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Measuring and Paying for Performance, 2002.
An overview of the concept of measuring and paying for performance.
2,018 words (approx. 8.1 pages), 6 sources, MLA, $ 63.95
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Abstract
This paper examines how experience, research and analysis of the corporate world and its practices reveal that paying for performance systems are crucial to the success of an organization and are essential for a constant development of its workforce. It looks at how paying for performance is relatively a new term when compared to ?performance appraisal? though both terms can be used interchangeably and have similar meaning in the corporate world.
Outline
Overview of the Topic Under Discussion
Historical Overview of Paying for Performance Pages
Recent Developments in the Related Field Pages
Future Direction and Application Pages
Conclusion Pages
From the Paper
"Though pricing strategies still play a vital role in the competitive corporate world, with recent changes, customer satisfaction and product innovation as well as product quality ?are the primary determinant of profitability? (Nourayi & Daroca, 1996, p.206 (12)). Hence ?product-oriented manufacturing cells? are replacing ?process-oriented operations? (Nourayi & Daroca, 1996, p.206 (12)). Minimization of wastes is today directly connected with profit maximization. Therefore, with success factors being controlled by consumers, administration as well as management at all levels need to identify and consolidate ?the market signals? in an expedient performance measurement and review procedure or system. Thus, these new positive amendments in the existing market trends bring forward the role of performance measurement system in determining the success of the overall organization while accomplishing the set of objectives outlined by the management for the employees to follow in letter and spirit."
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Pay for Performance, 2006.
A discussion on pay for performance systems.
2,130 words (approx. 8.5 pages), 5 sources, MLA, $ 66.95
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Abstract
This paper gives an overview and defines pay for performance systems. It discusses the advantages and disadvantages of such a system. The paper offers an overview of the effectiveness of pay for performance in the Denver pilot program. The relevant considerations for implementing the system is detailed, as well as a brief overview of employee communications. Lastly, the anticipated impact of the pay for performance impact on the district is discussed.
Overview of Pay for Performance
Potential Advantages to Pay for Performance
Potential Disadvantages of Pay for Performance
Effectiveness of Pay for Performance in Denver School District
Relevant Considerations in Implementation
Brief Plan for Employee Communication
Impact of Pay for Performance on the Organization
References
From the Paper
"By 1904, the Board of Education changed their pay policy for teachers. They indicated that teachers were charged with assisting children to learn. They also encouraged each teacher to use their best methods of teaching, unique to the needs and conditions of their students. The Board felt that teachers should definitely continue to test their students, but that that it was unreasonable to assume that a child would be able to keep at the call of his memory (Gratz, 2005). As such the single salary system came into favor, and would be as such for many more decades."
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Pay for Performance Schemes, 2007.
This paper researches the extent that pay-for-performance schemes affect the motivation of workers.
8,872 words (approx. 35.5 pages), 28 sources, MLA, $ 185.95
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Abstract
The paper explores pay-for-performance plans, emphasizing manual workers in UK distribution/warehouse environments. The paper discusses pay-for-performance plans that involve teammates who help decide raises and how well their other teammates are performing. The paper examines motivators in the workplace, the content and process models of human motivation and the nature and causes of motivational problems. The paper explores quality of work life (QWL) with a focus on ethical issues, laws, and discrimination. The paper examines employee morale and concludes that it is important that the QWL of the employees be kept high, as well as their morale and their motivation, in order for pay-for-performance schemes to succeed.
Outline:
Pay for Performance Schemes
Motivation
Quality of Work Life
Employee Morale
From the Paper
"Organizations that have low-skilled workers in the warehouse sector, however, seem to work pretty well on a team basis, and using pay for performance incentives might be more likely to cause problems and difficulties between teammates, especially if the pay raise of one teammate is lowered or jeopardized because of something that another teammate said or did. This could easily lead to hurt feelings, bad attitudes, a lack of teamwork, and a host of other problems for the company (McConaughy, 1997). These problems might be very difficult to fix, and could have ramifications that could flow throughout the entire company, affecting much more than just the initial two people involved."
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Pay for Performance.
This paper is a research proposal to study the feasibility of implementing pay-for-performance in K-12 public school systems.
3,430 words (approx. 13.7 pages), 14 sources, MLA, $ 97.95
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Abstract
This paper explains that pay-for-performance, also known as "merit pay", refers to a compensation system, which provides additional employee rewards above and beyond base pay for superior job performance. The author points out that the pay-for-performance is an application of expectancy theory wherein employee motivation is considered to be extrinsic and follows B. F. Skinner's operant conditioning model; nonetheless, there is criticism of this program, which includes the difficulty of measuring the output upon which to base the merit pay. The paper relates that the methodology of the study will be a critical review of the peer-reviewed and scholarly literature and a three-part survey to collect responses from 100 K-12 public school educators to evaluate the feasibility of this system.
Table of Contents
Introduction
Problem Statement
Purpose of Study
Importance of Study
Scope of Study
Rationale of the Study
Definition of Terms
Overview of the Study
Review of Related Literature
Background and Overview
Historical Trends in Pay and Incentive Plans for K-12 Public School Teachers
Constraints to Pay-for-Performance in K-12 Public Schools
Methodology
Approach
Data-Gathering Method
Database of the Study
Validity of the Data
Originality and Limitations of Data
Summary
From the Paper
"In both the public and private sectors, pay-for-performance arrangements have emerged in recent years as a strategy for responding to increasing demands for improved productivity and management accountability. In the private sector, Hildreth et al. note that 92 percent of the manufacturing companies in the United States have such plans for their managers; and in a Canadian survey, 91 percent of the respondents answered affirmatively when asked: "Do you link pay or increases to performance?" These findings indicate that the North American private sector widely regards "Pay for Performance", as a viable strategy for improving worker performance today. In the public sector, the attractiveness of "Pay for Performance", involves similar concerns about accountability and productivity, but the political symbolism of public sector incentive plans makes such approaches particularly attractive to policymakers at every level."
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Paying for Performance, 2004.
An overview of the advantages of a proper pay system for employees.
994 words (approx. 4.0 pages), 4 sources, MLA, $ 35.95
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Abstract
This paper examines how paying for performance is the new pay system that has taken the corporate world by storm. It has helped many human resource managers understand the significance of each and every employee and the contribution he/she makes to the overall success of the company. It looks at how pay-for-performance is an ever-flourishing concept that has its roots deep down in the human soul and in those who value human effort.
From the Paper
"Keeping the spirits high and raising morale of the company?s employees is another challenge faced by the supervisors. Therefore, the concept of paying for performance and frequently utilizing the performance appraisal methods to gauge the ability and worth of an employee is expected to sour high. Moreover, with the augmentation in social awareness and human rights among the employees regarding their social and work status as well as their growing needs to fight back inflation, employers are left with little option than to make efforts to adequately apply the measurement and pay for performance concepts."
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Performance-Based Pay, 2007.
An examination of the effectiveness of implementing performance-based pay.
1,654 words (approx. 6.6 pages), 10 sources, APA, $ 53.95
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Abstract
This paper examines the use of performance-based pay in companies in Australia, citing the Lincoln Electric Company as an example of a company that effectively uses performance-based pay. The writer then points out that performance-based pay can also strain relationships and that evaluation based on performance in some industries can sometimes be a subjective measurement that causes bias and favouritism. The writer believes that performance-based pay cannot be the sole source of motivation. Rather, it should be reinforced with a strong team-based culture in the company, social recognition and feedback. The writer also discusses how performance-based pay used to reward teams is becoming more popular in companies. The writer concludes that performance-based pay can be used efficiently under the right conditions and with the correct implementation.
From the Paper
"Do employers really get what they pay for? Some scholars argue that performance-based pay is very effective and some companies implementing it show significant results. But then there are other scholars that claim it is not effective at all, sometimes even considered detrimental. At first glance any average person would believe that performance-based pay motivates an individual to perform better. Performance-based pay is the wage or bonus earned by an individual or team based on their productivity and contribution. There are many types of performance-based rewards such as commissions, bonuses, share options, profit sharing and the list goes on. Performance-based pay seems to be an attractive way to improve employee performance but has come under fire by a lot of criticism on its effectiveness."
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Performance-Related Pay and Motivation, 2004.
A discussion of the relationship between work motivation and pay.
2,738 words (approx. 11.0 pages), 12 sources, MLA, $ 81.95
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Abstract
This paper proposes that the level of compensation paid to employees directly affects their performance in their job and the effort they give to the company. The paper explains how Performance-Related Pay (PRP) is implemented in companies and looks at the advantages and disadvantages for both the employee and the company.
Contents
Advantages of PRP
Disadvantages of PRP
PRP in the public sector
Does PRP result in motivation
Case Study
Conclusion
From the Paper
"Performance Related Pay (PRP) is the system of linking financial rewards to performance of individuals or groups within the organisation. Pay is widely seen as one of the strongest communicators of how much an organisation values the contribution of an individual or a group. It is based on this presumption that employers attempt to entice employees with PRP schemes in an effort to improve productivity and profits. PRP is used both in the public and private sector organizations, where it is perceived to be a method of rewarding those employees who are at the top of their pay scale. PRP is believed to have the potential to result in organizational change, cultural change, reinforce organizational values and expectations and redefine the employer-employee relationship."
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Merit Pay: Examining the Effect on Teacher Performance, 2004.
The effect of merit pay on teacher performance in the public school system: The benefits and drawbacks to paying teachers for performance.
1,397 words (approx. 5.6 pages), 34 sources, MLA, $ 46.95
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Abstract
Merit pay for teachers is an issue that has been debated since the beginning of the 20th century. This paper explains how the experts are still on both sides of the fence with regard to the effectiveness of performance-based pay in the educational system. The writer points out that much of the debate still continues because the data is lacking and what is available is inconclusive. Though the debate still continues, it is possible to tie teacher compensation to classroom performance. Not only can merit pay be implemented in the educational system, but also it should be; teachers need to be accountable for their performance. It concludes that merit pay holds teachers accountable and increases student achievement.
From the Paper
"Education is a cornerstone in a free and democratic society. In the United States of today, improving student achievement is a major concern. One way many educators and administrators believe will improve student achievement is through improving teachers? performance. In 1908 in Newton, Massachusetts the idea of merit pay was introduced as a way to improve teacher performance and thereby increase student achievement (Collins, introduction). That idea has been maintained into the 21st century and continues to be a topic of much debate."
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?Shadows and Fog? and ?Measure for Measure?, 2004.
A look at the roles of women in Woody Allen's film, ?Shadows and Fog?, and William Shakespeare's ?Measure for Measure?.
1,155 words (approx. 4.6 pages), 2 sources, MLA, $ 39.95
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Abstract
This paper reviews "Measure for Measure", written by William Shakespeare in the early 17th century, and "Shadows and Fog", a movie written and directed by Woody Allen in the late 20th century. It looks at the contrasting portrayal of the female characters and the roles of women by their actions and their qualities. It shows how "Measure for Measure" presents a view where women are pure and not expected to be promiscuous, where women are dependant on men, and where women have few options or choices. In contrast, it shows how "Shadows and Fog" presents a view where women are promiscuous rather than pure, where woman are independent from men, and where women have almost unlimited freedom.
From the Paper
"The first difference observed with the role of women is related to whether women are expected to be pure or promiscuous. In Measure for Measure, the major female character is Isabella. She represents a very pure female character. This is first seen at the start of the play by the fact that she is training to become a nun and by the strong Christian values she appears to have. This is then emphasized later when she is told her brother?s life will be saved if she agrees to sleep with Angelo. She refuses this offer, placing her chastity and her Christian values above her own life. This illustrates that a woman?s purity is highly valued, while a woman being promiscuous is not accepted. Mariana is another female character in the play and she is quite different to Isabella."
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"Measure for Measure", 2005.
This paper discusses the role of Pompey in William Shakespeare's dark comedy "Measure for Measure".
1,595 words (approx. 6.4 pages), 2 sources, MLA, $ 52.95
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Abstract
This paper explains that, in William Shakespeare's "Measure for Measure", one character, Pompey Bum, servant of Mistress Overdone, a bawd, serves better than the other characters to highlight the impossible hypocrisy of the play's social situation in which the Viennese legal system conflicts with human nature when public law forbids illicit lovemaking and makes the crime punishable by death. The author points out that Pompey appears at first to be a minor character; however, if Pompey were different, or even absent, the play's weighty morality might well outstrip Shakespeare's need for humor in this hybrid creation. The paper relates the story of the play demonstrating that Pompey's attitude extends beyond the current themes of virtue and morals and moves into the realm of accepting the inevitable that people will always strive to satisfy themselves especially their sexual desires.
From the Paper
"Throughout the play, Pompey's attitude carries this universal perspective. In his next scene, he is meeting with Lord Escalus in less than fortunate circumstance. A constable named Elbow drags Pompey and a gentleman named Froth in front of old Escalus and Angelo. The latter have just been arguing the virtues of moderation, with Escalus bemoaning the severity of the new law: "Some rise by sin, and some by virtue fall...and some condemned for a fault alone." When Elbow accuses Pompey of being a "tapster," Escalus quickly notices Elbow's ineloquence and gives Pompey the opportunity to defend himself."
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"Measure for Measure", 2006.
An analysis of the theme of moral hierarchies in William Shakespeare's "Measure for Measure".
2,040 words (approx. 8.2 pages), 4 sources, MLA, $ 64.95
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Abstract
This paper discusses how the four main characters in William Shakespeare's "Measure for Measure", the Duke, Angelo, and the two siblings, each draw moral standards from different sources. The paper also attempts to show how these characters subsequently shape or even abandon those standards to suit themselves.
From the Paper
"In the Duke's personal moral hierarchy, it is by mercy that he seems to rule Vienna. And yet, where is his mercy and sense of justice in his treatment of Isabella? He could have saved Claudio and punished Angelo without withholding the news of Claudio's safety from Isabella. "I will keep her ignorant of her good,/ To make her heavenly comforts of despair/ When it is least expected," he explains (4.3.110-112). He then theatricalizes the situation to the point of emotionally torturing Isabella so that he may "sentence" her to marry him when all is revealed (Magedanz, 328). The Duke's mercy disappears when he sees an opportunity to attempt to woo Isabella, even if it means that he must cruelly manipulate her. "
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"Measure for Measure", 2006.
An analysis of William Shakespeare's dark comedy about the Viennese legal system, "Measure for Measure".
1,207 words (approx. 4.8 pages), 1 source, MLA, $ 41.95
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Abstract
This paper summarizes and analyzes "Measure for Measure" by William Shakespeare, explaining that the comedy is about power, trust and the abuse of power.
From the Paper
"He takes ample occasion to expound on his values - which are empty at the core. When Claudio is facing the realization that he might be killed for his sister's morality, the Duke gives him a "pep talk" which might drive anyone to suicide. Vincentio tells him to "be absolute for death" [III.i.4] and explains that life isn't worth living in the first place: "Thou hast nor youth, nor age,/ But as it were an after-dinner's sleep/ Dreaming on both.../...and when thou art old and rich,/ Thou hast neither heat, affection, limb nor beauty/ To make thy riches pleasant." [III.i.32-38] This sort of absolute nihilism leads us to believe that the Duke holds no meaning in life, and that his antics are a result of this meaninglessness. They are carried out without moral purpose, for the sheer pleasure of torment. Thus Vincentio serves as a reminder of the consequences which stem from the apathy of authority."
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Shakespeare's "Measure for Measure", 2006.
An analysis of William Shakespeare's play, "Measure for Measure".
2,605 words (approx. 10.4 pages), 1 source, MLA, $ 78.95
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Abstract
This paper discusses and analyzes Shakespeare's play, "Measure for Measure", focusing primarily on Act V, Scene I. The paper explains that this play uses the theme of a duke disguising himself as a commoner and going among the people to find out what they really felt about his rule, as a ploy to bring out the truth about the characters of those surrounding the Duke. The paper also explains that Shakespeare adds a twist to the theme when he has the Duke portray a Friar or Holy man who is able to hear confessions and speak to the dying and the condemned.
From the Paper
"We notice that Angelo is more harsh with an individual who was legally betrothed to a woman, got her pregnant and did not marry her than he was with the prostitutes. He did his best to put prostitutes out of business, but no where in the play did it mention Angelo had either them or their "johns" beheaded. Some of this discrepancy is the result of class prejudice. The upper classes had assets and titles. Out of wedlock children were not only and embarrassment but often could contest for both the assets and titles of their deceased father if he had no legitimate male offspring. The lower working classes often had children out of wedlock. Since little or no property was involved, the law turned its head."
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Shakespeare and Society: "Measure for Measure" as a Reflection of English Society and Advice to King James, 2002.
This paper contends that Shakespeare's "Measure for Measure" is a reflection of English society and advice to King James.
2,340 words (approx. 9.4 pages), 14 sources, APA, $ 71.95
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Abstract
This paper argues that Shakespeare wrote "Measure for Measure" as a complimentary tutorial for King James. In doing so, he portrays the current state of affairs in England and attempts to provide James with advice concerning the problems facing his kingdom.
From the Paper
"Shakespeare?s England at the time that Measure for Measure was written was in a state of internal conflict and discord. King James I came to power in 1603 and inherited a kingdom rife with a myriad of social and cultural problems, including corruption in the justice system, religious disputes and crises, and rampant sexual immorality. Shakespeare, the ?King?s Playwright,? as Alvin Kernan dubs him, wrote Measure for Measure as a complimentary tutorial for King James. In doing so, he portrays the current state of affairs in England and attempts to provide James, as a ruler with Divine Right and responsibility to his country, with advice concerning the problems facing his kingdom."
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"Measure for Measure" & "Henry IV Part I", 2006.
A comparison of two of Shakespeare's plays, "Measure for Measure" and "Henry IV Part I".
1,300 words (approx. 5.2 pages), 0 sources, $ 43.95
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Abstract
This paper analyzes, compares and contrasts the plots and protagonists of two of Shakespeare's plays, "Measure for Measure" and "Henry IV Part I". The author asserts that in these two plays, strong character is defined not by who is more right, but rather by the ability to become more than the sum of one's faults. The author concentrates his analysis on secondary characters, who, despite being fault-ridden, are endearing to the audience for their humor and steadfastness. The paper concludes that Shakespeare's ultimate point is that while all people are flawed, the test of their character is whether they are molded by these flaws -- or overcome them.
From the Paper
"In both of these plays, these people may be questionable or shady characters that often are crude or have abominable habits, they may be people of power and prominence, or they may be just average, everyday citizens. Simply put, they all have faults of their own. Yet, the audience can't help but find them endearing, and the protagonists find that their ability to overcome their faults has a lot to do with the help they receive from these characters. Furthermore, the inability of the antagonists to overcome their vulnerabilities also has something to do with these characters."
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