Linking Compensation Policies and Programs to Organizational Effectiveness


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"10 Ways to Reward Performance Despite a Low Budget"

workspan Magazine, August 2013

Don't let a low budget keep you from properly rewarding your employees. A lot of people are saying that you can’t effectively reward performance with only a 3 percent compensation budget.

This article represents the opposite viewpoint. It highlights 10 ways to reward performance despite low compensation budgets — 10 ways that organizations have used successfully over many years.

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"How to Optimize Your Management Spans of Control"

workspan Magazine, June 2012

Spans of control that are too broad or too narrow can have serious effects on organization performance. Optimal spans don’t just happen. Unless organizations actively manage spans of control, they are likely to find more that are either too broad or too narrow and fewer that are just right. Yet most organizations do not pay much attention to spans of control.

The article describes the benefits of optimal spans of control and the consequences of overly broad and overly narrow spans. It provides ten factors to consider in determining optimal spans and examples of optimal spans for different levels and types of work.

View/download article.

If you want people to do a good job, you have to give them a good job to do.

– Fredrick Herzberg

“Organization design is the deliberate process of configuring structures, processes, reward systems, and people practices to create an effective organization capable of achieving the business strategy.”

– Amy Kates and Jay Galbraith

Publications‎ > ‎

Linking Compensation Policies and Programs to Organizational Effectiveness

(WorldatWork Journal, 4th Quarter 2003)

Highly effective organizations are more likely to use certain pay policies and programs than their less effective peers, according to a survey of WorldatWork members.

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