It’s the Way You Pay It That Get’s Better Results
The author of the paper says that the changing times have never seen the difference of opinion in one particular area. how the masses criticize their bosses at large! One major factor which generates such opinion is the considerable difference in remuneration and perks for the higher-ups, which are always in sharp contrast with their subordinates. Hereunder shall be a discourse of how examples from a very different arena of sports, can be successfully extrapolated to reconstruct the work infrastructure of the top-level management.
In psychology, the core theories of behavior modification revolve around the concept of reward and punishment. And this being the primary science that studies human behavior, much can be applied from it to the realm of economics. Organizational psychology and workplace economics in any setting, therefore, is incumbent upon the fact that people work because of their motivation and incentives. Regardless of passion and loyalty, the primary needs of a person have to be fulfilled in order for him to perform beyond the ordinary. Incentives, here, play the role of that little ‘extra’ spice that is added to life. something more than the employee and the organization is looking forward too and yearn to achieve. At this point in time, it is important to consider the Directorial level of the organization both as human beings, and as employees of the organization!
For a small child, a toy or a candy can play the role of a potent incentive. Obviously, the adult human demands for much more than that. Nonetheless, the primary role that is played by any incentive-providing-stimulus is the same – it generates more interest in a person and the overall productivity of work increases. But here, an interesting fact must be considered. The same child, knows, that no matter how much he cries or yells he will get the toy, the incentive factor diminishes to a negligible level. However, when the same toy is presented to him on accord of providing a disciplined stance or taking his supper on time, then it acts as a positive incentive and concrete behavior modification can be seen. Exactly on the same principle, if any employee of an organization, regardless of seniority level, knows that come what may, the actual increment in pay and perks will be there, then it is much too obvious that the productivity shall not be the same. However, when a realization is set into the individual that increments shall be performance-based than we see a positive vector definition for work by the individual, which provides a symbiotic benefit to the organization.
Now here, the focus is required upon the top-level management. The aforementioned theory is generally applied to subordinates in all organizations at large – do good work and get good pay. Yet, contrary to the theoretical norms of economic and organizational management, the Mangers are kept out of this ‘struggle for work’. Once a person is in the higher ranks, it seems predestined that the ladder will only go up, much in the manner of an escalator! This not only creates a bias and division in the understanding of human workplace ethics but also creates unrest in the minds of lower-levels in the firm. Though some top managers may find it bizarre to be compared to race jockeys, yet the .comparison in relation to the said topic is quite significant. .