Standardization of rewards and work conditions in multi-national companies. Should the pay and work conditions of employees be standardized?
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Studienarbeit aus dem Jahr 2013 im Fachbereich Führung und Personal - Sonstiges, Coventry University, Sprache: Deutsch, Abstract: Rewarding employees is one of the most significant yet most challenging tasks of human resource management (hereafter HRM) functions. Reward management triggers a number of controversies not only in terms of the assumptions but also the drivers of human incentive and work performance. One of the critical debates is related to standardization of rewards and work conditions in multi-national companies. Despite several agreements, Du Plessis and Beaver (2008) asserted...
Studienarbeit aus dem Jahr 2013 im Fachbereich Führung und Personal - Sonstiges, Coventry University, Sprache: Deutsch, Abstract: Rewarding employees is one of the most significant yet most challenging tasks of human resource management (hereafter HRM) functions. Reward management triggers a number of controversies not only in terms of the assumptions but also the drivers of human incentive and work performance. One of the critical debates is related to standardization of rewards and work conditions in multi-national companies. Despite several agreements, Du Plessis and Beaver (2008) asserted that the pay and work conditions of employees should not be standardized. To logically discuss this argument, this paper is divided into four goals. Initially, the important roles of rewarding people will be introduced and explained. Equally significant, the paper examines the reward and compensation approach and practices. Thirdly, the differences between company and country in term of regulations, employees' rights and protections as well as the difference of cultural values are carefully considered. Lastly, the paper comes to the conclusions and recommendations.
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