1. What can organizations do to increase the effectiveness of financial rewards?
The two most effective measures organizations can take to improve the effectiveness of financial rewards is to increase the relevancy of rewards and ensure that rewards are valued. The more employees are able to see that their performance directly impacts a reward, the more relevant that reward is. Rewards that can not be influenced by employee performance have little chance of improving work performance. Similarly, if employees do not place a high enough value on a reward, those rewards are hardly motivational. In fact, as our textbook illustrates, rewards that are low value may actually backfire and serve to demotivate employees (p. 165).
2. Most of us have watched pizzas being made at Papa Murphy’s or other pizza places. What level of job specialization do you usually notice in these pizza jobs? Would PM’s level of job specialization be different than Mushroom Pizza and if so, what contingencies might explain these differences in job specialization?
Unfortunately, we do not have Mushroom Pizza in Austin, although the website makes it look great! My experience with most pizza places is that each job seems fairly specialized. For example, some people are responsible for taking orders, others put pizzas together, and others take the pizzas out of the oven and box them up. This seems like the most effective method for handling a large volume of pizza. Other pizza restaurants that serve lower volumes of specialized pizza may have a much lower level of specialization and expect each of their kitchen workers to be able to assemble, cook, and prepare pizzas for presentation.
3. Our media story for Lesson/chapter 6 is the quarter report prepared by the U.S. Department of Labor Statistics that covers employment and wages in our country—we are interested in wages for the Dallas/Fort Worth area. Our Chapter 6 continues our motivation/performance themes. In support of those topics, consider what the wages in the D/FW area tell us about the labor pool as major employers (i.e. Toyota, Dell, etc.) consider North Texas locations. What is your assessment? Does D/FW have a good story to tell or not? Explain your answer.
3) Focusing on Dallas County, it seems obvious that the employment rate is increasing rapidly, as the percentage change for December 2014 ranks the county 33rd out of 340 counties. That being said, wages in Dallas county are growing at a slower pace as the county ranks in the lower half for growth in the same month. That being said, the average wages in Dallas county are above average for the 340 counties included in the data. As a major employer consider a location in Dallas County, I would be concerned with the above average weekly salaries and higher employment rate. I would probably consider other locations before Dallas. For example, many of the counties in Florida have lower employment rates and weekly salaries.