英国paper代写:私营部门管理方案
PRP的方案通常是私营部门组织内的管理者经常使用的方案(Tsai,2016)。即使员工的工作表现能够相对轻松地进行测量(Tsai,2016)，手工、文书和技术性质的员工通常也不那么具有包容性。以绩效为基础的薪酬方案通常是自筹资金，因此绩效改善的效果比奖励的目的要好。一些批评人士认为，薪酬并不是工作场所的主要激励因素(Belle,2015)。
英国paper代写:私营部门管理方案
弗雷德里克·赫茨伯格的观点认为，工作角色本身是真正本质的激励源。这项研究得到了一些研究的支持，有人声称，员工把薪酬视为次要的激励因素，并在10个因素中排名第五。另一些人则在这一事实的基础上向PRP展示了他们的反对意见，因为这可能导致在一个组织内的最高收入和最低工资的雇员之间的差异更加明显(Bregn,2013)。CEO薪酬作为一个平均薪酬变量，在过去几年里增长迅速。
英国paper代写:私营部门管理方案
Schemes of PRP are usually the ones that are often utilized for the managers within the organizations of private sector (Tsai, 2016). Employees that are of manual, clerical and technical nature are generally less inclusive even when their work performance is enabled for measurement with relative ease (Tsai, 2016). Schemes that involve performance based pay are commonly self-funded resulting in performance improvement better than the payments for the purpose of rewarding. It is argued by some of the critics that pay is not considered as primary motivator within the workplaces (Belle, 2015).
英国paper代写:私营部门管理方案
The view of Frederick Herzberg is asserted within this that job role itself is regarded as the motivational source of true nature. This is backed up with the studies wherein it is claimed that staff have regarded pay as secondary motivator and ranked it at 5th in the list of ten elements. Others have showcased their objection to the PRP on the basis of the fact that it can result in accentuating the variance among the employees that are highest paid and lowest paid within an organization (Bregn, 2013). Pay of CEO as an average pay variable, is growing rapidly within the past years.
