代写作文：奖励制度与公司发展的关系
为了公司的长期成功，需要有竞争力的，公平的和有吸引力的薪酬计划(Sarin and Mahajan, 2001)。为了提高组织效率，奖励和激励财务目标和公司战略的成就，支持企业的人力资本需求，公司需要适当地实施薪酬计划。因此，管理层对薪酬计划进行有效的思考就显得尤为重要。为了留住、吸引和激励那些需要承担更大责任并执行业务战略的员工，需要通过高薪酬来激励他们(Saunders, Mann and Smith, 2009)。经理应该激励员工，并且必须为他或她的团队中的任何成就获得奖励。如果实施不当，管理者激励员工的策略可能会失败。此外，员工和经理之间也可能存在差异(Sarin and Mahajan, 2001)。如果管理者和员工之间存在差异，用于商业成功的策略可能会失败。
代写作文：奖励制度与公司发展的关系
当奖励制度与员工的需求不一致时，他们就不能充分发挥自己的潜力，就会从事人们对他们期望最低的工作。为了实现组织目标，员工根本不付出额外的努力(Haider, Sadiq and Tesfamariam, 2014)。因此，所有的组织都有必要定期获得激励员工的奖励。不同的组织有不同的薪酬计划和政策。为了获得更好的组织绩效，需要将薪酬政策与业务策略相匹配(Lyons and Ben-Ora, 2002)。许多组织没有考虑到对他们的影响，就引入了他们听说过的新的薪酬政策。主要的问题可能是它可能不符合他们的坚定战略(Lakhal and Pasin, 2008)。应该实施薪酬计划和政策，并确定哪些计划和政策可以帮助组织进一步发展。最终，相对于竞争对手，薪酬策略要么通过增加收入，要么通过降低成本来实现。
代写作文：奖励制度与公司发展的关系
For the long term success of the company there is a need for competitive, fair and attractive compensation plan (Sarin and Mahajan, 2001). For improving organizational effectiveness, rewarding and motivating achievements of financial goals and corporate strategies, supporting human capital requirement of a business, the company has a need for carrying out compensation plans properly. So it becomes important that compensation plans are effectively thought by the management. For retaining, attracting and motivating employees who needs to handle greater responsibilities and carrying out business strategies, there is a need to keep them motivating by means of high compensation (Saunders, Mann and Smith, 2009).Manager should motivate the employees and must take the credit of reward for any achievements that is a part of his or her team. If it is not carried out properly then the strategies carried out by manager for motivating employees could fail. In addition, there can be differences between the employees and the manager prefer (Sarin and Mahajan, 2001). The strategies used for the success of business may fail if there are differences between manager and employees.
代写作文：奖励制度与公司发展的关系
When the reward systems are not aligned to the needs of employee then they will not perform to their full potential and will work which is least expect from them. For the achievement of organizational goal, the employees give extra effort not at all (Haider, Sadiq and Tesfamariam, 2014).Therefore, it is essential for all the organizations to regularly access the rewards that motivate employees. There are different compensation plans and policies for different organizations. For greater organizational performance, there is a need for matching compensation policies to business strategy (Lyons and Ben-Ora, 2002). Many organizations without considering the impact on them introduce new compensation policies, which they hear about. The main problem might be that it might not fit with their firm strategies (Lakhal and Pasin, 2008). That compensation plans and policies should be implemented and identified which can help to move the organization further. Eventually, the compensation strategies increase either by means of higher revenues or decrease in cost relative to competitors.