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Incentives Financial rewards paid to workers whose production exceeds a predetermined standard. Law of individual differences The fact that people differ in personality, abilities, values, and needs.

Different people react to different incentives in different ways. Managers should be aware of employee needs and fine-tune the incentives offered to meets their needs. Money is not the only motivator. Motivators intrinsic job factors Job enrichment challenging job, feedback and recognition addresses higher-level achievement, self-actualization needs.

Edward Deci Intrinsically motivated behaviors are motivated by the underlying need for competence and self-determination. Some behaviors are best motivated by job challenge and recognition, others by financial rewards.

Have to have the skills to do the job Instrumentality: Goal must be attainable Valence: Variable pay individual focus Any plan that ties pay to individual productivity or profitability, usually as one-time lump payments. Piecework Plans The worker is paid a sum called a piece rate for each unit he or she produces. A fixed sum is paid for each unit the worker produces under an established piece rate standard.

An incentive may be paid for exceeding the piece rate standard. The worker gets a premium equal to the percent by which his or her work performance exceeds the established standard.

Pro and cons of piecework Easily understandable, equitable, and powerful incentives. Employee resistance to changes in standards or work processes affecting output Quality problems caused by an overriding output focus.

Employee dissatisfaction when incentives either cannot be earned due to external factors or are withdrawn due to a lack of need for output. Merit pay A permanent cumulative salary increase the firm awards to an individual employee based on his or her individual performance.

Merit awards tied to both individual and organizational performance. Lawyers, doctors, economists, and engineers. Decisions can be challenging These individuals are already well paid and are driven to succeed Possible incentives Bonuses, stock options and grants, profit sharing Better vacations, more flexible work hours Improved pension plans Equipment for home offices.

Recognition-based awards Recognition has a positive impact on performance, either alone or in conjunction with financial rewards. Combining financial rewards with nonfinancial ones produced performance improvement in service firms almost twice the effect of using each reward alone. Day-to-day recognition from supervisors, peers, and team members is important.

Online award programs Programs offered by online incentives firms that improve and expedite the awards process. Broader range of awards More immediate rewards Information technology and incentives Enterprise incentive management EIM Software that automates the planning, calculation, modeling and management of incentive compensation plans, enabling companies to align their employees with corporate strategy and goals.

Salary plan Straight salaries Best for: Commission plan Pay is only a percentage of sales. Commission-plus-drawing-account plan Commissions are paid but a draw on future earnings helps the salesperson to get through low sales periods. Commission-plus-bonus plan Pay is mostly based on commissions. Small bonuses are paid for directed activities like selling slow-moving items. The Lincoln incentive system Profits are distributed to employees based on their individual merit rating.

The trust holds the stock in individual employee accounts and distributes it to employees upon separation from the firm if the employee has worked long enough to earn ownership of the stock. Employees ESOPs help employees develop a sense of ownership in and commitment to the firm, and help to build teamwork.

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Pay-for-performance measures will impact the practice for ophthalmology as government, payers, employers, and consumers focus on value and on demonstrable, auditable outcomes of the thesis process. National Center for Biotechnology InformationU.

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Pay-for-performance measures will impact the practice performance ophthalmology as government, payers, employers, and consumers focus on value and on demonstrable, auditable outcomes of . THE RELATIONSHIP BETWEEN PAY AND PERFORMANCE IN THE CAMBODIAN CIVIL SERVICE Ribaun Korm A thesis submitted for the degree of Professional Doctorate in Public.

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