Enhancing Relevance of Organizational Behavior

Question: Discuss about the Enhancing Relevance of Organizational Behavior. Answer: Introduction There are numerous methods for offering rewards to employees for their good performance such as bonus schemes implemented in the firm. Bonus schemes are usually an essential tool for organizations and firms that wish to have an increase in their productivity, motivate their employees and retain them as well by rewarding exceptional performance and contribution to the company or organization (Moynihan, 2010). However, the results on the intended system may filter away from its purpose leading them to be ineffective and exploitable becoming counterproductive (Need,2006). Powerful financial motivation may elude the employee moral behavior in taking risky routes to benefit from these bonus schemes. This further indicates that there still remains a key factor in many organizations on the quality and transparency of their bonus schemes, this will be analyzed and discussed by studying Ceras bonus scheme ,identifying the problems and solutions to those problems determining if the bonus schem e should be scrapped or not. Ceras bonus scheme The bonus scheme introduced in Cera was intended to reward performance of employee branched under their system of monitoring performance based on an individual level. Through the dialogue between the high-ranking members of the firm it is clear that there are mixed reactions among the members. The following are problems related to the Ceras bonus scheme link between performance results and reward Performance management is a consistent procedure of evaluating and measuring the performance of an individual and adjusting it to the organizational goals (Armstrong and Baron, 2005). When the link between performance results and reward is weak performance, management becomes absolute. Rachel points out there incentives system is not cutting the mustard as it is supposed to. She further illustrates how poor the rewarding criteria is ,due to the connection with performance management .This could solved by aligning each employees tasks with the companies objectives and classifying these objectives on a period basis. When each task objective is accomplished, the employee has a reward or identified for that task. This increases the employees morale creating a good and beneficial working environment, which will reflect on the companys short term and long-term objectives (Moynihan, 2010). Ceras bonus scheme is mostly based on profitability The bonus scheme in the firm is a profit-based system where the profits are shared between the employees. This could be problematic since it could cause frustrations when there are no profits or losses while performance of deserving employees is up to track. The could be solved by changing the rewarding methods to un-entirely based on monetary schemes .It maybe interchanged on a semiannual basis. a security measure could be implemented to safe guard the system from losses or inconveniences that may arise (Aguinis and Pierce, 2008) Access to bonus payments is uneven The uneven bonus payment is illustrated when many departments had a hard time generating revenue or keeping under the specified budget. This resulted in areas like Rachels and susumus whose best performers got little bonuses while other departments top performers got a better package deal than they deserved. A positive aspect could solve this and restructuring the bonus schemes by dividing the bonuses to all departments equally and top performers get equal share (Aguinis, 2009). Administration of bonuses in relation to expectations As one of the members illustrated that the employees are paid is not proportional to their expectations. They pay less and expect more output. This could be in fact a crucial problem in the system where employees have a sense of being overworked; in most cases this tends result in employees findings shortcuts in getting their bonuses illegally (Boselie and Boon,2005). The company could suffer increased loses or face charges from its clients. This could easily be solved by aligning the bonus directly with their expectations and goals while including transparency and dialogue between the employee and the employer. Conclusion A good and well designed bonus scheme is essential in increasing the productivity of the employees within the company, however cases of inconveniences must be addressed preventing the bonus scheme should not be absolute .The Ceras bonus scheme is fairly implemented with a few issues here and there that need to be addressed so as to attain a perfect bonus scheme .Thiswill address employee needsand loopeholes within while still accomplishing the firms objectives rather than scrapping it away. Reference Aguinis, H. (2009).Performance management. Upper Saddle River, NJ: Pearson Prentice Hall. Aguinis, H., Pierce, C. A. (2008). Enhancing the relevance of organizational behavior by embracing performance management research.Journal of Organizational Behavior,29(1), 139-145. Need, W. C. D. H. P. (2006). Human resource management: Gaining a competitive advantage. Moynihan, D. P., Pandey, S. K. (2010). 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