Here is the synopsis of our sample research paper on PERFORMANCE RELATED PAY TO IMPROVE EMPLOYEE PERFORMANCE. Have the paper e-mailed to you 24/7/365.
Essay / Research Paper Abstract
This 4-page paper relates performance based pay as a means toward improving employee morale. The paper examines expert opinion to determine if, indeed, this method is a good one to motivate and improve performance. Bibliography lists 4 sources.
Page Count:
4 pages (~225 words per page)
File: D0_MTperrel.rtf
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Unformatted sample text from the term paper:
intimidation to the reward system. Within the reward system are a variety of methods to award good work; among these are performance-related pay.
Using pay to reward good performance is not new - after all, bonuses and commission are two very popular ways to both reward employees and hopefully spur more motivation
to higher productivity. But there is more to performance-based pay than simply slapping a bonus on someones year-end paycheck. Performance based pay,
according to the experts, needs to be considered in every facet of employment, including recruitment, retention and motivation of a workforce (Bradley, 1996).
Bradley points out that with organizations being "flattened" to reduce costs, promotion opportunities as rewards are also disappearing (Bradley, 1996). As a result, pay increases tend to be the
best tools to reward employees (Bradley, 1996). Furthermore, research has determined that individually, employee attitude surveys have demonstrated that employees believe that the most preferable means to reward is to
tie pay to performance (Bradley, 1996). Added to this, however, is the large gap (at least in the minds of the employees) as to how rewards tend to be distributed;
most individuals believe there is a large gap between pay and performance (Bradley, 1996). Given this, its Bradleys belief that business objectives and corporate culture be tied into performance-based pay
(Bradley, 1996). Heery has gone one step further to actually analyze performance related pay in local government to answer two questions: why
local authorities adopted performance pay structures and the impact it has had on local government employees (Heery, 1996). Heerys belief is that the reason why management introduces performance related pay
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