NEW AND IMPROVED REWARDS AT WORK

 

Employers have been coming up with innovative employee rewards to boost morale and acknowledge employee needs for creativity and personal goal accomplishment. Some of the latest potential employee rewards include increased use of technology, more flexible working options, mandatory quarterly bonuses, and increased well-being options to name a few. There are also opportunities to innovate how rewards are delivered through systems.
Write an eight to ten-page paper in which you:
Determine how innovations in employee benefits can improve the overall competitive compensation strategy of the organization. Consider these sources: Top Innovative Employee Benefits – Business Benefits Group (bbgbroker.com) Employee Benefits And Compensation Ideas: A Guide (vantagecircle.com)
Explain how innovative benefits could be tied to specific jobs. Be specific. (Textbook chapters 14 and 15)
Critique the effectiveness of equity-based rewards systems versus those with more creative approaches. (Textbook chapter 16)
Discuss the key elements of integrating innovation into a traditional total rewards program. (Textbook chapter 20 and maybe 21)
Recommend a process that optimizes an employee-based suggestion program to continually refresh the total rewards of the organization. Hints: Implementing a Successful Employee Suggestion Program | Vetter Blog (getvetter.com) Employee Suggestion Systems | Inc.com

Sample Solution

The days of “give me all your time and attention and I’ll give you some money” are long gone. Benefits, incentives, and awards are becoming as crucial as compensation when it comes to effective employer-employee relationships. We’ve arrived to the reward management era of “you scratch my back, I’ll scratch yours.” Simply said, reward management is the application of procedures or rules that help to fairly and consistently compensate everyone in the firm. When you reward your employees for their hard work, they feel valued and motivated, which can help your company’s productivity and success. Employees are given opportunity to improve themselves in the most successful reward management strategies –

John Searle’s popular “Chinese Room” contention that was examined in Chapter 2 of How the Mind Works, was one of the most fascinating contentions to show cases of man-made consciousness. Essentially the case as that PCs would be able and will basically attempt to dominate the demonstration of reasoning. The contention depended on how Searle sees himself in a room alone and is attempting to follow and jump aboard with a PC that will be that is answering Chinese characters. In any case, Searle realizes he can’t get a handle on or see any of it, yet he endeavors to control numbers and an assortment of images to deceive those beyond the room. His control of such numbers and images, produces Chinese characters, which permits him to persuade those external the room that there is somebody who can really speak Chinese inside the room. Searle accepts that however the PC seems to comprehend what is happening, in all reality it really doesn’t figure out it. It tends to be reasoned that motivation behind this contention was the disprove the point that a PC can work all alone. That’s what searle trusts on the off chance that a man can’t comprehend Chinese in any event, when he was controlling numbers and images, then, at that point, neither can PCs. A PC is no human and can never be like one.

Pinker’s reaction to the “Chinese room” contention is hesitant. He says that Searle has expressed nothing to do with something that can be deductively significant. Also, that Searle is only expressing about “comprehend”. As a matter of fact, it is discussed in abroad way, which isn’t excessively clear or brief. Pinker says that people are loaded up with meat, while PCs are loaded up with data. People need the right fastens to be pushed before he/she can precisely handle data. Essentially, PCs need the right data while handling in look for other data. Both need a push to b of some kind

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