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Performance Related Pay in TYLT Mobile - Essay Example

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The researcher of the essay "Performance Related Pay in TYLT Mobile" analyzes the various findings from the results of the field work conducted on Performance Related Pay in TYLT Mobile. The discussion will include some important findings and how they reflect general trends in the company…
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Performance Related Pay in TYLT Mobile
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Download file to see previous pages In an attempt to practicalize Maslow's Hierarchy of Needs, Professor John Callaghan identified that most people aged between the mid-20s and the mid-30s with graduate and postgraduate qualifications and employment in top companies in modern urban settings tend to belong to Level 3 of the Maslow scale: The Social Belongingness Stage. This is because most of such persons have access to the basic physiological needs because most of them are from privileged backgrounds and have a lot of options and do not see some of these basic needs as necessary. Also, such persons have their social security needs are settled because they possess good qualifications and with the advantage of being young and energetic, such persons have a lot of prospects and have fewer limitations. Their needs are to build social lives like marriage, joining a strong network of friends and building business links. So the best rewards for them include socioeconomic rewards that would enable them to meet their needs. Also, since these young employees have many options, they need hygienic factors that would make them happy in a given workplace and not necessarily motivators. This is because they often tend to select the best work environment and not just a work environment that pays well. The expectancy theory also implies that the effort of these young people who dominate the R&D department of TYLT Mobile will want to blend their individual needs which include entrenching their social belongingness needs into their expectations. These expectations would reflect in their performance at work and it would affect the outcome of TYLT Mobile's output. As such, it is reciprocal for TYLT Mobile to find a way of recognizing continuous improvement and rewarding them appropriately. This forms a hygienic factor which when ...Download file to see next pagesRead More
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