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Incentive Programs, 2002.
An analysis of employee performance in respect to incentive programs.
4,900 words (approx. 19.6 pages), 5 sources, £ 126.95
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Abstract
This paper assesses the management strategies found in providing incentive programs for employees. This paper takes the form of a research study, where the relevant research is reviewed and a survey (fictional) is addressed to demonstrate the effects of incentive programs on the performance and productivity of employees.
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Safety Incentive Programs, 2002.
An insight into safety incentive programs.
1,150 words (approx. 4.6 pages), 5 sources, £ 31.95
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Abstract
This paper defines the safety incentive programs. It proceeds to explore different types of safety programs and concludes by determining the effectiveness of the different programs.
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Safety Incentive Programs, 2002.
A look at the institution of safety incentive programs within the workforce.
1,530 words (approx. 6.1 pages), 12 sources, APA, £ 35.95
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Abstract
This paper examines the advantages of the institution of safety incentive programs to a business. It looks at how to raise the incentive of employees to follow safety regulations, such as offering motivational rewards and uses some examples of businesses to illustrate its points.
From the Paper
"Every year, 3.0 million workers in the United States are injured in job-related accidents. The Social Security Administration reported that employers and their insurers paid more than $39.0 billion in workers' compensation benefits in 1991, i.e., approximately $438 per covered employee. Statistics reveal 5.9 million work-related illnesses and injuries in the private sector, with a rate per 100 workers of 6.7%; it is estimated that injuries alone cost US businesses over $110 billion annually (1998 statistics)."
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Incentive Programs and Motivation in the Workplace, 2003.
This paper discusses the numerous incentive programs available to employers and examines which programs really work.
3,919 words (approx. 15.7 pages), 16 sources, MLA, £ 75.95
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Abstract
This essay analyzes the difference between incentive and motivation and shows how they are related. Several motivational theories are also compared and shown how they relate to the various incentive programs, such as profit sharing and gain sharing, that can be used by companies.
From the Paper
"In today?s hectic work environment, it is sometimes difficult for management to keep employee satisfaction in mind. Many managers are often heard saying ?I have so many things to do that I don?t really have time to pat employees on the back for everything they do.? At the company where I am employed, one of my bosses has said on numerous occasions ?We don?t say things like good job around here because that?s just the way it?s always been. You can just assume if you don?t hear anything that you?re doing fine.? It is for reasons like this that many Americans feel little or no satisfaction with their jobs. Perhaps supervisors embracing this type of management philosophy are not lazy, but just not used to recognizing people, and are in essence creating an unsatisfied group of employees. Whatever the reason, it is imperative that companies teach managers how to create satisfied employees as well as implement programs that give employees an incentive to want to do well at work. Companies need to learn how to create a healthy balance between those things that affect job satisfaction or dissatisfaction. Hygiene factors, such as pay and policies affect job dissatisfaction, while motivator factors, such as recognition and responsibility affect job satisfaction. Without balance between these two factors, employees will either be dissatisfied or get no satisfaction from their jobs. There are many ways companies can use incentives to motivate employees, and several will be examined and compared to one another."
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Enhancing Employee Motivation Through Incentive Programs, 2006.
An analysis of how to increase employee motivation by means of incentive programs.
795 words (approx. 3.2 pages), 2 sources, MLA, £ 20.95
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Abstract
This paper recommends a change to an employee incentive system in order to inspire greater motivation among employees. According to the paper, the current incentive system includes use of an annual performance appraisal to reward employees financially for performing above expected levels of performance. The change this paper suggests, is the implementation of an employee suggestion system.
Contents:
Purpose
Background
Analysis of Current System
Alternatives To Current System
Recommendations
From the Paper
"Drillings & O'Neil (1994) confirm that many motivational variables including "effort, anxiety and curiosity" contribute to performance at all levels within the organization. These variables can influence the "rate and ease with which individuals acquire new competencies" and can also discern the likelihood that effective learning will occur within the organization (Drillings & O'Neil, 2). Most individuals working within the organizational context have a predisposition toward different motivational cues. Thus not everyone will respond the same to a compensatory rewards program vs. a rewards program whose intent is to create more intrinsic motivation. "
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Hotel Benefits Programs, 2008.
A review of the benefit programs offered by the hotel industry with specific reference to the major hotel chains.
4,020 words (approx. 16.1 pages), 11 sources, APA, £ 76.95
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Abstract
The paper discusses the incentive programs to customers offered by various leading hotel groups and highlights the positives and negatives resulting from these offers. The paper quotes comments by leading publications on the benefits of these programs, and states that true loyalty - benefit programs trust the customer rather than insisting on the customers' trust of the hotel. The paper further comments on the fact that a true loyalty program creates an asset by making the customer more attached to the brand over time.
Outline:
Introduction
Literature Review
Summary
From the Paper
"Shugan writes that the typical balance sheet of any firm might well embrace its customer base, buildings, cash, and other "tangible assets" - along with employee resources. And as to marketing activities, for the successful business (in this case, hotels) those activities should be well more expansive than just creating "short-term sales." Instead, marketing activities should work towards the creation of "enduring, if not permanent assets." Those assets (customers) become the Holy Grail that Shugan alluded to earlier, and they return far more value to the hotel than awareness advertising, that only offers temporary customer brand awareness, Shugan continues in his editorial in Marketing Science."
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Executive Compensation Programs, 2002.
An examination of compensation programs available to executive employers of companies - and the advantages and disadvantages of each program.
1,980 words (approx. 7.9 pages), 6 sources, MLA, £ 44.95
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Abstract
This paper looks in detail at these types of packages, listing that they consists of five basic components: 1) base salary, 2) annual incentives /bonuses, 3) long-term incentives and capital appreciation plans, 4) employee benefits, and 5) perquisites. Each of these components are analyzed for the short and long term benefits.
From the Paper
"In 1996 the average salary plus bonus for CEOs was $2.3 million. After other benefits were added, this sum rose to $5,781,300. Beginning with Revlon executive Michael Bergerac who broke the $1 million mark in 1974, executive pay and bonus plans have soared to mind-boggling proportions. Although various governmental agencies have set limits on tax-deductible executive compensation, these efforts not only failed but served to raise the bar on executive compensation even higher (Milkovich and Newman 455). In general, the CEO of a corporation makes at least twice as much as the next highest paid executive and 35 times the salary of the average worker (Bogie 118). This pay disparity becomes even more alarming when bad leadership causes mass layoffs and shareholder losses even as top executives continue to receive their oversized pay."
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Incentive Plan, 2006.
A project regarding incentive plans for prospective employees and the costs involved in such a plan.
675 words (approx. 2.7 pages), 2 sources, £ 18.95
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Abstract
This paper forms part of a project to devise an incentive plan for hiring new electrical engineers by offering more attractive offers than competitors, in order to attract the best people. This paper will then analyze the costs of the project, both the obvious costs as well as the hidden costs.
From the Paper
"Costs: The project to be analyzed is to streamline the process for reimbursing employees. The project will entail a number of costs. The project applies specifically to the hiring of Electrical Engineers at this time and will first cost a certain amount in terms of the incentives offered to candidates along with their base salary. The costs for each engineer is as follows: Annual salary: $65,000 Relocation allowance: $15,000 These are direct costs for the hiring of each electrical engineer, which means an outlay of $80,000 the first year, at least $65,000 each year thereafter, with a higher cost factored in as the individual achieves a higher pay level as a reward for work done. Numerous indirect and often one-time or intermittent costs have to be considered as well, and these include pay for Annual Leave, Medical Leave, Hospitalization Leave, Maternity Leave, Marriage Leave."
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Work Incentive Plans, 2002.
A discussion of several plans promoting employee incentives in the workplace.
1,660 words (approx. 6.6 pages), 8 sources, MLA, £ 37.95
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Abstract
The success of a company derives from a synergy of inputs, including the work of employees who are dedicated, skilled and knowledgeable, and a management team that understands how to inspire competent and motivated performance through sensitive and responsive management of a continually changing workplace. This paper discusses the importance of the workplace environment which directly impacts the motivation and productivity of the workforce. It suggests several plans to stimulate and promote worker's incentive by making them happy and secure and therefore productive workers.
From the Paper
"While the profitability of corporations is typically measured in dollars, overall success can be measured in terms of profitability plus the attainment of organizational goals. This success derives from a synergy of inputs, including the work of employees who are dedicated, skilled and knowledgeable, and a management team that understands how to inspire competent and motivated performance through sensitive and responsive management of a continually changing workplace. The cost of socially-responsible management is an investment: the workplace environment directly impacts the motivation and productivity of the workforce. Simply put: happy, secure workers are productive workers."
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Workplace Motivation, 2008.
This paper discusses the use of incentives in motivation program designs.
1,536 words (approx. 6.1 pages), 8 sources, APA, £ 35.95
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Abstract
The paper explores contemporary research on the motivation of employees in the workplace. The paper explains the motivational strategies of goal setting and incentive programs, with a focus on media advertising sales.
From the Paper
"The motivation of employees in the workplace was the focus of many researchers following the publication of the Hawthorne study result. Several theories appeared as a result of the increased interest in employee motivation. The most important theories, the classics of motivation research that have led to our understanding of motivation are Maslow's need-hierarchy theory, Herzberg's two- factor theory, Vroom's expectancy theory, Adams' equity theory, and Skinner's reinforcement theory."
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A Critical Examination of the Food Stamp Program, 2008.
A discussion of the food stamp program and an analysis of cash versus in-kind transfers.
2,185 words (approx. 8.7 pages), 5 sources, APA, £ 48.95
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Abstract
This paper takes a look at the food stamp program, one of the largest welfare programs in many developed (and increasingly developing countries). The paper points out that it is a rather expansive program, which has many proposed economic benefits for the society. Using the tools of consumer theory, the food stamp program is examined in relation to a cash incentive program. The paper then examines whether cash transfers, as opposed to food stamps, lead to consumers being on a higher or similar utility curve or preference set . The paper relates that this analysis is not only applicable to the food stamp program in the United States but can be applied to the plethora of real world programs adopting in-kind transfers. In conclusion, the paper maintains that cash transfers can provide an outcome that is clearly superior to in-kind transfers.
Outline:
Introduction
Modeling the Superiority of Cash Payments to In-Kind Transfers
Consumer Theory
Why are Governments Engaging In a Less Efficient Outcome: Should the Government Be Issuing Cash?
Understanding the Dominance of In-Kind Transfers: A Case Study of Fiscal Year 2008 United States Federal Budget
Appendix (includes graphs)
From the Paper
"Transfers like the food stamp shift the budget set upward, however, the food stamps place a kink in the budget set, since there is a threshold over which consumers cannot go. This is because food stamps can only buy certain classes of goods, and all other goods will not necessarily increase. On the other hand, cash transfers, will lead to a complete shift of the budget set, rather than, a kinked upward shift; so the budget constraint goes beyond I/PA in Figure 1. Clearly, with cash transfers, the consumer will always be on an indifferent curve that is higher or the same level as the in-kind transfers which is food stamps in this example; which implies that cash transfers are preferred to in-kind transfer when compared to the food stamp program."
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Financial Incentives and Physician Behavior, 2002.
A discussion on the correlation between the financial incentives that are offered to physicians by Managed Care Organizations, physician behavior and ethics.
8,662 words (approx. 34.6 pages), 15 sources, MLA, £ 128.95
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Abstract
This paper looks at the relationship between the financial incentives that are offered to physicians and their behavior and their ethics. It evaluates, through a literature review and data support, the belief that physicians are spending less time with their patients under pressure from Managed Care Organizations. It shows how because less time is being spent with the patients, the quality of care offered by the physician has gone down and how this is one of the problems with managed care.
Outline
Introduction
Background
Conflicts and Capitation
Purpose of this Research
Goals of this Research
Literature Review
Quality of Care Components
Payment Methods
Physician Behavior
Kaiser Family Study Theoretical Implications
Financial Incentives
Theoretical Implications
Ethics
Methodology
Results and Findings
Discussion
From the Paper
"There was a problem with the MCO system, however. It created a conflict of interest for many physicians. The main concern was that the quality of care was being compromised because physicians had to be careful how many tests they ordered and how many referrals they made. Because of the quota, there may have been people who needed more advanced care and didn't get it. Not all physicians minded the system, of course, because there are some people in every profession who are only out for the paycheck. The physicians that were dedicated to helping their patients, however, soon took issue with the MCO system."
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Financial Incentives in Education, 2005.
Argues against the introduction of financial incentives for teachers.
920 words (approx. 3.7 pages), 4 sources, MLA, £ 22.95
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Abstract
Texas, Maryland, South Carolina, Kentucky and North Carolina are among those states experimenting with the idea of rewarding teachers and principals for student achievement. This paper argues that few teachers are in their profession for the money and even fewer teachers would prefer that their profession operate like a private industry- a climb up a corporate ladder determined by performance and evaluation. The paper argues that to turn teachers into competitors for bonuses, or financial incentives, is detrimental to the overall objectives of the teaching profession.
From the Paper
"There is also the question arising in some proposed merit bonuses for teachers well versed in hi tech subjects. The feeling is that this is the future direction, and far more important to the career plans of many students than merely the three R's and their elements. It seems rather incongruous to teach math in schools, permitting students to use hand-held calculators. What good is a teacher standing in front of clicking students? At the same time, how are teachers compensated who teach subjects not covered in government or school board-mandated tests?"
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Early Retirement Incentives as Downsizing Strategy, 2002.
An analysis and study of the use of early retirement incentives as a downsizing strategy by organizations.
7,785 words (approx. 31.1 pages), 23 sources, APA, £ 119.95
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Abstract
Top management often resorts to the most effective and immediate means of recovery which include cutting down cost through downsizing. This paper looks at the use by companies of encouraging employees to take early retirement for financial gains and discusses its feasibility
Table of Contents
Chapter 1 - Definition of the problem
-Background of the problem
-Purpose of the study
-Problem Statement
-Research Questions
-Definition of terms-alphabetical order
-Limitations of the study
CHAPTER II- LITERATURE REVIEW
Health and security
Tax deferral
Financial targeting
Institutional Rationale
Employees Impacted
CHAPTER III- METHODOLOGY
- Variables
-Data collection
-Data analysis
-Research questions
CHAPTER IV- DATA ANALYSIS
- Introduction
-Analysis relevant to research question 1
-Analysis relevant to research question 2
-Analysis relevant to research question 3
CHAPTER 5- SUMMARY, CONCLUSIONS, RECOMMENDATIONS
-Summary
-Conclusion
-Recommendation
REFERENCES
From the Paper
"The process of early retirement, a strategy adopted by many companies serves to save them from paying more to retirees. Retirement plans like 401(K) and Social Security all aim towards savings for the working individuals. They are the allowance that they can utilize once they leave the professional field. In the last decade or so, the rate of savings have dipped, turned up again and dipped again several times. With this pattern, organizations are concerned whether they can sustain retirement funding. In turn they try to equip themselves with strategies to minimize long term financial risks by inducing workers to retire early. These incentives include bonuses, stocks options, bonds etc. "
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