Discussion board - Assignment Example

Discussion Board Affiliation Discussion Board Organizations have compensation plans, but some of the compensation do not meet the requirement standards to make the employees feel motivated to work for the organization. This is because merit pay is not solely adequate to make the employees fully motivated to perform their work to full capacity. Additionally, unmotivated employees are not likely to even meet the minimum performance that is required of them. For that reason, to ensure that the organization administer merit pay and other incentives fairly they should come up with a payment policy that ensures that employees are paid according to their performance in the workplace (Brown, 2002).

By so doing, most employees will work towards ensuring that the organization achieves their goals, and they get paid adequately because there will be job satisfaction as the payment plans are equal among all employees. The fair distribution of merit pay and other incentives makes the employees feel appreciated in the organization because the employer does not allow bias when it comes to compensating employees. In addition, the employer may come up with a payment plan where they can invest in the strong workers, to ensure that the poor workers work towards getting to where the strong workers are or have achieved.

Additionally, it is a means of cultivating the stronger skills in the country to ensure that this workers stay in the organization and use their skills adequately in the organization. It is important for the organization to come up with a way to gather data to ensure that pay-for –performance is equitable and does not amount to favoring one group. The kind of data that is required include the objectives of every employee in the organization. This is because the employee’s objectives indicate whether the employee has similar goals as those of the organization.

Secondly, the organization requires establishing the performance of the employees by conducting performance appraisals to establish, which employees are using their skills for the benefit of the organization. This is because having another perspective from other employees gives the employer an idea of the strengths and weakness of the employee (Heneman, 2002). The other form of data that can be used by the organization to establish pay for performance is to view the employee’s files and establish their commitment to the organization.

By so doing, the employee sees the progress of the employees and establishes areas where they should invest in relation to talent. Linking pay to objective criteria would help in administering pay in the organization because the employer looks at the benefits that the employees have contributed to the organization. In case the employer does not use that criteria it would mean that he is paying the employees for something, they have not done (Schuler & Werner, 2012). Therefore, having quality control measures, profitability and employee low turnover ensures that the organization achieves their goals.

Additionally, in case the organization does not use such criteria the employees would be hesitant to achieve the objectives that have been set. In addition, with more profits the organization can increase the salaries or give the employees bonuses because they are not using their money to train new employees or finance the organization because they are not making enough to sustain the organization. Therefore, in my opinion linking pay to objective criteria is vital for the organization as it also allows growth.

ReferencesBrown, M. (2002). Paying for performance: An international comparison. Armonk, NY [u.a.: Sharpe.Heneman, R. L. (2002). Linking pay to performance. Greenwich, Conn: Information Age. Jackson, S. E., Schuler, R. S., & Werner, S. (2012). Managing human resources. Mason, Ohio: South Western cengage learning.