Overtime Work in Korea

Motivation is derived from an internal force that provides an individual the opportunity to achieve their needs or goals. People are motivated by a variety of things and often have different motivating factors. Employers should be mindful of individual motivating factors when attempting to motivate staff to increase performance. While some people may be motivated by money, many are motivated by things like: recognition, promotion, and increased responsibility. Once an employer has identified motivating factors they are able to analyze a variety of motivational theories to design and implement a program that will motivate employees to go above and beyond what is expected of them.

In today’s world teamwork is being utilized by companies across the globe. Employers are seeing the value of teamwork and what can be accomplished when people put the strengths together. These teams consist of people from different cultures with different personalities. Conflict is inevitable when it comes to group dynamics. Conflict resolution is necessary to keep the group functioning efficiently. This paper will analyze group dynamics and focus on conflict resolution by way of communication.

A Performance-Based Pay system is an increasingly popular compensation method used by organizations to increase productivity. A goal for all companies is to try and remain competitive and control costs, this is a reason for performance-based pay systems becoming more popular. This type of system attempts to link compensation to performance. (Gena Richter, 2002) These systems are directly tied to organization or individual performance and are most effective when based on objective measures of quantity or quality of performance. If we wish to have a direct impact on work motivation, it must be linked directly to the performance of desired behaviors. In order for to put this type of system into place, performance evaluations must be conducted regularly , as well as training and development for those with performance that isn't quite up to par. These additional resources will be necessary for our organization if we implement a performance based pay system. (William B. Bernathy, Ph. D., 2004)

A well-articulated compensation philosophy drives organizational success by aligning pay and other rewards with business strategy. It provides the foundation for plan design and administration and anchors current and future plans to the company's culture and values (Kaplan, 2006, p.32). Recognizing and rewarding achievement is the cornerstone of the company A’s compensation philosophy. The mission of the company is to attract, select, place and promote all individuals based on their qualifications. The company believes that performance-based compensation helps attract, develop and retain talented professionals. In addition to base pay which based upon local market conditions and targeted to be above market, the company provides the following types of potential compensation to reward performance:

With this overtime occuring often, it is impacting the quality of life of this particular employee which must be examined by upper management and a decision must be made to improve the process in a more efficient manner in order to reduce the overtime days.

The North Korean government keeps on requiring constrained, uncompensated work from specialists, including even schoolchildren and college understudies, Human Rights Watch said today. In late meetings with Human Rights Watch, North Korean defectors say they have confronted years of work for either no wages or typical remuneration and either needed to pay fixes or confront extreme disciplines in the event that they didn't report for work at alloted work environments. Defectors answered to Human Rights Watch that they were required to work at an allocated working environment in the wake of finishing school. The viable breakdown of a great part of the North Korean economy implies that a large portion of these occupations are either unpaid or give

North Korea, also known as the Democratic People’s Republic of North Korea, is known for being one of the world’s most hidden country. With hardly any people leaving the country, and hardly any coming in. It is a homogenous country as well, with relatively all North Koreans being of the ethnic group Korean.

Korean workers were constantly associated with vulnerability. For example, they were typically not provided of the amount of money promised. Primarily because of the prevalence of fixed contracts around that time — where the owner of capital commonly paid the owner of labor power after the latter has completed the labor. This allowed capitalist to consume the use-value of the laborer in advance. The laborer has to offer one’s credit to the capitalist.

Motivation in the workplace is one of the major concerns that managers face when trying to encourage their employees to work harder and do what is expected of them on a day-to-day basis. According to Organizational Behavior by John R. Schermerhorn, James G. Hunt and Richard N. Osborn the definition of motivation is "the individual forces that account for the direction, level, and persistence of a person's effort expended at work." They go on to say that "motivation is a key concern in firms across the globe." Through the years there have been several theories as to what motivates employees to do their best at work. In order to better understand these theories we will apply them to a fictitious organization that has the following

Aguinis (2013), teaches us there are many factors that contribute to organizations complimenting an individual performance management system with a team performance aspect. Increased pressures for global competition, the need for product innovation, and the reduction of hierarchical levels in the organization allows for a natural extension of a system that focuses on individual performance only. This paper will analyze the team based reward system designed for the State of Georgia by Georgia’s Department of Human Resources. First, will discuss the positive and negative aspects of their reward system. Next we analyze the labor relations issues facing this reward system and uncover and legal implications the State may be facing. Finally, this paper will make a recommendation to the State of Georgia to improve its current reward system by also taking into account labor relations and legal implications.

1.1 1.2 1.3 1.4 1.5 1.6 Reason for choosing the topic Aims and objectives Company background Definition of motivation Key factors of motivation Motivation models and theories

Employee motivation a powerful new model explores drivers of employee motivation, the levers the managers can pull to address them and the local strategies that can boost motivation despite organizational constraints. Finding of new research introduce a model that establishes the four basic emotional need people exhibit; they are the drive to acquire, bond, comprehend and defend. Also it exhort organizations take an holistic approach to satisfy employee’s emotional needs through its reward system, culture, management systems, and design of jobs. The potential benefit of a motivated workforce to an

An incentive pay program can reward employees who continue to produce superior work or encourage employees who already produce good work to best. Sometimes, use an incentive system when employees are lack of enthusiasm of getting down to work and improving things. If everyone in the same job classification gets the same pay, there is no real incentive to do an outstanding job (French, 1990). Various incentive plans used to motivate all employees such as production staff, sales staff, administrative staff and managerial and professional staff on an individual basis. To be improved employee work performance, the incentive pay programs need to be fairly matched with the employees’ expectation. Properly designed and maintained incentive pay program has the potential to increase employees’ productivity and work performance.

As cited in Zhou, Zhang & Montoro-Sa ́nchez (2011) reward management is a key function in HRM systems in modern enterprises, playing an important role in attracting, retaining and motivating employees (Milkovich and Newman, 2004). Furthermore, Schuler and Jackson (as cited in Esteves & Caetano, 2010) state that the focal point of success of companies today is centered on the effective use of human resources.

1. To identify the causes and effects of having insufficient motivational stimulus/stimuli within a workplace (in connection with McClelland’s drives, Herzberg’s two-factory theory, and Expectancy Model of Motivation).