How pay launched performance

Article Abstract:

Honeywell Inc.'s Commercial Aviation Systems Div. remodelled its compensation system by allowing a group of employees to develop a new incentive strategy by themselves. In 1993, the HR department formed the Participative Pay Team comprised of 25 employees who volunteered for the project. The Team created an incentive compensation plan that links pay with business results. Under this plan, the division's achievement of its annual objectives is reflected in dollar terms on each employee's yearly pay. The new pay system is widely accepted within the organization because the employees themselves helped in its development. In 1994, after a year of implementing the compensation program, the Commercial Aviation Systems Div. was able to surpass its profit and economic value objectives by 10%. In 1995, 100% achievement of the division's goals translated to a 3.5% increase in the employees' salaries.

Aircraft & Parts, Aerospace Product and Parts Manufacturing, Aircraft and Parts, Case studies, Compensation and benefits, Compensation management, Participatory management, Aircraft equipment and supplies industry, Aircraft parts industry, Honeywell Inc. Commercial Aviation Systems Div.

---

Angry employees bite back in court

Article Abstract:

An increasing number of disgruntled employees are filing lawsuits against their former employers. The workers who are likely to take their employers to court are those who are out of work, scared and uncertain about their prospects of getting another job. However, even those who have found new work may still decide to sue their former employers. Most of these actions are actually disguised attempts to get even with the employers that hurt them. Unfortunately, with laws providing significant damage awards, attorneys are now more willing to help plaintiffs in such cases. Given this trend, employers would do well to be aware of how they treat their employees. Tips on how to avoid these lawsuits and how to deal with them are discussed.

Management, Cases, Workers, Employee dismissals, Employment terminations, Employment at will, Actions and defenses, Litigation

---

Similar abstracts:

• Abstracts: The myth and the reality of pay for performance. Increasing minimum wages without maximum cost
• Abstracts: On-the-job employee counseling: focus on performance. Why executives need a liberal arts education
• Abstracts: A pay plan based on numbers, not words. Support objectives using base compensation
• Abstracts: The route to performance management. Ethics and the job interview
• Abstracts: The public sector pays for performance. Revamp ineffective performance management

This website is not affiliated with document authors or copyright owners. This page is provided for informational purposes only. Unintentional errors are possible.