The paper "Reward Management Systems in Apple Inc" is a wonderful example of a case study on management. Reward management systems are a combination of all forms of payment that a company issues to its staff in return for their input. This remuneration could take the form of cash payments, benefits, and discounts. Apple, one of the United States’ largest consumer electronics firms, currently employs 43,000 people inside the country. The company’ s current reward system focuses on basic pay and benefits. While the basic pay is relatively low, industry experts agree that the company provides some of the best benefits within the sector.
However, Apple needs to do a lot to improve the situation for most of its employees, especially within the retail department. In the ideal reward management system, the employer combines intrinsic and extrinsic forms of compensation to make the workers feel valued and treasured. Improvements in Apple’ s current reward system should focus on the firm’ s basic pay and performance-related pay schemes. The basic pay for most workers in Apple’ s retail section should be increased to reflect the firm’ s status as a leading producer of consumer electronics.
Additionally, Apple should introduce a commissions system to help increase the income that people in the sales department earn. Paying employees using sales commissions would help the hard workers earn a salary that is proportional to their effort, while also increasing the total amount of money that all of the employees take home. Introduction The management of a company’ s employees and senior staff is a very important aspect of every business entity’ s activities. Staff management involves a range of activities and concepts many of which ensure that a company maintains optimum production.
Reward management systems are one of the key elements of staff supervision. Companies use reward schemes to influence the behavior of their employees by encouraging and motivating them. Most schemes have a combination of intrinsic and extrinsic rewards and firms need to strike a balance between the two to ensure that the system works. Reward management systems normally have a host of objectives. One of the objectives is to align the aims of the employees to those of the company. Another objective of the systems is to motivate employees so that they maintain high levels of productivity as they work for the firm.
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