The paper "Organizational Problem of Designing Appropriate Compensation Systems" is a great eample of a management research proposal. These are accomplished through the consolidation of interviews, questionnaires, internet sources and a number of published books in obtaining proffered analytical data. This was uncovered that although management implements a number of compensation available, a number of factors are not sufficiently administered. This has significantly contributed to a reduction in workplace motivation that has negatively affected employee productivity. Therefore, the study recommends that the management of organizations should offer effective and holistic compensation strategies that will help boost employee productivity. 1.0 Introduction Compensation is an indispensable aspect of organizational management that directly impacts the organization’ s competitiveness and productivity.
Evidently, compensation affects the employee’ s motivation and communicate the degree to which the employer values employee’ s contribution. On the other hand, compensation is a form of gratitude to employees for their efforts in attaining the organization’ s objectives. The primary source of employee satisfaction is essentially assumed to be the employee’ s benefits package and compensations (Byrne, 2005). 3.0 Purpose of the Study The aim of this research is to draw an understanding of the relationship between employee productivity and compensations, pertaining to an organization’ s functions.
As such, this research seeks to; Theoretical Framework The theories stated below formed the basis on which the research was anchored; 4.1.1 Maslow’ s need hierarchy theory If the motivation is propelled by the existence of the unsatisfied needs, then it is important to understand which needs are more important to the employees. In this respect, Abraham Maslow developed the model where low-level needs like safety and physiological needs must be satisfied before higher-level needs are pursued. 4.1.2 Herzberg’ s Hygiene Theory Through the research, it is emphasized that the hygiene factors are indispensable since they are equally important as the motivators.
Factors of hygiene are essential in avoiding unwarranted work or denial of fair treatment. Evidently, Herzberg’ s hygiene theory extends Maslow’ s ideology. Herzberg proposes that of management rest on the provision of positive motivation, therefore; attention should not only be given to these factors but also motivation factors (Herzberg, 1960). 4.1.3 Expectancy Theory Relationship between Human relations and compensation and its effect on productivity Attaining integration is an important aspect of achieving growth and survival in an organization.
It is of paramount importance that employees receive proffered compensations, given the quality of work provided. Human relations is associated with workplace interaction, association, and involvement, as well as factors affecting these interactions (Amstrong, 2014). 6.0 Methodology 6.1 Research Design In order to effectively conduct the research, it is imperative to implement an effective research design. In this respect, a cross-sectional survey was proffered as the proposed research approach. The research design is instrumental in determining the research objectives of linking employee compensations to productivity (Ling, 2008). Accordingly, the cross-sectional survey consists of a self-administered questionnaire that consolidates open-ended and structured questionnaires. The quantitative research and survey are essential since they are structured towards meeting the research’ s objectives.
Evidently, the research will incorporate a large number of respondents to facilitate a large data collection at one single time.
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