Comparative study of "pay for performance" plans in Japan, the United States ofAmerica and Germany
| Project/Area Number |
16530251
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| Research Category |
Grant-in-Aid for Scientific Research (C)
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| Allocation Type | Single-year Grants |
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| Section | 一般 |
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| Research Field |
Business administration
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| Research Institution | MOMOYAMAGAKUIN UNIVERSITY (2005)
Wakayama University (2004) |
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Principal Investigator |
MASAKAME Yoshizo Momoyamagakuin University, Business Administration, Professor, 経営学部, 教授 (50126497)
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| Project Period (FY) |
2004 – 2005
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| Project Status |
Completed (Fiscal Year 2005)
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| Budget Amount *help |
¥2,900,000 (Direct Cost: ¥2,900,000)
Fiscal Year 2005: ¥700,000 (Direct Cost: ¥700,000)
Fiscal Year 2004: ¥2,200,000 (Direct Cost: ¥2,200,000)
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| Keywords | pay for performance / performance appraisal / wage and salary system / human resource management / Japan, U.S.A., Germany |
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| Research Abstract |
I have got following research results from the comparative study of "pay for performance" plans in Japan, the U.S.A. and Germany:
(1) "Pay for performance" plans are called as "leistungsorientierte Vergutung" in Germany. It is common to "pay for performance" plans in each country that pay varies with some measure of individual or organizational performance.
(2) In the U.S.A. skill-based pay system is one of "pay for performance" plans, but it's not included in the concept of them in Japan. "Standardlohn" for blue-collar workers is a pay for performance plan peculiar to Germany.
(3) It is noteworthy that performance appraisal relating to merit pay is not used for union members in America but is used for both union members and managers in Germany and Japan.
(4) The variation in salary increases based on performance is much larger in the U.S.A. than in Japan.
(5) It is common to three countries that MBO-style performance appraisal is commonly used to assess managerial performance.
(6) With regard to procedural justice, fewer companies in Japan voluntarily adopt, for example, grievance procedures through which employees can raise complaints about their performance ratings, while in Germany, especially in the German metallworking industry, collective agreements regulate the frameworks of these measures, require that companies adopt them, and allow works councils to participate in them at company level. These points are a feature of German procedural justice.
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Report
(3 results)
Research Products
(11 results)
