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Libro 2
capittulo 12-14 - Coggle Diagram
Libro 2
capittulo 12-14
Incentive Pay
Along with wages and salaries, many organizations offer incentive pay—that is, pay specifically designed to energize, direct, or maintain employees’ behavior. Incentive pay is influential because the amount paid is linked to certain predefined behaviors or outcomes.
For incentive pay to motivate employees to contribute to the organization’s success,
the pay plans must be well designed. In particular, effective plans meet the following
requirements:
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Includes updated data on employee benefits as a percentage of total com- pensation, Social Security information, and taxes paid by employers and employees. New examples describe how some companies are providing employees with assistance in paying off student loans as part of their benefits strategy
Pay for Individual Performance
Organizations may reward individual performance with a variety of incentives:
∙ Piecework rates
∙ Standard hour plans
∙ Merit pay
∙ Individual bonuses
∙ Sales commissions
Piecework Rates
As an incentive to work efficiently, some organizations pay production workers a
piecework rate, a wage based on the amount they produce.
Performance Bonuses
Like merit pay, performance bonuses reward individual
performance, but bonuses are not rolled into base pay.
Merit Pay
Almost all organizations have established some program of merit pay—a system of
linking pay increases to ratings on performance appraisals.
Sales Commissions
A variation on piece rates and bonuses is the payment of commissions, or pay calculated as
a percentage of sales.
Chapter 14
is a health care plan that requires patients to receive their medical care from the HMO’s health care professionals, many of whom are paid a flat salary, and provides all services on a prepaid basis.
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