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A person can be motivated to work better if there are incentives offered which are considered to be environmental factors (Newstrom and Davis). One of the most common types of individual incentive is money where in the amount given to the employee depends on their salary cap.
there is also a variable pay being given out to reward those who are hitting the target individually. the common . Pay-for-performance plan was the earliest type of incentive plan being given out meaning the salary of each employee depends on their performance (Dessler). There are companies that offer at least 96% short term bonuses in cash while for long term incentives.There are also team incentives being given out to encourage the whole team to work together while since there are metrics that needs to be passed on different levels. Managers on the other hand also have their bonuses and they come in monthly or quarterly releases and most of these incentives they are receiving are in the form of cash. The human resource group always conducts studies and reviews when it comes to salaries and the amount they are offering as compared to other companies that offers the same job to other people like contact centers because they knew it plays a big factor in attracting and keeping employees to stay. If there are any incentives to be given away. Hence we can say that the performance of each employee will dictate the amount of money and salary they will receive at the end of the day. A person works because he or she needs money and people looks for work that will give them the higher benefit both financially and emotionally hence they will look for a job they like that pays well where their talents and skills can be used and enhanced. this is to make sure that the incentive is something achievable by the employees and that the company is able to provide it without compromising the company’s profitability.
bonuses are much higher than their salaries (Dessler).form of incentive is through stock options where in 50% most do it. it means they are also the owners of the organization they are running. There were investigations and the Senate Permanent Subcommittee on Investigations finally figured out that the board executive of the company does know the financial status of the company and how shaky it is. the firm’s accounting group became part of the said manipulation. Bonuses are big part of all employees’ compensation but the top level executives. The purpose of this scheme is to allow managers to own their job because once they get to start having a share of the stocks. Enron is a company that has such type of top executives. There have been reports of manipulation and fraud from the management of Enron to keep their status and bonuses coming in by saying that they were not informed that the company is on the brink of collapse with its financial status. expensive cars and other things that boosts their position while the first line of defense who worked hard to reach company goals (frontrunner employees) receives a small amount incentive to keep them working. Top level executives receives a lot of perks especially if they are working on a multinational company because they can stocks. Because of this. receiving a lot for working less while the employees who works hard works a lot and receives less. The management of Enron then disregard the news and continued receiving lavish bonuses and gifts from the company while . For one.
The company’s management at that time made sure they can still get what they used to get without considering the result of it to those people who works for it like the company’s partners in the business. This leaves hardworking government officials feel bad about their job. Their ideas are selfish because they are only planning things to make them grow but have a total disregard about the impact of it to other people. the stockholders.avoiding focusing on the problem at hand and resolving the financial issue of the company. Merit pay means someone gets a higher pay based on their merits or well job done but the problem is there are government officials who helped their friends and families gets a higher salary under the table. Members of the company felt like betrayed because the management they trust did things for themselves and not to help them grow as one hence everyone losses their job and the chance to retire someday with a pension coming in from Enron. There are people who did great and yet earn less because . This type of manipulation is considered an ethical issue because the management did not ethically consider the people around them. the payment incentive it is using is called merit pay which is easier to cut sometimes if there is no budget coming from the government’s treasury office. For the government though as a company that pays people to make life easier for everyone. the community who will get affected by the loss of their product and the other customers who rely on them.
then go for non-monetary incentives. There are companies who do offer recognition and awards day to recognize and give performing employees a pat on the back making sure to let them know they are appreciated and thanked by the company. With the recognition. our office makes this program called “shout outs” where in every employee who did a great job are given recognition. As long as there are . Is motivation always coming in a form of money? Sometimes not. It is surprising though because everyone find the “shout outs” a good idea and employees pride themselves when they are placed on the shout outs board. This also happens to private companies hence Hay Group’s Rich Sperling advices companies to make sure their policies and commitments should be clear to everyone before even entering their offices. Just make sure to have a good incentive plan that can really motivate individuals and to communicate to each and every one the purpose the reason for such incentive programs (HR Focus). The director of the company started of the program because of the current financial burden we are experiencing yet the director doesn’t want us to feel that we are being ignored or neglected. Personally. If there is not enough money to fund incentive programs.merit system is too slow in processing their request for increase while the higher official’s family and friends gets their merit increase easily without sweat. This is how we are being rewarded and it makes us feel good hence we continue to do our best. employees seem to be more energized and motivated to continue doing what they have been doing.
then we are okay with the shout outs motivation for the meantime knowing that the company is having financial issues at the moment. as long as it is used correctly. Appreciation for a job well one always pays well not only for the company but also for the wellbeing of the employee. then there should be no issue using it to motivate people in working. Regardless if it is a pay-based performance or an incentive based or merit based program. Appreciation plays an important role to keep someone going even if there are no monetary involved. A FrameWork For Human Resourse Management . G.no news of managers taking credits and receiving incentives of behalf of the employees sweat and work. To sum it up. New Jersey: Pearson Education Inc. References Dessler. There are employees who leaves high paying companies because they don’t feel valued at all. (2011). motivating an employee to work with his or best at all times through incentives is a good environmental factor. .
New York: Jun 2010. pg. (2002) Organizational Behaviors Human behaviors at work. Davis.Newstrom. Iss. New York: Jan 2009. K. 1 pgs . Vol. J. 1 pgs HR Focus. Vol. 1. 6. pg. 6. 12. 86. W. 10. Iss. McGraw-Hill Boston IOMA's Report on Salary Surveys.
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