Compensation is often used to sway a perspective employee’s decision regarding their career. It can be used to try to get an employee to accept a job, increase their effort, convince them to take a new role or move locations, just to name a few. We can hope that someone enjoys their job but in the end cash and benefits are king and they have a large effect on the employee. The best way to for a company to get an employee to make the decision they want is to offer them more money \/ better benefits.<\/p>\n\n\n\n
In my short career so far I have seen this first hand and it has defiantly effected my decision making. The best example was from last spring when I was mulling over what summer internship offer I should take. I had one offer that was to move to a different city where they would pay my rent for the summer (I would still have to pay rent at my current house). Another offer where I could live in my current house, commute to work and they would still pay my rent for the summer. For both companies I thought where actually working environment was pretty much the same so it truly came down to the other aspects of work I held important. As ease of life, financial situation and location (being close to friends) were major factors for me I choose to go with the second offer. <\/p>\n\n\n\n
Comparing my thought process to Maslow’s Hierarchy of Needs is interesting me. In this theory, physical needs are at the bottom and love \/ belonging is in the middle. I feel like in this situation I was acting with those two ideas at the top of my needs and the reasons I made this decision. <\/p>\n\n\n\n
Sources: <\/p>\n\n\n\n
Compensation Related To Motivation, In My Experience Compensation is often used to sway a perspective employee’s decision regarding their career. It can be used to try to get an employee to accept a job, increase their effort, convince them to take a new role or move locations, just to name a few. We can hope […]<\/p>\n","protected":false},"author":15031,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-32","post","type-post","status-publish","format-standard","hentry","category-uncategorized"],"_links":{"self":[{"href":"https:\/\/blogs.oregonstate.edu\/humanresources453ea\/wp-json\/wp\/v2\/posts\/32","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/blogs.oregonstate.edu\/humanresources453ea\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/blogs.oregonstate.edu\/humanresources453ea\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/blogs.oregonstate.edu\/humanresources453ea\/wp-json\/wp\/v2\/users\/15031"}],"replies":[{"embeddable":true,"href":"https:\/\/blogs.oregonstate.edu\/humanresources453ea\/wp-json\/wp\/v2\/comments?post=32"}],"version-history":[{"count":1,"href":"https:\/\/blogs.oregonstate.edu\/humanresources453ea\/wp-json\/wp\/v2\/posts\/32\/revisions"}],"predecessor-version":[{"id":35,"href":"https:\/\/blogs.oregonstate.edu\/humanresources453ea\/wp-json\/wp\/v2\/posts\/32\/revisions\/35"}],"wp:attachment":[{"href":"https:\/\/blogs.oregonstate.edu\/humanresources453ea\/wp-json\/wp\/v2\/media?parent=32"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/blogs.oregonstate.edu\/humanresources453ea\/wp-json\/wp\/v2\/categories?post=32"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/blogs.oregonstate.edu\/humanresources453ea\/wp-json\/wp\/v2\/tags?post=32"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}