Interactive Simulation Entitled "Understanding Issues In Organizational Behavior" - Individual Assignment

When it comes to non-monetary incentive rewards, there is some overlap among the rewards that employees value most and those that encourage alignment and manage cost. As seen in the findings of the interactive simulation, flexible work schedules, advancement opportunities, and job customization were all effective at relieving employee job dissatisfaction and stress. It's true some people directly correlate the amount of money they earn with their perceived worth to the organization. Organizations need to be careful, however, that they don't just respond to those individuals who constantly ask for more money, since they need to reinforce results, not requests. Also realize that you'll never get the best effort from employees just by paying them more. For employees who just want more money, they'll never be satisfied with what they're paid. Their expectations always will rise with each salary increase. Employees want to identify with the success of their profession and their organization. They want to feel that they have contributed and the greatest reward or acknowledgment is that they made something meaningful happen.

Motivated employees tend to their best work when they feel that they are in an environment that makes them feel valued and appreciated. When management effectively meets the needs of its employees, production and moral will increase and the bottom line, revenue, will increase as well. The goal of motivation is to induce employees to perform in specific ways toward achieving organizational goals. However, in order for employees to perform at their best they need to have clear understanding how achieving the goals set by the organization will benefit them.

An organization's performance can only be increased if employees can feel and see that management values them. Simply stated, with proper motivational environments in place, organizations will be rewarded with productive employees increasing