When I started working at my current job, there was a worker there that would complain about how much money he was getting paid. He believed that for the amount of effort and work he was putting into the job, he should’ve gotten paid more. It got to a point where everyone knew this about him and usually avoided the topic. Then, his performance started to get worse and it was evident that he didn’t care about the job anymore. His effort significantly decreased and it was difficult to work with him since he wouldn’t do what was needed of him. He made more work for everyone else since he began doing it all wrong.
Management tried to fix this issue by talking to him and finding a way to help increase his effort level. They discussed incentive plans as they are designed to help motivate employees productivity levels (W8 Lecture 4). But, he wasn’t interested in the job anymore as he found another one that paid an amount he was happy with. This example shows that compensation can have a significant impact on an employee’s productivity levels at their job. Compensation and incentive plans need to be carefully thought out in the effort of retaining employees. I think that my workplace should create an individual-based incentives program since they help retain the best performing employees and reward employees who put effort into their jobs (W8 Lecture 5). I think that the employee in this situation was out of line to make it harder for everyone else at work due to him not liking how much he was getting paid. But, it does reflect on the workplace that there were no incentives plans put in place to help retain employees.
Sources:
Cieri. M, W8 Lecture 4 – Overview of Incentives [Lecture Video], Canvas
Cieri. M, W8 Lecture 5 – Designing Incentives Programs [Lecture Video], Canvas