Research Paper on:
Reward Management; A Dissertation Proposal

Unformatted Sample Text from the Research Paper:
due to the police officers not wishing to be remain in the police force, but being unsatisfied with the rewards they were receiving. 138 officers applied for transfers to other  police forces, more than half applied to the nearby Metropolitan police force (Shaw, 2003). The reasons were usually associated with the rewards that were associated with the other forces, as  generally, the job was fairly generic. In looking at Thames Valley Police, they are not alone, many companies have problems recruiting and retaining the right staff. In recent years  there has been an emphasis on social man; the need for intangible work benefits, with emphasis on culture and working condition. However, the ability to recruit and retain employees can  be seen as a problematic aspect of todays work environment, Thames Valley Police is only one of many organisations that is faced with difficulties due to the way in which  reward management takes place. The position of this paper is that man may be seen as social, but there has been so much emphasis on this aspect of the employment  relationship, that the need for tangible and well as intangible rewards has been forgotten and that instead of categorising workers within social or economic boundaries, there is a need  to understand the interaction of both the employees needs, and how at the reward structure can be used to satisfy both economic and social man. The position is that culture  and a good work environment will only compensate to a limited degree for lower reward levels. Any employee will undertake an internal cost benefit analysis, and when the cost of  the job compared to other jobs or working for other employers outweighs the benefits the employees will move and create problems for even the most amenable and friendly of employers.