The simulation for this week was based upon operational challenges of a regional airport. This airport was the same as used in the simulation for MGT/330 so continuity bred familiarity and made the assignment easier to understand as basically it was like continuing where the previous simulation concluded. In completing the simulation, attention was paid to how effective non-monetary incentives are in relieving stress, how employee motivation impacts organizational performance, and in today’s business environment, what is the importance of a culturally diverse workforce? The three aforementioned items will be discussed below.
The first question is “How effective are non-monetary incentives in relieving stress?” The answer, per personal experience as well as the simulation, is simple. Non-monetary incentives are just as effective as monetary incentives, if not more so. The simulation acknowledged my non-monetary choices as being the most effective. I had chosen to purchase winter work-wear for the employees so they have effective shielding against the cold and inclement weather. This would most certainly be effective due to lower absenteeism and higher productivity due to employees not finding any possible reason to come in from outside. I also chose a shift-swap program to enable employees to swap their shifts, as well as an established exercise regimen. Both of the aforementioned items were concurred by the assessment as being more effective than on-the-spot monetary incentives as well as shift-differential pay.
The second question is “How does employee motivation impact organizational performance?” The answer is “How does it not impact performance? ...