Employee empowerment refers to the practice of giving employees more responsibility and autonomy in decision-making processes within an organization. This approach can lead to improved decision-making, as well as enhanced training, motivation, and productivity among employees.
Gain sharing is an employee motivational technique where compensation is provided for measurable performance gains in areas such as sales, customer satisfaction, and cost reductions. This compensation is often awarded to employee teams for achieving specified goals.
The Human Relations school of management theory emphasizes the importance of understanding human motivation in the workplace, focusing on recognition, encouragement, and rewarding individual contributions.
Incentive pay is a wage system that rewards a worker for productivity above an established standard, typically in the form of a bonus. This system is a variation of the piece-rate system developed by Frederick W. Taylor.
A wage program where wages rise with productivity increases above an established standard, incentivizing individual or group performance.
Individualism is a philosophy or quality characterized by the tendency of a manager or employee to make decisions and perform tasks in their own way or style. Encouraging individualism can lead to enhanced creativity and motivation but also requires a balance to ensure corporate goals and policies are upheld.
Job enrichment involves motivating employees through expanding job responsibilities and giving increased control over the total production process. This empowerment often includes training, support, and enhanced input into procedures.
Compensation predicated upon an employee's level of skill and educational attainment. Knowledge-based pay can serve as an incentive for employees to pursue additional training and education, thereby upgrading overall workforce skill levels.
Kudos refers to the recognition given by an entity for achievements. This acknowledgement can manifest in various forms, including bonuses, medals, or trophies.
Profit-related pay (PRP) refers to the situation where employee compensation is directly linked to the profitability of the employer. This approach aims to boost employee motivation, commitment, and performance by aligning their interests with the company’s commercial success.
Profit-Related Pay (PRP) is an employee compensation plan where the amount paid to an employee is tied to the company's profitability. It aims to align the interests of employees and shareholders by incentivizing employees to work towards increasing company profits.
A profit-sharing scheme is a program that provides employees with a share in the profits of the company they work for, often by means of share ownership.
Quality of Work Life (QWL) is a concept that refers to the level of satisfaction, motivation, fulfillment, and well-being employees experience in their work environment. It addresses a variety of aspects in the workplace, including job satisfaction, work-life balance, relationships with colleagues, and work conditions.
Quality of Work Life (QWL) encompasses the overall employment environment within an organization that impacts the attitudinal and motivational mindset of employees. It involves various factors such as job satisfaction, work conditions, and employee benefits that contribute to the well-being and productivity of staff.
A pivotal work by Kenneth Blanchard and Spencer Johnson which encapsulates management principles through simplified, actionable techniques like one-minute praise or reprimand, aimed at increasing productivity and employee satisfaction.
Wage incentive is a method of motivating workers to increase their productivity by offering them higher wages for greater output.
