Counterproductive Effects in Rewards and Motivation

When employing, retention and parting signify intricate, long term and multi- layered dealings rather than a Counterproductive Effects in Rewards and Motivation simple market deal, employees and employers will be principally careful to avoid entering the relationship with an inappropriate partner but, in speedily moving economic and industrial environments it is rational that a firm’s employment needs will be changing too. In this situation, a guarantee of long-term employment would be extremely expensive if the firm is not able to reallocate workers to new tasks as the requirements rose.
So, Counterproductive Effects in Rewards and Motivation for employees, surviving and been considered by the firm as a valued component in these conditions becomes a personal challenge, especially if these employees’ performance is compared with others’ using subjective evaluation systems based not only in performance and results, but also in perceptions and Image. Human Wealth refers to the knowledge and acquired skills; a person has to upsurge his or her ability to conduct activities with economic value. Human Wealth is most often acquired by knowledge on through teaching by others who already have the necessary skills.
It is the factor that differentiates raw labor power from skilled expertise at some task or job and as a crucial determinant of productivity. Today’s companies’ true strength resides in their Human Capital so, an impulse to improve the human development into the organizations becomes crucial to guarantee its survival in this highly competitive world. It is necessary that top & middle management perform a deep auto critic of their attitudes in order to look, find and sustain that motivation that worries us. It is useful to distinguish between firm-specific and general-purpose (or non-specific) Human Capital.

Skills and knowledge that increases the person’s productivity when working for any of several different employers represents general-purpose Human Capital, and normally, a firm is unlikely to help pay this kind of tuition. On the other hand, firm-specific Human Capital, like knowledge of the firm’s specific accounting system, machines or procedures. It might seem worthwhile for an employer to invest in worker’s firm-specific Human Capital.

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