The greater the reward should be. These circumstances indicate that the normative base of the organization’s rewards must be arrang in such a way that the salary fully corresponds to the work. Performance appraisal is a very important factor in compensation and has specific objectives. This is shown in 1.1. in the picture. job evaluation In order to maximize the employee’s contribution to work and the full use of his intellectual abilities
It is necessary to follow the elements of the work evaluation structure of B
Martinkaus (2003) present in the table. Proper use of these elements helps maintain a balance between employee contribution chinese in europe to work and fair compensation. Employees ne to be motivat for many purposes. Every working person must feel that he has equal working opportunities with his colleagues and can become superior thanks to his efforts.
The manager must evaluate the work of his subordinates
Taking into account the performance of the work, the results of the performance and the goals achiev, and in order for this evaluation to be correct, evaluation you’ll see this more clearly criteria are ne to help analyze the work perform in order to be fairly reward for it. These circumstances force managers to have a good knowlge of motivational principles, regularities and rules, it is necessary to know what stimuli affect the employee’s behavior in order to achieve his contribution.
Employees are constantly comparing
Their performance contribution and reward material data differentials with their colleagues while at work. Therefore, the ne to receive an equivalent reward for one’s work is very important for every individual. Injustice in this area, for example, one manager who sold the company’s services for €10,000 per month receives the same or lower remuneration than another employee who sold the company’s services for €5,000 in the same period, can negatively affect the employee’s willingness to work.