Solution Rewards are extrinsic when they are earned from the outcome of a job or performance, for example, salary, promotion and bonuses (Malek et al., 2020). These reward are tangible and contributes to employees by helping them to meet their physiological needs and motivation. When we talk about extrinsic rewards, employees are more concerned with money as a form of motivation for their efforts. They are very important in employee lives and their standards of living. Maslow hierarchy o...

Solution Employee benefits are forms of rewards that employee receive, but not in cash. The cash is catered by the employer, meaning the organisation will incur the costs (Cotton, 2022). Car allowances – Body Image may provide car allowance when the job needs it or to recognise employee job status (Cotton, 2022). The merits of car allowance include saving employee travelling costs, fuel costs and maintenance costs. It is the company that can incur all these costs and not the employee....

Solution People performance is the ability of employees to complete their duties and responsibilities as required by their employer. Organisational performance is the ability of an organisation to achieve its goals and objectives (Anwar and Abdullah, 2021). People performance can be measured through the time taken to complete a project successfully and ability to produce high quality goods and services. On the other hand, organisational performance is measured using key metrics such as p...

Solution Reward policy initiatives are guidelines that help organisation to design and implement fair, transparent and equal rewards (Jin et al., 2020). Examples of reward policies within Body Image could be total reward policy and achieving equal pay. Implementing these policies will require a number of steps: Assessing the current policy initiatives – The first step in implementing a reward policy is to start by assessing the current policies available at Body Image. Body Image HR c...

Solution Importance to culture Principles of rewards impacts organisational culture by setting positive behaviours and attitudes within the organisation. If Body Image wants to create an innovative culture, then it will need to reward employees for their creative ideas. This has positive culture that is crucial for keeping employees. Reward designed around principles of rewards can connect employees to organisational purpose because they help to integrate values and ethos into culture...

Solution Principles of rewards are approaches that Body Image can take to deal with reward practices and process. They are basis for effective reward policies and provide organisations with guidelines for decisions related to rewards. Function consistently – Reward decisions do not vary arbitrarily and without due cause between different employees. Transparency – Reward practices and processes should be communicated to stakeholders affected (SimanTov-Nachlieli and Bamberger, 2021)....

Solution Culture A positive working culture does not happen spontaneously, but it must be created through different ways including LMD initiatives. Proper training is the most important way to improve organisational culture (Alshammari, 2020). Organisational leaders and managers must raise up to improve their team’s comfort level. If people lack confident to speak to their leaders and managers, opportunities for reinforcing culture may get lost. Organisation values get lost because of lac...

Solution Stakeholder management describes the process of organising, monitoring and improving relationship with stakeholders (Carroll and Brown, 2022). Stakeholder’s management matrix provides a framework in which stakeholders are identified and managed based on their influence and power. Stakeholder management process starts by identifying stakeholders, identifying their needs and prioritising these needs. The importance of managing stakeholders to have positive relationship with them, invo...

Solution Learner engagement The success of a LMD initiative can be reflected by the level of learner’s engagement. Learner engagement reflects the efforts and amount of time participants invest into their learning process (Vulpen, 2021). It means people are taking enough time to process learning material produced and sign up. When employee engagement has improved, it means the LMD was successful. The more people will provide positive feedback about training, the more they are engaged with...

Solution Diversity Diversity in the workplace means having differences in gender, education background, cultural backgrounds, age, religion, abilities and beliefs (Ali, 2022). Diversity in LMD initiatives is integral to achieving equality and recognising that people are different. It is about understanding that there is no one-size-fit for all and hence, learning materials should be designed in a way that recognises individual differences. Some key aspect to consider when designing LMD in...