluated justly. Accordingly, in order to assess employees’ performance equitably, it is required that they be judged based on the results of homogeneous work completed (Kim & Park, 2017). It is clear that all employees have an inflated expectation that their output is much better than their colleagues, transparent characteristics of objectively evaluating their own results. Thus, employees will be able to evaluate their contribution to the enterprise in comparison to the work of their colleagues; according to Adams’ theory, the higher a person’s perception of equality, the more incentivized. Consequently, I will conduct periodic performance reviews of employees according to previously established standards, which will permit me to honor each employee fairly according to their merits. (Dahanayake et al., 2018). At the same time, workers will have the opportunity to improve their weaknesses and work more efficiently to ensure that their compensation expectations are reasonably and fairly met.
Factors for the Involvement of High-level Performers
In order to attract well-qualified workers and encourage them to work, I will offer them disability insurance, life insurance, and pension plans. That way, the employee will be confident that if he loses his ability to work due to illness or accident, he can receive compensation, which will provide him with a dignified life (Martocchio, 2017). In the event that the execution of the job constitutes a risk to the employee’s life, I will guarantee life insurance; thus, in an emergency, the family will have access to help. At the same time, pension programs will assure an income for the professional worker in the event of his retirement, and the employee will understand that the company covers all of the risks connected with the performance of the occupation (Martocchio, 2017). Obviously, in order to encourage high-skilled employees to work for my company, I should grant them paid vacation and days off for their hard efforts; in addition to the standard vacation, holiday, and medical leave, I will reward employees with some extra paid holidays. (Martocchio, 2017). Other key factors that influence the involvement of professional staff are maintaining and improving their education, I continually suggest free courses for professional development to motivate employees to develop and be productive.
At the same time, to highlight the contribution of the best workers in the company, I will introduce a system of bonuses, which will be points that workers can receive after the successful completion of jobs. The employees will be offered the chance to exchange it for goods, prizes, gifts, or money at the end of the month (Dahanayake et al., 2018). Hence, fair and transparent performance appraisal will ensure that workers are more effective in order to be rewarded, and monetary benefits and development will encourage employees to do the job in the best possible way. Accordingly, high working conditions will stimulate skilled employees to work for my company. Moreover, other workers’ desire for bonuses will incentivize them to improve their qualifications, which will lead to better skills and performance. In this way, the company will have a full staff of the professional and motivated team, which will increase revenues and success.
References
Cesário, F., & Chambel, M. J. (2017). Linking organizational commitment and work engagement to employee performance. Knowledge and Process Management, 24(2), 152-158.
Dahanayake, P., Rajendran, D., Selvarajah, C., & Ballantyne, G. (2018). Justice and fairness in the workplace: A trajectory for managing diversity. Equality, Diversity and Inclusionl, 37 (5), 470-490.
Kim, S., & Park, S. (2017). Diversity management and fairness in public organizations.Public Organization Review, 17(2), 179-193. Web.
Martocchio, J. J. (2017). Strategic compensation: A human resource management approach. Pearson Education.