Pay for Performance Systems
How could an organization measure the effectiveness of their pay-for-performance plans?
In principle, organizations could measure the effectiveness of their pay-for-performance plans by establishing objective criteria for defining "effectiveness" and then measuring those criteria before and after implementation of the plan and comparing those results (Kline & Sulsky, 2009). For example, in a general business organization, the criteria used to evaluate the effectiveness of performance plans might be individual and team productivity, quality of production, error rates, and both supervisor evaluations and self-reports of employee satisfaction (Kline & Sulsky, 2009).
Likewise, employee turnover and retention rates before and after plan implementation could also prove useful. In addition to some of those same criteria, within an educational vocational environment, some of the education-specific criteria that could be considered might include student performance (both in course grades and also on standardized tests) and anonymous student teacher evaluations. Some of the advantages of using pay-for-performance plan in a general vocational setting include increased employee motivation, increased productivity and output, and improved work quality, in addition to better employee perceptions, attitudes, and satisfaction (Li & Yuan, 2012; Yang & Kassekert, 2011).
2. From an employee's perspective, what are the disadvantages of using a pay-for-performance plan?
However, from the employee's perspective, some of the potential disadvantages of using a pay-for-performance plan might be the generation of a more competitive...
That could be particularly detrimental in industries or vocational settings (precisely like education) where employees are supposed to be more intrinsically motivated than extrinsically motivated (Soo Oh & Lewis, 2009). Other disadvantages to pay-for-performance in education are that it creates a natural disincentive to take on challenges; it could introduce a "business" environment to a field in which many employees expressly chose to avoid that; and they might not even agree on what criteria are appropriate to measure teacher performance in the first place (Weldon, 2011).
3. From an employer's perspective, what are the disadvantages of using a pay-for-performance plan?
Some of the advantages of using pay-for-performance plan in a general vocational setting include increased employee motivation, increased productivity and output, and improved work quality, in addition to better employee perceptions, attitudes, and satisfaction (Yang & Kassekert, 2011). However, there are also potential disadvantages that could conceivably outweigh those advantages, especially in an educational vocational setting (Weldon, 2011). Employee performance can be much harder to evaluate in teaching than in other industries, and there are many intangibles…
Sometimes, an apparently poor performance on a standardized proficiency exam may be a remarkable performance for an individual student, although not when compared to the rest of the district's more privileged or capable children, Linking pay to student performance provides a profound disincentive for teachers not to take the risk of teaching in historically disenfranchised and underperforming school districts. Why work twice as hard to deal with students who are
The most critical aspect of these systems is the ability to create a highly collaborative, communicative, trusting environment for workers (Bert, 2009). It is not the software that matters the most; it is the ability of a leader to bring lasting change into an organization and lead it to a transformational state over the long-term (Krishnan, 2004). That is the role of an excellent leader implementing these social network
Pay for performance is becoming commonplace in the business world. Pay raises and bonuses are often based on how well one performs on the job or on achieving specific results. However, this is not the case in education. Pay levels are typically based on years of experience and levels of education rather than on teacher effectiveness. As concerns about the quality of the nation's educational systems frequently appear in the
Again, the performance appraisal instrument will serve as the beginning and the end of the performance management system, providing both instruction and measurement of performance along the lines specifically devised by the management of the Cobran Medical Institute (Heathfield 2010). Such a custom-tailored system cannot help but make the Cobran Medical institute's strategic objectives more easily achievable. Conclusion Issues of appraisal instruments, training and development, and remuneration all have significant bearing
Education In the wake of the recent globalization, education has emerged as one of the most necessary tools for the field. For globalization to be realized on a large scale, the public has to be well conversant in matters concerning education. However, this has come to pass just a mirage, owing to the poor standards of education amongst some sectors of the public. Immigrants have suffered the most, and it is
Performance Review I totally agree with the statement that managers who have regular conversions with their employees will definitely know where their employees stand hence performance evaluation maybe unnecessary. Through such regular conversions, their subordinates would appreciate their essential functions in that particular organization. They will list their major responsibilities beginning with the most important one going down to the least important. Through the conversation the manager will gauge whether an
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