Brief reviews of 10 scholarly sources dealing with the merit pay system concept are presented in this research. These reviews are presented following a brief introduction to the merit pay system concept, together with the significance of this concept for political scientists.
One of the most effective approaches to human resource management is the development of ties between performance and reward. The key to motivating an individual to remain in and perform well in an organization lies not in urging an individual to remain or perform, but, rather, in the developing within that individual a strong commitment to the organization. From such a commitment will flow the desire to remain in and perform well in an organization. Organizational commitment is manifested as a strong desire to remain as a member of a specific organization, willingness on the part of an individual to exert high levels of effort for a specific organization, and belief in and acceptance of organizational values and goals by an individual.
With respect to organizational commitment, organizations and their employees are in an exchange relationship. In such a relationship, each party makes demands on the other, and each party provides something to the other in return. Thus, employees exchange their performance for organizational reward within an institutional structure.
There are several types of reward; however, compensation is usually considered to be the primary reward for performance. Compensation is a manifestation of gain sharing between and organization and its employees.
Gain sharing is a comprehensive approach to the task of improving organizational performance, or productivity. The gain sharing concept is comprehensive because it relies on a combination of management development, employee participation, and shared rewards to improve productivity. Management provides the leadership and the organizational structure that fosters incr...