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Essay / Research Paper Abstract
A 6 page paper discussing compensation models, reward systems and planning for contingency needs in the military. There is no question that both the US and its military have entered a new era that no one wanted. As is the case in compensation and reward systems in the private sector, the military will need to assess the future long before it arrives, and plan for it well. Bibliography lists 7 sources.
Page Count:
6 pages (~225 words per page)
File: CC6_KShrMilFut.rtf
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Unformatted sample text from the term paper:
As globalization of business continues to progress, many organizations have come to realize what military personnel have known for decades: compensation and reward that are appropriate at
home often lose much of their relevance outside US borders. Military families within the US often face financial challenges that would have been unthinkable in the past - such
as a family on welfare to subsidize military pay. There is no question that both the US and its military have entered a new era that no one wanted.
As is the case in compensation and reward systems in the private sector, the military will need to assess the future long before it arrives, and plan for it
well. Compensation Models Much has been written and discussed about expatriate compensation as various authors seek to create a workable compensation model for
the private sector expatriate (Bloom, Milkovich and Mitra, 2003). Most of these efforts focus on executive compensation, because that is the level of employee that the private sector sends
abroad. The reverse is true in the military, of course. Engle and Mendenhall (2004) present a model that "focuses on pay emphases
in the areas of experiences (inputs), activities (processes) and rewards (outputs) in a global context" (p. 613), but their primary point of focus also is on executive compensation in overseas
markets. Even so, the concept has application to the military in that it is set in a foreign culture where total compensation sets the expatriate apart from citizens of
the area in which the individual is working. Risher (1997) reviews the standard approach to compensation to illustrate that pay "programs have been
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