Please enable JavaScript.

Coggle requires JavaScript to display documents.

PERFORMANCE MANAGEMENT, REWARD & LEGAL ISSUES - Coggle Diagram

- - - - A traditional approach in implement reward system is to reward employees for the positions they fill as indicated by their job descriptions and not necessarily by how they do their work.
    - - salary increase: position & seniority
    - - salary increase: Job Performance
      - Reason for introducing CP / Benefits
        
        1) Performance Management is more effective when rewards are tied to results.
        
        2) supervisors & employees are better able to understand what really matters
        
        3) CP plans project good corporate image.
      - Possible Problems Associated with CP
        
        1) Poor performance management system is in place: Poorly designed , poorly implemented PMS, bias rating.
        
        2) Rewarding counterproductive behavior ( rewarding a while hoping for b): When the system rewards results and behavior that are not those that will help the organization succeed.
        
        3) Reward is not significant considered: Pay increases and other rewards so small that they don't differentiate between outstanding & performance
        
        4) Manager are not accountable: Managers are not accountable regarding how they handle the performance & the performance evaluation of their employees.
        
        5) There exists extrinsic motivation at the expense of intrinsic motivation: There is so much emphasize on rewards. Employees may start to lose interest \in their jobs, which is in turn can decreased motivation.
        
        1 more item...
      - Issues to consider (CP)
        
        b) Strategic direction in organization
        
        a) Culture Organization