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Solution
| Explain how line managers make reward judgements based on organisational approaches to reward. (AC 3.3)
Short references should be added into your narrative below. Please remember to only list your long references in the reference box provided at the end of this section.Word count: Approximately 300 words
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| Organisations can use non-financial rewards including career advancement and work-life balance as well as organizational culture, values, policies, and ethical behavior to reward employees (Cotton, 2022). Since these approaches have an impact on how incentive decisions are made, line managers ought to investigate them and use them as a guide to make wise choices.
Values, rules, and ethics make up an organization’s culture. Line managers at GA Pensions should consider rewards as an approach that acknowledges and values employees for their actions and contributions to the company (Stone et al 2020). Employees should be paid appropriately if they uphold the rules, morals, and values that make up the organizational culture. People may feel unhappy and demoralized when reward practices don’t match the organizational culture. The path of the company is significantly influenced by how line managers compensate their employees. For example, if GA Pensions wants innovation to be its core value, then award judgments should reflect this goal. Fairness and equality must be shown in reward decisions if ethical behavior requires them. Decisions about rewards are also influenced by non-monetary benefits like professional advancement and work-life balance. Some businesses have educational and growth initiatives aimed at boosting workers’ intrinsic motivation. These training opportunities might encourage workers to put in extra effort to meet organizational goals. Similar to this, line managers can give their staff member’s incentives by promoting work-life balance policies like paid vacation time, sick days, or working from home. Effective work-life balance is associated with fewer hours off from work and higher productivity among employees. Employees who feel like they can enjoy their life outside of work will be happier as a result of GA Pensions. Checking Equity and Fairness GA Pensions might use the gender pay gap and equal pay audit to examine whether decisions regarding rewards are equitable for all parties. Equal pay audits are conducted to understand all kinds of compensation, including bonuses, allowances, and salaries, while gender pay gaps are used to identify the differences in pay between men and women. GA Pensions will be ready to determine whether its reward judgments are just and maintain equity by evaluating these aspects.
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