Ans1: Some of the powerful rewards mentioned in the case are every bit below along with the reason for their being so powerful:
Appreciation dinners for top performers – Commencement of all, providing appreciation dinners just to loftier achievers, sets up a performance standard to accomplish in social club to be chosen for dinners. Employees volition work their best to reach into the 'summit performers' category. Secondly, the reward is goose egg monetary but is a bit more than personal. Inviting for dinners instead of giving a monetary award leads the employees to get recognised. This leads to an emotional connection and strengthens the feeling of ownership.
Offering classes on an invitation-only basis for high achievers: Here also, the reward comes every bit a result of 'high achievement'. Also, the advantage is not monetary advantage but a chance to accelerate their skill. This gives an impression of a 'growth civilization' in the organisation sending signals to the employees that the system is defended to push the achievers higher up the ladder.
All these rewards including recognition dinners and other rewards, has led more satisfied employees with their jobs and inculcated sense of proud amongst employees for their contribution.
Rewards are benign for both employee and employer as:
For employees: Rewards worked as motivational factor.Boost their functioning.
For employer: Helped to increase Revenues and better working culture for the organization.
Ans2: Expectancy Theory proposes that people will cull how to behave depending on the outcomes they await as a event of their behaviour.
Equally per Expectancy theory, Gamal Aziz is using all iii tenets – Expectancy, instrumentality and Valence in a well defined way. Since the organization is clearly defining its policy of inviting superlative performers for appreciation dinners, the expectancy and instrumentality is crystal clear. There is no doubt in being invited to dinner if one is performing well. The reward that Gamal is giving to the achievers is non simply monetary simply is related to the employees on an emotional level. Providing training and inviting to dinners are rewards that attaches to the employees on a personal scale.
One of the other motivation theory that explains the success of Gamal is Hertzberg's two factor theory. As Gamal was taking intendance of both the motivational factors as well as the hygiene factors.
On one manus, he was providing motivation through dinners and raining opportunities (motivating factors), on the other manus he removed the problematic issues like lack of communication(hygiene factor) between direction and employees. These overall lead to his success.
Ans3 –While cutting employees reduces the overall cost brunt on the company, but its output besides falters. Reduced employees either suffer increased burden which will also lead to eventual reduced output. Instead of focusing on cutting employees, this case primarily argues in favor of three other routes, namely – motivating employees, preparation and proper communication. The reason behind their contribution to success and the cases where it may not be true are discussed as –
Motivating employees –Instead motivating the aforementioned number of employees leads to increased overall output. Equally is mentioned in the case – Imagine x,000 employees, all giving something more than what they were giving earlier. This volition pave the road to success.
Training – Similar to previous point, training increased the output of every employee. Grooming also gives them a better perspective to work and even adds to their motivation.
Proper communication – Whatever organization works on the strength of system of advice between its employees. The smoothly the information flows, the ameliorate are the returns.
So, in a way, Communication, training and Motivation are the three pillars of success of any organization.
However, information technology may not be true in the instance where the employees are either not eligible enough to piece of work there or they take become so indifferent that motivating them shows no change in their mental attitude. Or in the instance where technological changes have taken place(introduction of new applied science).For case when computers were introduced and so to reduce cost retrenchment was the only option.In such cases, cutting and replacing employees is the only option company has.

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