Various salary Us which the individual salary of each employee depends on the dependence of his actions, the so-call normative salary system, or on the place he occupies in evaluat all the actions of the organization; the individual salary of a specific employee depends only on the vector of all actions of the organization, when salary systems do not depend on the active element; the individual salary of a particular person depends on the performance of the organization, when the costs of the salary system depend or do not depend on the individual active element.
These classes of models are call collective motivation models;
The individual salary of a particular person depends only on the vector of all the actions of the organization as well as on the result job seekers database of the organization’s activity (Marshall, Blank, Meen, 2004, pp. 104 – 111). In summ up this section, it is necessary to note that the results of an effective remuneration system are focus on the profitability of the organization and the creation of a competitive advantage.
Salaries of employees must be determin accord
To their classification schemes, which must when companies work on more be properly drawn up and effective. It is necessary to draw up employee salary classification schemes after the results of long-term monitor of employees. On the other hand, in the presence of a stable environment and activity, the remuneration system may lose vigilance and the ability to adapt to unexpect changes in the business environment.
Another important task in determin
The salary is to find out what employees’ talents powder data are and at what level they ne to be develop within the organization in order for it to be competitive. Therefore, in this case, the performance of the employees should be measur and it should be determin how the respective achievements should be reward. These are the essential areas of effective motivational management attribut to the successful management of organizations.