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Long- Term and Short-Term Incentives for Middle Managers

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Long- term and Short-term Incentives for middle managers

Middle managers are very significant in the improvement of overall appointment and corporate presentation. The middle managers in an organization usually see the vision at the top of the organization and the pain at the base. These managers, however, often do not have the required support of the higher-ranking management or effectual levers to do their jobs and offer support to their employees. Actually, for more than ten years now, the middle managers have been neglected in most companies. The future organization will need this group to be powerful, effectual, and equipped. Middle managers, who oversee the majority of employees, are a key factor in bringing back appointment.

The Incentive compensation from most companies should balance short and long term performances for middle managers. Each company should look to balance the focus of all employees on attaining strong short-term or annual results in a way that will guarantee the Company's long-term feasibility and achievement. For that reason, to strengthen the significance of balancing these perceptions, middle management is frequently provided with both yearly and long-term incentives. Partaking in long-term incentive programs boosts the higher levels of accountability, as employees in these management roles have the utmost influence on the Company's tactical direction and results over time.

Middle managers also engage in recreation of very essential roles in an organization. They are situated below the third or fourth level in an organization and therefore do not have much contact with the senior management. They supervise a combination of managers and team members and comprise of frontline managers who oversee only team members. This is why they need a well planned incentive that will boost their performance in the organization.

Works cited

1. Bloedorn, J.D. (2002). A pay-for-performance model. In Chingos, P. (Eds) Paying for Performance: A guide to compensation management. (2nd Ed.). John Wiley & Sons: NY

2. Pfeffer, J., Sutton, R.I. (2006). What's wrong with pay-for performance? Industrial Management.

3. Scott, D., McMullen, T.D., Wallace, M., Morajda, D. (2004).Annual cash incentives for managerial and professional employees. Worldatwork Journal. 4th quarter



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