Sample Solution

In addition to utilizing evidence-based best practices in human resource management, companies also use a variety of motivational approaches to spur stronger employee commitment to the strategy execution process. These can range from both financial and non-financial incentives (Udovic et al., 2020). Financial rewards such as competitive salaries, bonuses or stock options are often used by organizations as an incentive for employees to work harder and remain loyal during times of difficulty. Additionally, introducing incentive programs that reward performance outcomes either individually or team based can increase employee engagement with strategic objectives (Yaniv et al., 2018).

Non-financial rewards provide opportunities for recognition and appreciation which can also be very effective at spurring commitment for strategy execution. Offering career growth opportunities such as training programs is one way of showing employees recognition for their hard work while also supporting them in developing necessary skills required by their current role and future goals (Perry & Brown 2017). Providing flexible working hours or resources that facilitate autonomy within the workplace are additional ways employers show they value their staff’s contribution while enabling them greater freedom with how they manage their day to day tasks (McDonald & Westphal 2014).

Ultimately, offering multiple financial and non-financial incentives creates an environment where employees feels valued and supported resulting in increased motivation towards achieving organizational objectives. While deciding on what type of reward works best it is important that the focus remains on encouraging meaningful contributions rather than superficial ones; this will help ensure positive outcomes when it comes to engaging personnel in strategy execution processes.