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Performance linked to Rewards (Case: FINO PayTech Ltd.)

Rs. 2,500.00



Introduction:
Rewards can be classified as tangible or intangible. In the first case, they are defined as being awards granted to employees on the basis of tasks performed, which meet or exceed the expectations initially established. In the second, they are defined as praise granted in public by virtue of achievements widely approved in the context of organizational culture (Stajkovic & Luthans, 1997).

Within this scope, it is worth stressing that reward systems are designed with the objective of increasing organizational productivity, and rewarding those who achieve an expected level of performance. The central question is how to define appropriate indicators to ensure the productivity of teams and to prompt motivation without causing dysfunction in the measurement system and action that has little effect (Austin, 1996).

According to Zanelli (2004), the reward system of an organization has repercussions on motivating work when workers are rewarded in a tangible way (cash bonuses, salary increases) or intangible (praise or public recognition) because they have demonstrated behaviors considered desirable for the organization.

The main challenge of an effective reward system is related to defining criteria on how the reward should be distributed among people. The use of standards of differentiation that people consider are fair and the consistency of these standards with the context of the organization are essential for there to be commitment to the company and the work to be performed.

Human Resource (or personnel) management, in the sense of getting things done through people, is an essential part of every manager’s responsibility, but many organizations find it advantageous to establish a specialist division to provide an expert service dedicated to ensuring that the human resource function is performed efficiently.

“People are our most valuable asset” is a cliché, which no member of any senior management team would disagree with. Yet, the reality for many organizations are that their people remain under valued, under trained and under utilized.

Number of Pages of Project Report: 73
Package Includes: PPT + Project Report
Project Format: Document (.doc)

Table of Contents of Project Report:
CHAPTER 1: INTRODUCTION
PURPOSE OF THE STUDY
CONTEXT OF THE STUDY
CHAPTER 2: THEORTICAL FRAMEWORK
ESSAY APPRAISAL
GRAPHIC RATING SCALE
FIELD REVIEW
FORCED-CHOICE RATING
MANAGEMENT BY OBJECTIVES
RANKING METHODS
ASSESSMENT CENTERS
CHAPTER 3: REVIEW OF LITERATURE
BACKGROUND
CHAPTER 4: RESEARCH METHODOLOGY
RESEARCH DESIGN
DATA SOURCE
THE SAMPLE
SAMPLING TYPE
DATA COLLECTION
DATA ANALYSIS METHOD
RESEARCH QUESTIONS
CHAPTER 5: DATA ANALYSIS AND INTERPRETATION
CONCLUSION AND RECOMMENDATION
FINDINGS
CONCLUSION
RECOMMENDATION
LIMITATIONS
REFERENCES


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