Employee work best when they know a sure reward is awaiting them. Employee-employer
relationship is a symbiotic relationship based on mutual benefit for all the parties. Show me the
money is one of the approaches to performance management which can be implemented in any
organization to motivate employee to work towards the organization’s goals and objectives in the
following ways;
Salary pay structure is one of the ways in which a company can adopt show the money approach.
In most cases, employees who are well remunerated and given a good salary package usually
perform better than other employees. It is therefore recommended for a company to adopt a
salary scale that compensate and recognizes efforts. Where employees are well paid, employee
retention, performance and discipline of the employee is very high.
Allowances are monies paid to employees for a given reason that is not part of the salary.
Allowances such as sitting allowance for meetings, travelling allowance, house allowance,
holiday allowances, and acting allowance for people in acting position motivate employees to
give their best in their duties. For example, people will hardly fail to a meeting where there is
sitting allowance and where there is acting allowance, employees will be readily available to take
the role in case of there is need of a person to act.
Bonuses, pension and other benefits will motivate employees to be disciplined, help to retain
employees as well as motivate them to achieve their goals. When an employee know that they
will get a bonus when they heat a given target, then they will work extra hard to achieve that
target. As a result, the company will make profit out the efforts.
Use this approach has benefits such as employee retention, motivation and royalty, aspects that
are crucial in helping an organization meet its goals.
RUNNING HEAD: Choosing a Performance Management Approach at Show Me the Money
References
1. Van Iddekinge, CH., Aguinis, H., Mackey, J. D., & DeOrtentiis, P. S. (2017). A meta-
analaysis of the interactive, additive, and relative effects of cognitive ability and
motivation on performance. Journal of management.
2. Campbell, J. P., &Wiernik, B. M. (2015). The modeling and assessment of work
performance. Annual Review of organizational Psychology and organizational behaviour.