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Foundations Of Senior Management | | |
  MANAGING REWARDS
 WHY
- ATTRACT SUITABLE EMPLOYEES INTO ORGANISATION
- RETAIN VALUED EMPLOYEES
- ENCOURAGE ACHIEVEMENT OF JOB OBJECTIVES
- ENCOURAGE WORKING HOURS
- ENCOURAGE SKILL DEVELOPMENT
- ENCOURAGE FLEXIBLE WORKING
- ENCOURAGE TEAMWORK
- RECOGNISE CONTRIBUTIONS
- ALIGN EMPLOYEES INTEREST WITH ORGANISATION SUCCESS
COMPETITIVE PAY
- JOB EVALUATION
- RANKING METHOD
- CLASSIFICATION METHOD
- POINT-RATING METHOD
- MONITORING MARKET
- ADVERTISEMENTS
- INDUSTRY ASSOCIATIONS
- PAY MONITORING SERVICES
PAY & MOTIVATION
- Locke and Henne
- Maslow's hierachy of needs
- Goal setting
- Optimal level of challenge
- Goal clarity
- feedback
- EXPECTANCY THEORY
- EXPECTANCY
the degree to which increased effort is
perceived to lead to increased job
performance
- INSTRUMENTALITY
The degree to which improved job
performance is expected to lead to
desired outcomes
- VALENCE
The attractiveness of the outcomes
- EQUITY THEORY
- Income:Outcome ratio
- Overcompensation
- Undercompensation
- FAIRNESS
- CONTRIBUTION:REWARD RATIO
- EFFORT:REWARD RATIO
DESIGNING REWARD SYSTEMS
- TIME/FLAT RATE SYSTEMS
- ANNUAL INCREMENTS/EXPERIENCE
- QUALIFICATIONS
- COLLECTIVE BARGAINING
- PERFORMANCE RELATED PAY
- EMPLOYEE SHARE SCHEMES
- MERIT PAY
- EQUAL PAY
- INVOLVING EMPLOYEES
Please send your comments to webmaster@churcher.com. This document was updated 17/11/98. 
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