澳洲management代寫:影響員工態度和流動的薪酬因素

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  • 在影響員工態度和流動的諸多因素中,薪酬一直是人們討論的焦點之一。許多學者在各自的研究基礎上,對員工薪酬的作用提出了不同的觀點。因此,本文試圖通過對Sara L.Rynes等人的文章《薪酬在員工激勵中的重要性:人們所說與所做之間的差異》的批判性評論來重新審視薪酬對員工的重要性。(2004)和其他文獻的證據。
     
    總之,Sara L.Rynes等人。(2004)提出了一個令人鼓舞的觀點,以找出員工在薪酬重要性方面的言行之間的差距。大量關于薪酬重要性研究的文獻綜述有助于支持其觀點,即薪酬重要性遠高于員工的自我報告和人力資源專業人員的認知。本文研究的局限性在于對研究背景和研究細節的介紹。對于本文的陳述,本文希望能對這些因素進行更深入的闡述,包括不同的工作階段、職業類型、企業規模等。最后提出了考慮到特殊群體即非政府組織雇員的另一項建議。

    Among the diverse factors affecting employees’ attitudes and flow, pay has always been one of the focuses of discussions. Many scholars have raised different viewpoints about the role of pay to employees based on their various researches. This essay, thus, tries to revisit the importance of pay to employees by critically review the article “The Importance of Pay in Employee Motivation: Discrepancies between what people say and what they do” written by Sara L. Rynes et al. (2004) and by evidences from other literatures. 
    In conclusion, Sara L. Rynes et al. (2004) have offered a inspiring point of view to find out the gap between what employees say and do concerning pay importance. The abundant literature review about the studies about pay importance have been helpful to support its statement that the importance of pay is much higher than the self-report of employees and the perceptions of HR professionals. The limitation of the research of this article lies in the introduction of the background of the studies and details of them. As for the statement of this article, this essay would like to suggest a more thorough clarification of the factors, including different stages of jobs, types of occupations, firm sizes, and so on. Another suggestion of taking into account the special group of people, namely NGO employees, is finally presented. 

    澳洲management代寫:影響員工態度和流動的薪酬因素

    首先,應該對工作的不同階段進行澄清,比如在選擇工作之前,在職和留任,以及更換工作。鑒于Sara L.Rynes等人(2004年)的文章區分了工作前和工作中人們的薪酬激勵因素,Amy B.Henley(2005年)的另一項研究根據對208名護士的數據分析,提供了一個人們面臨薪酬壓縮的例子。他在論文中指出,個人和背景差異因素都會影響員工對不同程度薪酬壓縮的反應。他的分析結果顯示,面對更高程度的壓力,員工對薪酬公平的看法會下降,因此他們離開現有組織以解決不公平感的意愿會上升。
     
    其次,對不同職業、年齡、性別、職務等級、企業規模等重要項目也要進行明確。Robert Colby-Buzzell(2001)在其博士論文中對海軍飛行員的工作滿意度和薪酬進行了研究。他聲稱目標在他們的頭腦中扮演著重要的角色。例如,如果一個海軍飛行員的目標是成為一名航空公司飛行員,那么他就很容易接受短期的降薪,并等待一個長期的目標和愿望。不同類型的工作,包含某些特殊的特征,可能會為薪酬分析提供新的維度或因素。至于其他因素,如性別和年齡,本應影響人們對薪酬重要性和薪酬水平的決定和態度,但需要更多的研究來集中精力。但可以肯定的是,這些因素中的澄清越多,薪酬激勵因素的作用就越明顯。
     
    最后,作者可能過于強調。作者認為,薪酬被認為是一個強大的激勵因素,如果在薪酬績效環境中,薪酬可能是最強大的潛在激勵因素(Sara L.Rynes等人,2004)。然而,他們忽略了這樣一種可能性:一群不在乎的人比大多數人付出更多。例如,一些選擇在非政府組織工作的人是那些扮演其他角色的人,例如致力于社會發展、致力于幫助弱勢群體、渴望改善教育等,他們的地位比薪酬更重要。Frontera(2007)聲稱,雖然低工資是非政府組織雇員高離職率的原因,但可以通過滿足他們的個人和專業需求來提出解決方案。具體而言,這些需要包括文化獎勵和活動、志愿者和工作人員參與對話、加強尊重和欣賞以及其他各種獎勵措施。
    first, clarification should be taken on regarding different stages of working like before choosing the job, on-the-job and retention, and changing the job. Given that Sara L. Rynes et al.‘s (2004) article has differentiated between the pay motivator to people before the job and on the job, another study of Amy B. Henley (2005) has offered an example of what people do facing pay compression based on the data analysis of 208 nurses. He argues in his dissertation that both individual and contextual difference factors will affect the employees’ reactions to different degrees of pay compression. The results of his analysis shows that the employees’ perceptions of pay equity would fall facing a higher level of compression and thus their intentions to leave their current organization in order to resolve the sense of inequity would rise. 
    Second, clarification should also be made among some significant items, such as different types of occupations, ages, genders, job hierarchy, firm size, and so on. Robert Colby Buzzell (2001) in his doctoral dissertation has done research about job satisfaction and pay of Naval Aviators. He claims that goals play an important role in their minds. If a Naval Aviator’s goal, for example, is to be an airline pilot, it will be easy for him to accept the short term pay decrease and wait for a long term goal and aspirations. The different types of jobs, containing certain special characteristics, may contribute new dimensions or factors to pay analysis. As for the other factors, like gender and age, which are supposed to affect the decision and attitude of people regarding pay important and levels of pay, although need much more studies to concentrate on them. But what can be certain is that the more clarification is made among the factors, the clearer the role of pay motivator is to be presented. 
    Finally, too much emphasis may have been placed to pay by the authors.  According to the authors, pay is regarded to be a powerful motivator and maybe the most powerful potential one if in pay-performance environments (Sara L. Rynes et al., 2004). However, they ignore the possibility of a group of people who do not care pay so much as most people. For example, some people who have chosen the job in NGOs are those who play the other items – e.g. commitment to social development, commitment to assisting weak groups of people, and desire for education improvement – in a more important position than pay. Frontera (2007) claims that low salary, though, is attributive to the high turnover of employees of NGOs, solutions can be suggested by meeting their personal and professional needs. Specifically, those needs include cultural incentives and activities, engagement of both volunteers and staff in dialogue, enhancing respect and appreciation and other mixture of incentives. 

    澳洲management代寫:影響員工態度和流動的薪酬因素

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