Employee Compensation Essay Example | Topics and Well Written Essays - 3000 words

Employee make up - Essay ExampleEmployee motivation has been found to be closely related to payment, work environment, and has signifi crappert crook on company productivity. People could not be forced to work and any coercion can only lead to conflict. Thus to improve company performance, employees will have to be adequately motivate and in this context we can discuss Maslows hierarchy of needs system or Mc Clellands theory of achievement motivation. An understanding of the motivational dynamics is classical for improved company performance although employee compensation seems to joke a significant role within the environment and performance criteria.It would be interesting to discuss to what extent employee motivation could be increased or decreased with added compensation and how incentives, bonuses or pay levels could affect the motivational processes at the workplace. Job performance is see as a function of ability and motivation and slightly of the factors that have be en identified as important in the motivational process include ones own overture in the field and in the job, type of work done and enjoyed by the employees that relate to job triumph as well as the company reputation or position of the company that could motivate individuals to harbour up the competitive edge. Building up a sense of morale and corporate social accountability lies at the bottom of increasing employee motivation although the direct factors that seem to affect motivation are in fact mostly related to pay benefits and compensation in the form of recognition and material incentives. order performance is in fact related to how much the employees are compensated and paid for their efforts and this is also largely related to the extent of motivational factors that work in favor of the employees or the company. Tuzovic and Bruhn (2005) argued that compensation systems are an important tool in fulfilling corporate goals as these systems help to contact lens customer o rientation with individual and organisational performance. T here(predicate) are some studies that prove the positive effects of using non financial compensation measures although linking pay to customer satisfaction may not always be the correct approach according to Tuzovic and Bruhn. node satisfaction could be related to customer retention and profitability of the company although the role of reward and compensation has to be identified in a positive way and for this the authors identify the necessity of a holistic reward and performance measurement model that could enable an organization to study the cause effect relationships that could link the rewards given to employees to the non financial performance measures. Tuzovic and Bruhn (2005) provide a framework for a reward system that could waive organizations to understand how a reward strategy could be derived. An integrated and multi-dimensional methodology for performance evaluation has been proposed. Although here the focu s is on integration of customer orientation, employee compensation and performance management within the