Abstract The main two reasons for the companies to implement variable pay plan are: motivating employees and reducing cost. In this paper we try to point out the challenges the organizations might face when they apply variable pay system by reviewing related literature. We find that it is difficult for the company to have a reliable measure for the variable pay system. In addition‚ the focus of the variable pay plan should be on motivating employees or cutting cost and how to strike a balance between
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"You’re a new supervisor of 20 employees at a local fast-food restaurant. The recently departed supervisor was well liked by a few of the employees‚ but overall morale is low. There is very little teamwork‚ or shared sense of purpose. There is also stiff competition for labor and for customers." Given this situation‚ what would Attila do? Attila the Hun says that discipline is what builds morale; therefore‚ the initial step is to be a disciplined supervisor. Because the supervisor is disciplined
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Republic of the Philippines OFFICE OF THE PRESIDENT COMMISSION ON HIGHER EDUCATION CHED MEMORANDUM ORDER (CMO) No. 30 Series 2004 SUBJECT: REVISED POLICIES AND STANDARDS FOR UNDERGRADUATE TEACHER EDUCATION CURRICULUM In accordance with the pertinent provisions of Republic Act (RA) No. 7722‚ otherwise known as the “Higher Education Act of 1994”‚ and for the purpose of rationalizing the undergraduate teacher education in the country to keep pace with the demands of global competitiveness‚ the
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Tax File Memorandum To: Peaceful Pastures Funeral Home From: Whomever Date: 2/17/2013 Re: Peaceful Pastures Tax Payer Engagement Confidential I SPOKE WITH PEACEFUL TAX PAYER ABOUT THE AUDIT NOTICE THE IRS HAD SENT. IT CONTENDS THAT THE AMOUNT PREPAID UNDER PEACEFUL’S PROGRAM CONSTITUTES PREPAID INCOME THAT MUST BE INCLUDED IN PEACEFUL’S INCOME (AND THEREFORE SUBJECT TO TAX) IN THE YEAR IN WHICH IT IS RECEIVED. THE TAX PAYER WANTED TO KNOW IF THE IRS FINDINGS
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different‚ there are several qualities that all good supervisors have in common. A good boss treats all her employees fairly. She doesn’t single out one employee for better (or worse) treatment than the others. A poor supervisor has favorites. Sometimes she’ll even use her favorites to spy on other employees. She expects them to tell her what the others are saying about her. This can cause a lot of bad feelings among employees. A good supervisor gives clear and understandable directions‚ She doesn’t
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oyeeVem Linus Jonathan et al THE IMPACT OF EMPLOYEE EMPOWERMENT ON CUSTOMER SATISFACTION IN THE NIGERIAN SERVICE ORGANIZATIONS (A STUDY OF SOME SELECTED HOTELS IN JOS‚ PLATEAU STATE) THE IMPACT OF EMPLOYEE EMPOWERMENT ON CUSTOMER SATISFACTION IN THE NIGERIAN SERVICE ORGANIZATIONS (A STUDY OF SOME SELECTED HOTELS IN JOS‚ PLATEAU STATE) IJCRR Vol 04 issue 19 Section: General Science Category: Research Received on:27/07/12 Revised on:05/08/12 Accepted on:17/08/12 Vem Linus Jonathan‚ Dakung
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Memorandum –to-the- File: Comprehensive Income Date: June 5‚ 2013 RE: Question about the definition or example of comprehensive income. Facts: I have been contacted by my client who has asked the question about the definition or example of comprehensive income. In recent years‚ there is increased use of fair values for measuring assets and liabilities. Furthermore‚ possible reporting of gains and losses related to fair value has placed a strain on income reporting. Because fair values are
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believe that incentive pay is truly effort-‐inducing; that is‚ drive employees to perform at their best? Discuss In recent times‚ companies are faced with a lot of competition and they need to constantly devise strategies to tackle this competition. They are continuously looking for ways to increase the performance of
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Pay for performance The way to get your employees to focus on both the present and the future is to adjust your culture and to weaken your financial incentives. [pic] Jonathan D. Day‚ Paul Y. Mang‚ Ansgar Richter‚ and John Roberts The McKinsey Quarterly‚ 2002 Number 4 [pic] Pay for performance has these days achieved the status of a management mantra. A generation of executives‚ motivated by performance-measurement systems linking their actions to results and‚ ultimately‚ to compensation‚ has
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TORT‚ PRODUCT LIABILITY‚ INTELLECTUAL PROPERTY‚ CRIMINAL and PROPERTY LAW CASE ANALYSIS TORT CASE OVERVIEW LEGAL ASPECTS 535 PROFESSOR T. RICE MEMORANDUM TO: Professor T. Rice FROM: RE: Denny v. Ford Motor Company (Tort Law) FILE: Court of Appeals of New York‚ 1995 639 N.Y.S. 2d 250 DATE: April 6‚ 2014 Conclusion: Nancy Denny (Plaintiff) was driving her Ford Bronco II in June of 1986‚ when she slammed on the brakes to avoid hitting a deer that had walked in front of her vehicle
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