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Business & Marketing
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English (U.S.)
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Topic:
Importance of Utilizing Short-Term and Long-Term Performance Incentives
Essay Instructions:
Week 4 - Discussion 2
No unread replies.No replies.
Your initial discussion thread is due on Day 3 (Thursday) and you have until Day 7 (Monday) to respond to your classmates. Your grade will reflect both the quality of your initial post and the depth of your responses. Refer to the Discussion Forum Grading Rubric under the Settings icon above for guidance on how your discussion will be evaluated.
Performance Incentives
Compare and contrast when it would be preferable to motivate employee performance through short-term incentives versus long-term incentives, and vice-versa.
Guided Response: Use at least two sources, in addition to the course text in your references. Respond to at least two classmates’ posts.
Essay Sample Content Preview:
Performance Incentives
Performance incentives are vital in motivating employees to attain organizational goals. As noted by Weathington and Weathington (2020), long-term incentives are rewards advanced to executives and managers for reaching performance goals. In this case, therefore, it would be preferable to reward employees with long-term incentives if they are part of the executive or the managerial team. Weathington and Weathington (2020) point out that long-term incentives are based on a longer measurement period, usually 3-5 years. Therefore, if the results that are rewarded take longer to attain, it makes sense to use long-term incentives. As informed by Miller (2014), for the long-term incentives, employees are required to show sustained performance for over one fiscal year. A key characteristic of long-term incentives that differentiates them from short-term incentives is that they are normally paid in form of stock options or restricted stock (Weathington & Weathington, 2020). Therefore, it can be deduced that long-term incentives are preferable when the reward is in the form of stock...
Performance incentives are vital in motivating employees to attain organizational goals. As noted by Weathington and Weathington (2020), long-term incentives are rewards advanced to executives and managers for reaching performance goals. In this case, therefore, it would be preferable to reward employees with long-term incentives if they are part of the executive or the managerial team. Weathington and Weathington (2020) point out that long-term incentives are based on a longer measurement period, usually 3-5 years. Therefore, if the results that are rewarded take longer to attain, it makes sense to use long-term incentives. As informed by Miller (2014), for the long-term incentives, employees are required to show sustained performance for over one fiscal year. A key characteristic of long-term incentives that differentiates them from short-term incentives is that they are normally paid in form of stock options or restricted stock (Weathington & Weathington, 2020). Therefore, it can be deduced that long-term incentives are preferable when the reward is in the form of stock...
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