Different kinds of reward systems include:

Specific Specific Focuses on the desired behaviours and provides the performer with clear 'line of sight' between action and the (business)result.

Personalized Meaningful The value of the reward is 'worth the effort' to both performer and organization

Immediate Timely The rewards are provided 'as timely as necessary to reinforce the desired behaviours that achieve desired results.

Contingent Achievable The results are viewed as achievable, though not easy.

A third way to reward employees is by verbal, visible and non-verbal feedback. This means more then Management By Wandering Around. The annual performance appraisals are not specific and an impossible instrument for motivating employees and directing behaviors. Critical behaviors have to get reinforced immediately and directly. Productive initiatives have to be rewarded personally and sincerely. Management,

Motivating employees and paying them for their contribution to the process, asks for more then a pay system based merely on equity which is based on seniority and job responsibilities. Is it fair that everybody who is labeled a production worker or manager should get the same payment? Paying for a job-description doesn't sound very 'human resource management-like'. And where is payment based on? Mostly, on an internal comparison of responsibilities or a common set of job evaluation factors. Base pay should, however,

Reliable The rewards are provided 'contingent' on taking an action or achieving a result.

· Reward systems need to have a positive impact on behaviour. To accomplish this, rewards need to be: 1) Contingent on achieving desired performance levels rather than on merely doing certain tasks; 2) Meaningful and valuable to the individual; 3) Based on objective and attainable goals; 4) Open to all, and not based on a competitive struggle within the workplace; 5) Balanced between conditions in the workplace (extrinsic) and fulfilment of individual needs and wants (intrinsic);

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