Three essays on top management team compensation

How Compensation Measures Up
  1. Three essays on top management team compensation
  2. Three essays on top management team compensation
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  5. Three Essays On Top Management Team Compensation

Three essays on top management team compensation

Incentives are a critical piece to life. Identifying and rewarding employee performance and contributions are a key factor in creating workplace culture or morale. Employee job satisfaction and self-confidence are boosted when they know that their contributions are valued and appreciated. Strategic Incentives, The Huff Post argues that there are numerous other ways to reward an employee then cash. Once such example is building a corporate culture that identifies good work and performance with perks and words of encouragement and providing a setting where people have a voice and ownership of their work.

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Employers have a wide variety of incentives to choose from. Incentives can be separated into two categories; monetary and non-monetary. Monetary incentives can be a very powerful factor for employee motivation and performance which, sequentially, can lead to important revenue in terms of organizational performance. Herman A. This kind of incentive also includes stipends, traveling allowance and other allowances.

From time to time, there may be pay increases; monetary incentives are also inclusive of this. A bonus is a kind of monetary incentive whereby employees are offered extra cash during celebrations such as Christmas. Profit share is another major source of incentivizing in the workplace.

Profit sharing is when employees are offered shares in the company. Retirement benefits are also monetary incentives where provident funds, pension plans and gratuity Lastly, perquisites and fringe benefits such as education for the children and auto plan allowances are included in monetary incentives.

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  4. On the other hand, non-monetary incentives are those incentives that help to satisfy an employee mentally, socially and emotionally within the workplace. The first kind of non-monetary incentive can be described as status. These help to satisfy the mental, social and emotional state of an employee. Organizational climate is another kind of non-monetary incentive. When an organization allows freedom of work, is considerate toward employees, employees behaviors are majorly impacted.

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    When an employee is promoted, it can also be regarded as a non-monetary incentive. Although the employee will be earning more, promotions inspire employees to improve workplace performance. The job enrichment segment of non-monetary incentives refers to creating jobs with more diversity and a demand for a high level of aptitude. Additionally, employee recognition is a major source of morale in the workplace.

    It is considered an incentive since it is given after an employee has performed well. Although incentives can have a positive outcome, it can also contribute to a negative work culture. Primarily, incentives can create tension or conflict within the workplace since it is a source of competitiveness.

    Three essays on top management team compensation

    Employees can become jealous or envious of other employees who are constantly receiving recognition for their outstanding performance, which may lead to physical acts of hatred. Surprisingly, incentives can eradicate efficiency from low-level performers. Naturally, top performers acquire organizational incentives.


    There exist workers with a steady performance, and possibly their God-given aptitudes are not as distinct as other workers. As a result, they are placed on the back burner when incentives are being handed out. When that steady performance is not recognized, these employees lose confidence in themselves, grow weary, and eventually leave the job since they feel that they are not valued. Furthermore, incentives must have tiers to considered operative.

    Sooner or later, a thank you card or letter gets old. A want for candy may develop. Then, an additional vacation or sick leave. If you run out of milk, you might run out of top performers.

    Also, incentives can change the focus of work into competitiveness instead of quality. The children particularly had an interest in drawing and were separated based on three differentiating conditions. The first group was told they would receive an award if they partook in the drawing test. The second group was not informed about the award until after the drawing activity and the final group did not receive an award.

    The study displayed that children who were expectant of a reward had less creativity during the drawing activity, versus the others who received the award after or no award at all. This study is indicative of the importance of how managers should deliver incentives, even if they are an effective means of encouraging extraordinary performance within the workplace.

    To conclude a director at a product organization needed to discover and settle programming bugs efficiently. Since the developers who made the bugs were also accountable for resolving them, they reacted to the plan by making more bugs in software programs. This activity expanded their payoffs under the arrangement—there were more bugs to recognize and resolve. As a result, incentives should a clear plan and should be monitored.

    Remember: This is just a sample from a fellow student. Google Scholar Gomez-Mejia L. Structure and process of diversification, compensation strategy, and firm performance. Strategic Management Journal , 13 : — Executive compensation: A reassessment and a future research agenda. In Ferris G. Determinants of faculty pay: An agency theory perspective.

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