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Teacher motivation and job performance
Teacher motivation and job performance
Purposes of reward within a performance management system
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Human Resource Management Debate:
Performance based rewards is the key to achieve excellent performance
Debate Team 7
Con side
Politically driven reforms like pay-for-performance are nothing more than reflections of public frustration.”
-Wilms and Chapleau
Pay per performance rewards are not for the benefit of employees not even for the companies. This is a tool to lure and attract the top talent in the market and to exploit it. Pay per performance is a kind of sophisticated bribery system in Senior Vice President and Senior Scholar Lewis C. Solmon and Milken J. Podgursky Professor of Economics and Chair do department of economics in University of Missouri-Columbia, did a research and found the following results:
Historical Background:
According to this research the pay performance-based compensations were first started in England in 1710, with devastating results, and teachers also become obsessed with the system’s financial rewards and punishments.
There was a similar system introduced in Canada in 1876. No doubt the test results went up but the caused the teachers to focus on students who were most likely to succeed, making them cram for examinations and they ignored the rest of the student. This experiment came to an end whit a public outcry.
Then in Arkansas an experiment was initiated which tied school funding to student test scorings. This was experimented in 18 cities. There was an increase in the results but they encountered problems as, disorganization, scandals and lack of knowledge.
“politically driven reforms like pay-per-performance are nothing more than reflections of public frustration”( Wilms and Chapleau, 1999)
According to the review provided by Lexington Herald-Leader o...
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...Marshall Goldsmith,“Retain Top Performers.” 2008.
5. McKinsey & Company, “The War for Talent,” 2000.
6. “Reward Lessons from the crisis,” Hewitt Quarterly Asia Pacific.
7. http://www.oracle.com/us/media1/performance-driven-compensation-1720594.pdf
8. http://web.missouri.edu/~podgurskym/articles/files/Pros_cons.pdf
9. Tsung-Chih Wu, Chi-Hsiang Chen, Chin-Chung Li “Journal of Loss Prevention in the Process Industries,” http://www.sciencedirect.com/science/article/pii/S0950423007001362, 2008.
10. Pink, Dan, “RSA Animate – Drive: The surprising truth about what motivates us,” https://www.youtube.com/watch?v=u6XAPnuFjJc, 2010.
11. Workplace Safety & Prevention Services, “U.S. workplace injuries and illness cost as much as cancer,” http://www.healthandsafetyontario.ca/WSPS/News-Publications/News/U-S-workplace-injuries-and-illness-cost-as-much-as.aspx, 2012.
Almost state has gained federal funding from accumulating the test data from all of their schools (Ravitch 107). Data collected from multiple choice questions determines the intelligence of every student and their teachers. The test data is tracked throughout their lifetime in relation to their test scores, graduation dates and other statistics companies such as Amazon and Microsoft use to evaluate different groups (by age, ethnicity, etc) as a whole (Ravitch 107). Ravitch claims there are many problems with this, mainly, tests do not measure character, spirit, heart, soul, and potential (112). Not everyone is the same, and just because one may be weak in math or writing doesn’t mean they’re not smart, resourceful individuals with much to share with the world. For schools to be even seen with a slight amount more than just their test scores, they have to be in great standings with their students’ average test results. The government’s intense focus on test results hurts schools’ ability to be a well-rounded school immensely. In contrast to federal’s pinpoint focus on what students learn, educated consumers desire their kids to have a full, balanced, and rich curriculum (Ravitch 108). Schools need to be more than housing for test-takers. The Education Board may claim students’ proficiency in their testing makes them better people, prepares them for college, and ultimately, the workforce. What they are
Mujtaba, B. G., & Shuaib, S. (2010). An Equitable Total Rewards Approach to Pay for Performance Management. Journal of Management Policy and Practice vol. II (4), 111-121.
It is hard to measure the productivity of teachers and, therefore, it is important to use a single salary schedule in their compensation. In other professions such as engineers,
Even way back then, the whole thinking of giving more money to schools that score higher than schools that score lower seemed like a really dumb way to do things. Now, students have to do testing every time they turn around. The testing not only affects the money the government gives to the school district. It affects the individual students much more. Students that test low are not able to graduate even though they have completed and passed all of their classes.
Companies are increasingly thinking about getting rid of annual pay raises. The positive side of this could redefine reward systems which motivates employees and attract high quality workers. Being that it could also have a negative side, it could prove to be a demoralizing switch that leaves many workers not able to provide for their cost of living. There is a decision to be made throughout companies which will have an effect not only on the company, but on the employees as well.
The above examples of pay show that the more skills, experience employees are with the organization the more they are compensated. Organizations would benefit by utilizing the same practice’s Disney extends to their workforces. For those businesses whose primary purpose of their plan is to only meet compliance requirements could greatly benefit by developing a comprehensive benefit plan. This could help increase their return on investment. The value I believe a business may gain from Disney’s compensation plan is to appeal to competent workers, to maintain those workers, and to motivate workers to direct their energies towards achieving the goals of the organization. Companies can set up policies to conduct a market study on a regular basis to implement a real performance appraisal system and then work on retaining good employees and elimination of poor performing workers. By following Disney’s lead of in obtaining those who best fit their company’s culture and supporting the company’s Mission. To guarantee that the pay structure is externally competitive, a pay survey should be shown. The results of a survey to be valid, the market pay data must be from the relevant labor market for each benchmark job. I would advise that a survey of regional and global pay data should be collected from the company, because for example, most of the office support, HR and operations jobs will be filled by local applicants. A job analysis is the procedure of reviewing jobs in an alike business. The result of this process is a job description “that includes the job title, a summary of the job tasks, a list of the essential tasks and responsibilities, and a description of the work context “(Burke, 2008). A job description consists of the knowledge, skills and aptitudes necessary to do the job. A job evaluation is the process of adjudicating the comparative value of job within a company
The issue of standardized testing has been a highly debated issue in the United States for many years and shows no sign of being resolved any time soon. The No Child Left Behind Act (NCLB) of 2001 was an effort to standardize and improve our education system, but 13 years later it is still in shambles. While many people agree there is a need for some sort of measure for quality education, there is much disagreement about the effectiveness of standardized tests. Some even say federal programs like No Child Left Behind and Race to the Top have gone too far in using test scores to evaluate teachers (Gordon 2013). Unfavorable results from these tests seem to generate more punitive consequences for the teachers and schools than help for the students. The words “high-stakes” are used often in numerous sources to describe the current testing system and refer to decisions that will make a significant impact on both students and teachers. These decisions include repeating a grade or not receiving a diploma for the student and possible loss of a job for the teacher. Standardized testing is an ineffective and expensive way to measure student achievement.
On February 17, 2009, the American Recovery and Reinvestment Act was signed into law (US Dept of Education). According to the Executive Summary of the US Department of Education’s website the purpose of this act was to stimulate the economy, create jobs, and provide funding for education. To encourage education reform at the state level, the competitive grant program, “Race to the Top,” was implemented. This allowed states to apply for grants, provided that certain education reform was taking place within states’ schools. One particular condition under this campaign has led to much debate within our education system, implementing a pay system based on a teacher’s academic performance and the methods used to determine this (US Dept of Education).
What is conflict? Conflict is a natural disagreement resulting from individuals or groups that differ in attitudes, beliefs, values or needs. Conflict exists in organisations because, by their very nature, organisations require social interaction between people with different goals, values, and backgrounds. Recent structural, economic and philosophical changes in the world of work have escalated the likelihood and level of conflict within the workplace organisations. Distinctions must be made, though between positive and negative aspects of conflict in the workplace.
Reward systems have been evolving and growing throughout the years, but there are many types that have always been there. Base pay is the most common, which is an employee’s base wages and salary that they are paid on hourly, weekly, monthly, or annually (Luthans, 2011, p.94). Merit based pay is another type of incentive, which rewards and motivates an individual to perform their jobs to the standards of their employers. According to the text Organizational Behaviors, by Fred Luthans, there are three other options for paying an employee for their performance: individual incentives pay plans, using of bonuses, and the use of stock options. Individual based pay plans are based on the employees output and/or quality. Some organizations use bonuses as incentives to their employees. These are offered sometimes as op...
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.
In “The New Public Personnel Administration,” (2006) performance-related pay in the public sector is discussed. Performance-related pay is a major component of Civil Service Reform II, and “virtually all calls for civil service reform and actual reforms have included some form of PFP (pay for performance),” (Nigro et al, p. 182). The popularity of PFP is partly based “on the proposition that it remedies a fundamental flaw in traditional compensation systems by making pay contingent on performance, rather than the position grade and seniority of the employee” (p.
This essay will discuss the theoretical issues related to human resource management strategies, human resource planning, employment relations, diversity management and recruitment and selection. The essay will compare the differences in human resource management between two airlines, American Airlines and Southwest Airlines. Finally the essay will put forward recommendations to the two airlines in the human resource area. The human resource needs of today’s organisation need to be continually analysed due to constant changing conditions.
new staff waiting to be trained but they don't know what to do. So the
have more of a major effect on the company's health. Irving Burstiner was quoted in in The