Disadvantages Of Reward Management

3.0 INTRODUCTION
The purpose of the report is to respond appropriately to the external and internal challenges that the Cavendish Hotel faces, the advantages and disadvantages surrounding Daphne’s proposed pay strategy which will be used to reward performing employees. The report also aims at addressing the pros and cons of this anticipated reward pay, marginal approaches which could be used. Within this report the author also discusses challenges that line managers generally face when they implement reward systems and some of the ways that they can use in order to overcome them.

4.0 APPROPRIATENESS OF BUSINESS CONTEXTAND CHALLENGES
4.1 External Factors
According to education portal.com external environmental factors are events

This also encourage employees to uphold a tournament theory as they are driven mainly to deliver to meet organisational culture and strategy. Refer to appendix 1.
4.2.2 DISADVANTAGES OF PERFOMANCE RELATED PAY
Lawler (1994) believes that variable pay which he delineates as a crucial mechanism for communicating desired effort levels being subject to individual or organisational performance argues that sometimes employees work beyond their job description by working as a team, thus paying individuals on how competent they deliver their work is not fair as the system is perceived because such factors are not be considered leading to other team members dragging their feet hence excessively reducing productivity.
It is therefore on such a foundational factor to also denote that this system entirely does not consider the costs that are incurred. Often for managers to be fairly sure of the grading they may need external auditors to aid in the process and such skilled manpower needs to be paid deducting from the company’s account. Printing marking review sheets may also be resources that may bring costs for the

In many organisation reward packages are often used to attract, motivate or improve performance of employees but some companies’ structures and objectives do not cater for such incentives that is why benefits would at times motivate other employees in one company and not in the other. Managers should first consider their company’s strategy before implementing reward strategies to see if it would be fit for not only the employees but also for the organisation.
Its high time organisations consider training and developing their line managers, this would assist them to be equipped with beneficial knowledge and to strategically analyse employee’s attributes, to know on which grounds organisations ought to reward employees, the home affair’s laws and penalties concerning reward systems used in organisations.
Hutchison (2013) emphases that line managers should be included when designing company’s policy so that they would be able to know the criteria and what they ought to look at when appraising and promoting