جبران خدمت و انگیزش: حداکثرسازی عملکرد کارکنان با طرح‌های تشویقی مبتنی بر رفتار

Forward-thinking Companies Are Waking Up To The Fact That Compensation Is Not Merely A Financial Cost, But A Powerful Tool That Can Boost Performance And Profits At All Levels Of The Organization. Linking Psychology And Pay Is Both An Art And A Science, And Compensation And Motivation Is The First Complete Guide To This Cutting-edge Approach. For More Than Fifteen Years, Author Thomas J. Mccoy Has Improved The Performance Of Organizations Through Improving The Performance Of Their Employees. In These Pages, He Spells Out The Details Of His Innovative Behavior-based Incentive Compensation System (bbic). You'll Learn Why You Should Replace Typical Bonus And Commission Arrangements (which Usually Apply Only To Executives And Sales Personnel) With Performance-oriented, Self-funding Plans That Truly Empower Every Employee. And, Step By Step, You'll Learn How To Identify Your Organization's Needs; Choose The Best Behavioral And Compensation Elements To Address Those Needs; Combine Those Elements Into An Incentive Plan That Will Maximize Performance And Provide The Best Return For Your Compensation Dollar And Your Management Efforts; Manage The Sometimes Difficult Transition From Fixed To Variable Compensation; Balance The Use Of Cash And Noncash Options; Link Incentive Compensation With Teamwork And Quality Improvements (such As Total Quality Management) For Synergistic Results; And Measure Your Progress (using The Total Effectiveness Rating Model). Gte, Frito Lay, Xerox, Coming, And Vista Chemical Are Just A Few Of The Corporations That Have Adopted The Bbic System As An Attractive Alternative To Traditional Compensation Practices. This Book Includes Candid Accounts Of Their Experiences--information And Insights Gleaned From Mccoy's Personal Interviews--that Will Help You Translate Theory Into Practice As You Design And Implement Your Own New Compensation Plan.. Compensation And Motivation Shows How To Apply The Proven Techniques Of Behaviorists Such As Herzberg, Maslow, And Skinner Without Taking Your Eye Off The Bottom Line. Use This Pioneering Yet Practical Handbook To Make Psychological And Financial Rewards Work Together At Your Company--perhaps For The First Time.--book Jacket. 1. Formula For Tapping Human Potential -- 2. Intrinsic Incentive Compensation -- 3. Extrinsic Incentive Compensation -- 4. Balanced Formula: Behavior-based Incentive Compensation -- 5. Why-pay Factor: Linking Organizational Needs To Employee Needs -- 6. What-pay And How-pay Factors: Extrinsic And Intrinsic Motivators -- 7. Quality Connection -- 8. Organizational Environment And Employee Involvement -- 9. Cash Or Noncash? -- 10. Problems And Opportunities. Thomas J. Mccoy. Includes Bibliographical References (p. 247-248) And Index. Compensation and Motivation 2 Contents 5 Acknowledgments 6 Introduction 7 What Is Behavior-Based Incentive Compensation? 9 Changing Needs/Changing Practices 10 Notes 12 1 The Formula for Tapping Human Potential 13 A Change in Priorities 13 Compensation as a Tool 14 Broad-Based Incentive Compensation 14 Compensation Comparisons 15 The Human Potential Revolution 16 Maximize The BBIC Program's Potential 17 Features And Benefits 17 We Are Not Alone 19 A Shortage Of Qualified Candidates 20 Endangered Standard Of Living 20 Dueling Needs 21 The Formula for Tapping Employee Potential 22 It's Not So New 24 What's the Holdup? 25 Notes 27 2 Intrinsic Incentive Compensation 28 Motivation Is Needs Fulfillment 28 Why These Three Factors? 31 The Role of Behavioral Psychology 34 Frederick Herzberg's Two Sets of Needs 34 Abraham Maslow's Hierarchy of Needs 35 Intrinsic Compensation: Based on the Hierarchy of Needs 35 B. F. Skinner: The Application of Theory 38 The Law of Human Behavior 38 The Behavioral Model 39 What Is Rewarding? 41 What Modifies a Reward? 42 The Importance of Delivery 43 Reward Elements in the Fishbone 44 More Bang for Your Buck Using Intrinsic Reward Elements 45 Incentives vs. Recognition 47 Incentives 48 Recognition 48 A Master of Recognition: Stew Leonard 49 So Why Not Us? 49 Notes 50 3 Extrinsic Incentive Compensation 51 Traditional Thinking 51 The Reality of Change 52 You Don't Always Get What You Want 53 Point Of View Determines What You Do 54 The Economic Rationale 55 A Logical Conclusion 56 The PepsiCo Plan 56 The Fishbone Fills Out 57 Why-Pay 57 What-Pay 57 How-Pay 59 Balancing the Factors 59 The Fishbone as an Analytical Tool: PepsiCo's Plan 60 Perspective and Control 61 Return on Investment 62 Evolving Systems 62 Brief Review of the Basics 65 The Zero-Sum Game 67 Classic Incentive Compensation: Lincoln Electric 68 A Period of Transition: Alternative Compensation Plans 70 Individual Incentives 71 Key-Contributor Programs 71 Profit Sharing 72 Long-Term Incentives 74 Lump-Sum Payments 75 Group Incentives 75 Gainsharing 77 Benefits of a Balanced Formula 78 General or Transactional Measurement 78 Notes 79 4 A Balanced Formula: Behavior-Based Incentive Compensation 80 Do They Respond? 81 Perspective 82 The Three Design Challenge Factors 83 The Final Formula 85 Maintaining Perspective with the Fishbone 87 A Matter of Balance and Linkage 88 How Much of What Is Enough? 89 Quantity 90 Quality 91 Applied Evolution of Incentive Plan Design 91 Extrinsic Compensation: Priority, Weight, and Linkage 92 Why-Pay 93 What-Pay 94 How-Pay 94 Intrinsic Compensation: Priority, Weight, and Linkage 96 Focus 97 Positive Reinforcement 97 Empowerment 97 Rating Incentive Compensation Plans 98 A Performance Culture 99 Frito Lay's Incentive Compensation Plan 100 The Incentive Compensation Design 103 The Results 104 Total Effectiveness Rating Analysis: Frito Lay 105 GTE's Incentive Compensation Plan 107 A Volunteer 108 Teams 109 The Compensation Mechanics 110 Results 113 The Total Effectiveness Rating Analysis: GTE 114 Observations 115 Note 116 5 The Why-Pay Factor: Linking Organizational Needs to Employee Needs 117 Organizational Effectiveness 119 Economic Value 121 Linkage: Economic Value and Extrinsic Compensation 123 Strategically Sound 123 Motivationally Sound 124 Financially Sound 125 In Support of Financial Soundness 126 Incentive Objectives and the Nature of Work 127 Information Technology 128 Performance Objectives 129 A Big Picture Starts The Design 129 The Objective-Identification Process 131 Objectives Provide the Intrinsic Budget 134 Anatomy of an Employee-Performance Objective 134 The Matrix Family of Measures 136 Measurement 138 There Is A Measurement For Everything 140 Notes 141 6 The What-Pay And How-Pay Factors: Extrinsic And Intrinsic Motivators 142 Short Term vs. Long Term 143 Application 144 What Portion Do They Get? 144 Where Will It Come From? 146 Physical Formulas 146 Financial Formulas 147 The Combination 148 Extrinsic Compensation: The Payout 148 Funding Schedules 150 Equity: Distributing the Rewards 152 Performance Evaluations and Incentive Payouts 153 Budgets 154 Bottom Up 154 Top Down 156 The Rule of Thumb 157 Who and How 157 Pay at Risk 158 Add-On Incentives 160 Qualifiers 160 Modifiers 161 Accelerators 162 Safety Nets 162 Frequency 163 Performance Feedback 164 Note 165 7 The Quality Connection 166 The Incentive Question 166 The Quality Question 167 Vista Chemical 167 The Financial Formula 169 The Role of Quality 169 Top-Down Objectives 170 Bottom-Up Objectives 170 The Payout Formula 171 Communications 172 Broad-Based Training 173 Management Commitment 173 Emphasizing Quality 173 So How Is It Going? 174 Is There a Downside? 174 Strong Intrinsic Compensation 175 Total Effectiveness Rating Analysis: Vista Chemical 175 Corning Incorporated 177 The Individual and the Group 178 Goalsharing 179 The Payout 180 The 75-25 Split 181 Putting Compensation at Risk 182 Communications 183 The Next Generation 184 Summary 184 Total Effectiveness Rating Analysis: Corning Incorporated 185 The Grand Unification Theory 187 8 The Organizational Environment and Employee Involvement 189 The Symbiotic Loop of Incentives and Employee Involvement 189 The Chicken and the Egg 190 Assessment Surveys 191 Commitment and Congruence 192 Management's Readiness for Equal Pay and Empowerment 193 Employee Readiness 195 How To Get Them Ready 197 Communicating The Concept 197 Employee Training Needs 201 Management Training Needs 202 Motivation 203 Quality Support 205 Pilot Program Design 205 An Ideal BBIC Employee-Involvement Technique 207 Note 209 9 Cash or Noncash? 210 A Balance of Values 211 Noncash Incentives 211 What Are They Using? 212 Psychic Income 212 The Business Case for Using Noncash 213 Tell Me Again How It Works 215 Token System Dynamics 216 Too Much Of A Good Thing 217 Budgets And Benefits Of Noncash 218 The Value of Points 220 A Balance of Usage 221 The Xerox Office Products Division: Case History 223 Behavior-Based 225 Design Overview 226 Program Structure 227 The Reserve 229 Payout Schedule 229 The Budget 231 Communications and Promotions 233 Results of Noncash Incentives 234 The Total Effectiveness Rating 235 Why Aren't You Using It? 236 The Noncash Incentive Industry 237 Service Providers 237 Incentive Industry Associations 238 Publications 240 Shows and Expositions 240 Notes 241 10 Problems and Opportunities 242 A Checklist for Action 242 Taxes And The Budget 245 Budgetary Considerations 246 Fair Market Value and Taxes 248 Other Budget Considerations 248 Is It Worth It? 249 Career Path 250 An Encouraging Word 251 Recommended Reading 252 Index 254 A 254 B 254 C 255 D 256 E 256 F 257 G 258 H 258 I 258 J 259 K 260 L 260 M 260 N 260 O 261 P 261 Q 263 R 263 S 263 T 264 U 264 V 264 W 265 X 265 Z 265 "Compensation and Motivation" is the first book in theApplied Employee Engagementseries. Forward-thinking companies have realized that compensation is not a financial cost but rather a powerful tool that can boost performance and profits at all levels of the organization. Linking psychology and pay is both an art and a science, and Compensation and Motivation is the first complete guide to this cutting-edge approach. For more than thirty years, author Thomas J. McCoy has improved the performance of organizations through improving the performance of their employees. In these pages, he spells out the details of his innovative Behavior-Based Incentive Compensation system (BBIC). You'll learn why you should replace typical bonus and commission arrangements (which usually apply only to executives and sales personnel) with performance-oriented, self-funding plans that truly empower every employee. And, step by step, you'll learn how to identify your organization's needs; choose the best behavioral and compensation elements to address those needs; combine those elements into an incentive plan that will maximize performance and provide the best return for your compensation dollar and your management efforts; manage the sometimes difficult transition from fixed to variable compensation; balance the use of cash and noncash options; link incentive compensation with teamwork and quality improvement initiatives for synergistic results; and measure your progress (using the Total Effectiveness Rating Model). GTE, Frito Lay, Xerox, Coming, and Vista Chemical are just a few of the corporations that have adopted the BBIC system as an attractive alternative to traditional compensation practices. This book includes candid accounts of their experiences--information and insights gleaned from McCoy's personal interviews--that will help you translate theory into practice as you design and implement your own new compensation plan. Compensation and Motivation shows how to apply the proven techniques of behaviorists such as Herzberg, Maslow, and Skinner without taking your eye off the bottom line. Use this pioneering yet practical handbook to make psychological and financial rewards work together at your company--perhaps for the first time.With a strong foundation in social science and behavioral psychology, this book will show you how to develop incentive plans that work!