Nobody downloaded yet

4: Recognizing Employee Contributions - Assignment Example

Comments (0) Cite this document
Summary
As competition is growing in the retail sector, the company requires implementing innovative and productive strategies for optimization of effectiveness of resources. Besides various other resources, workforce is an essential resource for the company, therefore it is important…
Download full paperFile format: .doc, available for editing
GRAB THE BEST PAPER94.5% of users find it useful
Assignment 4: Recognizing Employee Contributions
Read TextPreview

Extract of sample "4: Recognizing Employee Contributions"

Download file to see previous pages y structures have been proposed so that employees can be provided with compensation package that is appropriate from individual and team perspective (T. Milkovich, Newman & C. Milkovich, 1999).
The first kind of compensation package is incentive at risk compensation. Under this structure, the company will be focusing more on sales performance of employees as it is a retail company primarily centered towards on physical and online sales. Since sales job involve a certain degree of risk taking, it is necessary that employees are rewarded for their risk taking capabilities. Such an approach motivates high achievers to perform better in their field as well as motivates under achievers to pursue greater hard work. At risk compensation should be monetary as well as non-monetary in nature, that is, apart from performance bonus employees should be appreciated on a large scale for their efforts for boosting their self esteem (Werner & Ward, 2004; Hendry, 2012; Bloom & Milkovich, 1998).
The second approach to compensation structure is add-on incentives. Unlike risk incentives, add-on incentives are not related to sales target of employees. Instead, it is related to various other roles that an employee plays in an organization. For instance, bonus related to employee performance in team motivation, team management, group activities, organizing abilities, task delivering capabilities and so on and so forth can be considered under add-on incentives. Add-on incentives act as a hygiene factor for employees as per Herzberg two-factor theory. It is noteworthy in context of the paper that add-on incentives enhances team and organizational performances by large while at risk incentives motivate employees at individual level to deliver greater performance (Werner & Ward, 2004; Hendry, 2012).
In an increasingly competitive business environment, work pressure on employees has increased by many folds. With increased competition, work related risks have also increased tremendous and ...Download file to see next pagesRead More
Cite this document
  • APA
  • MLA
  • CHICAGO
(“Assignment 4: Recognizing Employee Contributions”, n.d.)
Assignment 4: Recognizing Employee Contributions. Retrieved from https://studentshare.org/human-resources/1655582-assignment-4-recognizing-employee-contributions
(Assignment 4: Recognizing Employee Contributions)
Assignment 4: Recognizing Employee Contributions. https://studentshare.org/human-resources/1655582-assignment-4-recognizing-employee-contributions.
“Assignment 4: Recognizing Employee Contributions”, n.d. https://studentshare.org/human-resources/1655582-assignment-4-recognizing-employee-contributions.
  • Cited: 0 times
Comments (0)
Click to create a comment or rate a document

CHECK THESE SAMPLES OF Assignment 4: Recognizing Employee Contributions

Employee Assistance

...? Employee Assistance Due Article Review Employee assistance programs (EAPs) are designed to enable employers to provide their employees with aid for the “life problems” they may face, which can negatively affect their job performance. These programs may cover issues including, mental health concerns, drug and alcohol issues, spousal problems, financial pressures, child care needs, and anxiety or stress related issues. Many companies opt to bundle the services offered by the EAP as part of their core products provided to the employees; the EAP is presented as “free.” However, that is not actually true, as explained in an article by J. Burke and D. Sharar, originally...
3 Pages(750 words)Assignment

The Relationship between Employee Commitment and Employee Engagement, Employee Satisfaction

...? The Relationship between Employee Commitment and Employee Engagement, Employee Satisfaction Table of Contents Are Committed Employees more engaged than Uncommitted Employees? 3 Is it correct to say that Committed Employees are more satisfied than Uncommitted Employees? 5 References 8 Are Committed Employees more engaged than Uncommitted Employees? Employee engagement is the extent of commitment, desire, satisfaction and work effort of the employees to stay in an organization (Hobson, 2007, p.15). Employee engagement can be referred as...
4 Pages(1000 words)Assignment

Employee Assistance

...in overall company healthcare costs in relation to mental health issues. 4. Have you noticed any trends as to what problems you are currently seeing, and are they easily adjustable? The only problems that I have heard involve employees concerns in regards to whether or not the “counseling services” are completely safe and confidential. However, the company is already working to alleviate the employees concerns on this issue. In truth, all of the professionals involved with the EAPs are legitimate and licensed, when necessary, and follow all the same healthcare privacy and confidentiality laws that are followed in all U.S. medical professions. Therefore this issue will be easily...
3 Pages(750 words)Assignment

Relationship Between Employee Commitment And Employee Engagement

...The Relationship Between Employee Commitment And Employee Engagement Are Committed Employees more engaged than Uncommitted Employees? Employee engagement is the extent of commitment, desire, satisfaction and work effort of the employees to stay in an organization (Hobson, 2007, p.15). Employee engagement can be referred as the creating opportunities for the employees in order to connect with their colleagues and managers in the organization. It also can be referred as creating a healthy work environment for the employees in order to motivate them. It will help the...
4 Pages(1000 words)Assignment

4

.... However, if the guardians are unwilling to live with her, then she may be taken to an orphanage. 3) a. Look at the oil excavation from two perspectives, the good side of it and the bad side. Think about the effect on the environs and the people. When the good outweigh the bad, then you can proceed. However, if there is any form of doubt safely etched at the deepest parts of your hearts, then abandoning such a task would be the plausible thing to do. b. Outsourcing may or may not a company’s best bet. However, outsourcing would be the best option when a company needs to speed up the production process and increase the quality of their output. Division of labor ensures that parties partake on tasks that best fit them. 4)...
2 Pages(500 words)Assignment

Franklin's Contributions to DNA Research

...Franklin's Contributions to DNA Research Franklin's theory of color vision is a major contribution that has been made in understanding how color blindness emanates from DNA. Ladd-Franklin found that some animals are born color blind but later change due to evolution of the eyes. She purported that color distinguishing characteristics came later in the animal life. The path towards color recognition first starts with achromatic vision and then later full ability to recognize colors as animal grows old. Christine Ladd Franklin proposed that the human eye contain substances that make it evolve over time (Scarborough 7). The eye has two stages of evolution at early and old age. Fovea of the...
3 Pages(750 words)Assignment

Employee Motivation

...Employee Motivation The motivation theory of equity s that managers can motivate their workforce or subordinates by making sure that the benefits and rewards the employees receive are in consistency with their hard work. The theory postulates that if employees perceive that the benefits such as salaries they are paid is not equal to the amount of hard work and effort they invest in their work, then employees will experience a decline in their motivation (Gitman 243). This is a theory that I as a manager would follow in order to motivate my workforce. Benefits, especially the monetary ones are resources that are highly desirable to the employees and in...
1 Pages(250 words)Assignment

Listening: Recognizing Good Habits

...if she understood her. My sister is not a good listener because she was trying to do many things at once. 2. Not Paying Attention Some people are not even doing anything, but they are not listening to the other person. My classmate was talking to me about our assignment, but I was not listening to her because I wanted to go somewhere. 3. Interrupting People It is bad to interrupt people because it is disrespectful and prevents others from expressing themselves. A student interrupted his friend, while the latter was talking. This friend looked very irritated and just said to the other student, “Never mind, you’re not listening.” 4. Making Assumptions Without Hearing Everything Some people assume what is...
1 Pages(250 words)Assignment

Employee Appraisals

... of such employees, which may in turn be a big blow to the firm’s productivity. References Dipboye, R. L., & De Pontbriand, R. (2011). Correlates of employee reactions to performance appraisals and appraisal systems. Journal of Applied psychology, 66(2), 248. Erdogan, B. (2003). Antecedents and consequences of justice perceptions in performance appraisals. Human Resource Management Review, 12(4), 555-578. Keeping, L. M., & Levy, P. E. (2000). Performance appraisal reactions: measurement, modeling, and method bias. Journal of applied psychology, 85(5), 708.... Effective Performance Employee Appraisals affiliation Performance appraisal involves evaluating individual employee performance and documenting it....
4 Pages(1000 words)Assignment

Employee's Role in Employee Development

... School: Topic: EMPLOYEE’S ROLE IN EMPLOYEE DEVELOPMENT Lecturer: Because employees are the people who normally have direct interaction and encounter with customers, they can play the role of informing management of the most common customer needs that could be incorporated into the short-term and long-term objectives. What is more, employees have a responsibility of defining the required working conditions needed by them to adequately fulfill the objectives set for them (Aguinis, 2013). Again, the employee is expected to be responsible for providing any work related information needed to set objectives and targets that rightly match the current needs of the organization. Because the subject of employee development is a shared... ...
1 Pages(250 words)Assignment
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.

Let us find you another Assignment on topic Assignment 4: Recognizing Employee Contributions for FREE!

Contact Us