Reward for work and work for reward

Define the principle Meritocracy is the key part of the principle A system that rewards hard work and talent When people are rewarded based on their abilities and hard work, they are encouraged to do well Give everybody in society an equal opportunity to achieve their best and be rewarded for their performance, regardless of race, religion and socio- economic background

Related government policies Housing Education Healthcare

Housing Progress Package 2006 o Help lower income households with living expenses Additional CPF grant o provide more affordable housing options o the Workfare principle, at least one of the flat buyers must have been working for two years prior to the flat purchase to qualify for the grant o cover 40% of first-time buyers, or an estimated 6,000 households annually

Education Education policy o Students who perform exceptionally well in their studies and co-curricular activities are rewarded o The Edusave Scholarship and Merit Bursary schemes reward the top 10% and 25% of students in schools and the Institutes of Technical Education

Healthcare Progress Package 2006 o Help the elderly meet retirement healthcare needs Top-ups to CPF Special / Retirement and Medisave Accounts o For Singaporeans aged 50 and above, their CPF Special or Retirement and Medisave accounts. o These top-ups will be tiered by age and Annual Value (AV).

Successes Progress Package 2006 o Share the earnings of the country with all Singaporeans. o e.g. Top-ups to CPF Special / Retirement and Medisave Accounts, Additional CPF grant o Every adult Singaporean will receive at least $200 of Growth Dividends and many Singaporeans will receive more.

Successes Education policy: Edusave Scholarship o The Edusave Scheme to maximises opportunities for all Singaporean children. The Scheme rewards students who perform well or who make good progress in their academic and non-academic work, and provides students and schools with funds to pay for enrichment programmes or to purchase additional resources.

Grievances Intrinsic Motivation vs Extrinsic Rewards o Extrinsic Rewards system  Not as effective as intrinsic motivation  Many implications  Interest  Performance

Grievances Intrinsic Motivation o Aware of a wide range of phenomena  Complexities  Inconsistencies  Unexpected possibilities o More creative, well finished output

Grievances Extrinsic Motivation o Narrower attention focus o Shortened time perspectives o Affected  Long term commitment  Job satisfaction Work hard to gain social approval o Deficit motivated behaviour

Bibliography Beswick, D. (2007). Intrinsic Motivation and Extrinsic Rewards. Retrieved June 29th, 2011, from Beswick.info: htm -grants-awards/

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