4. Recognition and Rewards: Motivating Employees While Accepting Their Voice

Industries across the globe have been struggling with the causes of the overall economic slowdown, adopting policies to stay competitive and sustainable. It has been understood that environmental economic advantage can only be generated through the workforce and the people who are in the organization. Employee Engagement is a structure that has developed very popular nowadays as it has shown connections with efficiency, productivity, employee revenue, security, absenteeism, etc. After the pandemic, many organizations across the globe going through a slender period where the productivity of functions is becoming essential to existence. In such a scenario, the use of engagement methods, as trained on shore, may significantly assist leaders in creating an engaged, determined, and committed workforce. Many organizations give high priority to their human capital because their human capital is what drives the company forward in their respective industry. Companies work determinedly to maintain the responsibilities to all stakeholders and reduce the interruption to functions and aimed actions on protecting their employees and business safe.

EMPLOYEE VOICE

Figure 1

Employee voice is a concept of employee participation. Employees have the right to voice any matters concerning their employment. The concept allows employees to influence management decisions and play an active role in organizational performance and it can be applied individually and collectively. Employee voice is a powerful tool that gives employees decision-making authority. Employees can influence decisions made by the employer. 

Employee voice plays a role in both employee participation and employee involvement: Participation is where employee voice is centered on employment contracts and matters affecting employees and Involvement is focused on management and organization initiatives to improve workplace performance through employee engagement. 

For example, some organizations have a system called “Whistle-blower system”. Through the Whistle-blower system, employees can do so through any of several available networks, such as raising their concerns with their manager or the Legal Unit or making an unidentified complaint. Concerns raised are progressed to the Company’s Internal Auditor for additional inquiry according to the Whistle-blower and Internal Complaints Procedure and the organizations ensure that all employees receive whistle-blower reminders throughout the year, and the system is available and easily accessible to all employees and external parties to keep a healthy environment that leads to a positive outcome. 

Employee Voice is an important concept because employees, either individually or collectively have the right to voice their concerns and express dissatisfaction, employees have the opportunity to take a part in decision-making, resulting in a more committed workforce and they can improve communication between management and employees and drive towards a common goal and shared interest.

EMPLOYEE MOTIVATION

Figure 2

Motivation is the reason or intention for doing something or acting in a specific manner. It becomes the source of the willingness to perform a task. 

Workplace Motivation is the reason or inspires employees to work. It helps them to be more productive. Many organizations believe that the major driving source of going forward is human capital. Organizations across the globe strictly defend the worker rights and human rights of all their employees, employees in the supply chain, and employees of their business partners. 

It’s very important to give the employees a complete company experience, reflected in the work environment in the respective organization.

Employee motivations start with, 

• Having a strong connection to the organization’s vision and values.
• Maintaining an open and constant relationship with management.
• Providing career development opportunities and feedback regularly.
• Provide their employees with a competitive salary.
• Employment benefits are specified by law in all locations of operations.
• Conduct a yearly salary increase procedure that takes into account inflation, promotions, annual evaluations, etc.
• Some sectors even allow flexible working hours to let employees keep a maintainable, positive life-work balance, which is highly important.
• Providing social benefits and well-being packages like life insurance above minimum wage salary, disability and invalidity coverage, health insurance, pension insurance, and retirement provision. 

Figure 3

For example, especially if we talk about the Marine industry, seafarers who work in shipping get their benefits under different laws and provisions. ZIM Integrated Shipping Company gives equal importance to seafarers by offering them attractive working conditions and prospects for development relevant to their professions. Issues such as fair terms of service, safe and secure workplace, access to medical care, and decent working conditions are all involved in the Maritime Labour Convention 2006 (MLC), which all containers under ZIM’s operation are committed to. Also, ZIM company has established its assurance to give seafarers a fair wage by signing a collective negotiating agreement with the International Transport Workers’ Federation (ITF) for its Flag State containers and Flag of Suitability vessels. (Zim, 2020)

RECOGNITION AND REWARD

Figure 4

There was a time when recognition and reward could be just bling or money. (Pink, 2009) 

However, people in the organization are evolving and the work that we are doing is becoming more complex, and it requires our brain and most of us are more motivated intrinsically, meaning we are motivated by feeling that what we do matters, and we are motivated by feeling that we are appreciated for what we are doing. 

Leaders need to tap into this. They need to understand what recognition and reward mean to employees, and not just think it’s all about the money. Starting to recognize people doing things well, and by making clearer links between how and what they do matters and how they are making an impact on the larger organization. This change starts with the individual leaders in labor as well as leaders in management. When thinking about key considerations for recognition and rewards, training supervisors and managers is a basic element.

The organization needs to identify and comment on specific efforts when it considers training supervisors and managers. The issue is that sometimes it is really difficult to praise the outcomes because either the outcome is not as you suggested, or something gets shelved, or the outcome is not perfect. One good place to be involved is Human Resources. Looking at how they can improve the ability of managers and supervisors to be able to comment in a particular direction. In another way, organizations can place that extend appreciation to employees. Generally, nowadays organizations across the globe provide various rewards and recognition to their employees who bring more value to the organization. Some of the following events carried it to honor their respective company’s employees, customers, and overall organization.

REFERENCES

Schein, E. H., 2017. Organizational Culture and Leadership. 5th ed. s.l.:Hoboken, New Jersey Wiley.

Zim, 2020. Zim Sustainability Report 2020, s.l.: Zim

Pink, D. H., 2009. In: Drive: the surprising truth about what motivates us.. S.L.: Canongate Books Ltd.

Schein, E. H., 2010. Organizational culture and leadership. Chichester: John Wiley, Distributor.

Schein, E. H., 2017. Organizational Culture and Leadership. 5th ed. s.l.:Hoboken, New Jersey Wiley.

Singer, P., 2002. A companion to ethics. Oxford, Uk ; Malden, Mass.: Blackwell Reference.