A discussion on whether merit systems really work.
Written in 2007; 1,853 words; 5 sources; MLA; $ 59.95
Paper Summary:
This paper discusses the concept of merit pay: If you pay high-performing workers more than low-performing ones, the former will stay and keep producing at a high level, while the latter will leave or have incentive to improve. Through a literature review, the paper looks at the advantages and disadvantages of the system including studies of employee motivation. The paper also examines the use of merit pay in an education environment and the rivalry it creates between faculty members.
From the Paper:
"But by taking up so much of a pay increase budget, and by diluting the message of a raise, employers dull the potential impact of merit pay. For example, if all employees are guaranteed a raise of at least $.25/hour with top performers getting raises of up to $.50/hour (a common formula), the difference between a high performer and an acceptable performer comes to three percent for an employee earning $7.50 an hour. Maybe the symbolic reward of knowing they are regarded as a high performer and therefore got the highest possible raise is enough for the employees who earn it. So, what about all the others? Were they expecting a 50 cent raise too? What will happen to their motivation over the next year? Does three percent really make a difference?"
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