www.ccsenet.org/ijbm International Journal of Business and Management Vol. 6‚ No. 12; December 2011 Performance-Based Pay as a Motivational Tool for Achieving Organisational Performance: An Exploratory Case Study Francis Boachie-Mensah (Corresponding author) School of Business‚ University of Cape Coast Cape Coast‚ Ghana Tel: 233-332-137-870 E-mail: fbmens2002@yahoo.co.uk Ophelia Delali Dogbe Mount Zion School‚ Accra‚ Ghana Tel: 233-242-965-648 E-mail: eloloid@yahoo.com
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Impact of rewards on employee performance Abstract A majority of companies are confronting several problems linked to worker’s performance. The Rewards system has many affects on workers‚ which rise the degree of work performance and fulfillment. Various studies were directed in the last decades to study the influence of rewards on the workers performance. This report aims to study the link among employee’s performance and rewards‚ in addition to that to identify Cultural dimensions in reward
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References: Martocchio‚ J.J. (2009). Strategic compensation: A human resource management approach (5th ed.). Upper Saddle River‚ NJ: Pearson Education Milkovich‚ G. T.‚ & Newman‚ J. M. (2008). Compensation (9th ed.). New York‚ NY: McGraw-Hill. University of Phoenix. (2004). Riordan Manufacturing Employee Handbook. Retrieved. from University of Phoenix‚ HRM324 - Total Compensation website. University of Phoenix
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References: Milkovich‚ G.T.‚ & Newman‚ J.M. (1999). Compensation (6th ed.) (pp. 317-318). Boston: Irwin/McGraw-Hill. Billikopf‚ G. E. (1995‚ October). APMP Study on Incentive Pay. Quote fromAmerican Nurseryman magazine portion of study.
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Luthans‚ F.‚ & Stajkovic‚ A.D. 1999. Reinforce for performance: The need to go beyond pay and even rewards. Academy of Management Executive‚ 13(2): 49-57. 23. Maslow‚ A. (1970). Motivation and personality. New York: Harper & Row. 24. Milkovich GT‚ Newman JM‚ Milkovich C‚ Mirror T (1999). Compensation: Irwin/McGraw-Hill 25 26. Pervin‚ l.A. (2005). The science of personality‚ New York. john Wiley and Sons. 27. Rothmann‚ S. & Coetzer‚ E. (2002).The relationship between personality dimensions and job
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services. Developing an effective compensation plan requires thorough preparation through several steps. These steps include: determining job value‚ determining overall pay‚ determining individual/Team pay‚ pay delivery‚ and managing pay (Milkovich‚ 2011). Also important is the order in which these steps are completed as each step provides the preparation and data for the next step. Completing these steps out of order may lead to discrepancies within the plan and not doing all the steps may
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The Equal Pay Act or EPA was signed by President John F Kennedy on June 10th‚ 1963‚ and it was one the initial anti-discrimination federal laws and the act made it illegal to pay women and men who work in the same organization different salaries (Snow & Snow‚ 2016). Furthermore‚ this act makes it unlawful for employers to differentiate on the basis of sex in payment for jobs that require equal skills‚ responsibility‚ and effort. Additionally‚ the EPA protects a vast majority of employees working
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skill-based pay system‚ Journal of Management‚ Vol. 34‚ pp. 721-43. Murray‚ B. and Gerhart‚ B. (1998)‚ An empirical analysis of a skill-based pay program and plant performance outcomes‚ Academy of Management Journal‚ Vol. 41‚ pp. 68-78. Milkovich‚ G.T. and Newman‚ J.M. (2008)‚ Compensation‚ McGraw Hill-Irwin‚ New York‚ NY. Dulebohn‚ J.H. and Werling‚ S.E. (2007)‚ Compensation research past‚ present‚ and future‚ Human Resource Management Review‚ Vol. 17‚ pp. 191-207. PAGE MERGEFORMAT 1 Person-Based-Pay
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References: http://www.wholefoodsmarket.com/. Whole Foods Market http://www.wholefoodsmarket.com/values/corevalues.php. Whole Foods Market core values http://www.wholefoodsmarket.com/careers/index.php. Whole Foods Marker careers Milkovich‚ Newman and Gerhart. Compensation‚ 10th Edition
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HR0371: Rewarding Relationships 1 January 2011 NEWCASTLE BUSINESS SCHOOL GROUP 1 Designing a Pay System for FastCat Designing a Pay System for FastCat Group 1(3) 2 Newcastle Business School Assessed work (Group Work) Tutor’s name: Level: Group no: Dr Nick Creaby-Attwood Module No: Module Title: 1 Group Mark: 70 Comments: Introduction and context Discussion of context is clear and provides an effective starting
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