estimated by comparing @ s,
at the insistence of my classmates and our professor Andres, let's recap this.
The open debate on the motivation of employees in a company takes a fundamental nature within Human Resources.
Assuming, that pay is important, an environment for creativity, dynamic group work, vocational training, individual and collective responsibility, transforming objectives in challenges ... promotes self-realization, improving the work environment and encourages innovation and the dynamics of a company. This is a competitive advantage, increasing the added value of the company, giving dynamism, innovation and why not! even the company can reduce costs and that new ideas have them within the company itself and not have to go to the market to find and pay for them, plus a favorable environment can become increase business productivity because employees have enthusiasm and desire to improve.
The pay, would have framed as an instrumental variable in Human Resources. I mean the salary is an instrumental variable, because it has to attract the best qualified persons in the labor market, which is achieved by the company's prestige and pay. It is therefore important, because we have to establish a competitive salary. A salary that apart from technical consist of remuneration, previously mentioned in my blog (fixed salary + variable), should not lead to employee dissatisfaction, must be in line with the market.
This "change" in my arguments, because to read certain articles of professors of economics, as article Theresa Amabile (Harvard Business School professor).
And in a conversation I had with my company's boss, the head of Compensation and Compensation.
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