organizational behavior Essay

Each employee will be paid based on their capabilities rather than on the characteristics of their job. This will provide an incentive for employees to develop their skills and move into other roles.

Employee expectations are also critical influencing the reward structure. Meeting employee’s expectations is important to generate a motivated work force. The employee’s need and

employees demographics and the link between incentives/productivity can help understand which type of reward is more efficient in improving employee performance.

For the most part, a company’s compensation policy aims to ensure that employees are compensated in a fair and competitive manner. However, the compensation objectives employed by different companies can vary widely. This is especially true when taking into account wages vs. skills, competitor salaries, pay-for-performance, and other elements of compensation, like overtime, incentives, etc. (Snell, Morris, & Bohlander, 2015).

(1) What is suggested mathematically by the fact that employees who received the same performance ratings got different monetary increases?

The right compensation program will depend on the organization’s business strategy and goals. To achieve these, an organization must recruit and select the best possible employees. To attract such employees, there must be an attractive compensation plan. Competitors will be offering different payment options, this may be based on pay rate or special perks, and a company’s stock options. Organizations must be aggressive yet reasonable to compete with competitors. Retaining and encouraging employees to perform at their best may be achieved through an immediate incentive award

Therefore, different job evaluation systems and different job evaluators are likely to assign different rankings to the same set of occupations.

These both tend to describe certain aspects of wages and salaries as they relate to the benefits extended to employees.

Difference of employees is that all employees are categorized both on the type of work they do, and the ways

A company which wishes to attract highly skilled employees would tend to follow which pay policy?

Pay and Rewards – pay and rewards attract, motivate and retain staff. The employment contract which lists rewards, whether it be pay, bonus or benefits, can remove animosity amongst employees and employers. However, recent research reveals that employees are no longer motivated by a financial reward alone, but

b. Employers to pay more productive workers higher rate than others using a “scientifically correct “rate that would benefit both the company and workers.

In order to lay a foundation for a balanced, unbiased and fair system of pay, job evaluation has to be in place. While people may think the focus is on the employee in the position, this could not be further from the truth. The focus is primarily based on the job itself. The contribution of the employee is covered in performance appraisal (Nigro & Kellough, 2014, p. 103). In most organizations where work is being performed, it is structured rather discretely and certain tasks are set into identifiable jobs. Job evaluation is to enhance efficiency and equity in a variety of “core personnel functions” (p. 103). “It is very useful when involving recruitment, examination, selection, performance management, and compensation” (p. 103).

Human Resource requires administrator to compare job titles, skill levels together with the culture of work and remuneration to determine the contributions employees with different jobs and titles make towards accomplishing company objectives. Human resources management considers internal consistency when determining pay rates for employees who do the same work and employees who do different works in accordance with the culture on ground in the organization. The internal consistency depends on how a company is structures reflect the structure and culture of the organization. The pay structure of an organization is its range of pay rates for different jobs and skill levels within the organization (Barney, 1986).

b. Employee empowerment should be considered through incentive systems (i.e, offering incentives to employees based on their needs, for instance, car loan for managers while food/transportation bonuses for the laborers).