Essays on Positive and Negative Aspects of the State of Georgia's Reward System Case Study

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The paper “ Positive and Negative Aspects of the State of Georgia’ s Reward System” is a meaningful example of the case study on management. This report discusses the significance of reward systems, its purpose, and the features of a good reward system. It also discusses team and individual reward strategies and how these can be used to add value to organizational change and success. A Reward system is discussed and important components of good reward systems are listed and discussed. Team-based rewards are defined and discussed in several areas such as; the reasons for adopting team-based rewards, the five factors need to be considered in establishing team-based rewards: the phase of a team life cycle, compensation and acknowledgment categories, the type of teams, type of the company and the culture of the team and organization.

A review of the background, aim, and scope of the report is first discussed so that team-based rewards are understood as important motivators to accomplishing organizational objectives. The report then discusses the case study performance management system. It indicates the positive and negative aspects of the performance management system of the organization.

The conclusion and recommendations are also discussed in the report. IntroductionAccording to Cardy (2004, pg. 3), performance management is a serious and necessary part of individual and organization effectiveness. Performance management is a practice needed for improvement to happen in an organization. Armstrong, (2000 pg. 3) notes that performance management can improve team building. It can also get individuals to be acquainted with the importance of working well with their coworkersArmstrong (2002 pg. 3) notes that employee reward is about how employees are rewarded in concurrence with their value to a company.

It is concerned with both monetary and nonmonetary rewards and embraces the values, plans, policies, and processes used by the company to expand and preserve reward systems. A reward system has monetary rewards (fixed and variable pay) and employee benefits, which together include total payment.

References

Bibliographies

Armstrong, M. 2002, Employee Rewards. London : CIPD House.

Armstrong, M. 2000, Rewarding Teams. Bristol.

Armstrong, M., Murlis, H., & Group, H. 2004, Reward Management: A handbook of

remuneration strategiy & practice. Philadelphia: Kogan Page.

Bartol, K. M., & Srivastava, A. 2002, Journal of Leadership & Organization studies. Encouraging knowledge sharing: The role of organizational reward systems , 3.

Berger, L. A., & Berger, D. R. 2008, A state od the art guide to compesation strategy and design. USA: McGraw Hill.

Cardy, R. L. 2004, Performance Management: concepts skills and exercises. New York: M.E Sharpe Inc.

Dematteo, J. S., Ebby, L. T., & Sundstorm, E. 1998, Team Based Rewards. Burrent empirical evidence and direction forfuture research , 143-146.

Dyer, L., Schwab, D. P., & Theriault, R. D. 1976, Managerial Perceptions regardinf salary increase criteria, 233.

Grote, R. C. 2002, The perfromance appraisal question and answr book: a survival guide for manager. New York: AMACOM.

Kerr, J., & Slocum, J. W. 1987, Managing Corporate culture through reward systems. Academic of managment executive , 99-108.

Marx, R. D. 1962, Relapse Prevention for Managerial Training: A Model for Maintenance of Behaviour Change. Academy of Management Review , 433.

Mathis, R. L., & Jackson, J. H. 2008, Human Resource Management. USA: Thomason south-western.

Walden, M., & Thoms, P. 2007, Battleground:Business. Connecticut: Greenwood.

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