Question 4 Passage for case study and analysis for answering sub-questions a, b and c. Lack of appreciation of the hard of the workforce kills the enthusiasm of people who are considered as those who lay the golden eggs. Employees all over the world irrespective of working in public, private or public-privatepartnership in national and international organizations, including nongovernmental organizations need to be motivated. This would sustain them as well as reduce or avoid labor turnover. Motivation is the definite and possible desire to do things when ones interest is stimulated and rewarded with good pay, incentives, end of service benefits. Motivation of workers could be monetary or non monetary reward or award. A reward is something monetary or non-monetary offered or given for some service, effort or achievement. Monetary rewards should be flexible using cash to recognize individual performance with sound judgment. Other monetary awards cover performance, special act/service, quality step increase, suggestion. Non-monetary awards encompass on-the-spot award (eg. merchandise) time off award (off duty without loss of pay), honor award (fold and silver medals/bronze for monitoring service), certificate of appreciation (employees/non-employees with outstanding contributions), length of service recognition (with 10 years service quality for pins/certificates) and external awards (sponsored by agencies and NGOs). 8 Job-evaluated pay structure has the core objective to enable mangers monitor and evaluate employees performance as a useful to promote to assess employees for pay increase or in some cases, termination based on some enumerated factors (efficiency, effectiveness, hard work, punctuality, time management, customer care/human relations). Employee benefits are of two types, namely, those the employer must provide by law (eg. social security and workers compensation) and optional benefits provided by employer (eg. health care insurance and retirement benefits). Both types of benefits have legal/tax implications attaching to them.

a) Devising a two-column tabular presentation to give the difference between monetary and non-monetary motivations of employees would go a long way in making staff efficient and effective in their jobs. Explain these two terms with two examples each.

b) Measuring the performance of job holders based on job-evaluated pay structure resolves any misconceptions of favoritism in wages and salary increment. What are the two relevance of job evaluated pay structure to both management and staff?

c) Constructing a table with two columns to elaborate on two employee benefits would encourage them to work harder to avoid or reduce high rate of labor turnover in an organization. Enumerate your benefits and expand them with examples.