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Pay and motivation theory
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A rigorous review of compensation and all its components
Compensation is what is paid to an employee, whether in the form of wages, salary or incentives by the employer for a specific amount of time, skill and effort made available by the employee in fulfilling specific job requirements (Biesheuval, 1984).
Compensation is important in organisations as it conveys information to an employee about their relative importance to the organisation and provides a scale to identify how much recognition they are receiving for their contribution (Harley and Stephenson, 1992). Compensation shows employees how much they are appreciated and worth. The most important differentiating element between jobs is the effort involved in performing a job (Biesheuval, 1985).
• Objectives of pay systems (Harzing and Van Ruysseveld, 1999):
Objective: How to achieve it.
To attract employees: Job salary
To keep qualified employees: Bonus or incentive to stay e.g. shares
To stimulate effective performance: Payment by results
To teach employees new behaviours at work: Multi-skill bonus
To compensate for inconvenient working conditions: A separate allowance
• Monetary and non-monetary compensation
Compensation is made up of many parts. Although money (extrinsic compensation) is the most recognised, other factors can be just as rewarding.
Employee benefits are one type of non-monetary compensation and are intended to improve the quality of work life of an organisations labour force (Sherman and Bohlander, 1992). These benefits make up a significant portion of the wage bill. Although benefits were initially introduced as a bonus to employees, they have since come to be expected in the workplace (ibid). Employee input is integral in determining the type of non-monetary compensation that is the most desired (ibid).
Benefits (Sherman and Bohlander, 1992):
• Medical aid funds including health and dental plans
• Pension funds where the employer also contributes a percentage.
• Employee assistance programs where counselling and assistance are provided with day-to-day issues such as career planning and emotional trauma.
• Education assistance plans where the employer pays a portion towards further study. This often benefits the employer as the employee becomes more multi-skilled and efficient at their job.
• Child and elder care ...
... middle of paper ...
...e company’s overall strategy before determining the compensation structure. The way an organisation uses compensation can drive an organisation in specific directions (Noe et al, 2003). Therefore, great thought should go into deciding what type of compensation structure to use in terms of the whole organisations strategy and the chosen method should contribute to furthering the overall objectives of the organisation (Sherman and Bohlander, 1992). E.g., individual incentives will not fit into an organisation that wants to further a team-based approach to work (ibid). Compensation sends a message about what an organisation feels is important and the types of activities it encourages (Sherman and Bohlander, 1992). Compensation tailoring is an integral method of maintaining the budget (ibid). For this reason, many companies resort to retrenchments in economic downturns (Venter, 2003). An organisations compensation program determines the type of employees that it will attract as well as either increase or decrease the applicant pool (Sherman and Bohlander, 1992).
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Works Cited
Work Motivation and Compensation By Simon Biesheuvel Published 1984 McGraw-Hill ISBN:0074507184
Many employees when looking for a job or deciding whether to stay with their current employment often considers the employee benefits the company offers.
FAS 123 was revised during 2004. For public entities that are not small business issuers, the effective date of FAS 123(R) is June 15, 2005. FAS 123(R) 74 states that all public entities that used the fair-value-based method for either recognition or disclosure shall adopt this Statement using a modified prospective application. Under the modified...
The company Steel Co, which has been established for around 30 years, has been in a steady decline during the current recession and although a Divisional Director has been employed by the owner the fortunes of the company have not improved. The staff is unhappy, unproductive and unimpressed by the Human Resource system that currently exists in the company. The pay structure that currently exists within the organisation has been much debated among employees who feel it is unsatisfactory. The Business Adviser will research Performance and Reward management tools in order to help the company develop a more suitable Performance and Reward system to use. A variety of sources will be used in order to evaluate the system and tools against other organisational frameworks. The pay structure within the company will also be looked at in order to identify any possible changes that could be made.
BUSN140 Mastery Assignment CLO 3 Jacqueline Tinoco BUSN140 Mr. Lewis March 21, 2017 Everyone likes to feel appreciated and valued by their employer. There is no better feeling than seeing your hard work pay off. Being rewarded for a job well done is something that people enjoy and being rewarded does not always mean receiving money sometimes a simple gesture, for example leaving them thank you note for staying late one day makes the person feel like you actually care and it makes them feel good about themselves. Having a good compensation strategy provides a company will a safety net for retaining their employees. Coming up with good compensation plan is essential to establish a successful business.
Offering employee benefits is one way a company must competes in today’s marketplace to retain old employees and attracts new ones. These benefit packages may range from offering basic health insurance to additional discretionary and perk benefits such as vacation and retirement packages. Benefit packages are often a large portion of employee costs and Federal mandates require an employer to carry and offer certain benefits even if they offer nothing else. Federally required employee benefits make up approximately a quarter of the costs associated with employer offered benefit packages. Some of these mandated benefits include Social Security, Worker’s Compensation Insurance, and the Family Medical Leave Act.
Tomax Corporation has 400 employees and wishes to develop a compensation policy to correspond to its dynamic business strategy. The company wishes to employ a high-quality workforce capable of responding to a competitive business environment. Suggest different compensation objectives to match Tomax’s business goals.
Compensation Systems are combined rewards to employees for exchange for labor (Lippincott 2010). There are several different types of Compensation Systems, direct financial compensation, indirect financial compensation and non-financial compensation (Lippincott 2010). Direct financial compensation are wages, salaries, bonuses and commission. Indirect financial compensation are benefits such as leave time, retirement plans, training and employee services. Non-financial compensation are things such as employee recognition and a favorable working environment. I conducted interviews with three individuals from three different generations, the Baby Boomers and Generation X.
Compensation for today 's average worker has always been a highly sensitive topic for any employer. Determining fair compensation can be a overbearing task as there are many contributing factors that make up the general pay scale. When determining pay a company must always consider the hourly amount, the benefits that may be offered, any incentive that could potentially be incurred and ensuring that their employee have an established work life balance. For an employer to be successful in determining compensation for their associate they must remain grounded around 1 key principle. An employees compensation is determined by expertise, education and the daily duties performed by the employee.
Chapter 1 1. The key part of Total compensation Plan is to provide employee benefits. Provisioning of benefits is an elaborate process that considers how the employee fits into the organization’s hierarchy. Living standards and other demographics also greatly influence the benefit plan. For example, the benefits provided to the manager of an organization are somewhat different to the benefits of employees working under him.
A well planned and implemented, vital form of employee compensation can be an effective motivator and contributor to employee performance and job satisfaction which would ultimately benefit the company. It is reasonable, considering that it just makes sense that paying an executive more for better performance is motivational to the executives (Ferracone, 2010). The executives have to maintain a very prestigious lifestyle that fits his status quo and job and this takes more money than what his/her employees make. The CEO/executives has the final duty of all decisions made for the company and have the responsibility towards the company’s reputation and performance.
Management spends a huge amount of time to design incentive systems and schemes to motivate their workers and to ensure they work in their best possible manner. Motivating workers by giving them decent pay helps in winning employees heart to make the work done efficiently, significantly and effectively. The most effective way to motivate people to work productively is through individual incentive compensation (Pfeffer, 1998). An attraction of getting more is a powerful incentive to people for high performance. While most people agree that money plays a major role in motivating people, in organizations there is a widespread belief that money may also have some undesirable effects on morale.
Remuneration management is defined as the sum received for an employment or service delivered, this includes the money received on a monthly basis as well as benefits given as rewards (investopedia,para.1 ). Individualism need to be taken into account when implementing these remuneration structures or reward schemes, equal pay plays a role in balancing earnings among the diverse workforce (Shen, Chanda, D’Neetto and Monga,2009,p.241). The Woolworth’s Holdings uphold remuneration policies which have the purpose of making sure to attract and hold on to the best talent, that they are congruent with the strategies of the company and are the determinants of performance during the short and long phases. The policy considers the board members and the employees. This policy manages employees of the company by giving...
Johnson, Sam T. "Plan your organization’s reward strategy through pay for performance dynamics: Compensation & Benefits Review 30, Number 3: (May/June 1998): 67-72
The foundation for effective job performance and compensation system can be traced to effective job analysis process. Fundamentally, a job analysis should consist of a thorough examination of the job 's duties and knowledge, skills, abilities, and qualities that are required in order to be successful in a specific position, upon which appropriate rewards or compensation can be determined. For many perspectives, jobs are usually made up of requirements and rewards, where rewards may be regarded as a major recruitment strategy for motivating potential employees in order to influence them to stay the organization for a longer period as well as enhance their performance. The most common or basic form of rewards which attracts employees is extrinsic
Organizations are working hard in today’s world of business, not only to remain competitive, but also to focus on stability and structure. Employees are the backbone of an organization. It is becoming more important to offer quality HRM programs to staff, in order to support the retention of trained and experienced staff. Employees have always been concerned with salary however, there is a new focus emerging that looks at compensation as a whole entity. Monetary wages are now just as important as other benefits such as paid time off, medical and dental offerings and retirement. This paper will discuss the importance of the total compensation program which includes many aspects, not just salary. Attention must be paid to equal pay, pay