HROB 2100 Lecture Notes - Lecture 10: Expectancy Theory, Mobile Computing, Flextime

• School: University of Guelph
• Department: Human Resources and Organizational Behaviour
• Course: HROB 2100
• Professor: Rhonda Gordon

Document Summary

From theory to practice: the role of money: money is the most commonly used reward in organizations. A 2010 survey of canadian employees found that 46% believed they were underpaid. But, money is not the top priority for many employees. Developing rewards programs is a complex process. Consider the value individuals place on specific rewards. Although pay is not the primary factor driving job satisfaction, it does motivate people. Whether they will lead, match, or lag the market. Setting pay levels requires a balance between external and internal equity. Internal equity the worth of the job to the organization (job evaluation) External equity the competitiveness of an organization"s pay relative to industry standards. Setting pay levels (above, at, or below market rates) is a key strategic decision with important trade-offs. Rewarding individuals through variable-pay programs: many firms are moving towards variable-pay programs. A portion of an employee"s pay is based on some individual and/or organizational measure of performance.