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Certainty
. Participation should be genuine. 

Consistency
. Efforts to establish participation should be made consistently over a long period. 

Clarity
. The purpose of participation is made quite clear. 

Capacity
. The individual has the ability and information to participate effectively. 

Commitment
. The manager believes in and genuinely supports participation. 
5.6 Inappropriate reward systems 
Inappropriate reward systems may occur in practice. For example: 

Bonuses awarded regardless of performance 

Pay rises built into a contract regardless of performance 
In these examples, the employee has no incentive to increase their performance or contribute to the 
organisation's prosperity. An employee could be rewarded with a bonus when they have completely 
failed to meet all their objectives. Another employee may have a contract with built-in pay rises, so 
spends time on the golf course instead of working. Both these examples will cause corporate governance 
problems, as the regime is effectively rewarding failure in the first case and paying for the pursuit of 
personal interests in the second case.
 
6
Pay as a motivator 
Pay 
is the most important of the hygiene factors, but it is ambiguous in its effect on motivation. 
Pay is important because: 

It is a major cost for the organisation. 

People feel strongly about it: it 'stands in' for a number of human needs and goals. 

It is a legal issue (minimum wage, equal pay legislation). 

It enables the organisation to attract and retain individuals with the knowledge, skills and 
experience required. 
BPP Tutor Toolkit Copy

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CHAPTER 15
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MOTIVATING INDIVIDUALS AND GROUPS