Wait a second!
More handpicked essays just for you.
More handpicked essays just for you.
Literature review on employee engagement
Culture within organizations
Culture within organizations
Don’t take our word for it - see why 10 million students trust us with their essay needs.
Inventory of Facts Susan Superfit is the CEO of The Fit Stop. Susan has undergraduate degrees in Kinesiology and commerce from the University of Saskatchewan. Susan participated in many sports while in university and also sustained many injuries during these sports. While recovering from one of these many injuries, Susan came up with the idea for The Fit Stop. The Fit Stop currently employs a physiotherapist to provide guidance to customers on issues such as injuries or chronic back pain. The individual filing the position of the physiotherapist also has the responsibility of training the other staff members on how each piece of equipment works. The physiotherapist is required to inform other staff members on how the equipment can be used This takes a lot of personal recognition from the employees to make sure no bad mood from an employee is being shown to a customer. Define the Role of Compensation: Employees of The Fit Stop are responsible for assisting customers that may be extreme physical pain. There are some intrinsic rewards attached to being an employee at The Fit Stop, as employees are able to see the benefits their position is offering customers. Although this is a great reward, this isn’t necessarily enough to motivate employees to learn about all of the pieces of equipment or attempt to sell as many pieces of equipment as possible. The need for intrinsic rewards at the Fit Stop is moderate. It is a justifiable reward for some, but in most cases, is not the sole purpose that people are employed with The Fit Stop. The need for extrinsic rewards is much higher than the need for intrinsic rewards due to all of The Fit Stop’s employees being full-time. Compensation will play a role in The Fit Stop because of its long hours, need for some skilled workers, and because all of the employees are Because each of these different positions requires a different level of education and experience, it is assumed that these positions will also come with different compensation options. Base pay will differ between the three levels of employees, beginning with the managers receiving the highest level of base pay (due to their higher level of education/experience) and salespeople will receive the lowest level of base pay. The physiotherapist and the kinesiologist will receive a base pay somewhere in between. Determine the Compensation Level: Although Susan’s plan to “just do what her competitors are doing” (Nelson Education, 2013) may have not been the best approach to follow, it is in The Fit Stop’s best interest to match their compensation policy to those business’s similar to them. There is no need for The Fit Stop to lead with the best compensation options around, but lagging with the compensation could repel employees and could push them towards working for a competitor. Evaluate the Proposed
Frostburg Fit is struggling with an HR strategy, organizational system(s), and retention. Laura Finley, the Office Coordinator, holds responsibilities outside her immediate role such as recruitment, conducting background/reference checks, onboarding, coordinating employee benefits, and finances. With the recent expansion in staff and increase in turnover, Laura is found operating in a Human Resources role without previous experience. Recently, Michelle Cartwright, newest chair of the HR committee and board, has been providing guidance to Laura along with current management team, Tracy Curtis (Director of Finance and Membership Services), and Gail Wolfe (Executive Director). However, there is no immediate Human Resources department
Compensation is made of a base salary (paid by the hour, work or the year; excluding overtime or bonuses), variable pay (bonuses, profit sharing/stock options which work hand and hand with the performance of the company), and benefits (to include health insurance/savings plans – 401(k), or tuition reimbursement). The traditional way of determining base pay for jobs was to compare jobs in the same industry. Now industry and market, no long work by themselves, the current thinking is more person-based that considers knowledge, skills, and competencies of the work. This, however, is best suited for high-performing environments that remain flexible in their deployment of human capital.
As a way to get to know the customers in a more personal level the employees try to create a family-friendly
“With her sweet voice, magical hands, technical precision and absolute determination, Renee put me back together, and I’m golfing again,” states Elyse Wolf, a patient of a physical therapist (Our Equipment). With the help of Wolf’s physical therapist, she was able to golf again. Physical therapists help people recover from injuries and disability health crises. As one prepares for a future in the field of physical therapy, one must consider the job, the educational requirements, the work environment, the wages and benefits, and the potential for the advancement of a physical therapist.
It is inconceivable that people are motivated solely or even mainly by external incentives” (p. 27). Intrinsic motivation is when a person acts upon their own interest and enjoyment. Extrinsic motivation comes from avoiding punishment or obtaining external rewards. Motivation gained from intrinsic beliefs can only come to fruition once everyone is well accounted for. If humans are tasked with mindless routine as jobs, there is a chance that they can be replaced with machinery. When it comes to the workplace, running on extrinsic motivation might boost motivation the first time; however, it starts to dissipate once rewards and incentives runs
This means the other way in which Sports direct can extrinsically motivate their workers is through either extrinsic rewards; “valued outcomes or benefits provided by others, such as promotion, pay increases…” (Huczynski & Buchanan, 2013, 306) or punishment for lack of work. This was shown in the “pick rates” scheme mentioned, if workers did not meet set targets a series of times in a row they would lose their job. The more commonly used method of motivation is the opposite of this; extrinsic rewards. This maintains both worker satisfaction as well as motivating workers to increase output and efficiency. However, whilst this method of motivation maintains both, it is more costly for the business; due to paying extra bonuses, and is not as effective as punishment. This is because not all workers will want to work harder to earn bonuses. Some may be content with their current output and wage, whereas all workers will be forcefully motivated if their employer threatens to fire them for low
Approximately one-third of cases average 8-23 days of time away from work and one-third are results of musculoskeletal disorders” (Deirdre Daley, 2013). As of the publication of this article the number, duration and cost of work-related musculoskeletal problems illustrated the need for Physical Therapist in an occupational/industrial healthcare setting. The skill set of Physical Therapist is ideal for improving efforts related to implementation and facilitation of wellness and prevention programs, restoring functional performance and incorporating return to work plans. Physical Therapist also have the skill set to evaluate workers, improve stay at work and return to work outcomes as well as work toward educating workers on importance of maintaining health, especially in the area of chronic illness such as diabetes and cardiovascular
Scarpello, V., & Jones, F.F. (1996). Why justice matters in compensation decision making. Journal of Organizational Behavior, 17, 285-299.
The decision-making process requires the right research. No work should ever begin without knowing the background and foreground. After reading numerous business journals and consulting with various independent physical therapists, I found the best approach to start this venture would be to know the 4 “C's” of business: customers, competiti...
Typically companies will hire physical therapists to assess the posture and equipment used by employees as a preventative measure if suspect that a worker may get injured or if a worker is experiencing early stage injury symptoms.5 For example, the physical therapist may evaluate the body mechanics of a healthcare professional while performing a lift or transfer. The evaluation, critique, and possible ergonomic change from manual lift to mechanical lifts, may help prevent overexertion injuries or injury due to improper body mechanics. An orthopedic physical therapist will generally not see a patient until they have acquired an injury that requires intervention and treatment. If the injury was a result of repeatedly using bad body mechanics in the workplace, the patient will repeat the injury cycle rather than making a full recovery. Once injured, it is still important to assess the employee’s work posture and equipment used to prevent the viscous cycle of injury and reinjury. Physical therapy ergonomists stress primary prevention and are key players to prevention of workplace
... firm can attract qualified management without causing an influx in operational costs (wages), if portions of employee compensation were to be replaced with stock options; adjusting options with company performance. If accomplished in this manner, every employee would be concerned with how well the company was doing financially. I also recommend that Chuck Lacy find non-financial arguments and data which justify the recruitment of top managers in the marketing and production departments. In addition, Ben & Jerry's could counter employee turnover by establishing new techniques in the recruitment and interview processes to detect candidates who do not share values consistent with those of Ben & Jerry's.
...in with a company as long as they are feeling successful and accomplishing goals. By decreasing the large steps of incentives to smaller steps the rewards will become more frequent and less costly for the company.
Incentive reward engagement offers a win-win situation for the employees and the company. Kelleher believes that incentive is a form of recognition and builds engagement through company’s and employee’s obligations towards a common goal (2014). The company has a “Growth Incentive Scheme” for the production workers. Special monetary incentives are provided should the workers achieve the monthly output target. Through the rewards, employees feel motivated towards their work and thus, contribute towards the company’s
The succeeding paragraphs will explain how innovations in employee benefits can improve the overall competitive compensation strategy of the organization. In order to maintain their competitive edge, companies need to fully understand that as the needs of their employee’s change, so does their benefit plans. Companies need to find innovative ways of engaging employees that encourage and support their commitment and improve their performance.
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