Top Pay for Top Performance

Bates, S. (2003). upside bear for top performance. HR Magazine. Berglas, S. (2006). How to keep A players productive. Harvard Business Review. 1. Bates argues that in order to keep top performers satisfied and productive, there should be a substantial difference in the variable pay or merit-based earnings increases that top performers and poor performers receive. Based on the available research (which is menti peerlessd in the article), how big of an increase is needed to catch anybodys attention? (1 point) . grow that you were hired last year to work in HR for a large corporation. The corporation hired one of your schoolmates at the same time. to each one of you were paid $40,000 in your first year on the job. You atomic number 18 one of the top performers in your company. Your classmate is an average performer. Your boss explains to you that finances are tight because of the recession, and that there is not a lot of money pit aside for merit increases. However, your supervi sor wants to reward your hard work.Thus, he/she gives you a 4% salary increase compared to your classmates 2% increase. (2 points) a. In dollar amounts i. How a great deal of an annual gross increase did you receive? ii. How much does this amount to per week? iii. How much of an annual gross increase did your classmate receive? iv. How much does this amount to each week? v. How much much than your classmate do you get paid each week afterward the raises go into effect? b. How cause are you to continue to perform at a high level? 3.What are the advantages and disadvantages of implementing a variable pay system that is linked to performance? (2 points) 4. Sometimes, the best performers are not motivated by money alone. What is it that some A players want in scathe of compensation? (1 point) 5. What does Berglas recommend for keeping A players productive? (1 point) 6. Combine the recommendations from these both articles and create a compensation package for top performers and ave rage performers. You may be creative, but your package should be realistic and should be motivating. (3 points)