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eland' 4th edition by Patrick Gunnigle, Noreen Heraty and Michael j. Morley:

Lawler (1977) highlights that in order for reward management to be successful the reward system needs to have the essential characteristics:

Reward level- In order for reward management to be successful, the reward package must satisfy the employees basic needs for survival, security and self-development.

Individuality- Along with satisfying the employee's basic needs, the reward system should be flexible enough to meet the employees varying individual needs.

Internal equity- The rewards must be seen as fair when compared to others in the business. The criteria and reasons for the allocation of rewards to employees should be equitable and clear to everyone in the organisation .The reason behind the allocation of rewards to employees should be communicated and accepted by all parties. The rewards should be applied consistently throughout the organisation.

External equity- The rewards must be seen as fair when compared to those offered for comparable work outside the organisation.

Trust- In order for reward management to be successful in the organisation, the management and the employees must believe in the reward system 100 per cent. The employees must believe and accept that will receive rewards when they meet the relevant criteria. The management should trust that the employees will perform at a high standard and the best to their ability in return for rewards.

According to Lawler (1977) in order for a business organisation to be successful in reward management, he believes that a reward system must have the characteristics listed above.

根据罗宾斯和 De Cenzo写的《人类资源管理》第6版这本书-According to the book 'Human resource management' 6th edition by De Cenzo and Robbins:

Armstrong and Murlis (1998) offer some broad distinctions between the main types of reward system:

Gain Sharing Schemes-the pay of a group of workers is linked to improvements in internal company productivity.

Employee Stock Ownership Schemes (ESOPs)-The business organisation offers company stock (at a lower rate than normal) to certain employees.

Profit-Sharing Schemes-The business organisation gives a certain percentage of the end of year profits to the employees.

Skill-Based Pay Schemes-The business organisation rewards the employees with pay on the basis of job-related skills or competencies.

Individual Incentive Schemes-The business organisation rewards the employees for reaching or exceeding specific established performance criteria. Piece- rate schemes are the most obvious form of individual performance related rewards.

Group Incentive Schemes-The business organisation rewards groups of employees with the same principles they use on individual schemes. Used most commonly when group work or team work is present in the business organisation.

结论-Conclusion

To conclude I am going to give a brief run through the topics I have covered throughout this report.

I defined and explained the meaning of what reward management is and how organisations manage rewards in organisations. I then went on to discuss the importance of reward management within organis