Final answer:
The provision of a paid day off as a reward for early project completion, like in Woodrow's case, ties into efficiency wage theory, where higher rewards can increase productivity and employee retention. However, whether such rewards should be given to other employees depends on several factors, including the similarity of their work, achievements, and the importance of avoiding discrimination.
Step-by-step explanation:
The question fundamentally deals with the concept of work incentives and rewards in a business environment. The scenario described where Woodrow is given a paid day off for delivering a project ahead of schedule raises questions about whether this should set a precedent for all employees who meet or exceed expectations.
From an efficiency wage theory perspective, providing better pay or rewards such as paid time off can increase productivity and motivate employees to work harder and stay with their current employer. However, applying such a reward system uniformly can be complex, as mentioned by Davis and Moore, where recognition of the importance of work through differential rewards encourages people to work harder.
Nevertheless, caution must be taken to prevent any form of illegal discrimination, and rewards should ideally be based on measurable performance criteria to maintain fairness and motivation across the workforce.
Different factors play into whether such a reward should be replicated for others, including the similarity of the job's nature, the level of accomplishment relative to job expectations, and the potential for discriminatory practices. While rewarding employees can be beneficial, it is crucial for employers to consider these factors carefully to sustain an equitable and motivating work environment.