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Essay / Research Paper Abstract
This 3 page paper looks at three aspects of performance and reward management. The first question identifies two purposes of reward in performance management. The second question discusses three components which may be present in a total rewards package. The last question identifies two sources of data for performance appraisal. The bibliography cites 3 sources.
Page Count:
3 pages (~225 words per page)
File: TS14_TEperrewm.doc
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Unformatted sample text from the term paper:
organization as a whole. The aspect of rewards in the performance management system have a number of purposes, these include motivation as well as recruitment and retention. * Motivation;
Theories of Maslow and Hertzberg do not see financial rewards, as providing a direct source of motivation. However, where the rewards are not present at a sufficient level the absence
of the rewards may result in de-motivation (as they are lower order and hygiene factors rather than higher order or motivators) (Huczynski and Buchanan, 2007). Therefore, for motivation to be
present the financial reward aspect needs to be satisfied. This may also be seen as aligned with both expectancy theory and equity theory, where employees expectations need to be met.
However, there can also be a more direct influence on motivation and financial rewards. Where there are direct links between increased pay and reward this may stimulate increased performance, as
seen with commission and bonus schemes, this is especially true where an instrumental approach to work is taken. Non financial rewards, which may include awards and recognition, may support the
higher order and motivator needs as defined by Hertzberg and Maslow, and can satisfy intrinsic needs leading to increase employee satisfaction and motivation (Huczynski and Buchanan, 2007). * Recruitment
and retention. The ability to offer rewards may be seen as influential in attracting and then keeping good staff. Where rewards are low it is unlikely a firm will be
able to attract the best candidates from which to recruit new staff. Where they do not remain competitive staff may leave for more attractive packages with other employers. Three
Components of a Total Rewards System * The salary. This is a financial reward which is the amount that is paid on a regular basis and is a stable
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