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in psychology, the restoration of the disrupted equilibrium of mental and psychophysiological processes by means of creating an opposite reaction or impulse. In this most general sense, the concept of compensation is widely applied to various mental processes and functions.
3 days ago · A remunerative contract is one in which the relationship between staff and the employing organization is clearly drawn up in terms of money paid in return for the time spent at work. It is normally used when there is a low level of mutual identity between the staff and the organization.•
- 1 Work as A Prerequisite For Salary
- 2 Salary as A Prerequisite For Work
- 3 Reward Versus Profit
- 4 Equity Or Fairness
- 5 Complexity and Simplicity
- 6 Pay Transparency
- 7 Motivation
- 8 Talking About Money
- 9 Social Dynamics
- 10 Acquisition and Loyalty
In connection with the exciting topic of remuneration, a certain point of view is widespread, but it will be somewhat questioned or at least supplemented in the further course of this chapter: When employees work for a company, they deserve appropriate financial and material rewards. The focus here is on the question of equity, a question that is n...
If you ask employees what they would do if they unexpectedly won the lottery and never had to work again to make a living, you often get the answer: “I would continue to do my job”. This may not be true in every case, but it reflects a fact that people see more in their work than it being a means of securing their livelihood. Rather, they implicitl...
The challenge in developing compensation systems is based on a fundamental dilemma. If this dilemma did not exist, this chapter would not have to be written. There would be no wage disputes, no strikes, no debates about money, salaries, etc. The dilemma lies in the fact that, on the one hand, employees prefer or actively demand more money. This als...
Remuneration should be fair. Who would dare not to support that statement? But the question of what is fair or not is marked by a high degree of uncertainty and subjectivity. Attempts to explain fairness and equity usually lead to the consideration of three factors. On the one hand, there is a contribution made by an employee. On the other hand, on...
But how can fairness be achieved when it comes to the design of compensation systems? There are two possible answers to this question. Fairness can be achieved by making compensation systems as simple as possible. The other answer would be: remuneration systems can be designed fairly by considering as many factors as possible at the same time and a...
If everyone in the company earns the same salary, there is automatically a pay transparency. Everyone knows other people’s salaries. With the question of pay differentiation, the question of transparency now also arises—a further dimension of a strategic orientation. Knowing the salary of others is not always a cause of happiness and contentment. S...
Whenever a person goes to work, he or she is usually rewarded. Admittedly, this sentence contains a daring statement that is worth thinking about for a moment. Here we are deliberately talking about people and not just about employees. In addition, the term “reward” deserves special attention. When a person mows his lawn on the weekend, he or she i...
Whenever we talk about intrinsic motivation in a business context, we will hear some voices asking why we pay our employees a salary at all. After all, they get their reward from the activity itself. Anyone who argues in this way ignores the principle outlined at the beginning of this chapter that people always prefer more money over less money. Th...
The third issue that is of central importance in the context of remuneration after the issues of fairness and motivation is that of social dynamics. In principle, it can be assumed that compensation systems and social interaction within an organization are mutually dependent. We had an interesting discussion about this at my university several year...
In addition to the issues of fairness, motivation and social dynamics, a fourth issue plays a central role in the context of remuneration. It is about the effect of money on the acquisition and retention of employees. This is also referred to as the acquisitive functionof remuneration. Employees decide for or against an employer because of money, a...
- Armin Trost
- Perception. Perception is responsible for us having an “image” of the reality that surrounds us. It processes the information we receive from the external stimuli of our senses.
- Learning. This is how we modify and acquire knowledge, abilities, skills, behaviors, etc. It works through what happened in the past. Learning also helps us relate our behaviors with their consequences.
- Language. The human being is a social being. That’s why language is such an important process. It gives us the ability to communicate with others. This communication, in the case of humans, is carried out through a complex symbolic code, or language.
- Thought. This is a complex process that psychology defines as the process in charge of transforming information to organize it and give it meaning. The study of thought began with Aristotelian logic.
Incentives can be tangible, such as bonuses, salary increases, promotions, and certificates, or intangible, such as praise and recognition. 1. Reward power works through positive reinforcement. According to the behavioral perspective, we learn through our past experiences with stimuli.
Jan 31, 2023 · This article shows what motivation is, both in real life and in how psychology observes and studies motivation. It includes an explanation of the process by analyzing real-world motivational problems like procrastination and avoidance.
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Mar 21, 2024 · The motivation cycle is a framework explaining the process people experience when they are motivated to pursue a goal. Learn about the stages of this cycle.
