Perceptional Acceptance Of Rewards Gives Results

Many empirical researches have established perception as a ‘reality’ at the workplace — one that has high influence on employee behaviors.

- Hareendra Kumar

It is not mere rewards but the acceptance of rewards that gives results. Most often, an objectively formulated reward system may not be effective in motivating individuals even though it keeps reasonable level of fairness in distribution of outcomes. Why does this happen? This happens because ‘perception’ acts as the determinant factor of acceptance at the workplace. Whatever be the situation, perceptional evaluation and acceptance are the determinant factors that lead to either positive or negative behaviors. Many empirical researches have established perception as a reality at the workplace, which has high influence on employee behaviors.

Perception is subjective. It is the way in which something is regarded, understood, or interpreted and is a psychological process of observation and interpretation that is influenced by either objective or subjective backgrounds. A situation may be evaluated differently by different individuals because of the difference in perceptions; and due to this, an outcome may not satisfy individuals in a group due to the perceptional differences among group members.

Perception plays a significant role in human resource management. And for effective human resource management, it is critical that HR managers must be aware about the perceptions and perceptional differences among the individuals, as well as those related to their service conditions and the organization as a whole. And effective communication between the managers and individuals is the only way to understand the perceptions and perceptional differences of individuals. To avoid miss understanding, this communication should be open and transparent. Trust worthy dealings from the side of the management has a high influence on employee perceptions.

Perception and rewards