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Bonuses.. what is Fair to All Within Large Corporations
KATHRYN STEINER, MBA, Entrepreneur, United States
What is fair to all in a large corporation when bonus time rolls around, quarterly, and yearly. Should all employees be entitled to a bonus based on their position and time with the company, yearly, and should quarterly bonuses be only metrics based with so called top performers and their managers receiving bonuses, in a poor economy?
What is fair and equitable for all...
Additionally, with a servant leader mentality in mind, shouldn't upper management allocate or share their bonuses with their employees, allowing for some additional revenue of a successful corporation to flow downwards to the people that really need it!
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Bonus - Being Fair!Arif ur Rehman, Professor, Pakistan Often the lower you are in the organizational ladder, the lesser the ‘real’ benefits accrue in terms of bonuses and rewards.
The lion’s share goes to the guys at the top – the more elevated their role and more regal their robe, and the ‘more their mouth waters.’
Ms. Steiner is right when she writes ‘… upper management allocate or share …’ it is only when this attitudinal mindset shifts towards a more caring-sharing spirit with the less-privileged, that they real magic of corporate congruence would emanate. |
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Bonus-being FairKATHRYN STEINER, MBA, Entrepreneur, United States I would sacrifice my bonus in poor economic times... That is the right thing to do... Some organizations distribute a bonus to all, based on overall earnings of the corporation, this should be the norm for all businesses. |
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Bonus Distribution in Service Oriented OrganisationsK V S Madhava Rao, Financial Consultant, India Ample examples have come to the fore during the global economic crises where CEOs, either have not opted for a raise in salary or sacrificed their bonuses. However the front line functionaries have often been treated below par when it comes to equitable distribution of bonus while it is necessary to keep in mind that they become the face of an organisation when it comes to quality service delivery that attract clientele in service oriented organisations. Anomalies subsist despite well laid out metrics in appraisal mechanism as creeping in of subjectivity in assessment can not be ruled out. |
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Special Interest Group Leader
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More on Performance Appraisals
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