Corporate Training research proved the two most referred to factors of motivation

Corporate Training

In the 1995 issue of “Employee Relations Today", Corporate Training reported that his most recent research proved the two most referred to factors of motivation by employees were not salary and benefits, but more or less, an interesting job and recognition for doing that job well.

Corporate Training also identified this importance of recognition by the employer in his finding that employee accomplishment and recognition are two motivating factors inherent to the job environment. Furthermore, he asserted that the job satisfaction is contingent on these factors over and above anything. Thus a well planned recognition program can, lessen turnover, assist in retaining competent people and elevate pride and loyalty in the company, which not only improves performance but also brings about positive attitudes and raise a Corporate Training productive and perpetual work environment.

In the article, “Consultant Dispels Myths about Award Programs", Bob Nelson (2001) further elucidates most of recognition programs are outmoded. This Nelson references to the 10-year national study, the Independent National Study of Recognition Policies and Practices, by Perspectives Resources, Inc.

This study finds out that the outmoded factors of recognition de motivates rather than motivates the employees as they no longer meet the Corporate Training needs and the corporate objectives. “Companies are spending more than $500 million annually on service award programs that don't work," says Edward L. Ford, recognition consultant, “and minor changes will not address the problems.

At the same time, with all the downsizing and change taking place in business today, recognition is more important to the morale of employees than ever.

It is imperative that companies take a fresh look at what constitutes effective recognition -- including what the needs of the award recipient are." Giving insights in to the less important award program as compared to reward program, Corporate Training assets that organizations are haunted by myths that were prevalent in 60's and 70's.

The first one that he points out is that “Logo emblems of gold and diamonds make the best award". Where for the myth he gives that the “Corporate emblems are outdated, and 95.8 percent of employees would rather have practical merchandise items as awards". Juts make the horse understand how to carry the cart and drink the water from the well. The rest is done automatically. However, the first part is admittedly hard to accomplish, and that depends upon the managers’ aptitude and Corporate Training competence.