Though it may seem fairly obvious that receiving praise and recognition from one's company is a motivating experience, sadly many companies are filling missly when it comes to saying thanks to their employees. According to a recent report by Blessing White Ine, 24 percent of Indian workers are highly disped, meaning that they do not show the run Employee recognition program, which became more popular as the world economy shifted from industrial to knowledge-based, can be an effective way to motivate employees and make them feel valued. In many cases, however, recognition programs are doing more harm than good" according to Curt Coffman, global practice leader Ollup Sara Ko, a 50-year-old former employee of a dot-com company in California. Her company proudly instituted a rewards program designed to motivate employees. What were the rewards for a job well done! Employees would receive a badge which read U Done Good and each year, would receive a T-shirt as a means of annual recognition. Once an employee received 10 "U Done Good" badges, he or she could trade them in for something bigger and better paperweight. Ko states that she would have preferred ai "There wasn't my deepthwght involved in any of this to make mutfers worse, she says, the badges were handed out arbitrarily and were not tied to performance. And what about those T-shirts Ke states that the company instilled a strict dress code, se employees couldn't even wear the shirts if they wanted to Needless to say, the employee recognition program seemed like an empty pre rather than a motivo Even programs that provide employees with more expensive rewards can backfire, especially if the rewards are given insincerely Employees may find more value in cer pat on the than gifts from management that either are meaningless or aren't conveyed with respect or sincerity. However, sincere pots on the back may be hard to come by. Gallup's poll found that 61 percent of employees stated that they haven't received a sincere "thank you from management in the past year. Findings such as these are troubling us verbal rewards are only inexpensive for companies to hand out but also are quick and easy to distribute or coure, verbal rewards do need to be paired sometimes with tangible benefits that employees value-after all, money talks. In addition, when praising employees for a job well done, manager need to ensure that the price is given in conjunction with the specific sccomplishes. In this wwy. employees may not only feel valued by their organization but will also know what actions to take to be rewarded in the future Answer any two questions given below. (All questions carry equal marks) 1. Why reward programs do not motivate employees? (Use information given in the case to explain your answer. 2. As a manager, what steps you can take to motivate employees when they perform well? (Use expectancy theory to explain your answer 3. As a manager. how would you ensure that rewards/recognition given to employees is distributed fairly, Give examples to explain your