Employee recognition is admiring and respect given for the
employee for his / her contribution given to the organization in the public or
in an open forum.
Employee recognition is one of the main sources for
motivation. Motivated employees do good quality job, produces good results and
performs with a great commitment towards the given job role. further they are
keen to walk the extra mile to take the organization to a greater height.
Maslow’s Hierarchy of Needs Theory
There are two types of needs according Maslow’s Need Hierarchy
theory. They are as follows;
1. Lower level needs
Lower level needs are the basic biological human needs
such as food, shelter, sex and dress.
2. Higher level needs.
This is level needs are for the persons who tries to
achieve after full filling the Lower level needs which is the self-esteem and self-actualization
needs. Recognition is a self-esteem need. Employee’s recognition requires for the
employees who have full filled the lower level needs.
Literature reviews
The concept of reward and recognition has gained much
importance in the current times and has captured the attention of
organizational managers and researchers equally
Recognition is monetary and non-monetary rewards offered
in the public place or communicated in the work place regarding the success or
accomplishment of an individual
Incentives, reward and recognition are the basic factors
for motivation of the employees
Reward and recognition develop an enthusiasm among
employees, increase their desire for work and also establish a linkage between
performance and motivation of the employees
Intrinsic rewards are intangible such as recognition,
appreciation and praise. Whereas, extrinsic rewards are external and tangible and
reflect lower-order human needs such as food, shelter sex and dress
Conclusion
Organizations needs Identify the employee’s and reward them
with a recognition in an open forum to obtain best of performance of the
employee towards the organization. This should be done on an annual basis in a defined
time frame.
References
Board, L. M., 2007. Coaching a stockholder on
performance improvement option. Atlanta GA: s.n.
Flynn, . G.,
1998. Is Your Recognition Program Understood. 1 July.
Gautam,
Mandal, M. K. & Dalal, R. S., 2006. Job satisfaction of faculty members
of veterinary sciences`. Livestock Research for Rural Development, 27
June.
Hellman, C.
M., 2010. Job Satisfaction and Intent to Leave. The Journal of Social
Psychology , 02 April.137, 1997(6).
Walker, O.
C., Churchill, G. A. & Ford, J. a. N. M., 1997. Motivation and
Performance in Industrial Selling: Present Knowledge and Needed Research. Journal
of Marketing, May.
What is the
lowest level of Maslow's hierarchy of needs, 2016. What is the lowest
level of Maslow's hierarchy of needs. [Online]
Available at: https://socratic.org/questions/what-is-the-lowest-level-of-maslow-s-hierarchy-of-needs
[Accessed 16 December 2021].
Zeb, A.,
Rehman, S. u., Saeed, G. & HamidUllah, 2014. Relationship between Reward
and Recognition. Abasyn Journal of Social Sciences, 7(2).
Recognition is a vital activity in an organization to keep your employee this only build the engagement it’s a correlated to the every aspects of the organization growth , Turnover
ReplyDeleteMotivation will drive employees to reach their potential and will have a positive impact on organizational performance. Therefore, as you discussed above clearly, Employee Recognition is vital to organizations.
ReplyDeleteVery Good article, covering all the arias of HR.development which influence recognition aria of employees
ReplyDeleteIn view of employee recognition in and organizational context, it is very much important and successful. The more recognition you provide the employee; you get more results. This happens at any level who are working for someone. The recognition in line with Maslow's theory I believe would fall under the psychological need to gain esteem needs. Good article! Keep it up.
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