Designing a Reward System

Designing a Reward System

Axia College of University of Phoenix

Using structure to facilitate and support achievement of an agency’s mission is accomplished by successfully promoting excellence through a well designed and motivation rewards system. An effective leader needs to incorporate transactional and transformational leadership styles, intrinsic and extrinsic motivations to become an ethical leader of any organization.

“Both private and public sector managers are equally motivated by intrinsic reward factors of achievement and advancement the intrinsic reward factor of recognition was ranked as the second most important motivating factor for public sector managers, in contrast, the ranking was very low for the private sector” (Milne, 2007).

I am currently employed at a 17 employee, private sector for profit organization, Education & Employment Consulting (EEC). Our mission is to assist individuals with disabilities re-enter the workforce.

Our organization lacks structure, ethical leadership and a reward system. The tension is so thick in our office it affects the day-to-day functioning toward achievement of our mission, and goals of providing needed service to the consumers we serve. All of the staff underneath my boss, executive director and director causes an unmanageable domino effect that is destroying our organization.

Roadmap of the structural framework is our so-called executive director works 20 hours a week and is severely disabled and incompetent. The only reason this person is in this position is because she attended Harvard University and it looks good on the contract requirements needed to operate the business aspect of the organization. Other staff members get stuck completing the vast majority of her workload and our boss actually assists her with diagnostic vocational evaluations.

“The leader must possess the ability to deal capably and creatively with these changes and challenges” A leader who sets a standard of "zero defects, no...