Title: Employee Recognition vs.

Employee Equity

Executive summary

Employee recognition is as much an organizational management issue as it is one related to the

basic needs of individuals. Although it is gaining wider and wider currency in sociology and
organizational psychology circles, this complex notion is still fairly vague in the management world.
These are the central questions addressed by this article. The article starts by examining the growing
need for recognition expressed by today's workers. It then goes on to provide an overview of the social
and organizational context surrounding the issue. Finally, it presents the various approaches and
methods used to promote employee recognition, as well as the sources of this recognition within an
organization. Four conceptual approaches to recognition are analyzed: the ethical perspective; the
humanistic and existential view; the work psychodynamics school; and the behavioural outlook. An
analysis of these different theoretical perspectives reveals that recognition takes four main forms:
personal recognition; recognition of results; recognition of work practice; and recognition of job
dedication. The field of recognition, meanwhile, is characterized by the presence of five types of
interactions: organizational; vertical; horizontal; external and social.

Statement of the Problem

1.What exactly problem in employee recognition?

2.What are its limitations and conceptual nuances?

3.What does the act of recognition entail an employee?

Cause of the Problem

The Hygiene Factors of employee recignition ,is the one factors states cause a problem that there
are certain factors related to employees the presence of which will not create a major impact but the
absence of such things will lead to a de motivation to the employees.Employee Recognition is one such
factor when the management fails to do so it will Detroit the employees to a great extent.

Decision Criteria & Alternatives Solution

In the criteria of employee recognition and Equity it's Help the organization to come out from this
critical issue. If you are in the role of HR manager what will be your immediate step to solve this case.If I
was in the post of the HR manager I will try to discuss the issue and ask for the reason from the
management for new recruiting rather than considering available potential talents. I will personally
analyse the reasons provided by management and if acceptable I will discuss the same with the
employees.Everything is possible when a discussion is done. So I will discuss and convince the employee
that this won't happen again in the organization. I will also initiate the collective bargaining process for
reasonable salary hike for the existing employees.

Recommended Solution Implementation & Satisfaction

The recommended solution depends on the specific goals and circumstances of the organization:

1.For boosting morale and motivation: Employee recognition programs can be highly effective.
Regularly acknowledging and rewarding employees for their efforts can create a positive and supportive
work environment.

2.For attracting and retaining talent: Offering employee equity can be a compelling incentive, especially
for startups and companies with high growth potential. It gives employees a sense of ownership and
aligns their interests with the long-term success of the company.

3.Balancing both: Some organizations may opt for a combination of employee recognition and equity-
based compensation to create a comprehensive approach to employee engagement and retention. This
allows them to reward employees for their contributions while also providing them with a stake in the
company's success.

Ultimately, the best approach is one that aligns with the organization's values, goals, and resources,
while also taking into account the preferences and needs of its employees.

Reference

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