The paper "How Nestle Company Utilizes Reward Management Styles" is a perfect example of a case study on management. In a previous session of this analysis, Nestle Company has been analyzed in such a manner that shows how performance in the company is managed and increasingly improved to ensure that efficiency and effectiveness is improved. As observed in this analysis, the concept of performance management is interlinked with the concept of reward management in most companies. In Nestle company, there are a number of reward management systems (RMS) utilized in this company to ensure that their employees are efficiently rewarded for the services they offer.
There are many different manners in which RMS could be applied in many organizations to reward their employees (Hafiza et al 2011, p. 328). In Nestle Corporation, RMS is applied in four different forms namely transactional rewards, individual rewards, communal and relational rewards. Some of these rewards are tangible and measurable for instance through financial forms while others are not measurable (Jiang and Xiao 2009, p. 180). This paper takes an illumination into the various reward management systems that exist in Nestle and other organizations generally.
It will show how the management of the company rewards its employees and ensures that they deliver a quality performance each time so that the goals and objectives of the organization can be reached. Definition of reward management system (RMS) RMS is a system of rewarding various employees in an organization to ensure that they are operating at their utmost capacity (Eisenberger, Pierce & Cameron 1999, p. 678). The main objective of the RMS is to ensure that all the employees in a company are performing well and each one of them is in a position to deliver quality and optimal productivity at any given time (Linz 2002, p.
3). The forms of RMS that Nestle company uses to manage its 280,000 employees, both permanent and contractual, across the various factories in the company have been extensively analyzed in the following paragraphs.
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