Download file to see previous pages...
Another point is that with financial reward workers tend to remain more reliable and honest in work. A contrasting view to this is that the employees can take the employer for granted and also they can end up in accidents due to excessive work. The paper will analyse all four different views and ultimately try to assess whether the pay for performance will give satisfaction to workers.
The first argument states that workers are more satisfied when they are paid for their performance. The employees work more sincerely if they are give incentives for their work. Employees do respond well to incentives for better performance and to recognition for doing especially outstanding work. Employers shouldn’t ignore incentives if they want great performance from their employees. Workers always look forward for ways to achieve incentives for their handwork. Achen(2007)claims that “ Properly designed performance incentive programs not only
employees develop or enhance job skills”. The employees become even more committed once they realize that their work is being appreciated by the employer. They will try all the more to be sincere in their job and try to enhance their working skill to bring more productivity.
The second argument is that when the employees are paid for performance they bring in more profit to the organization..According to Blinder(1990,p.41), “ Since incentive system pay more to more productive workers, workers who are inherently more productive will tend to sort them towards incentive – using firms”. This shows that incentive giving companies receive more hardworking employees which in turn will increase their productivity.Billikof (2006)states that “ Incentive pay has the potential to increase worker productivity if properly designed and maintained.”When the workers see that they are achieving financial reward for their work they are encouraged more to do better performance .They feel like achieving the goal of
...Download file to see next pagesRead More
Al Sabah Hospital in Kuwait has taken this into consideration and has employed several measures in order to provide best care and satisfaction to its employees. Studies indicate that doctors, nurses and other employees in any health care centre stay longer and perform better when they are satisfied at their work place.
The paper operates mainly based on research question which can be stated as follows: Is performance related pay a proven path to improving employee performance and job satisfaction? The researcher states that the performance related pay systems do have some inbuilt lacunas, and may not serve the desired purpose, if not imbued with some salient attributes.
This information may include the employee’s output, the technical method (adhering to efficiency, effectivity or company-standards) of carrying out a service or making of product, and the individual contribution to the group, organization or company performance.
The recent attention in respect to the employee behaviour given by different business Medias to the process of harnessing of intellectual as well as social capital of different organisational members to gain competitive advantage underlines the growing significance of organizational citizenship behaviour (OCB) in order to achieve organizational success (Lapierre and Hackett, 2007, p.539).
The author of the paper studies the definition of satisfaction. Namely, some terms connected to the study are given. Locke, for instance, defined job satisfaction as "a pleasurable or positive emotional state resulting from the appraisal of one's job or job experiences". While Spector looks at it as a psychological variable that is related to the feeling of an employee about one's job.
The attitude of people is highly linked with organizational success or failure. An organization with happy employees is more likely to be successful than another organization whose employees unhappy (Hellriegel & Slocum, 2004:53).
To answer the question on what factors influence job satisfaction amongst employees, the researcher used the survey method to gather data.
Job satisfaction is an important factor in different industries especially in high-risk environments because high levels of productivity characterized by work efficiency is a prerequisite for the work environment. Due to the peculiar working environment of the petroleum industry, human resource management becomes an important corporate strategy.
This study has found that both POS and job satisfaction are negatively related to turnover intentions in Chinese construction SMEs. Also, the data showed that turnover intentions could reduce job performance. However, the
I would not have been able to gather the necessary data for this study if not for these two wonderful men in my life.
The aim of this research was to investigate the relationship between job satisfaction and job performance of some employees