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Performance bonus as entry vehicle to performance management
Author(s)
Haslett, Vaughan
Date Issued
1999
Type
Thesis
Publisher
Cape Technikon
Abstract
The purpose of this research is to answer the following fundamental question: "Is the
performance bonus approach a viable alternative methodology for implementing a
Performance Management and Development intervention in South African companies? " The intention is to use the performance bonus as an entry vehicle for the establishment of
a fully functional performance management and development system. The introduction
of a performance based bonus system is intended to instill the recognition of "the pay for
performance" concept as opposed to one of entitlement.
What is expected is that a culture of performance will develop encompassing standards of
work performance, goal orientation and a level of individual responsibility for recognition
and reward.
Understanding and acceptance of the performance bonus will create a platform for the
introduction of further levels of remuneration, being increases and finally basic salary
becoming performance based.
Furthermore, this will allow the development of the further necessary levels of a fully
functional integrated performance management and development system. This would
entail the inclusion of management levels within the system as well as operational levels
(departments, divisions and regions) and finally the organisational level thereby linking
all aspects of the system to overall strategy.
performance bonus approach a viable alternative methodology for implementing a
Performance Management and Development intervention in South African companies? " The intention is to use the performance bonus as an entry vehicle for the establishment of
a fully functional performance management and development system. The introduction
of a performance based bonus system is intended to instill the recognition of "the pay for
performance" concept as opposed to one of entitlement.
What is expected is that a culture of performance will develop encompassing standards of
work performance, goal orientation and a level of individual responsibility for recognition
and reward.
Understanding and acceptance of the performance bonus will create a platform for the
introduction of further levels of remuneration, being increases and finally basic salary
becoming performance based.
Furthermore, this will allow the development of the further necessary levels of a fully
functional integrated performance management and development system. This would
entail the inclusion of management levels within the system as well as operational levels
(departments, divisions and regions) and finally the organisational level thereby linking
all aspects of the system to overall strategy.
Additional information
Thesis (MTech (Busines Administration))--Cape Technikon, 1999.
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189027657_Haslett_V_Mtech_Busines Administration_BUS_1999_01001065.pdf
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Thesis
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Adobe PDF
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