Final answer:
To ensure rewards are valued by employees, organizations can tailor rewards to team dynamics and individual preferences, align them with controllable performance, and consider gainsharing. Autonomy and work content are significant factors in job satisfaction. Scientific management aimed at increasing workers' efficiency, mirroring modern reward systems' goal to align employee and organizational objectives.
Step-by-step explanation:
Organizations seeking to ensure their reward systems are truly valued by employees can take several actions. Firstly, they can use team rewards for interdependent jobs to foster a collaborative environment where team achievements are recognized. Secondly, directly asking employees what they value in a reward system provides insightful feedback that can tailor rewards to employee preferences. Thirdly, ensuring that rewards are aligned with performance within the employee's control can increase the feeling that the reward system is fair and merit-based. Additionally, implementing gainsharing where employees receive financial benefits from the company's success can motivate and engage them in the organizational goals.
In terms of overall job satisfaction, factors such as work content and autonomy have been found to be highly predictive. Effort, compensation, and the value of contributions to the social product are also important considerations in how people perceive rewards and satisfaction in their roles. This reflects in the concept that some may find hard work as its own reward, highlighting the intrinsic motivation that drives job satisfaction for some individuals.
The goal of scientific management was to increase workers' efficiency and not necessarily to raise workers' pay. This approach underlines the importance of a systematic rewards system designed to motivate employees and align their goals with those of the organization.