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Employee remuneration is the consideration that the worker receives in exchange for providing the services under an employment contract (Berkowitz, Reitz & Miiller-Bonanni 2008, p3). By this definition employee remuneration deals with the outcome obtained by employees through their inputs, and there is a self evident close relationship between employee remuneration and motivation. According to a study participated by 1598 respondents carried out by O’Dell and McAdams (1986), 100% of the tested non-traditional reward systems showed a positive impact on employee performance. But there are also disagreements held by other researchers. Alfie Kohn (1993) held the view that HR managers should focus more than on the intrinsic motivation such as individual needs of oneself than the extrinsic motivation such as the rewards and promotion. And he also proposed the famous three C’s of the intrinsic motivation for the HR managers’ reference in the actual motivation practices: collaboration, content and choice. The first C collaboration, refer to an environment in which natural motivation and team spirit could be encouraged by inspiring people to cooperate; the second C, content, is a principle of motivation by helping employees to focus on the job itself and assist them to take interest and pride in their work rather than providing extrinsic incentives; the third C stand for choice, involves empowering employees to make decisions regarding their work and the company should offer help and necessary assistance to them in this empowerment process (Bruce & Pepitone 1999, p5).