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Rewarding Performance
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Curriculum Design and Instruction to Teach
The Management Of Human Resources:
Rewarding Performance:
Author: Charles Hayes:
Special Features Include:
Phases for Conducting a Needs Assessment:
Curriculum Design Supplement:
Curriculum Design Plan:
Curriculum Design Goals:
Curriculum Design Objectives:
Instructional Goals:
Instructional Objectives:
Instructional Activities:
Instructional Evaluation Techniques:
Lesson Plans:
Standard Vocabulary:
A Limited Glimpse:
Topics Include:
A. Introduction:
I. Pay for Performance: The Challenges:
1. The "Do Only What You Get Paid For" Syndrome:
2. Negative Effects on the Spirit of Cooperation:
3. Lack of Control:
4. Difficulties in Measuring Performance:
5. Psychological Contracts:
6. The Credibility Gap:
7. Job Dissatisfaction and Stress:
8. Potential Reduction of Intrinsic Drives:
II. Meeting the Challenges of Pay-for-
Performance Systems:
1. Link Pay and Performance Appropriately:
2. Use Pay for Performance as Part of a
Broader HRM System:
3. Build Employee Trust:
4. Promote the Belief That Performance
Makes a Difference:
5. Use Multiple Layers of Rewards:
6. Increase Employee Involvement:
7. Use Motivation and Nonfinancial Incentives:
III. Types of Pay-for-Performance Plans:
1. Individual Based Plans:
2. Team-Rased Plans:
3. Plantwide Plans:
4. Corporatewide Plans:
IV. Designing Pay-for-Performance Plans
for Executives and salespeople:
1. Executives:
2. Rewarding Excellence in Customer Service:
B. REFERENCES:
C. PAPERBACK:
D. 100 PAGES:
The Management Of Human Resources:
Rewarding Performance:
Author: Charles Hayes:
Special Features Include:
Phases for Conducting a Needs Assessment:
Curriculum Design Supplement:
Curriculum Design Plan:
Curriculum Design Goals:
Curriculum Design Objectives:
Instructional Goals:
Instructional Objectives:
Instructional Activities:
Instructional Evaluation Techniques:
Lesson Plans:
Standard Vocabulary:
A Limited Glimpse:
Topics Include:
A. Introduction:
I. Pay for Performance: The Challenges:
1. The "Do Only What You Get Paid For" Syndrome:
2. Negative Effects on the Spirit of Cooperation:
3. Lack of Control:
4. Difficulties in Measuring Performance:
5. Psychological Contracts:
6. The Credibility Gap:
7. Job Dissatisfaction and Stress:
8. Potential Reduction of Intrinsic Drives:
II. Meeting the Challenges of Pay-for-
Performance Systems:
1. Link Pay and Performance Appropriately:
2. Use Pay for Performance as Part of a
Broader HRM System:
3. Build Employee Trust:
4. Promote the Belief That Performance
Makes a Difference:
5. Use Multiple Layers of Rewards:
6. Increase Employee Involvement:
7. Use Motivation and Nonfinancial Incentives:
III. Types of Pay-for-Performance Plans:
1. Individual Based Plans:
2. Team-Rased Plans:
3. Plantwide Plans:
4. Corporatewide Plans:
IV. Designing Pay-for-Performance Plans
for Executives and salespeople:
1. Executives:
2. Rewarding Excellence in Customer Service:
B. REFERENCES:
C. PAPERBACK:
D. 100 PAGES:
