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How different pay-for-performance remuneration plans affect executive performance
Dissertation (MBA)--University of Pretoria, 2011.
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University of Pretoria
2013
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| _version_ | 1867613449426567168 |
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| access_status_str | Open Access |
| author2 | Bussin, Mark |
| author_browse | Bussin, Mark |
| author_facet | Bussin, Mark |
| collection | Thesis |
| dc_rights_str_mv | © 2011, University of Pretoria. All rights reserved. The copyright in this work vests in the University of Pretoria. No part of this work may be reproduced or transmitted in any form or by any means, without the prior written permission of the University of Pretoria. |
| description | Dissertation (MBA)--University of Pretoria, 2011. |
| format | Thesis |
| id | oai:repository.up.ac.za:2263/25421 |
| institution | University of Pretoria (South Africa) |
| last_indexed | 2026-06-10T12:36:19.431Z |
| license_str | Other — see source repository |
| provenance_str_mv | Harvested via OAI-PMH from UPSpace — University of Pretoria Institutional Repository |
| publishDate | 2013 |
| publishDateRange | 2013 |
| publishDateSort | 2013 |
| publisher | University of Pretoria |
| publisherStr | University of Pretoria |
| record_format | dspace |
| source_str | UPSpace — University of Pretoria Institutional Repository |
| spelling | oai:repository.up.ac.za:2263/25421 How different pay-for-performance remuneration plans affect executive performance Bussin, Mark ichelp@gibs.co.za Bouwmeester, Michael Paul UCTD Pay-for-performance Remuneration Motivation Expectancy Valence Dissertation (MBA)--University of Pretoria, 2011. Orientation: The design of remuneration plans and pay-for-performance is recognised as a long-standing management practice. Almost all remuneration plans include incentive and bonus schemes in order to motivate the desired performance of individuals by rewarding them based on performance.Research purpose: The primary aim of the study was to assess how different pay-for-performance remuneration plans affect performance.Motivation for the study: Research and literature indicates that pay-forperformance can indeed influence employee performance; however there are instances where there are negative effects associated with pay-forperformance. Pay-for-performance is in instances considered controversial owing to the large remuneration packages that executives in particular receive.Research design, approach and method: The research methodology that was utilised was a quantitative study, by undertaking a structured cross sectional survey of executives and managers. The survey was distributed to 201 potential respondents and the results of 118 respondents were utilised in the data analysis. Four different types of pay-for-performance plans were assessed, namely Merit Pay, Bonus Pay, Full Shares, and Share Appreciation Rights. Expectancy Theory was utilised as a basis in an attempt to explain the motivation of executives and managers with respect to the influence that different types of pay-for-performance plans have on performance.Main findings/results: All of the pay-for-performance plans were found to have a positive effect on the motivation of employees; however it was found that the most significant factor relating to motivation of employees was expectancy as opposed to the preference of the type of reward (valence). The rewards preferences, as determined by this study, in order of preference were Merit Pay, Full Shares, Bonus Pay, and Share Appreciation Rights.Practical/Managerial implications: This study confirms that it is more important to understand individuals and what motivates them than the actual rewards offered. Different rewards have different motivational effects, however the reward itself is not the dominant determinant with regards to motivational as a whole.Contribution/value-add: This study further clarifies the influence that different pay-for-performance remuneration plans have on the future performance of executives and managers. Gordon Institute of Business Science (GIBS) unrestricted 2013-09-06T21:14:33Z 2012-09-19 2013-09-06T21:14:33Z 2012-03-08 2011 2012-06-10 Dissertation Bouwmeester, MP 2011, How different pay-for-performance remuneration plans affect executive performance, MBA dissertation, University of Pretoria, Pretoria, viewed yymmdd < http://hdl.handle.net/2263/25421 > F12/4/388/zw http://hdl.handle.net/2263/25421 http://upetd.up.ac.za/thesis/available/etd-06102012-121834/ © 2011, University of Pretoria. All rights reserved. The copyright in this work vests in the University of Pretoria. No part of this work may be reproduced or transmitted in any form or by any means, without the prior written permission of the University of Pretoria. application/pdf University of Pretoria |
| spellingShingle | UCTD Pay-for-performance Remuneration Motivation Expectancy Valence How different pay-for-performance remuneration plans affect executive performance |
| title | How different pay-for-performance remuneration plans affect executive performance |
| title_full | How different pay-for-performance remuneration plans affect executive performance |
| title_fullStr | How different pay-for-performance remuneration plans affect executive performance |
| title_full_unstemmed | How different pay-for-performance remuneration plans affect executive performance |
| title_short | How different pay-for-performance remuneration plans affect executive performance |
| title_sort | how different pay for performance remuneration plans affect executive performance |
| topic | UCTD Pay-for-performance Remuneration Motivation Expectancy Valence |
| url | http://hdl.handle.net/2263/25421 http://upetd.up.ac.za/thesis/available/etd-06102012-121834/ |