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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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Pay Equity vs. Pay Equality, 2002.
Examining the phenomenon of the gaps in wages between men and women in the United States.
1,158 words (approx. 4.6 pages), 7 sources, MLA, $ 39.95
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Abstract
This paper discusses the sensitive issue of pay inequality between men and woman. The writer shows that despite laws passed as far back as 1963, a relatively large gap still exists, and the highest percentage is during peak earning ages (25-54 years old). The paper examines the factors that have contributed to this earning gap and also discusses programs which have been institutionalized in an attempt to decrease the inequality in earning between genders.
From the Paper
"In 1963, President Kennedy signed the Equal Pay Act into law, making it unlawful to discriminate against a worker on the basis of sex. Since that time, the wage gap between men and women in the United States has narrowed by just 15 cents, now being 74 cents, as reported by the U.S. Census Bureau."
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Compensation by Performance, 2001.
This essay discusses the process of compensation by performance with reference to certain companies as examples of this process.
800 words (approx. 3.2 pages), 0 sources, $ 28.95
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Abstract
The purpose of this paper is to introduce, discuss and analyze the process of compensation of employees by their performance, rather than strictly on a salary scale or job title. It includes examples of companies that use this process.
From the paper:
"Compensation by performance has a long-standing history in the world. From factory workers to salespeople who work on commission, ?pay by performance? is a way for employers to reduce their costs associated with labor, while rewarding workers who produce the most. In many countries, performance based pay is often established by the number of products or "pieces" a worker can generally complete during a standard work shift. It's often called "piece work" or "pay by the piece" ".
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Performance Management ( PM ) in the Business World, 2002.
An examination of new strategies, tools and techniques used by human resource managers (HRM) to improve quality and productivity in a corporation.
4,050 words (approx. 16.2 pages), 21 sources, $ 135.95
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Abstract
Examines new strategies, tools & techniques used by human resource managers (HRM) to improve quality and productivity in a corporation. Conditions upon which PM is based. PM in the context of HRM. Growth & value of PM. PM and Total Quality Management (TQM). Employee incentives & pay-for-performance (PFP). 1 Table.
From the Paper
"Performance Management in the Business Arena
Statement of Purpose
Human Resource Managers (HRM) are constantly concerned with change, and two broad categories of change have been identified as impacting upon organizations and their members. These categories are: 1) planned or forced modifications of corporate objectives and policies, location, organizational/corporate structure, management philosophies, product lines, or methods of doing business; and 2) changes in or to human behavior to enhance enterprise efficiency (Koontz and O'Donnell, 1986). The need for constant change in the evolving contemporary corporate entity poses specific problems. Among these problems are inflexible material or physical environments which may not be suited to new processes or functions, subordinate and managerial..."
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Performance Management, 2007.
Discussion of issues involved in performance appraisals of employees.
1,221 words (approx. 4.9 pages), 8 sources, APA, $ 41.95
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Abstract
This paper defines and examines the many issues involved in employee performance appraisals. Several problems in performance appraisals are discussed, such as evaluator bias. Also considered is the relationship of an evaluation to pay raise, which some feel put employees and managers on opposite sides. Another problem that is explored is the lack of continuous communication between managers and employees between appraisals. The author offers several recommendations to make performance evaluations fair. The paper concludes by stating there are a number of things an employer can do to improve the performance appraisal process.
From the Paper
"One of the largest problems in performance reviews is evaluator bias (Losyk, 2002). According to Losyk, positive and negative biases come into play to produce unfair ratings. For example, the author describes the halo effect where an employee has been recognized for excellent work in the past, but follows up with average or poor performance. Yet, the manager gives the employee a high ranking because the lingering impression of the good work. And, there's management bias to favor those who employees who agree with their decisions and never complain. There's also what Losyk calls a manager's blind spot, a situation where managers can't recognizes deficiencies and skill gaps because the managers also have them. Finally, people have a tendency to like people who are just like them, those that look, speak, dress, or act the same way. Negative biases are really the flip side of positive biases. Losyk (2002) describes the halo effect's opposite, the horn effect. This is when an employee has made a mistake during a time close to the review, and that's what the manager remembers even though the employee has had good performance throughout the rest of the review period. Losyk believes that managers have a tendency to hand down poor evaluations to employees who disagree with them or have personality traits the manager doesn't like. Or, perhaps employees are unfairly associated with a poor performing department or the friends they keep. Losyk also describes how managers prefer people to accomplish tasks the same way the managers would. This is a particular issue for employees who have been educated in different cultures."
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Executive Compensation and Stock Performance, 2004.
Evaluation of the "Agency Theory" that led to expansion of stock options in executive remuneration packages.
5,024 words (approx. 20.1 pages), 11 sources, MLA, $ 126.95
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Abstract
This report evaluates whether or not the hypothesis at the heart of the "Agency Theory", which states that if an executive is given an ownership stake, it will have a positive effect on stock performance, works as expected. Furthermore, this paper tracks the increasing use of the "Agency Theory" in executive compensation and enumerates and evaluates the effects that the increasing use of the "Agency Theory" has had on American business and on stock performance. The paper also evaluates the effect of what has been described as ?over the top? use of increasingly generous, stock-dependent, executive compensation packages, both on stock performance and on other business evaluative factors. The effect of the scandals involving executive compensation/stock performance on the social/commercial fabric of the U.S. is discussed briefly, as well.
Outline
The "Agency Theory", Executive Compensation and Stock Performance
The Effect of Pay on Executive Motivation
The Effect of FASB Rules on Compensation/Stock Performance
From the Paper
"In the wake of the Enron, ImClone and WorldCom financial scandals, the increasing use of stock options as part of executive compensation packages came under public scrutiny. Because of the lax was in which FASB guidelines are written, it was possible, lacking adequate corporate governance, for CEOs to use their stock options to increase their personal wealth while diminishing the strength of the corporation and decreasing?or completely negating?benefits for shareholders. In addition to the problematical FASB rules, also operative was a management theory, the Agency Theory, formulated by academicians and economists in the last century. The theory held that giving executives a financial stake in the financial health of the company would increase their motivation to run those companies for maximum profits for shareholders; in short, this form of executive compensation was thought to be able to produce superior stock performance. The findings of several researchers even before the scandals of the past few years, however, revealed that results often departed wildly from what the theory predicted."
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Paying Taxes, 2005.
A look at reasons why people are generally against paying taxes.
1,204 words (approx. 4.8 pages), 2 sources, MLA, $ 41.95
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Abstract
This paper explains that apart from the mere principle behind the wish to avoid paying taxes, there are also some concrete and even valid motivations for this trend. The paper explains that these include reasons relating to government corruption and the tendency of the very rich to evade their own tax paying responsibilities. Furthermore it appears, according to some, that the economy does not benefit from current tax legislation, and that this is mainly a result of the corruption mentioned above.
Outline:
Introduction
The Necessity of Taxes
Excessive and Unfair Taxes
Tax Legislation
Strategies to Improve Tax Burdens
Bibliography
From the Paper
"Doubtlessly, taxes are necessary. The Government needs funding in order to provide its people with the highest quality of goods and services. Recreation and roads for example are maintained by means of taxes. Taxes, while applied for the benefit of society, are therefore not so much an evil as a necessity. One could therefore agree with Johnston in his assessment that taxes are the price for a civilized society. Nonetheless, Americans have a very negative attitude towards this issue, and perhaps not without reason."
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Paying College Athletes, 2007.
This paper deals with the issues of paying college athletes.
1,007 words (approx. 4.0 pages), 4 sources, MLA, $ 35.95
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Abstract
In this essay, the writer notes that as the January college football bowl season begins, talk will inevitably resurface about the millions of dollars in appearance fees that universities are paid to play in these games, and how none of that money makes its way to the players. The writer points out that the issue of paying Division I college athletes has been discussed for years, and seems to come to the forefront of national sports and higher education dialogue when big-money games like football bowls are played, or when players are sanctioned for illegally taking money from boosters. The writer maintains that as long as college sports continue to bring in big money, the notion of paying college athletes will persist. The writer concludes that the goal of college athletics should not be to provide modest compensation to athletes for four years - it should be to allow young people to pursue their degrees while playing sports.
Outline:
Athletics are not Cash Cows
Making Scholarships More Meaningful
Conclusion
From the Paper
"One of the problems with the argument for paying student athletes is that a key tenet of the argument -- that universities make millions off of their athletics programs -- is not universally true. In fact, many schools have growing deficits. Big-time sports schools such as the University of Michigan or Ohio State may make millions from their football teams and basketball teams, but for every Michigan there is a Middle Tennessee State or a Florida International, whose football team posted a record of 0-12 this year. There are many football and basketball teams that do not sell out their arenas or receive lucrative television or radio contracts, and paying their athletes would be a significant burden. Even a small stipend for all athletes would add to these growing financial deficits."
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