sr :: essays research papers

roject net income they believe will imprint top circumspection but could be perceived by their divulge employees as unattainable. such an unrealistic target could discourage rather than proceed the run building block employees. Targets must be clearly understood. It is critical that indemnity participants participate in the setting of aid targets. Their views and suggestions should be given sober consideration. When their suggestions argon spurned or modified, the reasons should be clearly communicated. Misunderstandings concerning the motivator targets bring to pass unproductive magazine spent in discussions and demoralized employees who believe that they are being interact unfairly. Periodically communicate the outlook for bonuses. To maximize the motivational value of the program, the fiscal staff of to each one direct unit should sporadically communicate the on-line(prenominal) outlook for annual bonuses to bonus participants. This is accomplished by comparing a forecast of the bonus criteria with the bonus targets. Using the forecasted role of bonus gain for the unit, each participant grass forecast his or her bonus. A check out of the key actions necessary to accomplish or best the forecast should be holdd in this periodic bonus modify. This can be a very strong motivational tool, because the bonus participants project an identifiable individualized stake in the accomplishment of these actions. Many companies include a bonus modify in their regularly scheduled operating review. Resolve bonus problems early. One way to accomplish this is to periodically update the outlook for bonuses for each operating unit. Strong lines of communication are in force(p) to both operating units and corporate staff. One of the benefits of a bonus update is early acknowledgement of problems, which require action on the part of senior(a) management. By identifying problems in the bonus program as the year unfolds, it is affirmable to take spark action, minimizing damage. If the bonus criteria have not been clearly stated, they should be modified with the battle of unit and senior management. Pay bonuses as briefly as feasible. A bonus can represent a strong portion of a key employees compensation. This serves the purpose of getting his or her attention, which is a double-edged sword. The stress of attention should be the future, but for many employees the genuine year is not their chief concern until the previous years bonus is paid. Delays in paying bonuses may create apprehension and tension which are counterproductive. If bonuses for the prior year cannot be paid within the first month of the sore Year, some of the controlling impact of the bonus program is lost.sr essays look into papers roject net income they believe will impress top management but could be perceived by their key employees as unattainable. Such an unrealistic target could discourage rather than motivate the operating unit employees. Targ ets must be clearly understood. It is critical that bonus participants participate in the setting of bonus targets. Their views and suggestions should be given serious consideration. When their suggestions are rejected or modified, the reasons should be clearly communicated. Misunderstandings concerning the bonus targets create unproductive time spent in discussions and demoralized employees who believe that they are being treated unfairly. Periodically communicate the outlook for bonuses. To maximize the motivational value of the program, the financial staff of each operating unit should periodically communicate the current outlook for annual bonuses to bonus participants. This is accomplished by comparing a forecast of the bonus criteria with the bonus targets. Using the forecasted percentage of bonus earned for the unit, each participant can forecast his or her bonus. A review of the key actions necessary to accomplish or exceed the forecast should be included in this periodic bo nus update. This can be a very strong motivational tool, because the bonus participants have an identifiable personal stake in the accomplishment of these actions. Many companies include a bonus update in their regularly scheduled operating review. Resolve bonus problems early. One way to accomplish this is to periodically update the outlook for bonuses for each operating unit. Strong lines of communication are beneficial to both operating units and corporate staff. One of the benefits of a bonus update is early identification of problems, which require action on the part of senior management. By identifying problems in the bonus program as the year unfolds, it is possible to take prompt action, minimizing damage. If the bonus criteria have not been clearly stated, they should be modified with the participation of unit and senior management. Pay bonuses as soon as feasible. A bonus can represent a significant portion of a key employees compensation. This serves the purpose of gettin g his or her attention, which is a double-edged sword. The focus of attention should be the future, but for many employees the current year is not their chief concern until the previous years bonus is paid. Delays in paying bonuses may create apprehension and tension which are counterproductive. If bonuses for the prior year cannot be paid within the first month of the New Year, some of the positive impact of the bonus program is lost.