An analysis of flexible benefit plan in workforce today

Demand in any period that is outside the limits established by management policy. This demand may come from a new customer or from existing customers whose own demand is increasing or decreasing. Care must be taken in evaluating the nature of the demand: Is it a volume change, is it a change in product mix, or is it related to the timing of the order?

An analysis of flexible benefit plan in workforce today

This section does not cite any sources. Please help improve this section by adding citations to reliable sources. Unsourced material may be challenged and removed. December Learn how and when to remove this template message Motivation is the impulse that an individual has in a job or activity to reaching an end goal.

There are multiple theories of how best to motive workers, but all agree that a well-motivated work force means a more productive work force. Taylorism[ edit ] Fredrick Winslow Taylor was one of the first theorist to attempt to understand employee motivation.

His theory of scientific managemen t, also referred to as Taylorism, analyzes the productivity of the workforce. Taylor's basic theory of motivation, is that workers are motivated by money.

He viewed employees not as individuals, but as pieces of a larger workforce; in doing so his theory stresses that giving employee's individual tasks, supplying them with the best tools and paying them based on their productivity was the best way to motive them.

An analysis of flexible benefit plan in workforce today

Taylor's theory developed in the late 's and can still be seen today in industrial engineering and manufacturing industries. Hawthorne effect[ edit ] In the mid 's another theorist, Elton Mayobegan studying the workforce.

His study of the Hawthorne Workslead him to his discovery of the Hawthorne effect. The Hawthorne effect is the idea that people change their behavior as a reaction to being observed. Mayo found that employee's productivity increased when they knew they were being watched.

He also found that employees were more motivated when they were allowed to give input on their working conditions and that input was valued. Mayo's research and motivational theories were the start of the Human Relations school of management.

Job design[ edit ] The design of an employee's job can have a significant effect on their job motivation. Job design includes designing jobs that create both a challenging and interesting task for the employee and is effective and efficient for getting the job done.

The goal of this job design approach is to standardize and specialize tasks. The goal of this job design approach is to combine tasks to give the employee a greater variety of work. The goal of this job design approach is to move workers to different tasks periodically.

The key to job design employee motivation, this approach aims to enhance the actual job by building up the employee through motivational factors. A study conducted by Campion and Thayer [6] used a job design questionnaire to determine how job designs fostering motivation affected employees.

Campion and Thayer [6] found that jobs with more motivational features have lower effort requirements, a better well-being, and fewer health complaints. The study also found that jobs scoring high on the motivational subscale of the questionnaire contained employees who were more satisfied and motivated, had a higher rating pertaining to job performanceand had fewer absences.

The study's results found that redesigning a job can improve the quality of the product or service that is provided, increase the quantity of work, and can increase work satisfaction and motivation.

Dunham [8] believed organizations were overlooking job ability requirements and compensation when they enlarged or enriched employee's jobs. Intrinsic rewards are internal, psychological rewards such as a sense of accomplishment or doing something because it makes one feel good.

Extrinsic rewards are rewards that other people give to you such as a money, compliments, bonuses, or trophies. The basis for the motivation is supervision structure and money.

Scientific Theory is based on the grounds that employees don't want to work so they have to be forced to do their job, and enticed with monetary compensation. Theory Y, also derived from McGregor's theory, says that employees are motivated by intrinsic or personal reward [9].

With this theory different factors can be used to heighten the intrinsic benefit that employees are receiving at their job.

From Baseload to Flexible Operation

Pierce, Cameron, Banko, and So [10] conducted a study to examine how extrinsic rewards affect people's intrinsic motivation when the rewards are based on increasingly higher performance criteria. Participants who were not rewarded at all or only rewarded for maintaining a constant level of performance experienced less intrinsic motivation.

The meta-analysis by Wiersma [11] concluded that when extrinsic rewards are given by chance, they reduce intrinsic motivation. This result is supported when task behavior is measured during a free-time period.

A study conducted by Earn [12] also examined the effects of extrinsic rewards on intrinsic motivation. Earn [12] wanted to know if extrinsic rewards affected a person's intrinsic motivation based on the subject's locus of control.

Earn [12] found that pay increases decreased intrinsic motivation for subjects with an external locus of control whereas pay increases increased intrinsic motivation for subjects with an internal locus of control. The study also found that when the controlling aspect of the extrinsic reward was made pertinent by making pay dependent on a certain amount of performance, higher pay undermined the intrinsic motivation of subjects and their locus of control was not relevant.A SWOT analysis is a planning tool which seeks to identify the strengths, weaknesses, opportunities and threats involved in a project or business.

It's a model for matching an organisation's goals, programmes and capacities to the social environment in which it operates. The factsheet examines the.

Complexity characterises the behaviour of a system or model whose components interact in multiple ways and follow local rules, meaning there is no reasonable higher instruction to define the various possible interactions..

The term is generally used to characterize something with many parts where those parts interact with each other in multiple ways, culminating in a higher order of emergence. Our nation has a powerful military force, capable of swiftly responding to today’s and tomorrow’s challenges at a moment’s notice across the globe.

Increase Employee Engagement by Offering Flexible Benefits Packages May 18, - 7 minute read - Posted by Wendy Pat Fong. In an era of sky rocking benefit costs, employers are facing the dilemma of cutting down their costs associated with their employees’ benefits while still providing an attractive health plan to attract prospective employees.

Boston, MA – October 30, – The U.S. Department of Education has awarded $ million to the Massachusetts Department of Higher Education to continue funding GEAR UP (Gaining Early Awareness and Readiness for Undergraduate Programs), its successful college access and scholarship program, at 16 schools in seven urban districts across the Commonwealth.

To attract the most qualified employees, staffing firms offer highly competitive wages and benefits. The average temporary or contract employee earns around $17 per hour.

Employee Benefits | Compensation & Benefits | HR Toolkit |