4:00 PM
admin
The corporate culture of the 1980s in the United States and international emphasis on the personal rewards on the basis of highly motivated people can transform organizations and businesses. The extreme example in film was Gordon Gekko in Wall Street saying that greed is good. 90, however, companies have been traumatized and devastated by the inappropriate use of remuneration as a motivator. However, major commercial successes have been built in reward systems based on the payment. Phones4U recently and Allied Dunbar in the financial services market is an earlier example.
Barings Bank was an experienced individual bond traders millions more in the long run, these people are not motivated by corporate objectives. Moreover, even if the reward system is based entirely on individual performance indicators appropriate, the organization and success is rewarded, there may be some problems arising from the difference in wages for senior management and a half. Payment system, the motivation depressed, or unmotivated for every 10 people can not be a better organization.
Wise, organizations are looking to reward and motivate all staff so that staff actively pursue the Group's interests in both the short and long term, and is believed to have been treated unfairly. E ', however, be installed in base stations, and are rewarded for their actions can affect the desired result.
A wise organization agrees that:
• It is reasonable for the manager person to act in the interests of the car.
• Administrators who work in organizations and people that will not please managers closer to them, or otherwise, their peer group.
• Managers want to reach and attract jobs where they know they can succeed, most often for short-term costs of long-term.
It is clear that the organization should do some homework before the function of a compensation structure to change the behavior and conduct. In other words, the management and organization must be balanced with the payroll system.
There are five important conditions for the installation of an effective reward structure.
1. Size: "If you can not measure, you can get." A variety of measurement systems, including Balanced Scorecard, which sets out a series of objectives and the use of Tesco, is probably the most famous.
2. Monitoring: If the indicators are not adequately controlled, or simply follow the check at the end of the year, can provide the leadership, do nothing, or worse, that failure is acceptable to all managers do not together.
3. Monitoring tools for the job: The organization shall ensure that the person is more dependent on factors beyond their control to achieve the performance measures ("how" the equation).
4. Consistency: Make sure that the organizational factors in the short term, nothing more, or influence the management away from its true purpose. The organization must also ensure that their (in bulk or tape) is what you need leaders.
5. Prices and online strategy: the achievement of an organization with a clear strategy, not an event will happen in the future, is a journey. A payroll system can be connected to an organization, even if you have a relatively clear strategy, provided the organization and management conflicts are resolved according to the strategy and the "Balanced Scorecard". Only then there will be pressure on the organization to improve its systems strategy, structure and remuneration.
Based on these five preconditions, a list of 10 factors, the salary structure and reward effective to achieve:
1. Support business strategy
2. encourage the desired behavior
3. Prize for benefits
4. Be fair
5. Have a significant impact
6. This is a tax efficient
7. Be on time (the prize will take place close to the performance)
Stir in the eighth non-financial rewards (recognition can be as important as cash)
9. Be strong (missing the bonus is lost should be reduced, while wage increases should just wait until the goal is reached)
10. Be prepared
Barings Bank was an experienced individual bond traders millions more in the long run, these people are not motivated by corporate objectives. Moreover, even if the reward system is based entirely on individual performance indicators appropriate, the organization and success is rewarded, there may be some problems arising from the difference in wages for senior management and a half. Payment system, the motivation depressed, or unmotivated for every 10 people can not be a better organization.
Wise, organizations are looking to reward and motivate all staff so that staff actively pursue the Group's interests in both the short and long term, and is believed to have been treated unfairly. E ', however, be installed in base stations, and are rewarded for their actions can affect the desired result.
A wise organization agrees that:
• It is reasonable for the manager person to act in the interests of the car.
• Administrators who work in organizations and people that will not please managers closer to them, or otherwise, their peer group.
• Managers want to reach and attract jobs where they know they can succeed, most often for short-term costs of long-term.
It is clear that the organization should do some homework before the function of a compensation structure to change the behavior and conduct. In other words, the management and organization must be balanced with the payroll system.
There are five important conditions for the installation of an effective reward structure.
1. Size: "If you can not measure, you can get." A variety of measurement systems, including Balanced Scorecard, which sets out a series of objectives and the use of Tesco, is probably the most famous.
2. Monitoring: If the indicators are not adequately controlled, or simply follow the check at the end of the year, can provide the leadership, do nothing, or worse, that failure is acceptable to all managers do not together.
3. Monitoring tools for the job: The organization shall ensure that the person is more dependent on factors beyond their control to achieve the performance measures ("how" the equation).
4. Consistency: Make sure that the organizational factors in the short term, nothing more, or influence the management away from its true purpose. The organization must also ensure that their (in bulk or tape) is what you need leaders.
5. Prices and online strategy: the achievement of an organization with a clear strategy, not an event will happen in the future, is a journey. A payroll system can be connected to an organization, even if you have a relatively clear strategy, provided the organization and management conflicts are resolved according to the strategy and the "Balanced Scorecard". Only then there will be pressure on the organization to improve its systems strategy, structure and remuneration.
Based on these five preconditions, a list of 10 factors, the salary structure and reward effective to achieve:
1. Support business strategy
2. encourage the desired behavior
3. Prize for benefits
4. Be fair
5. Have a significant impact
6. This is a tax efficient
7. Be on time (the prize will take place close to the performance)
Stir in the eighth non-financial rewards (recognition can be as important as cash)
9. Be strong (missing the bonus is lost should be reduced, while wage increases should just wait until the goal is reached)
10. Be prepared
Related Posts:
0 comments:
Post a Comment