Got a tricky question? Receive an answer from students like you! Try us!

EMPLOYEE REWARD - Coursework Example

Only on StudentShare
Author : skyla97


EMPLOYEE REWARD: INFLUENCE OF EMPLOYEE VOICE ON PAY DETERMINATION-A CRITICAL EVALUATION Order: 527225 Writer ID: 21516 TABLE OF CONTENTS 1. The employee reward topic selected…………………………………….3 2. The titles of the three academic journals selected……………………….3 3…

Extract of sample

Reference List……………………………………………………………14 1) The employee reward topic selected for this paper is the ‘INFLUENCE OF EMPLOYEE VOICE ON PAY DETERMINATION’. 2) The following three academic journal articles were selected as relevant to the topic: (i) Marsden,David 2007 ‘Individual employee voice: renegotiation and performance management in public services’ International journal of human resource management, 18(7). pp . 1263-1278 also available at (ii) Blanchflower, David G 2007 ‘Workplace industrial relations in Britain 1980-2004 Industrial Relations Journal 38:4, 285-302 (iii) Hayter,Susan 2009 ‘A fair globalization: The role of collective bargaining in stemming the rising tide of inequality in earnings and income’ The International Journal of Labour Research’ 1(2) 27-42 3) Conduct a Critique of each article (Approximately 1800 words) Marsden(2007,p1) makes use of the concept of a ‘zone of acceptance’ as the core of his article ,in which, to put it in a nutshell, he suggests that employers need to periodically revise the roles and preferences of themselves and of employees as a necessary prerequisite for the process of adaptation through integrative bargaining, which deals with reaching in agreements to increase the size of the pie. ...
Download paper

Related Essays

Problems in managing retention and employee absenteeism by HR Managers
One man leaving the organization can generate insecurity and anxiety at the workplace and can leave behind a situation of low morality, apprehensions and anxiety. It accounts for one of the largest costs that employers need to bear today. Besides losing out on a crucial talent which is valued in the organization, the organization is also likely to suffer from the loss of business reputation and image in the market. This could not only act a catalyst in losing out on the potential talents in the industry but the firm can also appear as an unattractive employer to work with. The spoil of…
8 pages (2008 words)
Employee Engagement and Intrinsic Motivation
In 2006, the Conference Board published ‘Employee Engagement, A Review of Current Research and Its Implications’. Going by this report we see that twelve extensive studies have been published over the course of four years mainly by research firms such as Gallup, Towers Perrin, Blessing White, and the Corporate Leadership Council among others (Soldati, 2007). The Conference Board as a result took and combined all the results in order to come up with a blended definition that incorporated all the themes in it. They define employee engagement as “a heightened emotional connection that an…
12 pages (3012 words)
Employee Engagement (MA Human Resource Management)
10 6. Conclusion 12 References 1. Introduction The involvement of the specific organization in a New Global HR programme should be checked by referring primarily to the relevant evidence, meaning the literature related to this issue but also the findings of the empirical research. At the next level, the potentials of the firm to perform well in such project would be evaluated by reviewing the results of similar business projects, i.e. other projects of similar characteristics in which the firm participated, directly or indirectly. The experience of the firm’s managers in HR management plans…
11 pages (2761 words)
Employee Fraud
This will ensure that they are correct and functioning in the right manner. 1. The auditors should help the management device means of preventing the fraud. The management should also put an internal control system that will help them prevent and curtail the fraud. This can be achieved by encouraging employees’ rotation in their duties. This will help remove the employee colluding with the customer from her position and hence will not have to give the customer the goods. This will also ensure that there is no collusion among the employees themselves to defraud the organization. To prevent…
3 pages (753 words)
Organizational Design and Culture
Earlier Home Depot was following decentralized organizational process. Due to increasing competition within the market place the organization decided to bring change in the organizational design. They transformed to centralization process in order to concentrate the decision making authority at the higher levels within the organization. Maintain appropriate balance between the centralization and decentralization process is huge challenge for several leading global organizations. Home Depot is one of the global retail giant. The organization has more than 2000 retail stores across the globe…
7 pages (1757 words)
Vodafone Company is a British multinational company that deals with telecommunication services. It holds the second position mobile telecommunication company worldwide. The company owns and operates in more than 30 countries. Evolution of Vodafone brand started in 1982 after the establishment of Racal electronics plc when Jan Stenbeck spearheaded the joint venture between Millicom and Racal Vodafone. This evolved to the modern day Vodafone. Recent research indicated that Vodafone has introduced a tiered employee reward program that offers an incentive to over 79,000 employees worldwide. The…
9 pages (2259 words)
Employee control/ control system/ employee performance measure
Among these are the organizational control mechanisms that indirectly contribute to individual employee performance. 1. Ouchi sought to develop a framework that would help in controlling employees in the organization in order to achieve organizational goals and objectives. In his regard, Ouchi found out that the biggest problem that organizations currently face is the failure of achieving cooperation among a collection of individual employees or different units that share only partially congruent objectives. He thus drew the mechanism that organizations could use to achieve this cooperation.…
8 pages (2008 words)