Blog Post #10: Time is Money- A Year-End Bonus
https://blogs.ubc.ca/qinyuanzhu/2013/11/16/business-is-going-well-eh/
Who doesn’t like a little extra cash? However, the question that would follow up on that would be, who would be generous enough to give that extra little cash? Evidently, the managers at Griffin Communications are, as they gave a $500 bonus to their employees as a token of gratitude for their hardwork in creating a one of the top television stations in Oklahoma, United States of America. This action confirms with corporate culture in how managers and the human resources department deal with performance management. In this case, one usually hands out bonuses in payment as an incentive to increase productivity or quality of service. However, incentives can be a double-edged sword that may potentially backfire on the managers, despite their motives that are positive in theory. For Griffin Communications, they offered a flat reward to all employees. While this does well to keep employees happy, the rewards create an imbalance between the work ethics presented by certain workers. To specify, comparatively harder-working employees are paid the same in incentives as their less productive counterparts. This will cause the idea that some employees need not to work as hard, and for some employees to continue to slack off as they have been previously rewarded for it. Overall, having a flat reward system that does not scale base on the level of productivity of the individual worker has its drawbacks.
