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Jeffery David Whippo believes that employee execution and reward stands out as one of the most critical parts of any organization. The reward framework is additionally a sort of an inspiration and has superior achievement rates as compared to any other techniques for inspiration.
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Jeffery David Whippo Talks About Motivation through Employee Reward Systems Jeffery David Whippo, a professional educator and organizational leadership expert believes that employee execution and reward stands out as one of the most critical parts of any organization. The reward framework is additionally a sort of an inspiration and has superior achievement rates as compared to any other techniques for inspiration. Clearly, everyone needs to get paid for the work which they have done. Individuals join an organization so as to fulfill their requirements and wishes. According to a survey that was conducted on what employees in 27 countries value overall in the workplace, employees care most about “competitive compensation” and “bonuses and merit-based rewards”. Jeffery Whippo also talks about gainsharing, a method that a company implements as an extrinsic compensation based motivator. Gainsharing is a form of pay for performance where employees receive a portion of the profit achieved from their efforts through the application of a predetermined financial formula. Human Resources work closely with the executive team to determine how much employees would be eligible for based on their specific job functions and their individual performance against the plan.
In order to determine individual gainsharing benefits, the first action is to measure the historical (baseline) performance of the company on specific measures. The baseline performance allows the organization to identify whether or not the employees helped improve overall performance on those measures, thereby allowing the employees of the company to share in the financial rewards achieved. Jeff Whippo says that one thing that must be kept in mind as the company grows is that the effectiveness of a gainsharing plan depends on employees seeing a relationship between what they do and how well the organization performs. The larger the size of the organization, the harder it is for employees to see the effect of their work.
