Question

1. Does money motivate employees? Why or why not?

2. Why should compensation systems be equitable? How can an organization design an equitable compensation system?

3. Compare and contrast the four job evaluation methods. Give an example of an organization in which each of the four methods might provide an optimal strategic fit.

4. Discuss the pros and cons of employee pay being fixed versus variable and dependent on performance. How might such decisions impact recruiting, motivation, and retention?

5. Analyze your current job responsibilities. Determine whether the method by which you are compensated is appropriate.

6. Is performance-based pay effective? Why or why not? How can performance-based pay systems be better designed to ensure optimal results?

7. What are the advantages and disadvantages of organizational policies that mandate pay secrecy? Consider this question from the perspective of managers, employees, and owners. Is pay secrecy a good practice?

8. What obstacles exist to developing pay-for-performance plans in the public sector? How can these obstacles best be overcome? Do public sector pay-for-performance plans differ from those found in the private sector?

Answer 1

In basic terms, truly, cash propels representatives. What else can be superior to anything you having the capacity to purchase what you have longed or wanted?

Yet, the appropriate response isn't that basic. Numerous individuals are roused by numerous components, for example, fulfillment, development, duty, learning, hapiness and a lot more factors. Yet, toward the day's end for me the main fulfillment and furthermore the main wretchedness originates from cash. We are commonly insensible of the 'wretchedness' factor and attempt to sulk later however it is cash that we appreciate on need and henceforth, yes we fell motiovated when we have a ton of them.