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1、The Entertainment Products Manufacturing Salaries A Case Study of Johnson Health Tech Company Chien-Chou ChenAssociate ProfessorDepartment of International Business ,Ling Tung Universityhou5mail.ltu.edu.twAbstractThe purpose of this study was to investigate the pay system within the organization and
2、 the compensation strategy for organizational performance, using the spindle Thinking correlation to view the salary and job performance is the existence of a relationship. Five Forces Analysis use of human resources, SWOT analysis and depth interview methods, summarized conclusions. The seven concl
3、usions:(1)good theoretical system of dolphins, can enhance job performance.(2)The theory of system enables enterprises to use dolphins get the best interest of organizational performance.(3)employee performance and job performance will vary due to salary level.(4)pay dividend policy was a positive c
4、orrelation with organizational performance.(5)education level may determine the amount of salary, thus effectively retain and attract talent.(6)staff performance will vary because of the work environment.(7)the development of compensation strategy needs due to staff changes.Keywords：Human Resources,
5、 Staff Salaries, Multinational Corporations.IntroductionIn human resources management system, the pay structure is a very important part, because it directly affect the business and working relationships among employees, and pay the driving force can effectively motivate employees so that employees
6、are more challenging attitude, to achieve the companys strategic human resource planning and career goals (Zheng.,2002). Many companies underestimated the complexity of international operations, and some studies finding that: the internationalization of business failure may be the main reason of poo
7、r management or poor management of human resources, human resources management which can be learned of the business in terms of how important (Young Political Science, 2005). With the evolution trend of the times, the new employment relationship has gradually changed, the company employs, pay attent
8、ion to the treatment will be able to attract reasonable talent, but the competition faced by enterprises today, not only in goods or services market, the other face in the labor market to raise before, leaving only the competition, the pressure is not lower than the former, then the new equality, pa
9、rtnership gradually replace the former employment relationship, and many companies realize that, man has become the most important assets. Promote and maintain good labor relations is very important, in order to provide better employee benefits to attract talented people to enter and retain qualifie
10、d personnel, many companies are betting a lot of money in this regard. Therefore, the employee benefits satisfaction and harmonious relations between employers and employees on employee productivity and enhance the competitiveness of enterprises, have a great impact (Ming,2007).To businesses, want t
11、o pay the expenses system can yield benefits, compensation and benefits to the enterprise can have positive effects on organizational performance in the depressed economic environment, enterprises should pay how to rethink the system of management. Also, how sustained high growth and profitability,
12、even through organizational change to implement business strategies, and all head of human resources executives to pay attention to the issues (Clement Hill, 2004). Therefore, enterprises pay system to the future by attracting, hiring, retaining office, motivating employees to improve employee perfo
13、rmance, and then improve organizational performance; the other hand, if by compensation system to control the business of the artificial cost, is an enterprise must face the issue. And how to pay system design through the creation of Labors future win-win situation, it is more urgent human resource
14、management efforts of the target.Literature reviewPay implicationsThe purpose of the work each person is to get the reward, while employers pay employees in exchange for contributions to the work and dedication to the treatment given to the employees want, and more incentive to induce employees and
15、an important tool for employee motivation. The so-called pay is compensation paid for salaries of employees, organizations use employee compensation system to affect behavior, and achieve organizational goals (Armstrong & Murlis,1994). Robbins (2001) to pay compensation is divided into two kinds of
16、internal and external compensation. Internal Salary: refers to the personal satisfaction gained in the work; external Salary: is the organization to give employees a tangible reward, the nature of salary can be divided into direct and indirect wages and salaries of non-financial categories, rather t
17、han financial remuneration: For example, the improvement of working conditions, hours of work adjustment and sense of achievement and promotion prospects. Bergmann & Scarpello (2002) proposed remuneration consists mainly of four parts: 1. Wages or salary: Although these two concepts are entirely a d
18、ifferent meaning, but the significance of the means are available to employees fixed remuneration; 2. Employee benefits: Help employees obtained indirectly by the employer and the cyclical nature of monetary incentives, such as: pension funds, insurance funds, paid vacation, etc.; 3.Nonrecurring fin
19、ancial rewards: means the person can get from the work of the pecuniary reward, provided that the company must have a primary surplus of production, only to be allocated to employees as an additional bonus such as: profit sharing or the balance of gain-sharing system. 4. of non-monetary reward: use
20、of non-financial way by rewards given to employees, such as: company reputation, a sense of self-realization, self-control flu. Milkovich & Newman (2002) that the pay is organizations and individuals have an employment relationship exists, the employees received any form of compensation, including:-
21、financial rewards, tangible services and welfare. Wang B. S.(2007) that the current reward employees generally provide tools for four, 1. Fixed Salary: To refer to the position in the market value of the others, including monthly payment, duties and 14 months of salary increases to the water; 2. Cha
22、nges in bonus: with the performance, output related. Unsurpassed by the high bonuses, but do not be no; 3. Long-term reward: it is usually tied to more than one year, after which the greatest impact bonus expense; 4. Employee benefits: tax issues can be taken into account, proposed more tax advantag
23、es than cash welfare support(Martocchio,2000；Tsai H.,2002).(A) Equity Theory1963 by Adams proposed, also known as social comparison theory. Adams, inspired by the idea of the factor of people from the comparisons between the mentality of social comparisons. He believes that each person put themselve
24、s and others, between the remuneration of the results obtained will be compared with each other and maintain a balance and fairness. This satisfaction is dependent on his staff received their rewards from their work on the fairness of the workplace may be paid. Refers to the so-called employee to wo
25、rk to pay the investment of effort, time, quality and effectiveness of the work, giving the staff of the returns from work, all costs, such as salaries, bonuses, respect and affirmation of superiors and other requirements contained in the five level of satisfaction, but the result compared with each
26、 other is through a non-rational assessment process. Equity theory for comparison may be their colleagues, close family, friends or other companies who engaged in the same position and so on, based on sensory perception compared the results to adjust their work behavior attitude to seek a fair balan
27、ce, so that divided by the input about their own pay compensation when divided by the input of others (Yangwan, Zhang, Hui, Liao Wanru, & Liu,2004)(B) Expectancy TheoryExpect the focus not only on the theory of work motivation main reason for individual employees, but also means that individuals are
28、 willing to work toward and sustainability, but also covers an element of the environmental side. To achieve the desired objectives, the organization must be able to ignite the enthusiasm of the staff work to encourage their employees to further stimulate the performance behavior of employees to bri
29、ng a positive influence towards the desired direction the organization ( Milkovich & Newman,2002) and trigger Staff motivation is the expected reward for the event.Salary motivation effectThe incentives are: level of effect intensity, persistence, the principle of achieving organizational direction,
30、 and the needs. Effort was motivated staff will work hard; continuity is sustained person, regardless of the existence of obstacles, they will strive to maintain the highest standards. However, incentive, compensation and benefits must be matched with the performance of employees. Therefore, staff m
31、otivation and incentives can bring loyalty, devotion, the concept of value of business operations, enterprise performance and success rate. Over the years many companies the incentive to incentive programs as the core operation of enterprises, because of high labor costs, competitive market, low-tec
32、hnology development and product-market bottlenecks. Incentive pay directly to the staffs salaries are based on the contribution of corporate performance, and its purpose is to promote the employee with ownership will work on the concept and work to improve the method and direction of staff efforts a
33、nd job performance. Furthermore, motivation theory also pointed out (Ni Dragon,2005) the behavior of employees will tend to have access to meet the direction, that is, the pursuit of a reward employees, by employees perceived rewards to influence behavior, no matter what company issued bonus, employ
34、ees would be interested in rewards that they do respond.Pay system and the relationship between job performanceIf you want a high performance organization, we must analyze the factors that affect job performance. In the Kun Wei (2004)study, found that the performance and organization to have a posit
35、ive relationship between financial rewards, which referred to the incentive of money, including fixed salary, short-term bonus and long-term bonus of three parts, and This is paid the sum of the three. Latham, G.P.(2006) that good performance can lead to rewards, and then lead to satisfaction, there
36、fore, whether the staff received salary met, not, as generally thought that can lead to performance, otherwise pay by the cognitive performance of the meet for us.MethodResearch MethodsIn this study, the spindle-related research thinking, the use of literature analysis, collection of the relevant th
37、eory and related literature, to collate and understand the concepts and theories of research topics, and practical monograph on the true depth of meaning; Second, research with practical needs, lock, Johnson employees to depth interviews, interviews of subjects and research in collecting primary dat
38、a needed, and pay system for the use of this company, more in depth.Research frameworkThis study attempts to interview of Johnson Health Tech Company employees or executives to explore the incentive effects, organizational performance, the impact of pay method, analysis verified the pay structure co
39、mpetitive with internal and external equity and pay management procedures non-financial performance of the employee productivity, employee morale and turnover caused by the impact of organizational behavior, employee productivity and morale by enhancing and thus the impact on financial performance,
40、and the above three dimensions influence each other, as high-end provider of enterprise charge of the development incentive effect, the reference compensation strategy to promote the implementation of the various departments to achieve business plan objectives, to improve the companys overall compet
41、itiveness.(Figure.1) Incentive effect1.Effort 2.Continuous 3. RequirementsOrganizational Performance1.Financialperformance2.Non-financial performancePay wayCompensation DesignCompensation Manager1.Salary levels2.Changes in the proportion of salary3.Performance based payment1.Pay the confidentiality
42、of information2.In Compensation ManagementFigure 1 Research frameworkAnalysis and DiscussionRapid changes in the industry and the impact of internationalization, Taiwan manufacturers have to make the best use of the marketing industry to improve competitiveness and value creation of its enterprise.
43、This section is divided into three parts, the first to explore the advantages and disadvantages of the Secretary Johnson Company, and how to make the opportunity and then rose up. The second part of the existing system of incentives Johnson Company. Johnson is the third part of the implementation of
44、 a good reward system, and human resources with the five forces model, that is, push, pull, control, pressure and stress, the combination of both to each other and can play a significant benefit. (A) SWOT AnalysisCan grasp the advantages of aspects of own brand, will be able to operate with autonomy
45、 and higher operating profit, and has a strong lineup of international R & D team to quickly develop products, and high-quality, low-cost manufacturing capabilities. Therefore, to gain a leading market position and quality assurance. To customers through the store and then the normal channels of com
46、munication and information feedback to the company, to Johnson for the products in the manufacturing, research and development, closer to the customer and market needs. In disadvantaged areas, the family, fitness equipment is not very important necessities, there is no need to be there, so the marke
47、t areas are not like other industries with high growth potential or as a great market potential. And the product will have a maintenance guarantee period or a long durability in the short run there will be no replacement necessary. The opportunities, product features the company itself has a good em
48、phasis on manufacturing capacity, so the products are quite durable and complete specifications. However, European and American sports equipment market is mature, in addition to attention to appearance, specifications, still takes the products name, resulting in a lower acceptance of this product. I
49、n Asia, the Asian demand for health equipment products are somewhat practical and durable, for the high acceptance of the brand products, so in terms of Johnson Company in Taiwans development as a great opportunity. Finally, threats, ICON is a global fitness equipment sales accounted for the largest, while the Taiwan company proxy ICON display in order to seize the machine, free machine to the dealer, as one of the strategies to
