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    Case Study: Performance And Reward Management At FedEx

    Number of Pages: 14


    Summary of the research paper:

    A 14 page paper. An introduction identifies the seven broad categories of motivation. A comprehensive discussion and report of reward programs at FedEx is provided. These include strategies such as implementing the principles of total quality management and the objectives for quality improvement, training, categories of awards, rewards and incentives, awards presented to FedEx for their human resource practices. The next section discusses best practices in reward and motivation models and techniques. How some people attempt to manipulate the programs or take short-cuts to receiving awards is reported. Finally, recommendations are made. Bibliography lists 16 sources.

    Name of Research Paper File: MM12_PGrewrd.rtf

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    motivation. The more motivated the employee, the greater that persons productivity and higher the quality of work. The theory and practice of motivational techniques can be categorized into seven  broad strategies: * Positive reinforcement (Accel Team, 2000). * Discipline and punishment (Accel Team, 2000). * Treating people fairly (Accel Team, 2000). * Satisfying employees needs (Accel Team, 2000). *  Setting work related goals (Accel Team, 2000). * Restructuring jobs (Accel Team, 2000). * Base rewards on job performance (Accel Team, 2000). How these strategies are used, which are used  and/or the combination of their use is something that usually differs from one environment to another. This essay will focus primarily on positive reinforcement, treating people fairly, rewards and satisfying  employees needs. Jarvis reported that reward management incorporates "fringe benefits and indirect compensation. A package may include basic pay, insurances, health care, company discounts, performance or merit elements,  car leasing and usage, share options, training grants, paid holidays and pension arrangements" (Jarvis, nd). Performance and Rewards at FedEx When Frederick W. Smith founded FedEx in 1973,  he did so with a number of principles, one of which was to provide professional, faultless service to the customer required (FedEx, 2001). Another was that employees are the backbone  and the core of any company required (FedEx, 2001). These principles have never changed. The guiding philosophy of management is adhering to emphasize people, service and profit, in that order  (FedEx, 2001). The results were high levels of customer satisfaction and rapid sales growth (FedEx, 2001). Smith is a person who has always been able to motivate employees to  share his vision for the company (FedEx, 2001). His own integrity attracted managers who not only shared his vision but who were experienced pilots and entrepreneurs and that is how 

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