For example, both jobs could have employee of the month programs with special perks, like free lunches, special parking spots, longer break periods and other small luxuries that allow the employee to valued and valuable. Moreover, once the individuals in these positions have at least three years of time with the company, they'll become eligible for more enticing intrinsic benefits, such as decision-making power and the ability to choose specific assignments. While these types of compensation don't have the same allure as financial ones do, they do have the appeal of giving each employee power, more autonomy and a higher degree of ability in enjoying one's job.
For instance, neither job position will receive a commission, but both will receive performance-based bonuses. For example, the security manager will receive a bonus of 10% of...
The facility manager could also be eligible for such a bonus for keeping equipment well-maintained and preventing breakages and repairs. These types of monetary bonuses really have a high potential to encourage high quality work. Also when these employees perform at exceptional levels, they will deserve either a pay raise or a promotion. However, this type of compensation can be more difficult to determine, as with these jobs (Bohlander & Snell, 2007), performing exceptionally means for an extended period of time -- in this case at least a year.
References
Bohlander, G.W. Snell, S. (2007) Managing Human Resources. Mason: Thomson Learning
Fundamentals of HR Management. Chapter 11: Establishing Rewards and Pay Plans p. 284-310
