Chapter Twelve Incentives and PerformanceBased Rewards 1 Rewards

Chapter Twelve Incentives and Performance-Based Rewards 1

Rewards, Motivation, and Performance in Organizations 4

Agency Theory(代理理論) • Is concerned with the diverse interests and goals held by the organization’s stakeholders(組織中不同利害關係人, 關心的利益 與目標均不相同), including its employees and managers, and the methods through which the organization’s reward system can be used to align these diverse interests and goals. 5

有哪些常見的績效薪資制度? – Merit-pay plans(功績薪酬) – Incentive Compensation Systems(獎勵性薪 酬) – Teams and Group Incentive Reward Systems(團體獎勵) 6

Merit Compensation Systems • Merit pay (功績薪酬) – Pay awarded to employees on the basis of the relative value of their contributions to the organization • Merit-pay plans (功績薪酬計畫) – Compensation plans that formally base at least some meaningful portion of compensation on merit 7

Limitations of Merit Compensation Systems • They focus almost exclusively on individual performance. (專注於個人) • They are based primarily on performance appraisal systems, which may be subject to error. (依賴準確地績效評估) • They may be prone to focusing on too broad a period of performance. (考慮的範圍太廣) • They are subject to considerable disagreement among employees. (員 未必認同 ) • Increases given to individuals become a permanent part of base pay. (調薪是永久性的) 8

Incentive Compensation Systems • Piece-rate incentive plan(按件計酬) – Paying an employee a certain amount of money for every unit she or he produces • Individual incentive plans(個人獎勵計畫) – Reward individual performance on a realtime basis • Sales commission(銷售佣金) – An incentive paid to salespeople 9

Limitations of Incentive Compensation Systems • They are practical only when performance can be measured easily and objectively. (績效必須能客觀衡量) • They are often an administrative burden. (行政管理較繁複) • They are likely to focus attention on only a narrow range of behaviors, perhaps at the expense of other behaviors. (通常僅能 著眼於小部分的特定行為) 10

Team and Group Incentive Reward Systems • Gainsharing(成果分享) – 例如Scanlon plan(史甘隆計畫) • Profit sharing(利潤分享) 11

Limitations of Team and Group Reward Systems • Not every member of a group may contribute equally to the group’s performance. (團隊成員的貢獻度不一) • Employees may not see how their efforts lead to increased profits. (努力與績 效之間的連結較弱) 12

推行績效薪資制度有哪些注意事項? • Reward systems should provide incentives to employees so that they work for the desired outcomes. (對於好的行為, 必須要提供誘因) • Organization must be careful that the incentive plan does not encourage undesirable behaviors and outcomes. (注意避免後遺症) 13