In this paper the discussion will be made on the topic related to culture of the company or employee compensation in the workplace. It can be stated that these both the factors are considered as an important aspect that can help in maintaining the employee engagement in the workplace. Compensation focuses on the rewards which employees receive when they complete their assigned task in an effective manner.
It has been seen that compensation is the amount which is earned by the employees according to the performance. Compensation can be divided into two parts. First is related to intrinsic compensation and second is related to extrinsic compensation. It has been seen that intrinsic compensation focuses on the overall psychology of the employees and it also showcase the overall results which is derived by performing a particular job (Shields et al., 2015).
Next is extrinsic compensation which emphasizes on both monetary and non-monetary rewards. Compensation can be related to the base pay which considers hourly pay and annual pay. There are various employees’ benefits which are also offered. The employee benefits are related to discretionary benefits and also legally required benefits. Discretionary benefits can be categories into three which can be protection programs, paid time off and services. In protection programs it has been seen that focus is given on offering family benefits and also to promote the health of the employees. Paid time off offers the employees with proper pay for a particular time when they are not doing their particular job (Hickman and Silva, 2018).
Services are also offered to the employees as a tuition reimbursement and day care assistance to the employees and their families. Legally required benefits take into consideration the federal legislation which helps to encourage health and safety of the workers and also it focuses on maintaining the family income. It has been analyzed that performance is related to behavior of the employees and also it relates with the activities which are done by the employees in the workplace (Kearney, 2018).
But if culture of the company is taken into consideration, then it has been seen that it is one of the important factor which helps to enhance the performance of the employees. If a workplace does not have a proper culture then it can be difficult for the employees to give their best towards the activities of the company. If there is no proper culture in the workplace then it can be difficult for the employees to maintain their overall productivity level in the workplace. Positive culture in the workplace is important as it helps to encourage the overall motivation level of the employees. If proper culture is there then it can be seen that employees can be easy to manage the activities by the employees (Reiche et al., 2016).
It is necessary for the top authorities to focus on maintaining the culture of the company so that it can be simple to enhance the self-esteem of the individuals. If the workplace, does not have proper culture then it can impact the working pattern of the employees. It is necessary to have proper culture as it can help to achieve positive outcome. It can be examined that proper culture can be only be maintained if there is proper communication in the workplace. If proper communication is not there then it can affect the employee’s activities and they will not be able to communicate with the supervisors (Chitrakar, 2017).
It can be investigated that proper culture in the workplace helps the employees to transfer their messages to one another. It will also help to reduce the conflicts which take place in the workplace. It is necessary for the higher authorities to focus on managing the flow of communication so that subordinates in the workplace can convey or share their feelings in a proper manner.
It can also be one of the chances for the higher authorities to manage their overall level of performance. Proper culture is related with effective communication in the workplace. It is necessary for the managers to have proper insight about their subordinates and they can easily give feedback which will directly affect the overall engagement of the employees in the workplace (Cardy and Leonard, 2014).
It has been seen that in the present scenario, culture of the workplace is also one of the important factor which is important to be considered as it can affect the overall growth of the company. Culture is considered as the important aspect that can help to enhance the overall level of employee engagement in the workplace. Employee engagement is linked with the culture of the company which is necessary to be maintained so that it can be employees can communicate in a proper manner with each other (Madhani, 2015).
As, culture is considered as one of the factor, it has been seen that the factor related to compensation is also one the essential aspect in the workplace. In compensation, performance appraisal is also one of the essential aspects which help to enhance the overall level of employee engagement in the workplace. It can be seen that performance appraisal relates with the overall behavioral system in which the employees are rated and also the overall behavior of the individual is taken into consideration (Young and Ghoshal, 2016).
The next factor is related to goal oriented system which is considered for managerial and professionalism of the employees and it also analyze the overall progress of the employees in reference to the overall objectives of the strategic planning. Performance appraisal practices focuses on conducting the overall analysis of the .job and also incorporate the results related to ratings. It helps in training the supervisors which can helps to attain the positive outcome.
Performance appraisal is related with enhancing the pay which is given to the employees. It has been seen this strategy helps to motivate the employees and also their engagement or dedication level enhances (DeNisi and Smith, 2014). To maximize the employee engagement level in the workplace it is necessary for the employees to focus on maintaining the overall level of productivity. Also the culture of the workplace is related with the relation of the employees. It can be examined that if employees in the workplace are behaving in a proper way with each other then it can help in maintaining their relation.
Employee engagement is considered as one of the factor on which the focus is given on engaging the employees towards the activities of the company. It is important for the higher authorities to maximize the level of dedication of the employees so that it can be simple to attain the positive outcome in the workplace. In today’s business world, it has been seen that culture is considered as one of the important aspect as the overall productivity level of the employees is maintained if there is positive culture in the workplace (Mone and London, 2018).
If there is proper culture then only employees can give their best and can earn incentives easily. Without having proper culture in the workplace it can be difficult for the employees to earn incentives. Compensation is then considered as the important component if culture of the workplace is positive. Positivity in the workplace not only motivates the employees to give their best but also boost their level of confidence towards the work which is assigned by the higher authorities (Fitzsimmons and Stamper, 2014).
To enhance the employee engagement in the workplace, it has been seen that performance management system is also one essential aspect which maximize the overall productivity and also enhances the profits of the company. But it can be investigated that there are various drawbacks which are related to implementation of the performance management system of the employees. If performance system in the workplace is not implemented in the proper manner then it can be analyzed that it can reduce the self-esteem of the employees and can also enhance the dissatisfaction of the employees towards the activities which are assigned. If performance management is not implemented in a proper manner then it can also lead to the false information and can affect the overall activities of the company (Hatch, 2018).
By managing the overall performance management system it can be seen that it can be easy for the employees to earn rewards and incentives. Also, it is the responsibility of the higher authority to focus on giving reward system benefit to the employees like income protection, allowances and also motivation. If proper allowance system is there then it can be easy to accomplish the overall goals and objectives by the employees. The employees will give their best can attain maximize outcome from the assigned activities. The intangible returns which are related to the reward system are relational returns. In which it has been seen that focus is given on the recognition and status and also it enhances the learning opportunities of the employees in the workplace (Buckingham and Goodall, 2015).
It can also be stated that performance is related with the rewards. If performance of the employees is good then it can be simple for them to earn more rewards. It is necessary for the employees to maintain their performance so that it can be easy for them to earn incentives. There are companies who offer incentives to the employees by focusing on their overall performance. Also, according to the performance the incentives are offered to the employees that boost their overall efficiency in the working system (Girma, 2016).
So, it cannot be easy to differentiate that is compensation is better or culture because it has been seen that both the factors are equally important for the employees. If there is no proper compensation policy then it can demotivate them towards their work and if there is no positive culture then it can affect their working system. Therefore, it can be easily stated that in the present scenario culture and compensation policy both are considered as one of the important aspect for the employees in the workplace. It can help them to achieve success and also to develop their skills (Ewenstein, Hancock and Komm, 2016).
But on the other hand if focus is given on the entire culture of the workplace, then it can be stated that culture is one of the important aspect on which the focus is given by the employees. The Culture of the workplace is important to be considered as it is one of the initial factor on which the employees give emphasis. If the culture of the workplace is not positive then employees will not be able to give their best towards the overall activities of the company. If there is positive culture in the workplace then only it can be simple for the employees to maintain their efficiency towards the work. Also the rewards can be earned easily if there is positive culture in the workplace. It will also help in building strong relations of the employees in the workplace and can help the higher authorities to attain positive outcome (Kegan and Lahey, 2016).
So, by analyzing the paper it can be concluded that culture plays an important role in enhancing the overall employee engagement in the workplace. If culture is positive then it can be simple for the higher authorities to achieve positive outcome and it will also motivate the employees to give their best towards the organizational activities. So, it is important for the employees to focus on maintaining the culture of the workplace so that it can be easy to manage the activities in the workplace. It will also help in earning more incentives in the workplace. It is the duty of the higher authority to focus on managing the activities of the employees by emphasizing on the employee engagement in the workplace.
Therefore, the company can achieve success in the competitive market if there is proper culture and compensation policy given by the organization. Also, it is the responsibility of the top management to emphasize on maintaining the level of employee engagement as it can help in accomplishing and can help in attaining the competitive advantage in a proper manner. So, focus should be given on culture and also on the compensation policy to maintain the employee engagement in the workplace.
References
Buckingham, M. and Goodall, A., 2015. Reinventing performance management. Harvard Business Review, 93(4), pp.40-50.
Cardy, R. and Leonard, B., 2014. Performance Management: Concepts, Skills and Exercises: Concepts, Skills and Exercises. Routledge.
Chitrakar, R., 2017. Organization Culture and Learned Helplessness. Journal of HR, Organizational Behaviour & Entrepreneurship Development, 1(1), pp.17-20.
DeNisi, A. and Smith, C.E., 2014. Performance appraisal, performance management, and firm-level performance: A review, a proposed model, and new directions for future research. The Academy of Management Annals, 8(1), pp.127-179.
Ewenstein, B., Hancock, B. and Komm, A., 2016. Ahead of the curve: The future of performance management. McKinsey Quarterly, 2(6), pp.64-73.
Fitzsimmons, S.R. and Stamper, C.L., 2014. How societal culture influences friction in the employee–organization relationship. Human Resource Management Review, 24(1), pp.80-94.
Girma, S., 2016. The relationship between leadership style, job satisfaction and culture of the organization. International Journal of Applied Research, 2(4), pp.35-45.
Hatch, M.J., 2018. Organization theory: Modern, symbolic, and postmodern perspectives. Oxford university press.
Hickman, C.R. and Silva, M.A., 2018. Creating excellence: Managing corporate culture, strategy, and change in the new age. Routledge.
Kearney, R., 2018. Public sector performance: management, motivation, and measurement. Routledge.
Kegan, R. and Lahey, L.L., 2016. An everyone culture: Becoming a deliberately developmental organization. Harvard Business Review Press.
Madhani, P.M., 2015. Sales organization culture, compensation strategy and firm valuation. Compensation & Benefits Review, 47(4), pp.173-183.
Mone, E.M. and London, M., 2018. Employee engagement through effective performance management: A practical guide for managers. Routledge.
Reiche, B.S., Stahl, G.K., Mendenhall, M.E. and Oddou, G.R. eds., 2016. Readings and cases in international human resource management. Taylor & Francis.
Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns, R., O’Leary, P., Robinson, J. and Plimmer, G., 2015. Managing employee performance & reward: Concepts, practices, strategies. Cambridge University Press.
Young, C. and Ghoshal, S., 2016. Organization theory and the multinational corporation. Springer.
Essay Writing Service Features
Our Experience
No matter how complex your assignment is, we can find the right professional for your specific task. Contact Essay is an essay writing company that hires only the smartest minds to help you with your projects. Our expertise allows us to provide students with high-quality academic writing, editing & proofreading services.
Free Features
Free revision policy
$10Free bibliography & reference
$8Free title page
$8Free formatting
$8How Our Essay Writing Service Works
First, you will need to complete an order form. It's not difficult but, in case there is anything you find not to be clear, you may always call us so that we can guide you through it. On the order form, you will need to include some basic information concerning your order: subject, topic, number of pages, etc. We also encourage our clients to upload any relevant information or sources that will help.
Complete the order form
Once we have all the information and instructions that we need, we select the most suitable writer for your assignment. While everything seems to be clear, the writer, who has complete knowledge of the subject, may need clarification from you. It is at that point that you would receive a call or email from us.
Writer’s assignment
As soon as the writer has finished, it will be delivered both to the website and to your email address so that you will not miss it. If your deadline is close at hand, we will place a call to you to make sure that you receive the paper on time.
Completing the order and download