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Essay / Research Paper Abstract
This 8 page paper responds to specific questions about compensation: information needed to create an appropriate reward system; strategies for the U.S. Army to create a pay mix of monetary and non-monetary rewards; rewards that may support or hinder a company's strategy; individual versus team rewards; job-based versus person-based pay structures. The writer comments that not all these strategies can work in the Army. Bibliography lists 6 sources.
Page Count:
8 pages (~225 words per page)
File: MM12_PGarmm9.rtf
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Unformatted sample text from the term paper:
each function will lead to awareness of what type of education or training is needed to perform the jobs. The manager would then want to know how other companies in
the same field compensated their employees in each job, i.e., benchmarking. To establish a rewards system in addition to salary and benefits, managers need to gather information about motivational
theories. This search should naturally lead to what types of motivational programs have been shown to be the most effective. If tangible rewards are to be used, they need to
be attached to a level of performance. Intangible rewards include things like praise or some sort of acknowledgement for effort and a job well done. Strategies for U.S.
Army Many people compare what a person in the Army earns compared to a person in the private sector. They conclude that military personnel earn a pittance. This is not
necessarily true, especially today when workers in the private sector have seen their benefits cut. The Congressional Budget Office calculated that the average service member receives a total compensation package
of just under $100,000, including all benefits (GoArmy, 2008). Using 2007 data, another study compared compensation for a civilian police patrol officer to a military police sergeant. The base
salary is vastly different, $48,468 for the civilian and $26,967 for the military sergeant but the total package tells another story. Add to this, housing allowance, food allowance,
cost of health care for the civilian officer, and tax advantage and the net income for the police officer is $36,368 as compared to $47,278 for the military sergeant (GoArmy,
2008). Tax advantages refer to the fact that the allowances provided to military personnel are not taxable (GoArmy, 2008). When all things are considered, the compensation for military personnel is
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