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… AIG Is At It Again AIG is in the news again. They are being beat over the head because someone has found that they have 374 bonus plans. While most people are upset …
… Tough May Have Got You Here But It Ain't Gonna Get You There Where do you fall on the management spectrum; kick butt and take names or boss-of-the-year? … best and most from their employees. Watch Richard Warner and I discuss "tough bosses." … Tough May Have Got You Here But It Ain't Gonna Get You There …
… different bonus and compensation plans?! This recent article from Politico uncovers the half-truths and realities of how AIG compensated its employees ( AIG Bonuses Four Times Higher ), like I said before in my original post AIG Gives Bonuses A Bad Name , (March 13, 2009). … Is it possible to have 374 different …
… Thinking About Cutting Bonuses? I wrote earlier on this blog about the fact that AIG gave the word "bonus" a bad name but the issue of bonuses keeps popping up. I have read lately in several business … that is unexpected? Why would you cut something that has increased value to the corporation in excess of what was paid? The only productive reason that I can think for a company cutting bonuses now is that they had a bad system in the … bonuses. No profit; no bonus. Under his system the company wants to give bonuses and large ones at that. Who can complain about that? The only ones who will complain are those who don’t earn a bonus and those are the ones who should be …
… about effective and efficient ways of transferring knowledge. Fundamentally, this indicates that the university-the chairs, deans and Vice Presidents, don't trust faculty. The assumption is that the faculty member who gives many A's is … who have been punished by having too many high performance ratings. If performance is related to the performance appraisal rating, the organization benefits when all employees earn the top rating and suffers when they earn less. Businesses … about effective and efficient ways of transferring knowledge. Fundamentally, this indicates that the university-the chairs, deans and Vice Presidents, don't trust faculty. The assumption is that the faculty member who gives many A's is …
… AIG Gives Bonuses a Bad Name Everybody is talking about AIG again. The conversation is about how they continue to throw tax-payer money away. Over the weekend new details of AIG’s bonus plans were made public. In a nutshell the company plans to pay about $165 million in bonuses to …
… in his book Managing Without Supervising suggested that R+ systems without monetary incentives are less likely to be maintained by the clients. Once you have trained managers in R+ and helped them with their feedback system, how often did a non-monetary R+ program fade after a period …
… 31 because those younger than 31 have grown up digital. They don’t need to be told about it—they are it. The book has certainly shown me in detail that the way people communicate, even buy and sell, has changed dramatically in just the last few years. It will only … it will have a happy and productive life. Those who don’t understand behavior may never have this. Although much remains to be discovered about human behavior, much is known. Unfortunately, what we know is not widely known. I believe that …
… helps the world’s leading organizations employ the laws of human behavior to re-energize the workplace, and achieve and sustain consistently high levels of performance—building profitable habits within their organizations. Established in 1978, the … expand ADI’s capabilities and enable the firm to help clients meet long-term objectives by developing compensation and appraisal systems that reward the best employees and motivate under-performers to improve. “Traditional pay systems are outdated and ineffective at improving performance, especially in today’s global, knowledge-based economy,” said Daniels. Debates from Wall Street to Capitol Hill have refocused attention on the value of linking pay to performance, …
… to performance improvement through profit-indexed performance pay. The reader will also learn how to manage and sustain a performance system including techniques for validating measures and incentive payouts, as well as performance analysis … business strategy through your employees is the only way to beat the competition. If you are interested in achieving sustainable business results, then the pragmatic approach described and documented in this book is a must read. Apply this … to performance improvement through profit-indexed performance pay. The reader will also learn how to manage and sustain a performance system including techniques for validating measures and incentive payouts, as well as performance analysis …
… $49.95 Quantity Add to cart Instructional Design Made Easy Guy S. Bruce Spiral Cover Accelerated Training reduces training time by allowing your performers to acquire more rapidly the knowledge and skills that get business results, thus increasing your return on investment. Using this workbook, anyone can learn the design process that accelerates training. Defining measurable objectives Identifying training deficits Creating accelerated training to eliminate those …