Pay For Performance Essays (Examples)

Pay for performance is becoming commonplace in the business world. Pay raises and bonuses are often based on how well one performs on the job or on achieving specific results. However, this is not the case in education. Pay levels are typically based on years of experience and levels of education rather than on teacher effectiveness. As concerns about the quality of the nation's educational systems frequently appear in the news, one of the solutions suggested has been a pay for performance system for teachers. Interestingly, these programs are often met with resistance from teachers and teachers' unions. This paper will examine the effectiveness of such programs and the disadvantages for employers and employees.

Pay for performance programs are designed to compensate teachers based on how well their students perform or on observed behaviors in the classrooms (Chait & Miller, 2009). One of the keys to the success of these…

Plus most teachers saw the pay for performance system as inevitable, and therefore wanted to be involved from the start of the plan (Gratz, 2005).

The pilot faced many challenges. Not the least, the district was faced with the logistical challenge of linking the students in various databases to the teachers. The internal systems for tracking student progress by teacher simply didn't exist. In addition, non-academic staff members had to have appropriate standards devised, such as nurses (Gratz, 2005).

The Denver pilot program experienced the difficulties that were quite unexpected with the implementation of a pay for performance system. The one result that was expected, improved student performance, was interestingly not due to the financial incentives offered. Instead, it came because of the district's commitment to enhancing the entire teaching process. By doing this, they were able to not only boost test scores, but create more effective schools in the…

The system must measure true performance in a way that minimizes random variation, as well as undesired and unintended consequences. It must align performance with ultimate outcomes and monitor performance to discourage cheating" (p. 88). In fact, Lavy suggests that any initial incentive pay program implementation will likely be flawed in some ways, but gradual progress in achieving a viable program is possible if the foregoing considerations are taken into account.

Assuming that organizations can successfully implement and administer such a pay-for-performance program, though, the returns on investment can be worth the effort required - but only if everyone involved "gets on board" with the approach. According to Fiorito, Bozeman, Young and Meurs (2007), "Employees should view incentive pay as a form of support and show increased commitment in return. Despite well-known problems with incentive systems, this basic idea suggests that workers will be more committed in firms where performance…

, 2001).

Prior to 1930, thought, little attention was given to pay-for-performance in the public sector in the United States except for the blue-collar, manufacturing functions that were being primarily performed for the military. During this period in American history, government was viewed (and perhaps still is by many) as a competitive threat to private enterprise; as a result, there was not much public support for developing a highly motivated and effective workforce for civil service jobs (Shafritz, 2000). When strictly applied, in fact, the term "job" would seem to indicate that such merit systems are particularly inappropriate for the public sector that has a specific mandate; for instance, Black's Law Dictionary (1990) notes that a "job" is "A specific task or piece of work to be done for a set fee or compensation" (p. 835). According to Shafritz, pay-for-performance initiatives were first introduced into educational settings as part of…

Pay fo Pefomance Systems

How could an oganization measue the effectiveness of thei pay-fo-pefomance plans?

In pinciple, oganizations could measue the effectiveness of thei pay-fo-pefomance plans by establishing objective citeia fo defining "effectiveness" and then measuing those citeia befoe and afte implementation of the plan and compaing those esults (Kline & Sulsky, 2009). Fo example, in a geneal business oganization, the citeia used to evaluate the effectiveness of pefomance plans might be individual and team poductivity, quality of poduction, eo ates, and both supeviso evaluations and self-epots of employee satisfaction (Kline & Sulsky, 2009).

Likewise, employee tunove and etention ates befoe and afte plan implementation could also pove useful. In addition to some of those same citeia, within an educational vocational envionment, some of the education-specific citeia that could be consideed might include student pefomance (both in couse gades and also on standadized tests) and anonymous student teache evaluations. Some…

eimbursement and Pay-For-Performance

Pay-for-performance

This entails day-to-day programs designed to offer monetary incentives to health care providers and physicians to meet efficiency, quality and other defined targets. Pay-for-performance entails Agency for health care and quality, which defined as improved strategies in health care delivery, which majorly relies on the use of purchase power or the market power (Heywood, 2002). They referred as proper a financial incentive that heavily rewards service providers for their great achievements over a range of client objectives, such as, data submissions, payer's measure, safety of the patient, quality improvement, and the efficiency in service delivery (Brown, 2002).

Larger number of employees, proper health plans, and the purchase of health care services, which includes Medicaid and Medicare concurrently tries to seek conclusive evidence on what works best or poor in the Agency for health care and research quality resources on pay for performance (Heywood, 2002). However, the…

employment pay program identified as pay for performance have been part of the business landscape for many years (Bloom). The debate centers on a variety of issues but it also seems to be hobbled somewhat by a lack of clarity and agreement as to what pay for performance actually is. Some in the debate seem to speak of the program as a system of base salary increases that are linked to performance appraisals while others in the debate focus on incentives. For purposes of this discussion, pay for performance means a variable pay approach that is anchored to a measurement of performance, whether that's how many hours an attorney bills every month or a more subjective standard -- how well a manager fosters teamwork, for instance. Often, evaluations are based on best-to-worst forced ranking systems -- known to many employees as rank and yank -- which are thought to provide…

Bonuses could also be earned by taking advanced courses in improving classroom techniques and by improving the scores their students achieved on state tests.

These salary additions can add up to as much as $9,800 per year. In addition, teachers' pay can be docked if state testing demonstrates that their students have fallen too far below expectations (Philips & Tyre, 2007). The system has been so successful, that Denver has completely eliminated their pay scale based solely on years of experience and academic degrees (Olson, 2007b).

Denver's program collaborated with the Denver Classroom Teachers Association, an NEA affiliate, to develop their plan. In addition, they've permitted teaching veterans to opt into the program, rather than force them to participate. This has helped with the acceptance of the program as teachers have not felt pressured into joining the ProComp Plan.

To help facilitate this decision, Denver's ProComp Plan has its own…

Pay for PerformanceIntroductionA pay-for-performance plan is a system of compensation that ties an employee's pay to their individual performance. In other words, it is a type of compensation structure that provides rewards to employees based on their individual performance. Typically, in such plans employees who meet or exceed predetermined benchmarks are eligible for bonuses, salary increases, or other incentives. While there are some challenges associated with pay-for-performance plans, such as the potential for discrimination and the need for clear objectives, these plans can be a helpful tool for motivating and retaining employees. This paper will describe how to measure the effectiveness of such plans as well as the advantages and disadvantages of pay-for-performance from the standpoint of both employees and employers.Measuring EffectivenessThere are a number of ways in which an organization could measure the effectiveness of its pay-for-performance plans. One approach would be to look at changes in employee productivity.…

In addition, managers should be measured in part on their ability to implement this new system. The employees will need to be educated about the new system. Managers will need to implement the means of measuring performance so that employees can understand how they are being measured in addition to why.

The third step will be to address the issue with the union. ith a designed system in hand, the company needs to make the new system a priority in negotiations with the union. This may require the company to break the union, as union resistance to the current gravy train of blanket raises may be high. If the union agrees to the plan, it must be implemented into the collective bargaining agreement.

The fourth step will be a review of the system. It cannot reasonably be expected that a new system will be totally flawless. A team consisting of…

Permanent Homes

Foster Care and Adoption

Priority: Protect Children from Abuse and Neglect and Connect Them to Caring Permanent Families.

A lot of money is mismanaged when it comes to investigating child abuse cases and placing abused or neglected children into foster care. Many times the families that take in these children do so to earn extra money from monthly foster care subsidies. They don't even spend that money on the betterment or maintenance of the child and instead spend it on themselves. This may not be the case for some foster parents, but it is often to true for many.

Furthermore, children placed in foster homes often only stay there for as little as a few weeks and have move from one foster care family to another. The constant placement of these children in different homes can have negative psychological effects not just on the children in their youth,…

A detailed description and origins of pay for performance
Pay-for-performance initiatives are designed to improve the efficiency, quality and general value of health care. Other terms used to refer to pay-for-performance include pay-for-quality, alternative payment, valued-based payment, among others. No matter the nomenclature, the main objective of pay-for-performance is to improve efficiency for optimal outcomes. (Rosenthal et al., 2005)
During the early 1990s, many consumers opted for managed care by paying some cash to the providers for a particular set of services. Such arrangement led to compromised quality and put some strain on patients.
Come 2000, the US was experiencing serious deficiency in health care quality. The Institute of Medicine wrote a detailed report on this. Thus pay-for-performance became a valid option for quality health care. (Vogenberg & Smart, 2018)
Who is affected by pay-for-performance?
A number of studies have been conducted to evaluate adherence to medication versus medication subsidies,…

Performance Management epliesJeffPublic servants are those who work for the government at the local, state, or federal level. As the Bible suggests, public service is a noble field, For even the Son of Man came not to be served but to serve, and to give his life as a ransom for many (Mark 10:45). Yet, just as the world has become increasingly de-Chrsitianized, there are many who see public service as something that needs to be reformed. Thus, in recent years, there has been a growing debate over whether or not public servants should be paid based on their performance. As you point out, Jeff, there are good and bad sides to this issue, and I would have to agree.The argument in favor of pay for performance is that it would provide an incentive for public servants to do their best work. Proponents also argue that it would help to…

PAY SYSEM plays a crucial role when managers are looking for ways to retain and motivate employees. Higher employee turnover rate can have a demoralizing impact on company's performance and is usually connected with an unfair pay system whereby some employees' feel that their hard work is not being rewarded adequately and thus choose to leave the firm for better opportunities.

Management literature and some actual examples reveal that the best pay system is the one that is based on employee performance. When pay system is tied to performance, we call it 'paying for performance'. his system ensures that effort, dedication and commitment of each and every employee is properly rewarded and that hard work doesn't go unnoticed. For this reason, it is important to develop a proper system of performance measurement, which helps in designing a better and performance-based pay system.

Measurement of performance and paying for the same…

Pay structure reflects four general architectural principles. The first is the minimum and maximum levels of pay within the organization, and to whom those levels go. The second is the general relationship between the levels of pay. In this, the organization must understand the different types of employees that it has, and what the relationship is between those types. The third factor is whether the pay structure should lead the market, meet the market or lag the market. This can be broken down by pay class as well, so that some positions lag the market while others lead the market, depending on the importance of the position to the company. The fourth architectural component of pay structure, which is the division of the total compensation dollar between base pay, merit pay and pay-for-performance programs (Henderson, 2006).

A pay policy line is best described as a trend line that reflects the…

57, why are metrics, i.e. The choice of what to measure, fair simply because one meets or exceeds a goal?

) The sales people seem to repeatedly confuse "metrics" with "goals" (i.e. "targets"). What do you infer from this? Is there anything you need to foolow up on here?

Tutor is mistaken; the Goals are the Metrics under

Consideration here.

"The Impact of Performance-elated Pay

on Motivation and Job Satisfaction of Sales Personnel

in the Computer Industry

with ecommendations to Improve Management Practices"

Case-study of SEMICO INC

Acknowledgments

Executive Summary

The search for better ways to motivate people in the workplace continues unabated, but the search is becoming increasingly complex as an increasing number of theorists weigh in on what factors tend to affect job performance and employee satisfaction. Although no consensus has been forthcoming, the theoretical work that has emerged concerning employee motivation can be divided into three basic…

Now, the last one involves the balancing competitiveness with internal alignment through the use of ranges, flat rates, and/or bands. This is very important because a company would want to know who they are competing against and what they have to offer that will be able to go against them in the marketplace. Other things mentioned in this chapter, involve chapter talks about market pay survey (Salvador & Garcia-Menendez, 2001). There are three matters to look at before using pay surveys. One of those things is figuring out which employers will need to be included in the survey because clearly, everyone does not need to be involved. The second thing is to find out which jobs are will need to be included in the survey because obviously the proper ones need to be selected. It is not really necessary to use all of them. If multiple surveys are used, how…

Contrary to popular belief, improved performance by employees in a particular organization is not always linked to incentives; in today's dynamic business environment, it is crucial for human resource managers to balance the needs of individuals with those of the organization. One critical component that leads to good individual as well as organizational performance is the application of an effective performance management process. In fact, companies that invest in good performance management practices generally perform better than those that do not measure and manage their performance (Leeuw and Berg, 2010). According to Cardy and Leonard (2011), performance management can be defined as the integrated and strategic approach used by human resource managers to deliver successful results by improving the performance of all the individuals in the organization. It ensures that the goals of an organization are achieved in an efficient and effective manner, while at the same time maintaining good…

Link Between Performance Measures and Reimbursement
Quality performance measures are critical and used for various purposes in the healthcare field including regulation, surveillance, and clinical care improvement (Adirim et al., 2017). The existing quality performance measures in the healthcare sector are classified into three categories i.e. outcome, structure, and process. However, quality performance measures seek to address the areas of quality across the continuum of care. Over the past few years, quality performance measures are increasingly linked to reimbursement given the emergence of the concept of pay for performance. In this regard, performance is linked to reimbursement in terms of enhancing patient satisfaction, best practices, and metric-driven outcomes. Payment for healthcare services is rapidly evolving to reward value through evaluating and paying for quality and spending performance (Ryan & Rodgers, 2018).
There are some challenges and benefits of the relationship between quality performance measures and reimbursement. Some of the benefits…

Performance Management Process and the CEO

Critique and evaluate considerations that are traditionally used to determine CEO compensation

Many reward compensations adopted by the CEOs of this era contain five primary components: limited stock grants, limited option grants, payouts for incentive plans, annual bonuses, and salary. While the amounts of bonuses, compensation and perquisites found in not-for-profit sectors may pale in comparison to those in the for-profit world, they generate combined reactions. Their existence can ignite debate, especially in periods of shrinking budgets and increasing costs. However, the ability to hire, maintain, and compensate CEOs is essential in all sectors, and is mostly achieved using a variety of executive compensation plans. The issues around the design of these systems in both the business and not-for-profit areas are similar (Bhattacharyya, 2011).

The last two decades have witnessed a drastic transformation of the executive compensation in many organizations. Compensation of top executives…

Hence, conflicts are generated only by misunderstanding or mischief (Edwards, 2003). Although unitarism have been proven to represent old-fashioned and unrealistic ideas, many managers nowadays follow this approach. They believe in a harmony of interests between them and their employers. However, practice has proven little resemblance between the employees' desires and interests, and those of their employers. Therefore, with such an approach to the employment relationship, conflict is inevitable. The 1998 Workplace Employee elations Survey revealed that 72% of workplace managers consult directly with the employees, and not with trade unions.

In the pluralist approach conflict is considered to be inevitable because various organizations take part in determining the rules of employment. Given the fact that each of these participating organizations has its distinct bases of authority, the risk of a conflict emerging is inevitable. The radical view is meant to be a critique of pluralism.

Conclusion

Conflicts are inevitable…

I would want to be evaluated through a form that would reveal whether or not I was conducting my assigned duties. Because of its specific nature, figure 11-3 would not only allow the evaluating manager to make an informed representation of my work, but also remind me of specific duties. Thus, as an employer and an employee, figure 11-3 is the superior form. It allows for the accurate and succinct evaluation of workers and the best chance of convincing those workers to continue to strive or make up for what they have lost.

Question Two

When looking at the performance appraisals in figures 11-1 and 11-3, employers can find many factors on which to evaluate them. The first, job-relatedness, has already been discussed above, noting that the second form was superior in this area. While it may not have been nearly as job-related, the first form was probably less expensive.…

Performance-Based Standards

Accreditation plan for the American Correctional Association

The accreditation of the correctional facilities is aimed at ensuring the well-being of the inmates but also is targeted at benefiting the employees, the victims, the courts as well as the legislators of a state. The standards that are set do allow the protection of the judicial system from embarrassment as well as allowing the correctional institutions to have and retain the autonomy from outside interventions.

Goals and functions of functional areas

Safety; this involves provision of conditions that are humane, protection of the inmates from rape and possible assault, giving of nutritious food as well as medical care, giving the inmates a hygienic living environment and recreation activities. This will ensure the inmates are safe from ill health or physical harm while within the walls of the facility as well as being safe from abusive guards.

Security; this functional are…

Performance Motivation

Bloodstream Infections in NICU

Bloodstream infections in the neonatal intensive-care unit (NICU) are a serious concern for parents and health care professionals. Exposure to bloodstream infections for most patients will caused delayed hospital stays and higher costs associated with hospital visit (Marschall et. al., 2008). There are many procedural changes that can be made at the hospital to decrease risk of bloodstream infections. ecommendations for decreasing bloodstream infections will be based on the practices of the Connecticut Children's Medical Center (CCMC), which is successful in decreasing bloodstream infections. In this paper I will discuss how to get the employees engaged in their work, how to receive buy-in for quality work, how this will reduce errors and increase the quality of work.

Engaging employees in their Work

It is important to train the employees on the recommended techniques for inserting a catheter since this is main cause of blood…

, 1994).

In the final calculation therefore, the hospital will suffer the most, the MO next, and PHOs the least. The entire triad -- hospitals, physicians, and insurers -- is usually comprised of a power struggle revolving around which one ends up dominating a local market. In the Marcus-Welby case, insurers seems to have been the first to 'get its act together', but if a critical band of physicians band together, they could dictate the terms under which they will join the network, and thus preempt or overturn the high level of prices raised by the insurers.

Requirements for success

Clinical care seems to be the most significant variable (Burns et al., 1994; Zuckerman & Kaluzny, 1991). To the extent the more value the service can offer the greater its amount of success. Findings also demonstrate that the greater the degree of perceived physician-system integration, the greater the system's inpatient…

Performance Appraisal

ole-Play a (with Manager a and Employee A)

In this example obert is meeting with Denise to go over her performance appraisal. When Denise is asked to tell obert how she feels she has done over the last year, Denise states that she feels satisfied with her performance and believes she is doing good because she has not received any feedback from obert otherwise. There are two issues to be concerned about with this statement. First, employees should be given regular and systematic feedback on their performance throughout the appraisal period, not just once a year (Ash & Quarry, 2010). Second, a yearly appraisal period is too long. Performance appraisals should be given at least twice per year, if not more often, in order to give equal credit to the good performance and not so good performance (Pardue, 1999). We tend to only remember what has happened recently…

Based on the assessment of the sample features in terms of capital size and value of the property portfolio, an observation is made in the fact that a proportion is kept between the two. In other words, the property companies in Jordan, Egypt and Syria seem to be prudential and correlate their capital sizes with the values of their portfolios.

3. esults and analysis of the Jordanian property companies

The results of the implemented questionnaire are revealed throughout the table below:

a (%)

b

c d e f g

Total (%)

Q3.

30

70

x x x

Q4.

40

60

x x x

Q5.

60

20

15

5

x x x

Q6.

Portfolio diversification

10

10

60

13

7

x x

Shortage of commercial properties

5

50

15

20

10

x x

Availability and choice

10

60

10

10

10

x x

Strong performance

70

20

5

3

2

x…

C.C. -- Article 2 -- Sales, 2005). In this case since the first lot was defective the buyer is going to claim that they have the right to refuse both lots. The seller will claim that they buyer should not be capable to refuse the second lot since it conformed to the specifications that had been set forth.

The obligation of a seller is to transport and convey and the obligation of the buyer is to recognize and pay in agreement with the contract. Express warranties by the seller are fashioned when any confirmation of detail or assurance by the seller to the buyer which relates to the goods and becomes part of the foundation of the agreement (U.C.C. -- Article 2 -- Sales, 2005). The seller had the responsibility to supply merchandise that conformed to the specifications set down in the contract in two lots.

In this case a…

In other fields, going the extra mile, investing extra weekend or evening time, or providing exemplary presentations and materials usually results in some form of bonus. In teaching, however, much of this is expected -- before and after school tutoring, evening performances, weekend events, out-of-pocket expenses for supplies and materials not covered in the budget (See: Johnson, 2004).

Thus, while still presenting the overall debate from the public administration, governmental, and even sociological (parental, community) views, the proposed study will focus on specific views and attitudes that teachers' hold towards a pay for performance concept. The study will examine current and proposed legislation adopting such a compensation package, as well as a qualitative evaluation of the efficacy of such programs within the 21st century educational climate. The study will quantitatively analyze the data based on demographic and psychographic indicators such as age, gender, ethnicity, teaching level, education level, length of…

Often employees also receive an end-of-year lump sum bonus that is not included in their base pay (Employee Compensation, 2010).

Perkins and Balkin can choose to do any types of compensation plans that they want to. They can have plans for different areas within the organization. For example, everyone in the company could be on an hourly compensation plan while say the sales department could be on a pay for performance plan. The key is to make sure that everyone that is within a department is on the say type of plan so that everything is kept fair and ethical.

A high performance work system has many benefits for both employees and organizations. If employees feel that they are part of a high performance system then they will be happier employees and thus more productive. There are seven steps that a company must go through in order to establish a…

At this point we can conclusively deduce that the workforce at Telstra lacks intrinsic rewards as well as extrinsic rewards. The link between reward and performance is not clearly defined. However a certain amount of literature has indicated that a certain level of motivation is necessary in order to achieve certain desired results from the workforce.

Link between organizational strategy and the management of reward & performance

The Telstra management is strongly motivated towards the attainment of the various levels of superb performance by their employees towards their customers. There are however certain areas that are not consistent with the norm at the company. The organization strategy at Telstra is geared towards the attainment of unparalleled customer satisfaction .The reality on the ground however is that this is achieved via a series of moves such as the implementation of the Performance Improvement and Conduct Management (PICM), a system that has…

Having managers justify their reviews to their superiors will give little quality control if the supervisors wish the reviews to have a predetermined positive or negative conclusion. Using pay-for-performance and performance reviews in general when the outcomes are foregone conclusions and shaped by rater needs to motivate employees, preserve workplace harmony, or conversely cut a department is both unjust to employees and fosters worker cynicism and resentment. While fears of lawsuits may be valid, having a paper trail of positive or negative assessments that contain known errors is unlikely to help the organization prosper in the long run and can create legal complications of its own.

Employers must first ask if performance reviews can be meaningful in the organization, of if the work culture is better suited to team-based reviews, rather than individual reviews. Pay-for-performance strategies should only be used if supervisors have enough data about employees to make meaningful…

Sometimes, an apparently poor performance on a standardized proficiency exam may be a remarkable performance for an individual student, although not when compared to the rest of the district's more privileged or capable children,

Linking pay to student performance provides a profound disincentive for teachers not to take the risk of teaching in historically disenfranchised and underperforming school districts. Why work twice as hard to deal with students who are more difficult to educate, for less pay? Finally, linking pay to performance assumes the validity of the test used to measure student performance. Teachers who teach 'to the test' may receive a bonus, while teachers who spend time devising creative assignments, or who cover material in a way that deals with all of the student's multiple intelligences, rather than just the verbal and mathematical capabilities tested on standardized proficiency tests, may not be rewarded adequately.

Compensation

I believe that Keith was entirely justified in insisting that the job, not the person, be evaluated. If a company has established protocol, then that protocol should be followed. The receptionist in question has a boss who is in charge of evaluating her performance on a regular basis; the committee would likely be overstepping its boundaries if they had decided to evaluate a single person, rather than the position they were intended to evaluate. Keith would likely be justified in reminding the other committee members of their responsibilities and duties regarding the committee's purpose.

Initially, Keith was bothered by the possibility of a confrontation at the meeting with certain committee members. It would therefore behoove Keith to approach the situation with care and consideration, while maintaining a sense of balance and humbleness. One thing that Keith does not want to do is approach the other members of the committee…

Other benefits include payouts or large severance packages should an executive leave a corporation, whether or not they fulfilled the terms of their initial contract (Griner, 1996). There has been some criticism of late of agencies and organizations that offer compensatory packages for CEOS that do not meet organizational objectives. Employees in many instances are not afforded the same benefits or exemptions that executives are. Most employees are likely to be fired or laid off without any benefit or pay out particularly when their performance is considered marginal. This is not always the case however with executive pay.

Change on the Horizon

One of the biggest challenges that lies ahead for H managers and organizations will be holding executives accountable for the results they produce within an organization. Boards must more and more take a "rigorous approach to ensure that pay reflects performance" so that stakeholders can measure executive contributions…

With the ever-changing health care sector, reimbursement has increasingly been tied to care quality and health care outcomes. The Centers for Medicare and Medicaid Services (CMS) have particularly been changing the way hospitals are reimbursed, with hospitals that deliver high quality care and report better health outcomes getting higher reimbursements than those that perform poorly. This has led to increasing prominence of the pay-for-performance approach. Under this approach, hospitals that report greater patient satisfaction, reduced error rates, lower readmission rates, and higher recovery rates for chronic illness get higher reimbursements than their poorly-performing counterparts. The implication is that health care organizations must pay greater attention to performance, especially in terms of quality, safety, and individual performance. Measurement and models used in the commercial world for these three aspects are considerably relevant to the health care sector. This paper discusses the usefulness of the total quality management (TQM) model, the Organization…

Staff Performance Development Reviews

Performance reviews became necessary as soon as the first worker was employed. For good or bad, performance reviews are an absolutely essential part of the workplace; properly administered, such reviews have been shown time and again to be enormously positive and motivating forces in employees' lives by helping them identify their strengths and weaknesses and by encouraging them to achieve even greater successes -- and avoid comparable failures -- in the future. Improperly administered though, performance reviews can be the source of an enormous amount of controversy and friction within an organization; improperly administered performance review programs can also result in legal action against the employer. Taken together, it quickly becomes clear that providing workers with timely and accurate feedback concerning their performance is a vitally important function within almost any organization, but many managers are either unable or unwilling to provide such reviews for a…

WOKPLACE LEANING AND MANAGE'S PEFOMANCE IN THE HOSPITALITY INDUSTY

elationship between Workplace Learning and Managers' Performance in the Hospitality Industry

elationship between Workplace Learning and Managers' Performance in the Hospitality Industry

Manager's ole as a Leader

Workplace Learning

Why is Workplace Learning Important

The 'ideal' Workplace Learning Situation

Methods of Workplace Learning

Hospitality Industry Supports and Values Training and Learning

Management Skills in Workplace Learning

Manager's ole in the Hospitality Industry

Optimize Communication between Managers and Employees

Effective Managers in Hospitality Industry

elationship between Workplace Learning and Managers' Performance in the Hospitality Industry

Hospitality Manager

Impact of Managers' Performance

Why Should Managers be Involved in Workplace Learning in Hospitality Industry?

Skills Learnt in Workplace Learning in Hospitality Industry 13

Conclusion 13

eferences 15

Abstract

There is a direct relationship between workplace learning and manger's performance in a hospitality industry. This paper deciphers the roles and responsibilities of the manager in…

Secondly, performance-related pay increases prevents inflationary tendencies since such increases are the outcomes of increased productivity. Managers and employees are benefited by performance-related pay increases in the following way: when profit or performance goes up higher earnings go to the employees. However, when the profits come down, the lowering of performance-related pay can protect employees from job losses. Moreover, there is enhanced motivation as employee can identify with the success of the business. Depending on the information-sharing habits of the management, pay variations may result in employees knowing more about fortunes and misfortunes that a business goes through. (de Silva, 1998)

Other advantages of performance-related pay include the following: it is an effective method of coping with poor performance; introducing such a reward system can help to develop a performance culture within the company; it can work as a direct incentive for employees to help reach defined job targets; an…

Creating Word Class Performance in a Jaguar Assembly Plant

Multiple Cause Diagram

In the above multiple cause diagram, six feedback loops exist and they relate to the following sub-systems.

Planning

Customer Orders

Purchasing

Stores, and Production

The model indicates that the goal is matching the demand with production and is causal to seamless back-to-back activities in the areas of purchasing, production and planning. The diagram explores significant areas such as the impact changes in customer schedule has on production requirements. Customer schedule changes are difficult to determine precisely, especially as pertains to production due dates and material needs (Tomar, 2008).

The diagram below can be very helpful in identifying the factors driving a certain change event. It can be used to identify "cause chains" and help in the identification of key elements. While it is relatively simple, it indicates clearly why a change is taking place and in doing so…

compensation and traditional bases for pay.

Mary's Case

Background- Mary is what you could call a perfect employee. She holds the post of a supervisor in a construction company. She has been with the construction company for over 15 years. Mary is one of the few females in the male-dominated company and also the only female supervisor. All her male colleagues joined the company at least five years after her, but got promoted ahead of her. She is the only one among them with an advanced degree. Mary is in love with her job and has no complaints about the treatment she gets. One day, after a long and rough day at work, she decided to go out with some of her colleagues for dinner. While dining with her colleagues, some of her male colleagues got into a discussion about their salaries and other job openings that offer better paychecks.…

These figures dwarfed what other big businesses paid for discriminatory practices. These businesses included Texaco, Inc.; Shoney's, Inc., Winn-Dixie, Stores, Inc.; and CSX Transportation, Inc. Critics saw Coca-Cola's settlement as signaling a major breakthrough among big businesses as coming to terms with diversity in the workplace (King). ecause the company has been a leader in many areas, these critics regarded it as setting an example of greater openness to promotions across races of employees (King).

Settlement terms included $23.7 million as back pay; $58.7 million as compensatory damages; and $10 million as promotional achievement award fund distributed to the complainants. A remaining $20 million went to attorney's fees and $36 million to the implementation of internal program reforms. Coca-Cola would also create an external, seven-member task force to insure that the terms were complied with and to oversee the company's diversity efforts (King).

According to Social Networks. - Connections in…

ABC power when doing their performance evaluations. The first problem is they are attempting to use one form for both exempt and non-exempt employees. In the performance appraisal arena one size just doesn't fit all. "The best approach is to have separate forms designed for the four key job families: Managerial/Supervisory, Professional/Technical, Administrative / Operations, and Sales. Appraisal forms should assess only two areas: behaviors and results" (Grote, 2001).

In other words they should focus on the how and the what of job performance.

The first part of the appraisal form should be dedicated to evaluating the individual's performance against the competencies that an organization has determined as vital to success. Competencies is the encompassing term that is used to portray those abilities, talents, proficiencies, qualities, attributes and aptitudes that associate with superior job performance and predict success in organizational life. The best way to assess any person's performance in…

doctors make too much money, and if so, what is a fair wage for doctors. Do doctors make too much money? Many people think so. In fact, doctors are one of the highest paid occupations in the United States. What do they actually do for all that money? Many dissatisfied patients would say that they run their practices like factories, do not spend enough time with them, and their staff can be rude and disinterested. They would also note that doctors who treat their patients like robots make far too much money, especially for the service they offer.

Everyone knows that doctors are some of the highest paid professionals in this country. Specialists in certain areas can make almost $1 million dollars a year, and even the newest physicians regularly rake in over $100,000 a year after only three years in practice. Even the lowest paid doctors around the country…

CEO's salary, bonus, and long-term compensation with respect to various organizational, financial and CEO factors such as corporate reputation, growth in employees, company size, and return on equity, CEO tenure and CEO stock ownership. In relation to the general performance of the organization

This paper utilizes the various measurement of chief executive compensation as exploited by the various detailed pieces of literature and employed as the dependent variable in a model based on multiple regression theory. It explores the extent to which the CEO's compensation package affects the overall performance of the whole firm or corporation for which he or she works for.

The purpose of this research is to determine the extent to which the CEO's remuneration a large corporation such as Coca Cola has on the general performance of the organization.

Introduction

The CEO's compensation has for a long time been source of attention from various groups in…

Intrinsic vs. Extrinsic Motivation

Motivation

A detailed analysis of how differing organizations use various blends of extrinsic and intrinsic compensation and benefits strategies to maximize organizational potential to meet the needs of the workforce. Describes the myriad factors including the industry, strategic planning, compensation philosophy and recruitment/retention strategies that when balanced, create a changing yet dynamic and motivated generational workforce that succeeds in accomplishing workplace goals.

Intrinsic vs. Extrinsic Motivation

The purpose of this analysis is to describe how different organizations can potentially use different blends of extrinsic and intrinsic compensation and benefits strategies to maximize organizational potential to meet the needs of their workforce. Traditionally compensation has been a highly volatile and controversial aspect of human resource management, with managers typically siding on the intrinsic or extrinsic side of compensation strategies. However research suggests that a program must address multiple factors that will balance both extrinsic and intrinsic factors…

pay good wages I a lot money; I a lot money I pay good wages." (obert Bosch) Explain quote, means . Using concepts textbook, (Contemporary Management, 7th Ed. Gareth . Jones & Jennifer M. George) apply explain managerial significance.

Contemporary Management

The quote that obert Bosch said is "I don't pay good wages because I have a lot of money, I have a lot of money because I pay good wages." What he meant by this is that the salaries he paid his employees were not the result of his wealth, but his wealth was the result of paying good salaries to his employees. In other words, he valued and acknowledged his employees' work.

The success of obert Bosch and his businesses are relied on his management skills. This refers to innovation, but also to people management skills. Most of obert Bosch's businesses were innovations, technological advancements. But there are…

Performance of the Company

Annual reports

Statements of corporate goals

SWOT analysis of United Health Group

9A PESTEL Analysis

In this paper, we present a systematic analysis of the United Health Group through a SWOT and PESTEL analysis. The analysis is aimed at the identification of an internal problem within the company's environment and then prescribing a suitable solution to it. The identified problem is poor Ergonomics. This is then explored and then recommendations provided.

The creation of a better health care system has been one of the key drivers of change in the American social, economic and political reform agenda. Quality health care to al citizens has been a piped dream for many. In this paper we presents an analysis of the effectiveness of United Healthcare in the provision of quality health care. Our focus is on its environmental analysis with the aim of isolating the genesis of the…

Credit atings

The company which is responsible for assigning the issuers of particular kind of debt obligations and debt instruments the credit ratings is known as a credit rating agency (CA). There are a few cases in which the ratings are given to the underlying debt servicers. It is the special purpose entities, non-profit organizations, companies, national governments and the state and local governments who, in majority of the cases get the securities issued. The credit worthiness (i.e., the ability to pay the loan back) as well as the rate of interest which is applied to a specific security being issued is taken into consideration while assigning a credit rating to an issuer. After the financial crisis which took place in 2007/2009 the value of this kind of ratings was questioned to a great extent. A report was submitted by the Securities and Exchange Commission to the congress in 2003…

This brings us to the costs that both employees and JVA Corp. will face if this strategy is implemented. The employees will lose because, after the economic crisis, they will find themselves at the same professional levels as before the crisis. As no performance management has been undertaken, there have been no training programs etc. And the employees will simply find themselves not adapted to the challenges of the environment. They will find it difficult to move to another organization or be promoted in the near future.

The costs for the organization are even more significant and the previous paragraphs had hinted towards this. The main cost for the organization translates into the decrease in performance, over time, of its human resource and, indeed, of the overall quality of the personnel. At the same time, an additional cost will be the company's inability to make accurate strategic decisions, since the…

performance management? Performance management is the company's goals equal the employee's activities and outputs. Defining performance, it specifies which aspects of employee's performance remain relevant to the business through job examination. Job examination or analysis means getting detailed data concerning jobs. Measuring performance involves measuring said aspects through performance evaluation. Performance evaluation is a method for managing performance. After evaluations, employees gain feedback and learn whether their performance has been effective or not.

Typically, businesses perform the process of performance management annually. Most of the reviews are for individual performance management while others are for pay decisions or establishing training priorities. In recent times, numerous business are moving toward ore streamline, frequent performance reviews. When examining the model of performance management, one may look at organizational strategies, individual attributes, and situation constraints, which all go to individual behaviors. From there it moves on to objective results. The three main purposes…

performance bonuses at companies. There are four subjects. The first is about the use of bonuses -- would I make use of them? Then there is the question of evaluating people based on specific performance measures. Then there is the question of group bonuses and whether or not those are a good idea. Lastly I explain why I wouldn't institute a bonus program.

The role of the human resources department is to structure and implement the human resources strategy in such a way as to help the company to achieve its strategic objectives. There are a number of different ways that this can be achieved. One such way is through performance bonuses, which help to orient employees to specific types of behavior. This paper will analyze the issue of employee bonuses, taking a lot at some of the relevant data on the subject.

Use of Bonuses

Personally, as a manager,…

However, as Murphy (2008) notes, these original scores, and the weightings, are given by biased humans who may have another agenda than simply giving the most accurate appraisal possible. In addition, there is also the question about whether a truly accurate (when negative) appraisal is the best course of action due to the possible negative consequences.

Management by Objectives (MBO)

Sudarsan (2009) surmises that, in the past, researchers have concluded that there are primarily three approaches to performance appraisals. The first approach -- the results focused approach -- is centered on determining whether a specific job has been performed or not. If these performance targets are met or exceeded, the employee is rewarded. The second approach -- the behavioral approach -- focuses on employee behavior. The actual output of the employee is ignored, but instead the methods the employee is using is evaluated. This approach has the benefit of being…

Q1. Discuss specific reasons why personnel appraisals serve the interests of the organization.
Even in the most technologically-driven organizations, personnel appraisals are critical for ensuring high levels of quality control. Humans are still the primary operators of technology, and without good people at the helm, appropriate security protocols will not be enforced. People need to know on a regular basis how they are performing and usually desire feedback. Ideally, this feedback should combine both positive and negative input, since simply focusing on the negative can be disheartening from the employee’s point-of-view. Also, another function of performance appraisals is to communicate to employees the degree to which the organization takes a vested interest in their development. That is why, according to McCrie (2016), “In well-structured organizations, all employees deserve appraisals” (p.160). Performance appraisals are something employees deserve, to support their progress and to show that the organization does not regard them…

H Pay Model

The author of this report has been asked to assess the chapter titles for the class text and then compare them to the pay model shown in figure two of the assignment. The aim of the assignment is to align each chapter title with the corresponding part of the pay model. There are sixteen chapters in total and four overall parts to the pay model, with the latter being alignment, competitiveness, contributors and management. The class text in question is Strategic Compensation by Martocchio. While some of the chapters in the book could technically be assigned to more than one part of the pay model, the fit between chapter and one particular part of the pay model is usually pretty clear.

Analysis

The first chapter in the book is called strategic compensation. One could really assign that to contributors, competitiveness or alignment in one form or another.…

Drugs and sports [...] performance-Enhancing drugs, and their effect on athletes and the sports they play.

Athletes who use performance-enhancing drugs compromise the integrity of their sports for a number of reasons. First, there is the issue of the records they set. For example, Barry Bonds has set numerous home run records, including hitting more than Hank Aaron. However, now these records are suspect, because of his use of these drugs. He might not have set these records without the help of the drugs. In addition, baseball is doing very little, if anything, to punish the players who are using drugs, so there is little incentive for them to stop. It makes the players look bad, it makes the sport look bad, and it makes the entire sport suspect, because fans can no longer trust that their favorite players are not enhancing their performance not with hard work and dedication,…

Google Pay & Benefits

The author of this report has been asked to select a major company within the United States and focus on its compensation and benefits system and framework. The company selected for the purposes of this report is Google. hile Google was barely a twinkle in its founders' eyes a scant generation ago, it has grown to become a United States and international powerhouse. Indeed, they have a compensation and benefits program to match. This essay shall focus on the details and facets of that pay and benefits program. The data gleaned will emanate both from what Google itself has to say about the subject as well as what other sources have said. hile Google does not have a monopoly on offering robust pay and compensation packages, they are certainly among the elite companies within the United States and the world at large.

Analysis

The first source…

Performance Appraisal and the ole of Hr

ole of HM in Performance Management

The performance management process has to be connected with the H processes for success to be realized. The performance management process has to be consistent with the business strategy and ensure that all the processes are managed top-down. In most cases, employees must be provided with the right feedback for them to appreciate the feedback and work on it. Normally, it is the role of the HM in training managers to provide honest feedback concerning the performance of the employees. The role of the HM is related to making the process transparent and clear. This means that the performance management process should be consistent in every department in the organization. The HM ensures that the results of the employees are comparable as the outputs may be used in determining other H processes (Dusterhoff, Cunningham, & MacGregor, 2014).…

Performance Management

I work in a retail store that sells handbags, shoes, linens and similar household and clothing products. My company just had a bad quarter. Consequently, I have requested my senior management team to enhance the performance by employees in the retail section immediately in order to turn the trend around. I have requested that they establish a performance management system so as to change the performance of the current employees for the better. This can be achieved, firstly, by making the system effective through the creation of a job description for each employee and the retail sales associate (Smith, 2016). This can be attained as follows

Performance Management

The retail associates in our company are critical positions because they are best poised to deliver the retail objective of the company. A retail sales associate must polish his/her sales techniques and internalize the company's strategies aimed at boosting sales.…

Performance Appraisal Approaches

The Graphic ating method

The Graphic rating scale is one of the most common methods used in performance appraisal evaluation. The method requires that evaluators show the level an employee manifests a given trait, result of performance and behavior related to the delivery of work related tasks. The ratings are tailored to capture performance in specific work related areas. These areas could be the level of knowledge of their work, quality of work and responsibility. The scale offers a continuum that stretches from such descriptions as low, high, good or poor, most effective to least effective etc. Although the scales may go higher or lower, they usually have up to a maximum of 7 points. The graphic variety may often not define their points. The following characteristics should typically influence acceptability positively

The rating of performance must be defined clearly

The scale should reflect behavior and backed…