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Short/Long Termincentives

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Submitted By ajad
Words 863
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In today’s society, companies create short-term and long-term incentives for several reasons. 1.) the company wants to retain the company’s best qualified and experienced employees; 2.) A company tries to remain competitive in the labor market; 3.) The company is trying to retain and build on their customer database; 4.) The company wants their employees to stay focus on meeting the company’s needs and reach their set goals within the allotted time, and 5.) Increase the company’s productivity. According to Berger and Berger (2000), in order for a company’s sort-term and long-term incentives to be effective, certain conditions must be met. The company must be willing and able to identify measurable financial goals; critical functions affecting short-term results are within the control of plan, and top management must willingly judge and rate each employee out to reward them accordingly”.
The company I chose to create short-term and long-term incentives is for Norfolk Ship Support Activity (NSSA) which controls all the maintenance requirements for most eastern based Navy warships. The short-term incentives will consists of: Regular Duty Day (RDD) which is allowing an employee to work 9 hours four days straight and one eight hour day for a week, and the next week, he/she works four nine hour days and he/she will have that Friday off. Basically, the employee with have a three day weekend every other week. The Regular Duty Day (RDD) is only authorized for a period of six months. Every year before the end of the fiscal year, the employee if eligible, he/she will receive an Annual Performance Bonus (APB), which is based on how well the employee has closed out his/her contracts with minimum errors, the amount of discrepancies found throughout the duration of the contract, and if he/she finished the project ahead or behind of scope. The next short-term incentive the employee

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