Striking accurate balance between punishment and rewards

Question

Illustrates the striking accurate balance between punishment and rewards?

Answer 1

Striking the accurate balance between punishment and rewards:

1. While most approaches to motivation, compensation, and people management emphasize the positive, companies also adorn positive rewards with the risk of punishment.

2. As a common rule, it is imprudent to take off the stress for good individual and team performance or play down the pressure, anxiety, and adverse consequences of shortfalls in performance.

3. High performing organizations almost always have a cadre of determined people, who relish the opportunity to climb the ladder of achievement, love a challenge, flourish in a performance-oriented environment, and find some competition and stress valuable to satisfy their own drives for personal gratitude, achievement, and self-satisfaction.

4. If an organization’s motivational approaches and reward structure persuade too much stress, job insecurity, internal competitiveness, and disagreeable consequences, the impact on job force morale and strategy execution can be counterproductive.

5. Evidence demonstrates that managerial initiatives to enhance strategy execution should incorporate more positive than negative motivational components because when cooperation is positively rewarded and enlisted, rather than powerful-armed by orders and threats, people tend to reply with more dedication, enthusiasm, creativity, and initiative.