Help to rewrite or paraphrase with similar wordcount and meaning CONCLUSIONS The
ID: 428349 • Letter: H
Question
Help to rewrite or paraphrase with similar wordcount and meaning
CONCLUSIONS
There is a relationship between work motivation and compensation, it is possible to recognize the existence of a trend that suggests that compensation, when both concepts have a properly designed manage, these can influence the motivation of employees to show better performance.
When the organization is implementing some compensation plan, it is necessary to consider a number of factors specific to each organization to ensure and achieve its objectives which attract, retain and motivate employees. These factors relate to organizational structure, culture, and values of the organization, communication, management style.
The compensation is directly related to all human resources processes, for which strategic coordination is essential. In particular, performance evaluation systems. When implementing a compensation system, it is necessary to understand the culture of the country where the organization is working, this will cause a differential impact on the perceptions and priorities of employees, depending on the cultural aspects valued as rewards.
Nowadays, the organization must be flexible with respect to the changes in the experience. The dynamic compensation is used, and the compensation plans must be constantly updated and aligned with the values, policies and specific characteristics of each organization. Do not forget that the compensation systems, as well as the different human resource strategies, are business communication tools that guide employees to think about the priorities of the organization clarity and consistency are a contribution to the work environment and the establishment of equitable cultures and perceived as fair by employees
Explanation / Answer
Motivation and compensation are two relatable elements of work at a work place. It has been seen that compensation can help in motivating employees to work better and efficiently if the process has been designed and managed properly.
The compensation plan implemented in an organization is different from one organization to another and depends upon many factors such as its structure, culture and values followed in the organization, the type of communication and style of management. The main objective of such compensation plan is to attract and retain employees and to motivate them to work in an efficient way.
For implementing such compensation plans a coordination is essential in all strategical approaches and human resource processes. Like the compensation plans depend on the performance evaluation system of the organization on how and when the performance is evaluated and rewarded. Also the compensation plan depends on the culture of the country where the organization is located as the perceptions and priorities of the employees of the place will differ with the culture and values of the place. At some place compensation will be highly regarded and work as a motivational tool and at others it may not.
As flexibility in organization is a neccessity now hence even the compensation plans should be such that can be changed and updated according to the change in culture, values and policies that form an organization. Like other human resource strategies these compensation plans work as communication tools that let the employees understand what the organization expects from them and work accordingly. It is a tool that helps the organization evaluate and reward the deservng employees on fair basis.
Related Questions
Navigate
Integrity-first tutoring: explanations and feedback only — we do not complete graded work. Learn more.