StudentShare
Contact Us
Sign In / Sign Up for FREE
Search
Go to advanced search...
Free

Effectiveness of Performance Related Pay and Reward System - Essay Example

Cite this document
Summary
The paper "Effectiveness of Performance Related Pay and Reward System" states that the link between organizational performance and pay and reward system is often discussed in scientific literature. The debate becomes even more critical when it comes to performance-related pay and reward system…
Download full paper File format: .doc, available for editing
GRAB THE BEST PAPER94.9% of users find it useful
Effectiveness of Performance Related Pay and Reward System
Read Text Preview

Extract of sample "Effectiveness of Performance Related Pay and Reward System"

People come to work for money; it is the reason why every payment increase is highly appreciated by employees. Managers struggle to develop a unique system of pay and rewards to keep employees satisfied with their compensation and retain them in the organization longer. Pay and rewards serve as the main incentives for people at work. Moreover, performance-based pay and reward system pay attention to the contribution of each employee and rewards them accordingly. In most cases, if people are not satisfied with their compensation, they lose motivation to work and search for another employer who offers better work conditions. It is the reason why reward management is critical for any organization.

According to Shields (2007), the main purpose of reward management is to attract new talents, retain experienced employees and motivate all of them to work. There is a wide range of criteria applied to reward system assessment in each organization. Shields states that it must be need-fulfilling, legal, cost-effective, strategically aligned, affordable, and felt fair. If the reward system corresponds to all these criteria, it serves as a work incentive and motivates employees to perform better. Performance-based pay and reward system meets the criteria mentioned above because it estimates each employee individually and in a group finding the right way to appraise the hard work of everyone.

To boost performance in teams, the system of pay and rewards has to consider individual performance and teamwork as well. If teamwork is not considered an important factor, people tend to focus on personal achievement and they start competing with their co-workers instead of cooperating with them. According to Heneman and Von Hippl (1995), it is critical to have a group-based reward system or team-based pay to foster cooperation between employees and boost their performance as a team.

An effective system of payment and rewards does not mean that employees in an organization have bigger salaries. According to Marsden (2003), over-compensation is bad for performance as it usually takes place in poorly managed firms where employers try to "buy" loyalty from their employees. Contrary to them, organizations with the best performance have above-average demands on their employees but all extra loads are considered when it comes to appraisal. In the tax service example mentioned by Marsden (2003), it is clear that managers use appraisals as a tool to control employees' performance. The decline in basic salary and additional bonuses for extra performance positively influenced employees in terms of work productivity (Marsden, 2003).

Heneman and Von Hippl (1995) suggest that individual pay increases for outperforming employees and a team-based system of rewards together have a positive impact on work performance. Moreover, the performance-based pay and reward system is flexible enough to meet the demands of each employee and assess their work progressively.
All advantages of the performance-based pay and reward system prove that it is an effective method of performance management. All employees can get what they deserve and managers can make changes to their system to motivate their employees better. Overall, many employers choose this system of pay and reward because it is proven to be effective in the most successful organizations in the world. Read More
Cite this document
  • APA
  • MLA
  • CHICAGO
(Strategic Reward Management Essay Example | Topics and Well Written Essays - 500 words, n.d.)
Strategic Reward Management Essay Example | Topics and Well Written Essays - 500 words. https://studentshare.org/human-resources/1839025-strategic-reward-management
(Strategic Reward Management Essay Example | Topics and Well Written Essays - 500 Words)
Strategic Reward Management Essay Example | Topics and Well Written Essays - 500 Words. https://studentshare.org/human-resources/1839025-strategic-reward-management.
“Strategic Reward Management Essay Example | Topics and Well Written Essays - 500 Words”. https://studentshare.org/human-resources/1839025-strategic-reward-management.
  • Cited: 0 times

CHECK THESE SAMPLES OF Effectiveness of Performance Related Pay and Reward System

Performance management system for Marks and Spencer

Three performance management systems are set under examination, as of their appropriateness for Marks and Spencer: the Balanced Scorecard, the Goal Setting and the Individual reward system.... the Balanced Scorecard, the Goal Setting and the Individual reward system, are analyzed in particular as of their use in measuring the... Still, the measures taken in organizations worldwide for the standardization of performance are often inadequate.... Still, the measures taken in organizations worldwide for the standardization of performance are often inadequate....
16 Pages (4000 words) Research Paper

Reward Systems and Performance Management

The author of the paper "Reward Systems and Performance Management" will begin with the statement that the term reward system is now taking roots in many organizations throughout the world to increase their performance and efficiency and to gain a competitive advantage against their peers.... The basic aim of the reward system and performance management is to increase the overall productivity and efficiency of the organization.... erformance Management & reward system ...
5 Pages (1250 words) Term Paper

Performance & Reward Management

he definition of Shields (2007) with regard to performance and reward management concurs with the above presented statements of Vince (2002c).... Shields (2007), in establishing the link existing between the concepts, first discussed the purpose of reward management.... d Management, on the other hand, is related to one's understanding of an individual's motivating factors as well as their determination of the pay, bonus and other rewards they receive (Vince, 2002b)....
11 Pages (2750 words) Research Paper

Efficiency and Effectiveness in Relation to Pay Systems

Effective pay system provides incentives to employees based on how effectively they perform their jobs.... The objectives of efficiency in pay system are to link a part of wages.... his paper makes a conclusion that an efficiency wage system gives employers the ability to choose and pick among numerous applicants in order to get the best ones possible.... The second factor that prompts managers to adopt efficiency pay system is intention to avoid shirking....
9 Pages (2250 words) Essay

Performance Management And Reward System

The essay critically discusses the integration of performance management and reward system with other functions of human resource management.... Once the impact of a modification program on the reward system is not taken into consideration, the reward system will become a crucial impediment to people accepting the modification.... On the opposite hand, once the reward system is taken into account and made a part of the modification strategy, it will create a positive contribution to a modification effort....
10 Pages (2500 words) Essay

Effective Reward Strategy

This paper "Effective Reward Strategy" investigates the claim that performance-related pay demotivates losers without motivating winners.... Reward systems consist of bonuses and performance-related pay, besides other incentives.... 'Performance-related pay demotivates losers without motivating winners' (Toynbee 2009).... hesis Statement: The purpose of this paper is to determine whether one agrees with the author of the Case Study who claims that Bonuses and Performance-related pay do not work or have detrimental effects; both supporting and opposing arguments will be investigated....
7 Pages (1750 words) Case Study

The Effectiveness of Pay for Performance Programs

The expectancy theory also discusses certain conditions which foster the use of pay for performance programs in order to achieve desired performance which includes that; the employees comprehend the plan performance goals as achievable, the relation between performance and pay is easy to understand and is made known to all concerned employees, the employees value the reward and find the link between performance outcome and reward size as satisfactory (John Edward.... This paper 'The effectiveness of Pay for Performance Programs' aims at improving the performance of current employees, retaining them in the organization, prevailing fair treatment and equality and attracting new promising employees in order to achieve the organization's short term and long term goals....
7 Pages (1750 words) Assignment

The Use and Impact of Performance-Based Pay Systems

Booth and Frank (2009) argue that jobs with performance-related pay (PRP) can attract workers of higher quality and also induce them to provide more effort in their work.... The writer of the paper 'The Use and Impact of performance-Based Pay Systems' states that the need to give employees more incentive in order to give higher levels of effort, encourage more flexible working and teamwork, and will also direct their efforts towards the achievement of goals and objectives....
7 Pages (1750 words) Coursework
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.
Contact Us