|
(2007, 2700 words)
In this paper, Individual Performance Related Pay (IPRP) is discussed as a mechanism for rewarding employee performance to discuss the 'extent to which it can stimulate higher levels of performance from employees'. At the onset the concept of IPRP is elaborated upon, followed by snapshot of extant literature that is linked to it. The emergence of IPRP is critically discussed in context of multiple attributes like bureaucracy, hierarchies, size, and also affiliation. Preferences stemming from performance, occupational, and sector specific issues are also contextualised.
(2006, 17 500 words)
This dissertation examined the relationship between total reward systems and employee retention at Marks & Spencer in order to understand how different types of rewards impacted upon employee satisfaction, motivation, retention, and ultimately, firm performance.
(2006, 1000 words)
The paper examines the bonus scheme currently used in Healthy Start Plc identifying the problems related to it, suggesting alternative schemes, and highlighting their advantages and disadvantages.
(2006, 2000 words)
The paper examines the theoretical foundations of human resource management addressing the issues of workforce incentives, defining the concept of performance based pay and outlining its advantages and disadvantages.
(2006, 3000 words)
The paper examines the system of financial and non-financial rewards known as ËCafeteria Benefit SystemÌ (CBS) describing the advantages and disadvantages of life-cycle flexible benefits and reporting on the implementation of CBS in the Indian company.
(2006, 3500 words)
The paper examines the issue of executive compensations (EC) reviewing the agency theory, pay-power relationship, chief executive officer (CEO) compensation practices and EC regulations across countries. The structure of various compensation instruments and their effects on executives and shareholders are discussed highlighting innovations in executive pay packages.
(2006, 1000 words)
The paper reviews psychological approaches to motivation and reward focusing on performance-related-pay (PRP) reward system and analyzing it from the perspectives of the expectancy-theory and the goal-setting theory. The correlation between monetary incentives and performance is discussed.
(2005, 2500 words)
The paper discusses human resource strategies focusing on reward management and examining the effects of the reward system on employees’ behaviour. Types of reward schemes are reviewed revealing the mechanisms of motivation behind them. An example of profit sharing schemes used in high-tech industry in Taiwan is discussed.
(2005, 10500 words)
People are the key asset that firms trade on, especially within the management consulting industry. However, the ability to leverage the internal knowledge that resides within them and encourage best practice is more difficult than might be expected. Linked in with the firms corporate and HR strategies, reward management becomes an integral tool to encourage the active sharing of knowledge. However, it is also important in reducing labour turnover, especially in tight labour markets, as well as motivating employees to improve organisational performance. This dissertation examines the linkage between corporate, HR and reward strategy, as well as some key aspects of financial and non-financial reward management. Next, it asks the question: To what extent can Accenture use remuneration as a means of reducing turnover and motivating employees. The analysis involves understanding the competitive environment within which Accenture competes through to the emphasis the firm places on different types of remuneration package. This dissertation would be useful for anyone interested in the linkages between corporate, HR and reward strategy, as well as those interested in reward management, the psychological contract and work-life balance and there application to a real life case.
(2005, 3500 words)
This paper examines employee recognition and incentive schemes and their role in motivating people. Areas of motivation discussed include Intrinsic and Extrinsic motivation; Equity Theory (Adams); Instrumentality Theory (Taylor); Theory X and Theory Y (McGregor); Hierarchy of Needs (Maslow); and Two Factor Theory (Herzberg). The paper uses examples of recognition and incentive schemes from the public and private sectors. Schemes discussed included vouchers, gifts, non-financial rewards, cash rewards, and public recognition and award ceremonies. Recognition and incentive schemes at Virgin Trains, Orange and Brent Council are briefly analysed.
(2005, 1000 words)
The paper seeks to identify how employees can be induced to operate in the best interests of their company. The issues of the principle / agent relationship are addressed; incentives in the form of compensation measures to employees are outlined including piece rates, time rates, profit sharing and compensation through stock appreciation.
(2005, 3000 words)
The employers in the entrepreneurial 1980s had put a great effort to create a new performance-oriented culture and attempted to improve individual and organizational performance. In this context, the performance-related pay (PRP) became popular as a reflection of the ‘enterprise culture in the late 1980s. It has been adopted with great enthusiasm in many areas of white-collar employment in both public and private sector. PRP ‘offers individuals with financial rewards in the form of increases in basic pay or cash bonuses which are linked with an assessment of performance, usually in relation to agreed objectives (Armstrong, 1996). Its unique feature is that individuals financial rewards are based on their individual achievement rather than job content and effort. Although PRP has much predominance comparing with previous reward systems, the implementation process still causes many problems. It seems that PRP works well in theory but not in practice. This essay will focus on this debated issue. It thoroughly examines the theory about PRP and demonstrates its benefits. Then it continues to explore some key problems in the implementation at practical level. Finally some conclusions are drawn about the appropriateness of PRP and some proposals on introducing PRP are provided.
(2005, 1500 words)
The paper discusses the effectiveness of Performance related pay (PRP) in HRM practices providing a review of literature on the theory and history of PRP in Britain. The effects of PRP on the employees are discussed; its advantages and disadvantages are outlined. Conclusions are made about the use of alternative practices in some organisations.
(2004, 2500 words)
The report evaluates the determinants that influence the pay levels of executive directors in major corporations in UK. The paper discusses how companies could build better incentives and the actual measures of the pay levels. The writer tends to highlight the role of CEOs within the company and their importance in regards to remuneration. Reviews the principal agent theory, corporate governance and the competence of CEO in task complexity. The report reviews the remuneration practice in three UK based publicly quoted companies (House of Fraser; Marks and Spencer and Debenhams) in order to show the way pay levels are determined.
(2004, 2500 words)
The paper discusses the determinants that affect the pay level of CEOs. The discussion outlines the role of CEO in the organisation and the relationship between his importance and remuneration level. The discussion reviews various theoretical stances as principal-agent theory, corporate governance and external ownership, and task complexity and CEO specific skills and competence. The paper reviews the remuneration practice in three UK based firms (Barclays Bank; HSBC Bank Plc and Royal bank of Scotland) in order to show the way pay level is determined in real life situation.
(2004, 3500 words)
This essay analyses how to evaluate whether performance-related pay in an appropriate policy for employees and managers in a multinational company and is referring to the definitions of performance-related pay; performance-related measures; payment mechanisms; PRP based schemes; problems associated with performance-related pay; criticisms of PRP schemes and application of all mentioned above for the multinational company.
(2004, 3620 words)
The way in that an organisation both monitors staff performance and rewards that performance is of crucial importance. An ill-conceived set of employee performance metrics and reward incentives can produce unintended behaviour, de-motivate employees, harm the strategic intent of the organisation and ultimately damage profitability. The task of designing a set of performance measures and reward incentives is therefore fraught with dangers, whether it be intended for shop-floor workers, middle management or your board members. This paper aims to look at different employee performance measurement and reward techniques, some traditional and some modern, and highlight the issues surrounding them.
(2002, 1500 words)
As one can see, there are advantages and disadvantages to both, individual and group PRP schemes. I dont think it possible to be able to generalise and say that one is better than the other, and that firms should use only one or the other. It mostly depends on the type of goal the firm is setting, what they want to achieve, and how they want to achieve it, which can help decide which system to use when. PRP schemes on the whole, are being used so far and wide these days by firms, and it is essential to the overall success, and progress of the firm, that they know when to use which type of scheme. Thus, I think it is not possible to say that organisations should employ only PRP schemes, I think it mostly depends on the situation, and the goal to be achieved.
(2003, 2500 words)
This paper discusses intrinsic and extrinsic motivation along with theories and perspectives that help managers influence employees. It analyses Maslow's hierarchy of needs and how it relates to the "What's In It For Me?" perspective, how Maslow's theory and the goal-setting theory relate to the Motivation Machine perspective, and how compensation can be used as a motivational tool.
Page 2>
|
