Organizational Behavior- Thanks for Nothing

QUESTIONS

1. If praising employees for doing a good job seems to be a fairly easy and obvious motivational tool, why do you think companies and managers don’t often do it?

Based on the question, we have made three assumptions regarding on why the companies and managers don’t often praising the employees for doing good jobs. The first assumption is because the managers tend to focus more on the goal of the company compared to create the employees’ value within the organization itself. In creating the employees’ value, it refers to how the company tries to make sure the employees feel they are being appreciated by ensuring that they always have the chance to participate in certain task, their work are being valued and their welfare benefit will always been taking care off. However, in this case which is referring to the question, it seems that the managers lean to focus more on the company’s goal till they have less intention towards on making the employees feel they are being appreciated. Furthermore, there are also some managers lean to believe that it is the employees’ responsibilities to perform well and excellent as they are being paid with certain amount of salary and bonus.

Another assumption that might be the probability on why the managers don’t often praise their employees even they perform well in their work is relating to the top level management’s point of views. Initially, there will always have the huge gap between the top level management and their staffs. They are likely to believe that when they always praise their employees for doing good job it will make the gap closer and create a stronger relationship. Thus, those relationship tend to make the employees have a propensity to take things for granted as such came late to work or did not complete their task in due time and etc. As lying on above situation, it makes us tend to believe on the reasons of why the managers do not often praise their...