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ithout knowledge of the pay scale within calumet it would be difficult to speculate if the remuneration is fair. However, it could be perceived that at a time of economic downturn and high cost of living that all employees would feel better pay would improve their situation. It is also suggested in literature that the concept of relative pay is something that is hard wired in the human psyche and people in general will always perceive their current status as inadequate and most will strive to earn more whether it be for social or economic reasons.

Monetary incentives provide the flexibility for the recipient to spend the money however he/she wants and it may be useful when employees can expect the same kind of reward the following year if they put in the same amount of hard work as before. Employees, whose efforts relate closely to key performance results, such as executives, production and sales workers, may benefit the most from monetary incentives.

However, organisations cannot rely solely on monetary incentives to motivate the diverse workforce due to the limitations it brings. Firstly, according to Herzberg's theory, money can prevent employee dissatisfaction but does not necessarily motivate. Secondly, while employees see bonus payments in a positive light, there are, however, negative impacts on motivation if the incentive plan is not carefully designed. Thirdly, employees may become too engrossed in maximising profitability at the expense of quality.

Working environment.

The key to employee productivity is to keep them motivated. Employees can remain motivated if they feel safe and happy at their workplace.

Employees who do not have a clear understanding of what is expected of them are more likely to exhibit carelessness and the inability to make clear distinctions on which aspects of their job are most important when making ratings about their work assignments. How workers perceive the requirements associated with their jobs and the value of performing those jobs can provide key information to human resource practitioners. This knowledge can aid in several human resource functions, including job redesign, job evaluation, training needs, and performance management. Not only is an understanding of work role requirements useful to human resource managers, but clarity of one's role and responsibilities can greatly impact work motivation, satisfaction, and performance of individual workers, as well.

团队工作——Teamwork

Effective teamwork has a strong relationship with motivation A clear goal is necessary for achievement. Competence has an important influence on achievement motivation. Achievement motivated people like challenging goals but lack of competence can make the goal impossible to reach. There are two types of competencies, both equally important: technical competencies and personal competencies. Technical competencies refer to the knowledge and skills necessary to achieve the team's goal. Personal competencies refer to the personal skills of the individual plus the ability to work effectively in a team and it is this that can make the real difference in team performance. A team of calumet employees, who cannot work well with each other, will generally be out performed by a team of average employees who work well together.

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