ADM 3337 Chapter Notes - Chapter 11: Executive Compensation, Downside Risk, Life Insurance

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Signals a movement away from entitlement towards pay based on individual or organizational performance. New focus on designing reward systems so that workers are able and willing to move into new jobs and learn new ways to perform jobs. Pay for performance can be short- or long-term and can be individual or group. Merit pay: increase in based pay related to past performance: employees are evaluated by supervisors, performance rating determines the size of the increase. How much should top performers be paid: ensure they are kept whole relative to the cost of living, midpoint of merit guidelines, budgetary considerations, employees don"t agree on the size of increases that they consider meaningful. Matrices differ in the size of the differential between different levels of performance: larger increase = stronger commitment to recognizing performance w/ higher pay increases, larger differentials cost more. Awarded for exceptional performance on special projects/performance that exceeds expectations.

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