SM 7 resp
SM 7 Replies
2 replies of at least 100 words each reply students must incorporate at least 1 scholarly citation in current APA format. The citations must each be from a different source and cannot be the same as those used in their original thread. All 6 sources cited must have been published within the last five years unless the student is citing classic or historical theoretical information. Acceptable sources include the course textbook, scholarly peer-reviewed sources, and/or the Bible, in current APA format.
Feedback from the teacher: For the discussion board replies the thought is to continue building on the conversation, adding only new information that has not yet been touched on about the topic of the prompt. Avoid repeating what you or your classmate have already stated. Statements that merely agree with or restate what you or your classmate has already said adds nothing new to the Disc
Part 1:
Edward Jones seems to be a place that I would enjoy working at, and even thrive working at, due to their unlimited support of making sure their financial advisors are succeeding and satisfied. As for the tangible and intangible rewards that Edwards Jones uses, there are many to discuss but I will try to keep it brief. To begin, the tangible rewards consist of being able to choose the location of their office, being able to see their clients impacted by their services, being paid a base salary, and being paid bonuses, and being paid compensation (Edward Jones Careers, 2016). These are incredible tangible rewards offered by Edward Jones. As for intangible rewards, they are just as incredible and motivating. Aguinis (2012) discusses how motivating nonfinancial rewards are, due to the fact that they usually unlimited, visible, contingent, timely, and reversible (p. 275). Edward Jones’ intangible rewards include endless support, being provided a mentor, and having flexibility over schedule to get more family time (Edward Jones Careers, 2016).
Part 2:
If I were able to choose from any type tangible reward, I would choose to be able to participate in an experience. This could include a trip somewhere, go to a show, do a watersport, or really any type of experience. I feel that this is a tangible reward because it isn’t directly monetary but still has value and is extremely motivating. It is even more motivating when an employee comes back from an experience reward and talks about how enjoyable it was. This alone will motivate others to reach their performance level so that they can experience it for themselves. Saif and Siddiqui (2019) found that job hopping among generation Y employees was positively associated with intangible rewards and negatively associated with tangible rewards. This finding displays the impact that tangible rewards serve for this younger generation. Experiences, gift cards, and merchandise are desired.
Part 3:
As for an intangible reward that I would choose if able, would be given flexible working opportunities that switch up my normal work routine. For example, being rewarded with the opportunity to work from home once a week would be extremely motivating and satisfying. I would not have to worry about commute those days, getting dressed up, while still being able to get my tasks completed and bring in money for the organization. Aside from this, praise and recognition from supervisors and coworkers is extremely motivating to me, as well. Knowing that my hard work is recognized and getting praised for it, is extremely meaningful to me. Channar and Shah (2017) conducted a study on the impact of tangible and intangible rewards on job satisfaction and found that the intangible rewards in the study increased job satisfaction more than the tangible rewards. Thus, being recognized for hard work by nice words rather than money all of the time can have great significance.
Part 4:
This question was tricky. I feel that the most important tangible rewards of being a Christian is being able to enjoy peaceful and beautiful worship music. This is a way for us Christians to feel closer to God and give Him praise. Another tangible reward of being a Christian is having a different outlook on mother nature and how beautiful it is. God is the ultimate Artist, He created beautiful landscapes and peaceful oceans for us to find pleasure in. Psalm 8:3-4 mentions how when we look at the Heavens, the work of His fingers, the moon and the stars, how could we not feel cared and loved? (English Standard Version Bible, 2001, Psalm 8:3-4). An important intangible reward of being a Christian is being able to develop a loving relationship with Christ and allowing our life to be guided by Him. We also are able to feel His peace, joy, and gratefulness. So many places in the Bible mention the importance of feeling at peace, finding joy in Him, and being grateful for all things (English Standard Version Bible, 2001, John 16:33; Philippians 4:6-7; Romans 15:13; Galatians 5:22; 1 Thessalonians 5:18).
References
Aguinis, H. (2019). Performance management. (4th ed.). ISBN: 9780998814087.
Channar, Z. A., & Shah, F. (2017). Impact of tangible and intangible rewards on employees' job satisfaction. Journal of Business Administration and Management Sciences, 1(2).
Edward Jones Careers. (2016, April 5). Best place to work. [Video]. YouTube. https://youtu.be/zfnFanLCmp8
English Standard Version Bible. (2001). ESVOnline. https://esv.literalword.com/
Saif, U., & Siddiqui, D. A. (2019). Tangible rewards or intangible rewards – which play most significant role in increasing job-hopping behavior in Generation Y employees in Pakistan? SSRN Electronic Journal. https://doi.org/10.2139/ssrn.3510943
#2. - Kayla
Question One
To begin, it is important to review the differences between tangible and intangible rewards. Aguinis (2019) explains that tangible rewards usually involve a form of financial compensation, such as a promotion or tuition reimbursement. In contrast, intangible rewards provide a relational return, such as recognition and learning opportunities.
With that said, some of the tangible rewards at Edward Jones were the monetary and promotion incentives. Sara Baker, a financial advisor at Edward Jones, stated that she had the opportunity to be her own boss and owning a company (Edward Jones Careers, 2016). All employees receive compensation from the profitability of the branch. They also have unlimited potential and there are several opportunities to promote within the company. On the other hand, intangible rewards at Edward Jones include office support, employee mentorship, a client-focused work environment, and work-life balance.
Question Two
Money is perhaps one of the most captivating rewards when choosing any job. However, another persuasive reward is receiving the best health benefits. From my personal experience, reliable health insurance can be the difference of saving money or paying hundreds of dollars on a medical procedure. For this reason, I would choose to have the best medical benefit package that the company offers.
In one study, three researchers revealed how tangible rewards influenced motivation. Cahya et al. (2018) observed how rewards increased motivation to learn English at an elementary school in Indonesia. They discovered that intangible rewards, such as praise, increased motivation initially, but was not an effective incentive for long-term motivation. For this reason, they explained that tangible rewards, such as handouts for student performance, resulted in higher motivation and active participation from students. Therefore, the same principles can easily apply to the workplace as well.
Question Three
It can be difficult to find a company that values work-life balance. From personal experience, I would choose this reward because work-life balance leads to happier employees. Throughout my educational journey, I have experienced both outcomes regarding supervisors and their attitudes about work-school balance.
However, companies have recently started to recognize the benefits of intangible rewards. In fact, Corder and Ronnie (2018) studied how the interactions between employer and employee influence motivation at work. The researchers interviewed 13 nurses and five managers from a hospital in South Africa. They aimed to discover common elements of a mutual psychological contract between employee and employer. The findings indicated that the nurses had a need for managerial support and autonomy. Additionally, the nurses expected intangible rewards, such as appreciation, when achieving high work performance. Consequently, this study demonstrates that intangible rewards can increase motivation and fulfill psychological contracts in the workplace.
Question Four
I think one of the most important tangible rewards of being a Christian is receiving God’s love. Another tangible reward is found in verse John 11:25-26 by affirming God’s promise of an eternal life for all who believe in Christ (English Standard Version, 2016).
On the other hand, there are also several intangible rewards of being a Christian. For example, we not only receive support from God, but also from those in our church community. As Christians, we also have the rewarding opportunity to give back and do great works for society. One last important intangible reward is the forgiveness of our sins. As a final point, 1 John 1:9 clarifies that God will forgive and cleanse us when confessing our sins to Him (English Standard Version, 2016).
References
Aguinis, H. (2019). Performance management. Chicago Business Press.
Cahya, T., Kusnadi, A. N., & Anggraeni, A. (2018). The influence of tangible rewards to student’s motivation in 4th grade SDN Sinargalih 1 Ciranjang students. Project: Professional Journal of English Education, 1(4), 350-357.
Corder, E., & Ronnie, L. (2018). The role of the psychological contract in the motivation of nurses. Leadership in Health Services, 31(1), 62-76. https://doi.org/10.1108/LHS-02-2017-0008
Edward Jones Careers. (2016, April 5). Best Place to Work [Video]. YouTube. https://www.youtube.com/watch?v=zfnFanLCmp8&ab_channel=EdwardJonesCareers
English Standard Version. (2016). Crossway Bibles. https://www.biblegateway.com/versions/English-Standard-Version-ESV-Bible/ (Original work published 2001)