...Performance-related pay or pay for performance is money paid to someone relating to how well one works. Car salesmen, production line workers, for example, may be paid in this way, or through commission. Business theorists Professor Yasser and Dr Wasi were a great supporter of this method of payment, which is often referred to as PRP. He believed that money was the main incentive for increased productivity and introducing the widely used concept of 'piece work'. This standards-based system is used for evaluating employees and setting salaries by many employers. Standards-based methods have been in de facto use for centuries among commission-based sales staff: they are paid more for selling more, and low performers do not earn enough to make keeping the job worthwhile even if they manage to keep the job. In addition to motivating the rewarded behavior, standards-based methods can provide a level of standardization in employee evaluations, which can reduce fears of favoritism and make the employer's expectations clear. For example, an employer might set a minimum standard of 12,000 keystrokes per hour in a simple data-entry job, and reassign or replace employees who cannot perform at that level. Employees would be secure in k Performance-related pay or pay for performance is money paid to someone relating to how well one works. Car salesmen, production line workers, for example, may be paid in this way, or through commission. Business theorists Professor Yasser and Dr Wasi...
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...PubHealth129- Final Paper TA: Vinne 12/12/12 Single-Payer Systems The United States health care system and the health coverage it has for its citizens are both unmistakably flawed. While our country offers many means of achieving health insurance like private, employer, and government assisted, twenty percent of citizens still do not even have health insurance. This means that these people are not getting coverage on their medical bills, and are therefore a lot less likely to visit the doctor until there is no choice. Even people who do have health insurance in the United States still do not get the affordable, comprehensive coverage they should. Compared to similar industrialized nations, we are far behind their level of comprehensive and affordable services. These countries often have what is called a single-payer system. The single-payer system is a health care plan that funds every person’s medical expenses from the same pool of money. The challenges of implementing the single-payer system are going to be from political barriers and transitioning the United States from a mixed insurance system. There are both advantages and disadvantages to this type of insurance mechanism, but this method has proven to have worked. There is no reason not to implement this advantageous system in America. Right now the insurance industry in the United States is not only complex, but inadequate. There are tens of thousands of different health care organizations; HMOs, private billings...
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...Teacher Merit Pay Systems No matter how smart the student is, the efforts and quality of the school they are in, and the efforts and quality of the teacher that is instructing them has a very large influence on how well they will produce in school. If these factors have such a large influence on children’s ability to perform on standardized and non-standardized tests, both teachers and schools should be properly devoted to the children. This is where the idea of merit pay systems comes in. Merit pay systems reward the teachers with salary raises and reward schools with increased funds when their students do well or significantly improve. This process is made to encourage teachers to bring out the best in their students, and when they are properly influenced, it would seem that good results would be produced. The problem with merit pay systems in today’s schools, is that no one has found a “one size fits all” model for a merit pay system. Some systems have had success in some regions, while similar systems have failed in other regions. Merit systems have not worked in the past as well as they should have, this research paper will identify the failed programs, the problems behind those failed programs, the correct way to execute a merit pay system, and what the intended results can be if merit pay systems work to perfection. One of the first merit pay systems came about when British educators realized they needed to change the education system to yield better results. In his...
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...Pay for performance essentially is pay is based off of performance (Mathis, p. 377). Pay and incentives are structured to compensate performance variances among employees; while exceptional performers will be rewarded with greater pay and rewards than employees with acceptable level (Mathis, p.377). Unfortunately, if employee’s performance is below standards than the employee may not receive any compensation, be placed on a performance-improving plan or may even be fired. The idea is to encourage employees to do their best and they will be rewarded for their efforts. While I was in the healthcare field, there was a movement on pay for performance nationwide being implemented. The idea is to give better overall healthcare outcomes, while obtaining financial incentives. The way it is measured is through documentation in medical records, it is critical to have everything documented. I have mixed feeling about this because it would take at times, longer to document, while the patient did not get, as much time with the physician, in addition, just because the medical provider tries to get patients to change their behavior does not mean they actually will. For instance, when I was an office manager for a wound care clinic, many of our patients were their due to uncontrolled diabetes. We had to counsel patients to stop smoking, making healthier decisions and see a registered dietitian. I would estimate that less than 10 percent of our patients in a year actually made changes to...
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...merit pay involves giving employees a permanent pay raise based on past performance. Often the company’s performance appraisal system is used to determine performance levels and the employees are awarded a raise, such as a 2% increase in pay. I worked in a hospital and with nurses in an emergency room that got this exact raise. They had a cap that they could hit where they maxed out once they had been there for over 33 years they stopped getting the raise. The ever looming and potential problem with merit pay is that employees come to expect pay increases. This means it will be more so of an expectation and less so something earned. If you know something is coming either way, would you work harder for it? Not to sound lazy but time is valuable and why put in more time than everyone else for the same rewards? The only way to make merit pay more effective depends on making it truly dependent on performance and designing a relatively objective appraisal system. Without the appraisal system it is literally pointless. Ultimately, to be successful, the merit pay program must ensure that awards provided to the best performers will be substantially greater than increases awarded to average, or below-average performers. Merit pay when managed correctly provides a huge advantage for employers in my eyes. Merit pay helps an employer differentiate between performance of high and low performing employees and reward the performance of the higher performers. I believe that merit pay is worth...
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...SCHOOL OF BUSINESS ADMINSITRATION BACHELOR OF BUSINESS ADMISNITRATION Semester: Fall 2015 – 2016 Course Title Performance & Compensation Course Code HURM402 TITLE OF Case Study APPRAISING PERFORMANCE AT PRECISION In submitting this work, I am confirming that it is all my own work, or the work of my group. I have correctly acknowledged the work of others by using references. Once my work is submitted to Turnitin, it becomes part of the database that subsequent works are checked against. Full Name of Student: Submission Date: Nov 27th, 2015 Assessment: CASE-2 Semester: Fall Academic Year: 2015 ------------------------------------------------- ------------------------------------------------- Date of Case-2 Handover Nov 20th, 2015 ------------------------------------------------- ------------------------------------------------- Time Period Start time: 02:00 PM End time: 03:00 PM ------------------------------------------------- ------------------------------------------------- Duration of Case-2 Handover 2 weeks (Due Date: 4th Dec, 2015) ------------------------------------------------- ------------------------------------------------- Number of Case-2 Handover Pages 7 pages (Including this cover sheet-1) ------------------------------------------------- Marking Scheme: Question | Score | Marks | CLO | Achieved | 1 | 7.5 | | 5 | □ Yes □ No | 2 | 7.5 |...
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...Pay for Performance through Strategic Planning Introduction Because studies have shown time and again that pay represents one of the most important factors involved in retaining qualified employees, it is little wonder that there has been a great deal of attention focused on how best to compensate employees for their performance in recent years. Moreover, because employee performance and productivity is inextricably related to organizational profitability, these issues have assumed new relevance and importance in the current economic environment. There have been some mixed reviews concerning pay-for-performance approaches to enhancing employee performance, though, that suggest there is more involved than simply throwing money at top performers. Despite these constraints, many authorities suggest that pay-for-performance programs have a lot to offer organizations seeking to identify better ways to improve employee performance. In this regard, Miller, Hildreth and Rabin (2012) note that, “Individual incentives have a central role to play in the success of most conceptual schemes related to performance. Such plans, while very difficult, have large possibilities; seemingly insurmountable obstacles can be overcome if the emphasis moves to the employee's relative needs for power, affiliation, and achievement” (p. 230). These are tall orders for any human resource manager and an organization’s leadership, though, and the fact remains that measuring individual performance is a complicated...
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...Running head: ACTION INQUIRY RESEARCH PAPER- MERIT PAY Action Inquiry Research Paper- School Finance Jennifer Ponton Grand Canyon EDA 535 July 01, 2012 Action Inquiry Research Paper- School Finance Statement of the Problem This past spring thousands of teachers protested at the Louisiana State Capital to prevent Louisiana lawmakers from passing an educational reform bill proposed by Governor Bobby Jindall that would change the face of public education in Louisiana forever. Many superintendents and school personnel were relieved of their professional responsibilities on the days they protested hoping that they could sway the governor and the lawmakers from passing the bill. The bill was passed even without the support of many educational leaders and lawmakers in Louisiana. The laws passed by Louisiana lawmakers read like a conservative education reformer’s wish list. Teacher tenure in Louisiana after three years of employment was eliminated and replaced with teachers receiving a “highly effective rating for five out of six consecutive years of teaching. Back to back “ineffective rating will result in a teacher being fired. Seniority will no longer be a dominant factor in layoff decisions. In fact most decisions involving teacher employment and pay will now be the responsibility of both the principal and the superintendent of school. Before Governor Jindall’s reform plan it was the responsibility of the local school board. The reform proposed by the governor...
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...Management Department Faculty Publications Management Department 1-1-2014 Pay-for-Performance’s Effect on Future Employee Performance: Integrating Psychological and Economic Principles Toward a Contingency Perspective Anthony J. Nyberg University of South Carolina, Anthony.Nyberg@moore.sc.edu Jenna R. Pieper University of Nebraska-Lincoln, jpieper@unl.edu Charlie O. Trevor University of Wisconsin-Madison, ctrevor@bus.wisc.edu Follow this and additional works at: http://digitalcommons.unl.edu/managementfacpub Nyberg, Anthony J.; Pieper, Jenna R.; and Trevor, Charlie O., "Pay-for-Performance’s Effect on Future Employee Performance: Integrating Psychological and Economic Principles Toward a Contingency Perspective" (2014). Management Department Faculty Publications. Paper 111. http://digitalcommons.unl.edu/managementfacpub/111 This Article is brought to you for free and open access by the Management Department at DigitalCommons@University of Nebraska - Lincoln. It has been accepted for inclusion in Management Department Faculty Publications by an authorized administrator of DigitalCommons@University of Nebraska - Lincoln. Published in Journal of Management 2014 ; doi: 10.1177/0149206313515520 Copyright © 2013 Anthony J. Nyberg, Jenna R. Pieper, and Charlie O. Trevor. Published by Sage Publications for Southern Management Association. Used by permission. digitalcommons.unl.edu Pay-for-Performance’s Effect on Future Employee Performance: Integrating Psychological...
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...Pay It Forward; An Honour System March 26th 2012 Pay It Forward; An Honour System In the movie Pay it Forward the young boy Trevor McKinney believes that everyone is capable of good. He believes that if an individual receives helps from someone they will be grateful. However, he has created a system where rather than reimbursing the individual who helped you, you help three other people. Hoping that over time this will grow larger and everyone will be getting help and helping others. He states that “it has to be something really big, something they can’t do for themselves (Leder).” Trevor helps a drug addicted homeless man named Jerry to get cleaned up and buys him clothes so he can get a job interview. He expects Jerry to help out three other people rather than paying him back. This is quite challenging for Jerry and at first he returns to his life as an addict, which causes Trevor to believe his system has flaws. He perseveres and helps his mom to make a new friend and stop drinking. His mom pays it forward by forgiving her mother and allowing her back into her life. The grandmother pays it forward in an amusing way by helping a criminal to escape from the police by allowing him to hide in her car. Now we may think that the chain would stop here, which it may have, however the grandmother used reverse psychology and told the criminal that he was not capable of paying it forward. This motivated the criminal to prove her wrong and therefore he carried the chain forward...
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...Wometco Home Theater From Wikipedia, the free encyclopedia Jump to: navigation, search This article needs additional citations for verification. Please help improve this article by adding citations to reliable sources. Unsourced material may be challenged and removed. (March 2011) Wometco Home Theater Launched 1977 Closed 1986 Owned by Wometco Enterprises Picture format 480i (SDTV) Country United States Language English Broadcast area New York metropolitan area Headquarters Fairfield, New Jersey The Wometco Home Theater (WHT) was an early pay television service in the New York City area, that was owned by Miami-based Wometco Enterprises, which owned several major network affiliates in mid-sized media markets and its flagship WTVJ in Miami (then a CBS affiliate on channel 4, now an NBC owned-and-operated station on channel 6). The signals were broadcast beginning in August 1977 on WWHT-TV (channel 68) and later on WSNL-TV (channel 67) out of Smithtown, New York. The service had ended by 1986. Contents [hide] 1 Overview 2 List of Wometco Home Theater affiliates 3 References 4 See also Overview[edit] Wometco Home Theater descrambling box. Initially subscribers paid $15 for a set-top descrambling box that allowed subscribers to view channel 68's scrambled television signals (a later addressable, 2-channel version of this descrambler was developed under vice president of engineering...
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...those from whom we receive them, or only seldom. But the benefit we receive must be rendered again, line for line, deed for deed, cent for cent, to somebody” and this is exactly what “paying it forward” is. Kant says that morality is not just doing the right thing by helping other people, but doing it for the right reasons as well: simply because it is the right thing to do. He holds true that for an action to be moral, it must be done out of a principle which can be applied to everyone equally, a maxim that can be willed to become a universal law. The movie and the book, Pay it Forward, progressively rises towards the moral standards of Kant as the characters come to understand the meaning of this movement and their duty to the world. I saw a bumper sticker the other day that said, “Think globally, act locally.” That is what the kids in Mr. Simonet’s class are really being assigned to do and that is what the Pay it Forward movement demonstrates. We are all connected to each other. The world may be broken but in watching and helping those around us for the right reason, the benefits spread worldwide. Kant agrees that the world is broken, that the human condition is flawed or Trevor in the beginning says, “the world is shit.” Trevor looks at all the bad around him; the trailer homes, the bullies, all the starving homeless people. His mom is a drunk and working as a stripper, his dad is abusive and it is no mystery why an eleven year old would see all this and think the world sucks...
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...“What about everyone else? The problem may not be that executives are paid too much, but that employees are paid too little.” 2. Statement of the Problem Studied In this article, Mr. Delves examined why people complain about executive pay, how companies used to inflate employee earnings, and how companies can increase employee wages now. 3. Significance of the Problem Studied With sky rocketing pay for many executives over the last few decades, many employees have wondered why their pay has not also increased. In the past companies have used stock options to provide incentive for employees and to use these as a pathway to increase employee pay. However with the economic recession and many of the changes in accounting practices, companies could no longer use this incentive to increase wages for employees. Thus Mr. Delves presents the question, “what do we do about [increasing employee incentives]?” (Delves, 2012). If this question can be answered, it has the potential to not only increase employee productivity but also to provide them with increased opportunities. 4. Comments on the Article Many people complain and cannot understand why executives are paid so much money and why their pay continues to remain fairly constant. Delves states, “I have wondered for some time about why so many people continue to be so upset about executive compensation and corporate governance when we have made so much positive progress” (Delves, 2012)...
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...Pay It Forward ETH 316 Pay It Forward “Pay it forward” is not only a movie but also an assessment of child which dialogues about Trevor’s life and his assignment. Let us consider the impending impact 11-year-old Trevor McKinney as portrayed by actor Haley Joel Osment. As seventh grade student who is challenged by his Social Studies teacher Eugene Simonet played by actor Kevin Spacey in an extra credit assignment to change the world. Living is difficult for the young Las Vegas resident Trevor and single mother Arlene played by actress Helen Hunt. Challenging issues of both physical and sexual abuse, along with extreme alcoholism plague the McKinney family. Arlene has dissociated from her son by her severe drinking problem and habitual poor decision making. She is a casino worker by day and strip club waitress at night. Her son Trevor is no run of the mill son. The child sees the potential difference he can make in a world that he does not like the look of. His plan for change is to influence the lives of three people. If the three people accept, it will become their duty and obligation to continue with his idea of “paying it forward”, instead of taking it back by impacting the lives of three other people. This becomes the idea of “one person reaching another” to “one person reaching out to three.” Ultimately the results can revolutionize the earth. The movie “Pay It Forward” is conveyed in an interesting present-day to earlier and back to the present type storyline by...
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...Memorandum To: Asi Clen, Deputy Chief of Planning & Operations CC: Jay Willie, Director of Maintenance & Transportation From: Danisha Benjamin, Accountant Date: February 11, 2012 Subject: Request for Permission to Research Employee Parking Lot Construction Introduction The purpose of this memo is to request permission to pursue research on the opportunity of constructing a secured parking lot for employees of the Department of Human Services (DHS). With over 1,000 employees and over 300 clients daily, the Department of Human Services is one of the busiest organizations located on Hospital Street, St. Thomas. Besides Human Services, Bergs Home, a housing community known for criminal activities and Bethlehem Shelter, a temporary housing for the needy, are located in this area. At the rear of the building, directly across from Bergs Homes and next to Bethlehem Shelter, is a newly cleared area that has become the permanent parking for employees. Issue Without predetermined parking spaces, an average of 100 cars can fit in this area. Due to the lack of security, anyone can park in an available space. Often, clients, visitors of Bergs Homes, and volunteers of Bethlehem Shelter occupy this parking area. Consequently, parking for DHS employees is affected. In addition, during 2011, a string of robberies occurred in this rear parking lot. On different occasions, three employees were robbed at gunpoint. Other...
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