performance-based evaluation’. KEPCO has proved that even a public enterprise has ways to motivate employees with performance-based assessment. For example, it has established a stable internal evaluation system so that every employee and the whole company are familiar with the evaluation system. Also, the company is making its best effort to expand this evaluation culture trying to activate th
2. Discuss how employees determine whether the organization treats them fairly.
조직으로부터의 공정성 지각은 어떻게 이루어지는지
결과 공정성(outcome fairness) - 징계나 해고가 이루어진 결과에 대한 공정 강조
① 직원에게 적용되는 결과의 일관성이 유지될 때
② 결과에 대해 직원들이 납득할 수 있고 사전 지식이 있
받을 수 있는 보상의 크기가 달라짐을 의미합니다.
This chart is composition of credits. This is widely composed with 3 parts. All recipients are given the basic credits and they set up a remain portion according to their contribution such as the positions, the year of work, and a previous performance.
That is, the size of reward depends on the performance of individuals.
2) 노동생산성 5개 (labour productivity)
① WLU per employee : 고용인당 WLU
② total revenue per employee : 고용인당 전체수익
③ value added per employee : 고용인당 부가가치
④ value added per unit of staff plus capital costs : 직원과 자본 비용단위당 부가가치
⑤ value added per unit of staff costs : 직원 비용단위당 부가가치
employees disappointed. Although regular and temporary employees perform same work in same level, temporary employees have to receive less pay. Inequity causes anger of temporary employees, and forces them to work worse to meet the degree of the salary.
Sure, managers try to make norms to control performance of temporary employees, for example, monitoring system, but the communication way of dow