The behavioral framework of compensation
The employer ought to comprehend various aspects of membership behavior, task behavior, and organizational citizenship behavior. In membership behavior, the employer ought to consider factors that determine the employee’s stay in the company. The first factor that an employee looks for to stay with an employer is job satisfaction. The job satisfies the employee when it meets the important needs an individual want. When developing the reward system, the employer should know the role the implemented system will play to ensure job satisfaction and employee commitment to the organization. Employers should consider five main facets to ensure the employee’s job satisfaction in the organization, which include pay, coworkers, promotion, supervisors, and work itself (Page 74). The employer should provide job security to employees, ensuring employees are satisfied with their job and committed to the organization (Page 75).
In fully understanding task behavior, the employer should always understand the individuals’ behavior by supporting what motivates them to do perform so well. as they do. Usually, individuals get the motivation to do work because they have human wants which they would want to satisfy from work wages. Before individuals start to work, they question themselves whether the job is worth doing, the outcome they would obtain from performing the task, and whether it would be sensible doing the work within a specific set time given effort is applied. Therefore, the key motivator for employees to work more efficiently is the reward commonly granted in money form when the correct performance pay plan is put in place.
Institutional citizenship attitude requires a lot of intelligence to understand since it requires an intelligent comprehension of the factors that led to the emergence of such attitude and character. The major origin of the attitude is institutional identification, and two factors are leading to the same; distributed institutional objectives and a sense of being part of the organization. The distribution of such objectives mostly imposes effects on institutional recognition in two major ways. The first is the company’s unity when the needs of workers relate to those of the institution. Secondly, the institution’s goals may agree with the valuable virtues of workers. The other reason which frequently causes institutional recognition is the opportunity of feeling a part of the company. Workers who feel valued and shown respect in the company are very likely to develop patriotic citizenship (Page 92).
After any manager has generated the desired nature of attitude an employee should have and that which an institution needs, it is important to create specific behavioral implications when designing the reward system. These behavioral implications include the employer defining necessary employee behavior, determining necessary employee attributes, and identifying salient employee needs. Further, the employer should ensure positive reward valence, clarify that performance will result in rewards, and provide conditions for an effort to lead to performance (Page 94).
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