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绩效工资（PRP）是是一种基于有效员工绩效考核的工资制度，并将工资与评估结果相结合（Amzaleg，Azar，Ben-Zion和Rosenfeld，2014）。作为激励手段和制度，PRP最早可以追溯到泰勒差价制度，今天被各国企业广泛接受和应用，最简单直观的原因是工作更多得到更多，激励员工获得高绩效，获得高回报，大多数研究和观察表明，PRP对提升个人和组织绩效有积极的作用（McFarlin和Sweeney，1992），PRP被认为是最有效的奖励方式之一管理（Thompson and Heron，2006）。然而，许多研究理论上怀疑和批评了这种激励方法的有效性（Porfeli和Mortimer，2010），在实际操作中，PRP对员工激励和提高绩效的作用并不总是如预期的那样（Suff，Reilly和Cox， 2007）。因此，了解PRP的适用范围，以及在具体操作过程中引起的问题对于发挥PRP的积极作用是非常有意义的（Brown and Armstrong，1999）。基于此，本文提出了关于绩效薪酬是奖励管理最有效方法的程度的批判性讨论。首先介绍PRP的优点。然后，通过批判性分析来阐明PRP实际应用中可能存在的问题和PRP的适用范围。最后，是否提供个人意见，表现相关薪酬是奖励管理最有效的方法。Performance related pay (PRP) is a wage system which is based on effective employee performance appraisal and it achieves linking wages with assessment result (Amzaleg, Azar, Ben-Zion and Rosenfeld, 2014). As an incentive means and system, PRP earliest dates back to Taylor differential piece-rate system, today, it has been widely accepted and applied by enterprises of various countries, with the most simple and intuitive reason of that who work more get more, it motivates employees to obtain high performance to get high returns, most studies and observations have shown that PRP has a positive effect on enhancing individual and organizational performance (McFarlin and Sweeney, 1992), PRP is considered one as one of the most effective approach in reward management (Thompson and Heron, 2006). However, many studies theoretically doubts and criticizes the effectiveness of such incentives approach (Porfeli and Mortimer, 2010), in actual operation, the role of PRP for staff motivation and enhancing performance is not always as it is expected (Suff, Reilly and Cox, 2007). Therefore, to understand the scope of application of PRP, as well as the problems caused in the process of specific operation is very meaningful for play an active role of PRP (Brown and Armstrong, 1999). Based on this, this essay presents a critical discussion on the extent to which performance related pay is the most effective approach to reward management. First of all, it introduces the advantages of PRP. Then, it is through a critical analysis to illuminate the problems which may exist in the practical application of PRP and the scope of application of PRP. Finally, whether it puts forward personal views on the extent to which performance related pay is the most effective approach to reward management.

2.0 Main body
2.1 Positive roles of PRP
2.1.1 Enhance performance level
2.1.2 Retain talents
2.1.3 Enhance a higher sense of identity
2.2 Critical analysis on PRP
2.2.1 Problems triggered by PRP
2.2.1.1 Undermine the intrinsic motivation of employees
2.2.1.2 Harm team spirit
2.2.1.3 Pursue short-term interests and local performance
2.2.2 Scope of application of PRP

3.0 Conclusion

PRP is effective in improving employee performance, encouraging employees to improve their operational capacity, retaining talents, improve organizational identification and other aspects, so PRP has been widely used in enterprises of various countries. However, it should be noted that in the specific implementation process, PRP will bring a lot of problems such as undermining intrinsic motivation of employees, harming team spirit, leading to excessive profit-driven behavior of staff to harm the interest of both an enterprise’s and its customers’. At the same time本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。