What is the process of resolving disputes by taking them to a panel of representatives at the same level as the people involved in the conflict quizlet?

1. Incentive pay: forms of pay linked to an employees performance as an individual, group member, or organization member.
-Incentive pay is influential because the amount paid is linked to certain predefined behaviors or outcomes.
-For incentive pay to motivate employees to contribute to the organization's success, pay plans must be well designed.

Effective incentive pay requirements

1.Performance measures are linked to the organization's goals.

2.Employees believe they can meet performance standards

3.Organization gives employees the resources they need to meet their goals.

4.Employees value the rewards given.

5.Employees believe the reward system is fair.

6.Pay plan takes into account that employees may ignore any goals that are not rewarded.

Earning money is not the only reason people try to do a good job. people also want interesting work, appreciation for their efforts, flexibility, and a sense of belonging to the work group and inner satisfaction of work well done. Therefore, a complete plan for motivating and compensating employees has many components, from pay to work design to developing managers so they can exercise positive leadership. Organizations may reward individual performance with a variety of incentives:

1.Piecework rates
-A wage based on the amount workers produce

2.Standard hour plans
-An incentive plan that pays workers extra for work done in less than a preset "Standard time"

3.Merit pay
-A system of linking pay increases to ratings on a performance scale

4.Individual bonuses
-Not rolled into base pay.
-Employee must re-earn them during each performance period
-Sometomes there bonus is a one-time reward
-Bonuses may also be linked to objective performance measures, rather than subjective ratings.

5.Sales commissions
-Incentive pay calculated as a percentage of sales

Pay for group performance
1 .Gainsharing
-group incentive program that measures improvements in productivity and effectiveness and distributes a portion of each to employees.

2. Bonuses
-Bonuses for group performance tend to be for smaller work groups.
-These bonuses reward the members of a group for attaining a specific goal, usually measured in terms of physical output.

3. Team Awards
-Similar to group bonuses, but more likely to use a broad range of performance measures:
--cost savings
-.-successful completion of a project
--meeting deadlines

Profit sharing: incentive pay in which payments are a percentage of the organization's profits and do not become part of the employees' base salary.
-Profit sharing may encourage employees to think like owners.
-Evidence is not clear whether profit sharing helps organizations perform better.

Processes that make incentives work
1. Participation in decisions
-Employee participation in pay-related decisions can be part of a general move toward employee empowerment.
-Employee participation can contribute to the incentive plan's success.

2. Communication
-Communication demonstrates that the pay plan is fair.
-When employees understand the incentive pay plan's requirements, the plan is more likely to influence their behavior as desired.
-Important when changing the pay plan.

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Mediation process is not binding, meaning the mediator cannot force a solution. Typically, an ADR process begins with an open-door policy, which is the simplest, most direct, and least expensive way to settle a dispute. When the parties to a dispute cannot resolve it themselves, the organization can move the dispute to peer review, mediation, or arbitration. At some organizations, if mediation fails, the process moves to arbitration as a third and final option. Although arbitration is a formal process involving an outsider, it tends to be much faster, simpler, and more private than a lawsuit.