Essays on Merit Pay

Reasons for variation in performance rating

In a case where two employees perform the same job, and all of him or her have exemplary ratings, the evaluation team could decide to give one employee a smaller percentage merit because his pay falls within a lower quartile and give another employee a larger merit percentage because his pay falls within a higher quartile. The first quartile consists of individuals who meet minimum qualifications and have no sufficient experience (Kahn & Lange, 2014). This is basically an entry level position where those who are employed require more training to expand their knowledge skills. Due to the nature of ...

Ineffectiveness of Incentive Pay Programs

Today, most companies are employing incentive pay programs to promote the motivation and productivity of their workers. The move is cultivated by the pervasive assumption that a promise of an award encourages employees to increase their output and productivity. However, this is not usually the case. Incentive pay programs manipulate employees even more than seniority and merit pay programs. The programs tend to stimulate temporal compliance, especially in certain workplaces (Martocchio, 2013). The crux of the problem is connected to the unsuitable psychological assumptions among employees. In fact, research has shown that this is the major factor that undermines ...

Most businesses face the challenge of establishing functional performance management. The main objective of implementing performance management is to enhance and raise the par of employee performance. The most common component of performance management is performance appraisals. According to Martocchion (2016), performance management is defined as “the process by which individual performance is guided, assessed and rewarded”. On the other hand, performance appraisals are defined as “well-established ways of providing milestones, feedback, guidance and monitoring for staff” (Martocchio, 2016). The essence of having effective performance appraisals is to help establish effective merit pay programs. For companies to have efficient ...

Should Teacher Pay be based on Student Performance?

In order to implement any pay system and merit-based pay in the companies it is essential that these organizaions define their terms and goals as well as clearly outline the pupose of the programs that ar being implemented. Educational field is not an exception (Gratz, 2009) and many organizations are looking for effectibv ways to implement performance pay. But what Performance Pay actually mean and how shoud it be defined and measured? It is critical to understad that perfomance-based compenation is a way to reward employees and demonstrates areas for improvement. This only works in the environment, which offers ...

Many public institutions of learning continue practicing the traditional way of determining the pay of a teacher based on the years of service and their level of education. However, many public schools are now practicing the system which ties the salaries and bonuses on the performance and success of the teachers. The practice is in a bid to make teachers work hard to ensure performance of their pupils. If students do not excel in their examinations, it is assumed that the teacher is not putting much effort. Teachers who put a lot of effort in educating their students are ...

Reflection

Reflection

Kaelyn demonstrates a clear view of what chapter 12 and 13 convey to the readers. Ravitch clarifies that the necessity for merit pay implies monetary incentives for teachers. I would say that it contradicts the fact that most teachers are passionate enough in doing their job to educate the students, they do not need monetary incentives. I commend the explanation of Kaelyn because she explains this point clearly. It is true that the criticism undermines the confidence of the teachers and the competition merit pay is harmful to the teacher collaboration. In addition, the system creates weak teamwork ...