A. Give feedback on these 2 articles

Article 1

An individual incentive can be more effective than a group incentive since the rewards are raises and bonuses than simple rewards like gift cards or one-time money/cash. In addition, individual motivation connects back to how an employee performs in a job and to retain the best performers to continue to do the best work (Advantages and DisadvantagesTeam Goals vs. Individual Incentives? 2013). This kind of motivation can be effective as everyone wants to be recognized as an individual and rewarded differently than group incentives as their rewards involve time-off. Time-off sounds like a reward for someone that needs a break, but most employees would love to be rewarded with money as employees have to pay bills and support their family, which is their primary motivation to work in a job.

However, a group incentive can be beneficial for employees that want to work in a team. Rewards such as grants can help and increase productivity. For instance, if they have a shared goal, employees can reward them for that much (Keys to Effective Group Incentive Programs, 2019). Employees that work in a team are motivated by the support of others and helping others instead of the focus being on the money. Another can a reward to a special dinner at a fancy restaurant as a group. My youth pastors would rewarded the youth leader team and I to a dinner at a fancy restaurant every Christmas as a reward for our hard-work and they would even reward us with gift cards. This sounds great as you are getting the best of both, and yet, this is not same for employees that work to get paid, so giving them a check or cash is the best option, when rewarding them the right way.

Article 2

For individual incentives, I believe offering bonuses or pay raises is the most effective. These types of incentives increase productivity and engagement immensely when there is money on the line for employees. Take the vaccine for example. King Soopers gave employees I believe a $200 bonus if they got the vaccine. Even for those that didn't want it, they wanted and could possibly use an extra $200, so they proceeded with getting vaccinated for the incentive.

For group incentives, I believe shared goal incentives work best. At my current employer, there is a shared goal amongst the account executives. If in total, at the end of the year, all the AE's bring in (X) amount of money, they will all be bonused for their teamwork and achievements. By utilizing shared goal incentives like this, it also prompts employees to get others engaged who aren't usually motivated or don't try as hard to hit their sales goals.