Hello everyone,
Analysis of Issue Question:
"Job security and salary should be based on employee performance, not on years of service. Rewarding employees primarily for years of service discourages people from maintaining consistently high levels of productivity."
My Essay:
I totally agree with the above statements. I believe that only performance - based rewarding will have a positive impact on productivity. In fact, every employer should acknowledge the best performing employees in order to keep them motivated, loyal, and explore the potential talent.
First of all, to be a successful enterprise, the employer must find and retain productive employees. Keeping the employees motivated through job security and salary should assure company's competitiveness. As it happens often, the outstanding employees are not necessarily the ones with the most years of service. Many times, people without much experience, could bring tremendous value and knowledge to companies. For example, one of my friends while in the college got a job on campus. She was helping the Office of Student Assistance with various projects. The people in that office were working there for a long time. However, my friend observed that they were doing a lot of manual work. Therefore, with the manager's approval she has put together some Excel spreadsheets which replaced a great part of their manual work. When the people in the office, including the manager, realized how convenient, efficient, and time-saving was to use those spreadsheets they immediately acknowledged the new team member. The manager extended the job contract and even increased the hourly rate. As a result, my friend became more motivated and continued to work with the team, and even instruct and educate them when necessary. The team only had to win; they even saved on the budget, since doing more work electrically, it made them reduce the use of paper.
Secondly, rewarding the employees based on their achievements will make them more loyal to their employer. For example, many companies have secrets: a formula, an ingredient, new research findings, etc. These employers usually hand the most difficult and sensitive part of their work to the brightest employees. Not rewarding properly these employees may put the entire company in jeopardy. If one employee feels that is not recognized enough by employer, he/she could find a job at a rival company where he/she may divulge the secret from previous employer.
Furthermore, employers should see the potential that some of the employees without many years of service might have. A good manager will always see the talent which, if properly rewarded, will stay and develop into an outstanding company contributor. This is more attributed to the newly graduates. Some of them will be full of ideas and new ways to solve problems which could add so much value to a company. By keeping these individuals within the company, employers will able to develop the talent and make the best of it.
In conclusion, I want to emphasize how important is to reward the employees based on their performance - not on the years of service. It's in the employers' best interest to motivate, keep loyal, and explore the potential of employees. This should have only positive effects on productivity and work environment.
Thank you!
Analysis of Issue Question:
"Job security and salary should be based on employee performance, not on years of service. Rewarding employees primarily for years of service discourages people from maintaining consistently high levels of productivity."
My Essay:
I totally agree with the above statements. I believe that only performance - based rewarding will have a positive impact on productivity. In fact, every employer should acknowledge the best performing employees in order to keep them motivated, loyal, and explore the potential talent.
First of all, to be a successful enterprise, the employer must find and retain productive employees. Keeping the employees motivated through job security and salary should assure company's competitiveness. As it happens often, the outstanding employees are not necessarily the ones with the most years of service. Many times, people without much experience, could bring tremendous value and knowledge to companies. For example, one of my friends while in the college got a job on campus. She was helping the Office of Student Assistance with various projects. The people in that office were working there for a long time. However, my friend observed that they were doing a lot of manual work. Therefore, with the manager's approval she has put together some Excel spreadsheets which replaced a great part of their manual work. When the people in the office, including the manager, realized how convenient, efficient, and time-saving was to use those spreadsheets they immediately acknowledged the new team member. The manager extended the job contract and even increased the hourly rate. As a result, my friend became more motivated and continued to work with the team, and even instruct and educate them when necessary. The team only had to win; they even saved on the budget, since doing more work electrically, it made them reduce the use of paper.
Secondly, rewarding the employees based on their achievements will make them more loyal to their employer. For example, many companies have secrets: a formula, an ingredient, new research findings, etc. These employers usually hand the most difficult and sensitive part of their work to the brightest employees. Not rewarding properly these employees may put the entire company in jeopardy. If one employee feels that is not recognized enough by employer, he/she could find a job at a rival company where he/she may divulge the secret from previous employer.
Furthermore, employers should see the potential that some of the employees without many years of service might have. A good manager will always see the talent which, if properly rewarded, will stay and develop into an outstanding company contributor. This is more attributed to the newly graduates. Some of them will be full of ideas and new ways to solve problems which could add so much value to a company. By keeping these individuals within the company, employers will able to develop the talent and make the best of it.
In conclusion, I want to emphasize how important is to reward the employees based on their performance - not on the years of service. It's in the employers' best interest to motivate, keep loyal, and explore the potential of employees. This should have only positive effects on productivity and work environment.
Thank you!
