Performance Incentive Program

Improved Essays
Introduction
As pressures stand, organizations are obligated to consider plans and policies that will help them become more productive and efficient. When implementing a pay for the performance awards program, you must first categorize the levels of employees, by the goals and expectation of the organization. While many factors impact upon this effectiveness, specific awards will be offered for each goal and expectation, whether it is monetary or other rewards. Considering the need to remain competitive, innovative compensation strategies such as incentive programs are often developed in an attempt to align individual for reporting behavior such as sexual harassment and other threatening issues. However HR plans to take steps to maintain equity
…show more content…
I currently work for TricorBraun, how the employees are categorized by how long you been with the company and you employees level management or non-management. The goal and expectation for each employee is determined in your salary letter. If all goals and expectation is meet at the time of your assessment, you will receive the pay for performance incentive award which is up to 20 percent of your salary, not including you annual raise that is 5 percent of you salary. However to be consider for the pay for performance incentive program, you cannot have any verbal or written warnings within three months of your evaluation. If so you will only receive the annual rise and not the pay for performance incentive reward. The details of the awards are different for each employee’s goal and expectation. Whether it is monetary or another type of reward, Milkovich, Newman and Gerhart (2011) define “gainsharing as a plan that focuses on group, plan, department or division results and is designed to capitalize on the untapped knowledge of …show more content…
So there is no retaliation on the victim. This can become a threatening situation for the victim and the employer. However, making sure the employees are working in a safe environment, we have e-learning every month on sexual harassment, how to recognize and how to report it. TricorBraun sexual harassment policy if violated you are terminated immediately. The Human Resources department will takes the proper steps to maintain equity and fairness amongst all employees. Although incentive rewards programs are another way to encourage workplace safety. But TricorBraun does not off an incentive for any behavior that breaks the rules of the organization put in a legal bind. Research according to Snell & Bohlander (2013) has shown that employee’ understand the pay equity, or inequity, can have dramatic effects on their motivation for both work behavior, efficiency and management must develop a pay incentive that are both internally and externally equitable (Snell & Bohlander, 2013, p.400). However in this manner HR will work with employees who feel the program is unfair or incongruous for their professional and personal needs. According to Snell & Bohlander (2013) there are three kinds of pay equity, external equity people in similar jobs compare themselves to others, internal equity people compare themselves to peers, and individual equity people compare themselves to others in the same job (p.409).

Related Documents

  • Improved Essays

    Along with a diverse compensation structure, which included different rates of pay for different products manufactured (“Piece Rate”), the company adopted an annual incentive bonus based on the year’s financial performance. The annual incentive for each employee was then tied back to their annual performance review. This meant every employee would get a bonus based on the overall company performance, however, their share was fully contingent upon them. When interviewed for the study Betty Stewart stated “I think with the incentive program the way that it is, if you want to work and achieve, then you will do it. If you don 't want to work and achieve, you will not do it no matter where you are.…

    • 883 Words
    • 4 Pages
    Improved Essays
  • Improved Essays

    It is important for healthcare organizations to understand that in order to have a successful program, specific activities need to be implemented to ensure the overall objectives will be achieved. In other words, the activities represent tasks the organizations will perform for the length of the program in order to reach their long-term goal. Therefore, within Gastroenterology Associates, the President and practice manager are teaming up in order to implement an educational program based on the Merit-based Incentive Payment System (MIPS). This program contains several activities that are divided into four different components: the research component, the design and scheduling component, final touches component and the feedback component.…

    • 634 Words
    • 3 Pages
    Improved Essays
  • Improved Essays

    Performance pay is expected to achieve all these goals by stimulating…

    • 648 Words
    • 3 Pages
    Improved Essays
  • Improved Essays

    Employers can benefit from being transparent about their compensation philosophy and having an official pay strategy” (SHRM, 2015). Based on many factors, including the company’s financial status and employee talent requirements, the compensation philosophies are established by a collaborative effort with HR and senior leadership. A successful compensation philosophy supports the organization’s strategic plans, mission, and culture (SHRM, 2015). When considering the A.P. Moller-Maersk Group study, Maersk established a compensation philosophy that would encourage quality, high performing talent to stay with the organization.…

    • 868 Words
    • 4 Pages
    Improved Essays
  • Great Essays

    The Equal Pay Act

    • 1059 Words
    • 5 Pages

    On June 10, 1963 President John F. Kennedy signed the Equal Pay Act and put an end to an “unconscionable practice of paying female employees less wages than male employees for doing the same job” (Snow & Snow, 2016). The Equal Pay Act was “the first national labor standard to address the practice of women getting paid less than men simply because they were women” (Task Force, 2013). According to Equal Employment Opportunity Commission, The Equal Pay Act requires that equal wages be paid to men and women who perform jobs that require substantially equal skill, effort and responsibility in the same establishment under similar working conditions. “The Act laid the foundation for the future workforce policies” (Task Force, 2013). In the years that…

    • 1059 Words
    • 5 Pages
    Great Essays
  • Improved Essays

    Performance-dependent rewards, or incentives, provide the impetus for the alignment of employees’ natural self-interests with the organization’s objectives. (Merchant, Wim A Van der Stede, 2011, p368) Therefore, by the compensation system that might allows the physicians obtained the reward, to put zip into…

    • 468 Words
    • 2 Pages
    Improved Essays
  • Improved Essays

    The incentive programs will directly affect other departments and the organization positively. The attendance incentive program will hopefully decrease the amount of unscheduled absences. As each credit associate has a specific account base, customer service and sales representatives are accustomed to contact certain credit reps assigned to their account. When a credit associate is scheduled off, an out of office is set on their email and their voicemail explaining who to contact in their absence. If the credit associate is not scheduled off, there is no direction on who to contact for assistance, and questions will go unanswered for an extended amount of time.…

    • 228 Words
    • 1 Pages
    Improved Essays
  • Decent Essays

    The HOD and GS initiated a performance assistance (PA) plan against the employee to help improve his performance. After 30-days on a PA the HOD and GS wanted to initiate a new PA as retaliation for performing approved union duties and going to medical appointments for a serious condition caused by a near fatal motorcycle accident one year ago. I advised my supervisor of the situation and my supervisor insisted that I advise the HOD and GS to move forward with the PA. I advised my supervisor that I could not that because that would-be violation of the employee protected rights as a union representative and a ADA employee. On that same day of October 03, 2016, I advised my supervisor that being that she did not want to advise the HOD and GS;…

    • 244 Words
    • 1 Pages
    Decent Essays
  • Superior Essays

    The plans could start positive relationships between employee perceptions of pay for performance and satisfaction with pay, which of course would increase retention. Several studies suggest that individuals are more attracted to organizations with pay systems that rewards the individual employee for his or her own merits rather than group efforts. With the increased attractiveness of the company the quality of potential employees would potentially increase. 4) To realize the effects of their efforts for the use of pay-for-performance plans a company must adhere to several conditions. The most important condition is defining performance.…

    • 885 Words
    • 4 Pages
    Superior Essays
  • Improved Essays

    The following is an analysis of the case study and recommended considerations for the organization. Any company that uses work teams should focus on rewards to improve their behavior together instead of change individual compensation motivation. Team-based pay plans must encourage compensation for additional responsibilities when working as a team, expectations of cooperation between and within teams, and set predetermined objectives for the team to succeed. Traditional pay structures (merit/seniority-based pay)…

    • 1107 Words
    • 5 Pages
    Improved Essays
  • Great Essays

    Employees are often seen as dispensable and replaceable (Neeley & Boyd, 2010, p.546). The company did not ensure external competitiveness and internal equity within the company when determining compensation packages for their employees. Furthermore, they did not implement clear guidelines in regards to the bonuses and incentives for employees. Senior executives should not look at their bonuses and incentives as guaranteed payment if they did not do the work. Moreover, employees should be given end of year bonuses as a motivating factor, by rewarding those who have exceeded work expectations and helped the company achieve overall success.…

    • 1340 Words
    • 6 Pages
    Great Essays
  • Great Essays

    Introduction In this case analysis, we will be discussing the Diagnostic Products Corporation (DMC) Performance Bonus Program. In examining this program, we will evaluate it as a whole and how it is currently being implemented. After doing this, we will offer any suggestions we feel will enhance this compensation method. Following this, we will look at alternatives to the bonus compensation option.…

    • 1705 Words
    • 7 Pages
    Great Essays
  • Superior Essays

    1. Identify and compare both the intended structure and the intended culture of PICC with the actual structure and culture at the end of the case. The intended structure at PICC as imposed by CEO David Dunnigan, was to be an open, honest, non-bureaucratic, and non-hierarchical organization. His intentions for such a structure represent that of an organic organization.…

    • 1968 Words
    • 8 Pages
    Superior Essays
  • Great Essays

    Sexual harassment in the workplace is a hazard encountered in the working place across the world. It reduces the quality of working life, jeopardizes the well-being of both working men and women, and imposes costs on firms and organizations. The issue pertaining to sexual harassment in the workplace has been addressed by several international groups like the United Nations (UN), the International Labour Organization (ILO), the European Union (EU), the Caribbean community (CARICOM), and the organization of American States (OAS) as a human right violation, a form of violence, and discrimination. Since sexual harassment in the workplace pollutes the working environment and can have a devastating effect upon the health, confidence, morale and performance…

    • 1769 Words
    • 8 Pages
    Great Essays
  • Improved Essays

    Evaluating the situation where the manager changed the required hours to work in order to receive free food and drinks must be a tactic to punish employees for not working hard. What occurred after inventory had been conducted is the manager taking action because he won’t receive his bonus due to the high percentage (p.W-107). Raising the hours employees have to work before receiving food and drinks is an extrinsic reward being taken away, which may discourage employees since they’re accustomed to receiving the original benefits preceding the change (p.W-107). Another negative is having one manager, one assistant manager, and two to five night managers which seems like a lot for one business where conflict may arise (p.W-106). Working for this…

    • 820 Words
    • 4 Pages
    Improved Essays