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Reward management and the organisation
Reward management and the organisation
Reward management and the organisation
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Since Vietnam became a member of the WTO in 2007, there were many opportunities for foreigner organizations to operate in Vietnam which also offer more job opportunities for the expatriates. Therefore, the expatriates are becoming more important to the success of many multinational organizations (Peter, Marion ad Ellen, 2008). The reward system for multinational firms has recently moved far beyond the original domain of expatriate pay as it has to attract, retain and satisfy both expatriate and local staff. It is important to compensate both expatriate and local staff to increase their productivity. However, the compensation must be fair and reasonable so that it can encourage the productivity and loyalty of their international and local employees (Nariz,2012).
Issue
According to the interview, Ms. Chi said that the company has different methods and policies reward to motivate both the local employees and expatriate. The expatriates receive financial reward such as cash bonuses and returning home airplane tickets once or twice a year, depends on their position. However, for local staff, they only receive the based salary and their bonuses if they achieved the organization’s objectives and goal in time. The amount received by the expatriate is usually higher than the local staff because the company wants to maintain the standard of living for the expat as same as when they lived in their home country. Therefore, in some cases, the local staffs who have more complex position still receive a lower reward than the expat. This inequality reward policy has created a conflict among the staff and affected to their performance. In addition, unequal pay schemes can create more dissatisfaction than satisfaction if the local staff perceived ...
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...ublic applause and private thank-you are both important as it motivate the employees to make even better use of their talents to achieve more challenging work (Armstrong, 2007). Whenever an employee achieved the firm’s objectives and bring benefits back to the firm, the firm can organize a small party to encourage the staff to keep up with their work and encourage others to follow and learn from the achiever.
Furthermore, to maintain and develop the relationship between the expatriate and local staffs, the company can change its office’s structure by switching to an open office. With an open office, the expatriate and the local staff will have more bonding opportunities to develop their relationship, sharing thoughts and ideas for the work. Besides, the company can also organize a fun day or a vacation that help the employees to relax and get to know each other.
Since 1990 after Vietnamese government removal of control over the economy, it has doubled and it has cut poverty in half and helped make Vietnam into a more modernized and progressive country. He also looks into why Nike Company works better overseas, and that is due to worker satisfaction. He comes to a conclusion that the effect of globalization is not necessary a bad thing it helps third country’s quite a lot in the development process in trying to modernize and later maybe possible to compete with the first world country’s for later generations in my thought. As the author puts in “The Noble Feat of Nike” the job comes with a regular wage, which is three times the minimum wage for a state owned enterprise that also comes with free or subsidized meals, free medical services and training and education. Now in 2003 ...
Team member work together in an open plan office, it allows quick verbal communication between employees.
While accepting the Open Work program on behalf of the whole team James didn’t think about the culturally diverse nature his team members. He didn’t take into account the low ratings towards Open Work from “Work From Home Employees” and “Field Office Employees” based in the Asia-Pacific Zone. Being comparable with the Americas and Europe & Middle East in almost all respects the Asia-Pacific ratings was significantly different in terms of Distance Collaboration, Work Task Effectiveness, Workspace Effectiveness and HR Practice Effectiveness. The preference of the employees based in India was to have more face-to-face interactions with the team members.
The wage gap is defined as the relative difference in the average hourly earnings of women and men within the economy as a whole (ABC). The wage gap is not a new issue, it has been a prevalent part of our culture since women have been accepted into the workforce. However, throughout modern history some action has been taken to alleviate the strain of unequal pay. For example, The Equal Pay Act was signed in 1963 and since then the gender pay gap has been gradually closing. (ZAP) Despite the act being signed, women still face discrimination and inequality in regards to their wages from the moment they graduate college. Female college graduates on average make around 29 percent less than male graduates. (DAD) This inequality doesn't correspond
In 1963, President Kennedy signed the Equal Pay Act into law, making it unlawful to discriminate against a worker on the basis of sex. Since that time, the wage gap between men and women in the United States has narrowed by just 15 cents, now being 74 cents, as reported by the U.S. Census Bureau.
The world’s leading psychological researcher of the Just-World hypothesis, Melvin J. Lerner (1980) describes a meritocracy as “a human tendency to maintain the belief that the world is fair.” Although the definition is broad, it describes the belief the general population holds in achieving success; it is attainable to anyone willing to work hard (as cited in Hafer & Bague, 2005, p. 128). However, if meritocracy is true, how are the differences between the rich and poor explained and why is that not everyone is successful. Supported by those in power, meritocratic ideologies promote disillusionment in the general population by promising social equality and success to all. Not only, are those in power promoting tyranny through meritocracy, but
Engagement is also an important part for the employees. The company provides information of the board meetings to all employees. This enhances the employees’ feelings of being well-informed and engaged. The employees even can challenge the current unit wage for manufactured parts. This is an open discussion, so we can see that employees are treated as if they were partners.
The culture of appreciating employees for their hard work and achievements by incentives shows how the organization values their employees. Lincoln believed “Status is of great importance in all human relationships. The greatest incentive that money has, usually, is that is it a symbol of success... The resulting status is the real incentive... Money alone can be an incentive to the miser only. There must be complete honesty and understanding between the hourly worker and management if high efficiency is to be obtained”. This shows how harmoniously the labor and management have to work together to produce
Have you ever wondered if men and women earn the same amount of money? Well, they don’t. The average salary for women is about 40,000, and men’s is about 50,000. The wage gap can be bigger for different jobs and races. There are many ways women are affected by the gap. There are also studies to explain why we have a wage gap.The wage gap is biggest for Hispanic women, and smallest for Asian women. The wage gap is smaller in some places, though. The state with the smallest wage gap is New York, the biggest wage gap is in Louisiana. 2nd state with the smallest wage gap is California, where women earn 0.88 for every dollar men earn. The wage gap becomes bigger as we get older, between our 50s-60s. Between our 50s-60s, men start to earn more, but
The foundation for effective job performance and compensation system can be traced to effective job analysis process. Fundamentally, a job analysis should consist of a thorough examination of the job 's duties and knowledge, skills, abilities, and qualities that are required in order to be successful in a specific position, upon which appropriate rewards or compensation can be determined. For many perspectives, jobs are usually made up of requirements and rewards, where rewards may be regarded as a major recruitment strategy for motivating potential employees in order to influence them to stay the organization for a longer period as well as enhance their performance. The most common or basic form of rewards which attracts employees is extrinsic
International businesses are also finding new ways of increasing diversity abroad. Instead of using expatriate employees as management, they are starting to hire locals. Companies that operate abroad are realizing that using expatriate employees is not a permanent solution. They are often expensive, and are not capable of translating their skills into the new environment. In a company that operates globally, it is important that the company knows how to relate to the local markets, and a great way to do this is by hiring local talent. Hiring locally is cheaper, there is not a language barrier, and they are accustomed to the business environment in the area(5). They can also help the business by providing a new perspective into international markets, and offer ways that the company can improve their diversity abroa...
...e located and the human resource management to effectively manage the global workforce diversity. Furthermore, management practices across nations should be more focused in terms of enhancing expatriates’ experience with cross-cultural training. It is also highlighted that executives of international firms must efficiently devise the best strategies and plans to increase the business positive performance and for controlling resources of their foreign subsidiaries. As a consequence, global managers play a very important role in the development and success of multinational corporations in the current competitive international market since there are numerous issues that they have to deal with in the operating process. If the enterprises could overcome the management challenges, they would gain great opportunities in the global economy and achieve favorable outcomes.
Attracting and retaining the most talented employees is essential for long-term organizational success. An important component to attracting and retaining such employees is the design and implementation of an effective compensation and benefit system. Assuming the role of a highly regarded human resource consultant hired to review, analyze, and revise the compensation and benefit system utilized by my city’s largest employer, Holland Enterprises, this paper presents a revised compensation and benefit strategy that suits the firm. This proposal describes how an effective compensation and benefit system could contribute to organizational effectiveness in the firm, the principle components of the revised compensation and benefit system for the
The possible best solution to the cultural differences within WIYCR is to promote cultural unity by changing the mindset of WIYCR¡¦s expatriates, leading to a working environment with harmony, thus increasing overall performance. We need to consider the implementation of overall change in WIYCR¡¦s culture in short term and in the long run separately. As Christmas peak season is coming, we must focus on implementing steps in trust building and working as a team. In the long run, main focus is placed on improving the communication and relationship between the resort and head quarters to improve the overall efficiency. However, reward system is not in the recommendation as it is not a very effective measure to change the working attitudes of local workers, due to the fact that they enjoy the relationships with coworkers, family and friends rather than monetary or other rewards.
Organizations are working hard in today’s world of business, not only to remain competitive, but also to focus on stability and structure. Employees are the backbone of an organization. It is becoming more important to offer quality HRM programs to staff, in order to support the retention of trained and experienced staff. Employees have always been concerned with salary however, there is a new focus emerging that looks at compensation as a whole entity. Monetary wages are now just as important as other benefits such as paid time off, medical and dental offerings and retirement. This paper will discuss the importance of the total compensation program which includes many aspects, not just salary. Attention must be paid to equal pay, pay