32 Program designed to financially reward employees for good performance 33

32 program designed to financially reward employees

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32. Program designed to financially reward employees for good performance. 33. Annual income given to employees (in addition to salary) based on company-wide performance. 34. Incentive program that uses a predetermined formula to distribute a share of company profits to eligible employees. Chapter 7 Recruiting, Motivating, and Keeping Quality Employees 7.4 What Makes a Great Place to Work? 353
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HowStuffWorks , (accessed October 11, 2011). TI’s plan, however, is a little unusual: while most plans don’t allow employees to access profit-sharing funds until retirement or termination, TI employees get their shares immediately—in cash. TI’s plan is also pretty generous—as long as the company has a good year. Here’s how it works. An employee’s profit share depends on the company’s operating profit for the year. If profits from operations reach 10 percent of sales, the employee gets a bonus worth 4 percent of his or her salary. If operating profit soars to 20 percent, the employee bonuses go up to 26 percent of salary. But if operating profits fall short of a certain threshold, nobody gets anything.Texas Instruments, “Benefits,” (accessed October 11, 2011). Stock-Option Plans Like most stock-option plans 35 , the TI plan gives employees the right to buy a specific number of shares of company stock at a set price on a specified date. At TI, an employee may buy stock at its selling price at the time when he or she was given the option. So, if the price of the stock goes up, the employee benefits. Say, for example, that the stock was selling for $30 a share when the option was granted in 2007. In 2011, it was selling for $40 a share. Exercising his or her option, the employee could buy TI stock at the 2007 price of $30 a share—a bargain price.Texas Instruments, “Benefits,” (accessed October 11, 2011). At TI, stock options are used as an incentive to attract and retain top people. Starbucks, by contrast, isn’t nearly as selective in awarding stock options. At Starbucks, all employees can earn “Bean Stock”—the Starbucks employee stock- option plan. Both full- and part-time employees get options to buy Starbucks shares at a set price. If the company does well and its stock goes up, employees make a profit. CEO Howard Schultz believes that Bean Stock pays off: because employees are rewarded when the company does well, they have a stronger incentive to add value to the company (and so drive up its stock price). Shortly after the program was begun, the phrase “bean-stocking” became workplace lingo for figuring out how to save the company money. Benefits Another major component of an employee’s compensation package is benefits 36 —compensation other than salaries, hourly wages, or financial incentives.
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