Motivation and Control

Motivation and Control: Thanks for Nothing
Jovita Gilliam
June 20, 2012
Jane Edenfield
University of Phoenix

Motivation and Control: Thanks for Nothing
      The thanks for nothing case study speak of realistic happenings that occur every day with companies that allow employees to outlive themselves with little or no recognition.   After employees work themselves into an early grave to make matters worse the only recognition they attain, before retirement comes is being laid off.   Most employees do not get recognition for their hard work and if so it is sometimes more insulting than motivating.
    Managers do not use praising employees as a motivational tool because from a personal point of view most companies do not care for their employees.   Companies believe that there are many others people willing to work without the praise.   Too much praising could generalize the idea causing no special meaning to the praise.   Every success that employees have are not rewarded by managers so the praise can remain something worthy.   If managers would realize the benefits the employees they already have would save thousands in lost revenue and training.   The negative consequences are more harbored than the positive ones from most companies.   Most praises or rewards are given away on a weekly or monthly schedule without evaluation or assessment of the performance of the employee.   These scheduled praises cause the employee to lose drive and interest in working hard for any praise or reward.   Some managers give away rewards just to implement that they give out rewards.
      When employees perform well there are steps that a manager could take to show appreciation.   Top employees could get weekly bonuses, gift cards for second runner up, and employees who are performing the duties but are not up to standard could still receive gift certificates to let them know the work being done is appreciated.   Another praising instrument could be “employee of the...