Using Compensation To Motivate Workers

3 Pages 687 Words

Using Compensation To Motivate Workers

In this discussion I have been asked to allot a certain amount of money to eight new management employees. Top management has no set forth guidelines for salary increases, but there is $24,000 dollars of readily available salary increases for worthy employees. The eligible employees are Berger, Clod, Doodle, Ellesberg, Foster, Goslow, Hummer and, McGowan.
Time has been spent reviewing all eight employees. All have positive and negative qualities, but I have composed a checklist of what I think is most important to the company. Here is the chart:

Names 1 2 3 4 # $
Berger * * * * 0 $500.00
Clod * * * X 1 $1382.35
Doodle * * * X 1 $1382.35
Ellesberg X X X X 4 $5529.40
Foster X X X X 4 $5529.40
Goslow X X X * 3 $4147.05
Hummer * X * X 2 $2764.70
McGowan X * * X 2 $2764.70
Total 17 $23999.95

The way the rating system works is as follows: 1) Ease of Replaceability 2) Peers View 3) Quality of Work and 4) Managements View. All of the following are important views, but there were personal concerns with some of the employees. For example, some of the employees need the raise more than others. I have chosen to overlook the personal concerns. Mr. Clod might have just recently got married to a wealthy wife, but I think this is irrelevant. I think by not rewarding his work because the money is not needed is an insult to his self worth. On the other hand, Doodle is in a financial bind, but he cannot expect the company to buy him out; he has to work his way out. Mr. Berger is a whole new story. His performance is shallow, and there are conflicts of interest. Supposedly, he is a poor performer, and has past relations with certain co-workers. This is a recipe for disaster. Most companies have strict dating guidelines that state that you cannot date a co-worker. It brings personal emotions to the workplace, which is not needed, in a professional environment. It makes it hard ...