High uncertainty avoidance certainty in compensation

Info icon This preview shows pages 4–6. Sign up to view the full content.

View Full Document Right Arrow Icon
High Uncertainty Avoidance Certainty in compensation systems seniority-based pay skill-based pay Individualism Compensation based on individual performance pay for performance individual incentives stock options Humane Orientation (Hofstede’s quality-of-life dimension) Social benefits & programs flexible benefits workplace child-care programs career-break schemes maternity leave programs Important to consider internal norms of a country when developing incentive plans: - Many motivation theories assume consistency in needs across society; but different cultures have different needs e.g. Maslow’s hierarchy of needs doesn’t work in Japan, where security needs are most valued - Motivation theories rely on motivating individuals thru individual rewards e.g. does not work in Japan, either – they reply on group processes - Individualists (Canada & US): equity theory emphasized; Collectivists: employees expect reward to reflect their individual needs & performance & to be > their inputs (entitlement attitude) Beware the Signals Sent by Rewards - “the folly of rewarding A, while hoping for B” 3 major obstacles: 1. Individuals are unable to break out of old ways of thinking about reward and recognition practices. - management emphasizes quantifiable behaviours - management reluctant to change existing performance system - employees have entitlement mentality (don’t support changing reward system b/c are comfortable w/ current behaviours rewarded) 2. Organizations often don’t look at big picture of their performance system. - rewards allocated @ subunit levels → units compete against each other 3. Both management and shareholders often focus on short-term results. - don’t reward employees for longer-range planning
Image of page 4

Info iconThis preview has intentionally blurred sections. Sign up to view the full version.

View Full Document Right Arrow Icon
P ART 2: S TRIVING FOR P ERFORMANCE CAN WE JUST ELIMINATE REWARDS? Creating Motivating Work Environment 1. Abolish Incentive Pay paying employees generously/fairly → they don’t feel exploited, take pay off their minds → so focus on goals of company (NOT paycheque) 2. Re-evaluate Evaluation make performance appraisals more like a two-way conversation to trade ideas & Q’s (feedback) - don’t continuously, NOT as competition - discussion should NOT be tied to compensation - provide feedback, NOT control them by offering/withholding rewards 3. Create Conditions for Authentic Motivation change the way workers are treated is more important than changing how they’re paid - help employees, NOT putting them under surveillance - listen to their concerns, think about problems from their viewpoint - provide feedback so they know what they’ve done right & what needs improvement 4. Encourage Collaboration ppl often perform better in well-functioning groups where they get feedback & learn from each other 5. Enhance Content ppl usually most motivated when jobs give them opportunity to learn new skills, provide variety in tasks, enable them to demonstrate competence - carefully match ppl to their jobs - give them opportunity to try new jobs -for jobs fundamentally unappealing: - acknowledge frankly that the task is not fun - give meaningful rationale for why it must be done - give much choice in how task is completed 6.
Image of page 5
Image of page 6
This is the end of the preview. Sign up to access the rest of the document.

{[ snackBarMessage ]}

What students are saying

  • Left Quote Icon

    As a current student on this bumpy collegiate pathway, I stumbled upon Course Hero, where I can find study resources for nearly all my courses, get online help from tutors 24/7, and even share my old projects, papers, and lecture notes with other students.

    Student Picture

    Kiran Temple University Fox School of Business ‘17, Course Hero Intern

  • Left Quote Icon

    I cannot even describe how much Course Hero helped me this summer. It’s truly become something I can always rely on and help me. In the end, I was not only able to survive summer classes, but I was able to thrive thanks to Course Hero.

    Student Picture

    Dana University of Pennsylvania ‘17, Course Hero Intern

  • Left Quote Icon

    The ability to access any university’s resources through Course Hero proved invaluable in my case. I was behind on Tulane coursework and actually used UCLA’s materials to help me move forward and get everything together on time.

    Student Picture

    Jill Tulane University ‘16, Course Hero Intern