| Papers [1-15] of 100 :: [Page 1 of 7] | | Go to page : 1 2 3 4 5 6 7 —> | Search results on "COMPENSATION BONUS PLAN": |
|
|
Compensation Bonus Plan, 2008.
A research proposal for a compensation bonus plan.
2,919 words (approx. 11.7 pages), 12 sources, APA, $ 86.95
»
Click here to show/hide summary
Abstract
This paper addresses the question of whether an organization can identify the compensation strategy that is most effective for it and how it can establish a methodology to ascertain what that compensation strategy might be. The paper includes a completed review of the relevant literature as well as a research design methodology. Finally, the importance of compensation strategies to contemporary organizations is noted and personal reflections of the author's relationship with God are revealed as central to the development of this project.
Outline:
Abstract
Problem Statement
Research Objectives
Literature Review
Importance of Study
Research Design
Budget
Measurement
Reflections
From the Paper
"Compensation strategies typically fall within the functional control of human resources (HR) within most organizations. HR management has become one of the last remaining functional areas of an organization where differentiation can be achieved in the marketplace and where competitors might still be appreciably out performed. The reasons for this revolve around the ubiquitous and relative inexpensive character of technology and technological applications that have levelled the competitive field across all industries. Essentially, no matter where a company is located it can access and deploy the very same technological solutions as any other competitor; thus, organizations have determined, and correctly so, that human resources are a vital source of competitive edge if managed properly. "
| |
|
Bonus Plans, 2004.
Examines the consequences when companies choose to offer bonus plans in a bid to attract workers.
1,972 words (approx. 7.9 pages), 5 sources, APA, $ 62.95
»
Click here to show/hide summary
Abstract
Employers are constantly looking for ways to attract qualified employees, and bonus plans have been a driving force in the business world. In recent years, the consequences of such plans have been carefully scrutinized. This paper examines some of the consequences that companies face when they make a decision to implement bonus plans. The discussion focuses on steps that can be taken to avoid the negative consequences of bonus plans, which include animosity among workers, lower productivity, and poor employee loyalty.
From the Paper
"The article, "Bonus Plans: Why Most fail" explains that one of the best ways to avoid the negative consequences of bonus plans is to simply offer a fair wage. (Porter 2003) The author argues that the consequences associated with bonus plans could be eliminated if employers offered a living wage that is higher than that of similar companies in the same community. (Porter 2003) The author contends that offering a living wage coupled with holding employees accountable for their performance, will create the benefits that a bonus plan offers while avoiding the consequences that bonus plans present. (Porter 2003)"
| |
|
Compensation, 2007.
A discussion on worker's compensation and its uses in employee motivation.
1,331 words (approx. 5.3 pages), 10 sources, APA, $ 44.95
»
Click here to show/hide summary
Abstract
The paper discusses how companies use compensation as a means of employee motivation. The paper examines various methods of worker's compensation, including 'equity-based' compensation plans, wherein ownership of the company is offered to the top workers of the company. The paper further examines incentive plans such as 'profit-sharing', wherein the company will undertake to donate a small percentage of its pre-tax profits to a savings pool, which would later on be divided among deserving employees. The paper concludes that a good compensation plan leads to better employee motivation, and increased efficiency, output and productivity.
Outline:
Definitions of Compensation
Goals of compensation
Different types of compensation plans generally used by a company
Methods generally used to determine compensation
Why do compensation packages differ?
Conclusion
References
From the Paper
"As far as human resources are concerned, compensation refers to the pay structures within any particular organization. Some of the primary issues regarding compensation are: how much is a company to pay a worker, in order to attract him, and then keep him, and then keep him completely motivated so that he does not move over to another company. Must the company offer to pay the employee a salary, or rewards? Must the company pay benefits to its workers, and if so, what must be the amount, and how exactly must it be paid? Can there be a distinct difference regarding the pay scale for high performers, as compared to that of lower performers? Would it be a better idea if the company were to provide stock options and stock bonuses for the employees of the company?"
|
| Term Paper # 103383 |
temporarily unavailable
|
|
|
|
Broadband Compensation, 2002.
A discussion of broadband compensation as an effective solution to employee compensation.
2,150 words (approx. 8.6 pages), 4 sources, $ 80.95
»
Click here to show/hide summary
Abstract
This paper explains the trends used for managing compensation, using broadband for salary administration, how broadband improves pay for performance, how broadband should drive organizational change, how broadbands are used for small portion of employees, how broadbands increases payroll costs and decrease control, the benefits of broadbands and why do employee like broadbands.
| |
|
Monetary Compensation, 2005.
This paper discusses the use of monetary compensation as a motivation tool in the workplace and alternatives to monetary compensation to improve performance without increasing costs.
4,610 words (approx. 18.4 pages), 7 sources, APA, $ 119.95
»
Click here to show/hide summary
Abstract
This paper explains that motivation, defined as a force that affects behavior, influences behavior (1) by energizing, changing or initiating behavioral patterns, (2) by determining the behavior a person chooses and (3) by sustaining behavior or determining the individual levels of effort with respect to behavioral patterns. The author point out that pay appears to be a motivator in short-term situations but is ineffective as a long-term solution to reducing costs and increasing productivity. The paper concludes that, by implementing appropriate pay structures, incentive plans and motivation programs; management professionals may be able to shift the focus of employees from the extrinsic reward of pay to the intrinsic rewards of job satisfaction and recognition.
Table of Contents
Introduction
Motivation
Theories Related to Pay and Motivation
Research Conclusions
Incentive Plans
Non-Monetary Motivational Programs
Management Implications
Conclusions
From the Paper
"A similar needs-based theory was outlined by Clayton Alderfer (1969). Alderfer condensed Maslow's five levels into three levels and designated them as his ERG theory. The first, existence needs, encompasses physiological needs as well as safety and security needs. Belongingess and external esteem needs make up the second level of relatedness needs. The third and final level, growth needs, consists of self esteem and self-actualization. This model is very similar to Maslow's as it is hierarchical in nature. That is, lower-level needs must be met before higher-order needs can be fulfilled."
| |
|
Business Compensation Strategies, 2008.
A discussion on compensation strategies within business organizations.
1,952 words (approx. 7.8 pages), 10 sources, APA, $ 62.95
»
Click here to show/hide summary
Abstract
This paper examines compensation strategies and packages in the contemporary human resources strategy within business organizations. The aspect of compensation as it relates to performance and performance metric is also discussed. This discussion is followed up with some observations regarding executive compensation strategies and the conclusion is made that compensation strategies are a vital component of an organization's overall corporate strategy.
Outline:
Abstract
Overview
Industry Applications
Pay & Performance
Executive Compensation Issues
Conclusion
From the Paper
"Human resources (HR) management has become one of the last remaining functional areas of an organization where differentiation can be achieved in the marketplace and where competitors might still be appreciably out performed. The reasons for this revolve around the ubiquitous and relative inexpensive character of technology and technological applications that have levelled the competitive field across all industries. Essentially, no matter where a company is located it can access and deploy the very same technological solutions as any other competitor; thus, organizations have determined, and correctly so, that human resources are a vital source of competitive edge if managed properly. "
| |
|
Executive Compensation, 2004.
A discussion of the role of compensation in organizational behavior.
800 words (approx. 3.2 pages), 4 sources, APA, $ 28.95
»
Click here to show/hide summary
Abstract
This paper looks at the role compensation plays at the executive level and that this role, based on the assumption that compensation packages affect attitude and behavior, is seen as a company's key tool for motivating management to achieve the company's organizational objectives. The paper also points out that, in order for compensation packages to be effective, it is vital that an organization develop a clear compensation philosophy with clearly defined objectives.
From the Paper
"Though compensation may undeniably be an important factor, several research studies have shown that the role of compensation may vary within the context of markets, organizational or individual behavior. For instance, the role of compensation in attracting and retaining employees and management talent was seen to increase in importance in the tight labor market of 1996-97 when wages and salaries grew at a pace not seen in many years. In addition, the increasingly competitive business environment of the last few decades has necessitated that organizations control labor costs, while focusing simultaneously on increasing productivity, quality, and enhanced customer service. Other trends such as flatter organization structure, more fluid organizational design have also required new strategies for employee compensation, particularly as employee compensation is deemed to be critical to financial success (Schuster). "
| |
|
Workers Compensation Rehabilitation, 2002.
Cites the history of workers compensation in the United States and why it was created.
2,633 words (approx. 10.5 pages), 10 sources, APA, $ 79.95
»
Click here to show/hide summary
Abstract
Explains the United States system of workers compensation, the process of workers compensation that existed prior to the current system, the criteria that must be met by an employee before he can make a claim for workers compensation, and the benefits now offered by the system. Also discussed are some of the problems of the current workers compensation system.
From the Paper
"For example, typical legal language states that in order for an injury to be covered, the harm suffered by the employee must have been caused by an "accidental personal injury arising out of and in the course of employment." Those few words, in this example from the Maryland Worker's Compensation law, are the subject of many court decisions and interpretations. Not all injuries are covered by a Workers' Compensation Law even if the injury happened "on the job." Just because a person is hurt "while working," "on the job" or "at work" may not be enough for the insurance to apply."
| |
|
Executive Compensation, 2004.
An analysis of different types of executive compensation.
890 words (approx. 3.6 pages), 6 sources, MLA, $ 31.95
»
Click here to show/hide summary
Abstract
This paper discusses the seemingly ludicrous executive compensation packages. The paper attempts to distinguish the relationship between company success and executives' efforts, claiming this to be an indication of how much an executive should earn. The paper examines the different components of high level executive compensation packages: High salaries, large bonuses, generous perquisites and so-called golden handshakes and parachutes.
From the Paper
"Sometimes it seems that the salaries executives make at big corporations are entirely out of proportion with the value added to the firm by their being on the payroll. It makes sense that if someone, anyone, makes a certain wage, then they should be making at least that much money for the company. If someone is pumping gas for $7/hr, then he should be pumping at least $7 worth of gas every hour. If someone else is making $30 million/year at a big corporation, then he should be bringing in at least that much revenue, even if only indirectly. If a $30 million/year executive starts programs at the company that make $100million, then the $30 million the company pays him is well-worth it. The trouble is that it is sometimes hard to decide the degree to which company performance is the result of an exec's contribution."
| |
|
Total Compensation Methods, 2007.
An examination of the impact of various compensation methods and benefit programs on employees and organizations.
1,713 words (approx. 6.9 pages), 5 sources, MLA, $ 55.95
»
Click here to show/hide summary
Abstract
This paper discusses and describes various compensation methods used in businesses. It analyzes the impact of these compensation methods and benefit programs on employees and organizations. The paper then provides details on salary and benefit administration strategies in relation to organizational culture and performance of an organization.
Table of Contents:
Abstract
Total Compensation Methods
Incentive Pay
Piecework Rates
Differential Piecework Rates
Standard Hour Plan
Merit Pay, Sales Commissions, and Gain Sharing
Benefits
Insurance Benefits Offered by Employers
Retirement Plans
Conclusion
From the Paper
"Will an individual retire from his or her current organization? Today longevity with just one company has changed tremendously from the past. Many individuals' jobs are outsourced, the individual is laid-off, or the company is closing all together. Many individuals are concerned if they will save enough money to retire. Employers are not required to offer retirement programs to employees but many do. Retirement plans may be noncontributory or contributory. Noncontributory define plans funded by the employer where contributory defines plans funded by the employee as well as the employer (Noe et al, 2003 p.16). Most companies today offer contributory plans as an incentive to attract talent to the organization and retain employees."
| |
|
CEO Compensation, 2004.
A paper which argues that CEOs receive excessively high compensation benefits in the current job market.
812 words (approx. 3.2 pages), 2 sources, MLA, $ 28.95
»
Click here to show/hide summary
Abstract
This paper argues that CEO compensation does not seem to be justified by performance. It further claims that there are many moral issues, like principles of equality and democracy that are violated by exorbitant CEO compensation. It states that, ultimately, a change in CEO compensation structure may help solve some of these issues.
From the Paper
"Perhaps one solution to this issue would be to tie CEO compensation to the compensation of employees in a corporation. For example, a CEOs salary would be set at a given amount (let's say 50X) the amount of that of an average worker in the corporation. The CEO could never exceed this 50X amount in base salary. Further, the amount of stock and stock options that the CEO owns could be tied to the amount that is owned by employees. If employees own .1% of stock on average, per employee, then the CEO could not own more than 50X that amount, or 5% of company stock. While this system still allows for generous CEO compensation, it manages to tie CEO compensation to that seen by average employees, and would prevent clearly exorbitant salaries like those of 531 times of the average employee."
| |
|
Compensation Strategies, 2006.
This paper examines the role of free enterprise in organizational compensation strategies.
3,150 words (approx. 12.6 pages), 8 sources, $ 124.95
»
Click here to show/hide summary
Abstract
The paper discusses how free enterprise affects the overall business environment and specifically as it determines, or should determine, compensation strategies of organizations. Free enterprise is first examined as it relates to North America and to companies and corporations. This is followed by an in-depth analysis of organizational compensations strategies within the framework of free enterprise. The paper's conclusion is that executive level compensation strategies have been separated from free enterprise fundamentals and that this has led to corporate abuses of power.
From the Paper
"This paper examines the role that the general economic theory, as contained in the concept of free enterprise (FE), plays in contemporary organizational compensation strategies. The question posed here asks if the concept of free enterprise has been completely discarded in organizational compensation strategies as managed through human resource departments and corporate strategy making bodies. The hypothesis is that while most employees are compensated based on what the FE market will support, most executive level compensation strategies are no longer dependent on the FE to determine appropriate levels."
| |
|
Compensation Strategies, 2002.
This paper analyzes and discusses compensation strategies, how they affect workers and why they are necessary in the IT industry.
1,070 words (approx. 4.3 pages), 10 sources, MLA, $ 37.95
»
Click here to show/hide summary
Abstract
The following paper examines the way in which the basic use of incentives and compensation strategies are critical components to create an environment where the employees not only feel secure about their jobs, but are also committed and motivated to the organization. The writer discusses how employees must contribute to the fullest to achieve the organization's goals in today's changing world. This paper discusses how business environment managers have to do more than just providing employees with tactical targets, such as bonus for selling or completing certain products or projects.
From the Paper
"Compensation is without a doubt a major management objective in any organization to include in its workforce quality and skilled employees that would increase productivity and keep up the pace with changing technology. An organization stresses a lot of importance on compensation strategy because of the changing face of technology and to keep up with the speed organizations need skilled and expert employees and to have the best of them it needs to develop some sort of strategy to attract the workers.
The major factors influencing the compensation are essential value of the job, internal equities, and market correction through inflation and external equities. In the IT industry today there is a desperate shortage of skills particularly in the software industry; with severe competition and shortage in the industry the old conventional methods of attracting employees have been torn apart. As economies fluctuate, the software industry in particular have affected and now more than ever before companies needs to react to a changing marketplace by continually evaluating corporate goals and then re-aligning employees."
| |
|
False Imprisonment Compensation, 2004.
This paper argues for a federally funded compensation system to help the victims of false imprisonment rebuild their lives.
1,857 words (approx. 7.4 pages), 6 sources, MLA, $ 59.95
»
Click here to show/hide summary
Abstract
The first part of this paper looks at the surprising number of convictions that have been overturned due to DNA evidence or the work of tenacious lawyers and relatives. It then examines the difficulties that keep the wrongfully convicted from finding employment, pursuing an education, and re-building their lives upon their release, and the obstacles they once faced in seeking redress from the state. The next part looks at the current difficulties former inmates contend with in their fight to secure compensation for their wrongful convictions. In the last part, the paper looks at the compensation programs in place to address the needs of the wrongfully convicted, paying particular attention to the provisions in the Wrongful Conviction Bill.
From the Paper
"A 2002 study by the Associated Press followed the lives of 110 former inmates after their convictions were overturned due to DNA tests. Majority of the men in this study reported that the vindication failed to bring them the fabled happy ending. Due to their lack of education and training, many find it difficult to secure regular jobs. Most of these men spent the ages of 28 through 38 in prison, a period of life that is often seen as the "critical wage-earning years" (Cohen and Hastings). Many analysts thus believe that their current job and financial difficulties could have continuing repercussions through the normal span of a person's wage earning years."
|
|
|
