Professional Documents
Culture Documents
Part
III
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STRATEGIC
POLICIES
ALIGNMENT
COMPETITIVENESS
CONTRIBUTORS
STRATEGIC
OBJECTIVES
TECHNIQUES
Work
Descriptions
Analysis
Market
Surveys
Definitions
Seniority
Based
Evaluation/
Certification
Policy
Lines
Performance
Based
INTERNAL
STRUCTURE
PAY
STRUCTURE
Merit
Guidelines
INCENTIVE
PROGRAMS
EFFICIENCY
Performance
Quality
Customers
Stockholders
Costs
FAIRNESS
ADMINISTRATION
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COMPLIANCE
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Maslows Need
Hierarchy
Herzbergs 2-Factor Theory
Process
Expectancy
Theory
Equity Theory
Agency Theory
Reinforcement Theories
(desired behavior)
Goal
Setting
Reinforcement
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3. Social Interaction
4. Security
Friendly Workplace
Stable, Consistent Position and Rewards
5. Status / Recognition
6. Work Variety
7. Workload
8. Work Importance
Hazard Free
Training to Learn New Knowledge / Skills / Abilities
2002 by The McGraw-Hill Companies, Inc. All
Cost of Living
Increase
Merit Pay
Lump Sum
Bonus
Individual
Incentive
` Gain Sharing
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Wage
Components
Profit Sharing
Success
Sharing Plans
Risk
Sharing Plans
The
The
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The
How
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Equity
or Fairness
Distributive
justice
Procedural justice
Compliance
Comply
with existing
laws
Enhance and
maintain firms
reputation
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Summary
Employee
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Review Questions
Do you think incentive pay will motivate faster
performance? Is this desirable?
2. Should rewards focus mostly on money, or
should employers work hard to incorporate the
other 12 rewards discussed in this chapter?
3. If you wanted workers to perceive their
compensation package as secure, what
components would you include and which
would you avoid?
1.
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b.
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