Introduction
When considering whether to include bonuses for UK managers based in France, there are multiple factors to take into account.
Rewarding British Expatriates in France
Firstly, it is crucial to recognize that the current salary for UK managers already includes bonuses, while the average salary for hotel managers in France does not. This difference in compensation structure could affect the drive and retention of UK managers who are accustomed to receiving bonuses as part of their overall package. By not offering bonuses in France, the organization runs the risk of demotivating or disengaging their UK managers.
Additionally, the directors of Brunt Hotels, PLC aim to entice existing employees to work abroad and provide a comprehensive range of incentives. Incorporating bonuses for UK managers based in France could serve as a powerful incentive for these employees to take on overseas assignments. Bonuses can be viewed as a tangible reward for their efforts and a way to acknowledge and appreciate their contribution to the organization’s success (Hopkins & Maslen, 2019).
Furthermore, the organization’s long-term plan is to expand their business in other European countries. By including bonuses for UK managers based in France, the organization can establish a consistent approach to compensating expatriates. This will foster a sense of fairness and equality among employees, regardless of their location, and can aid in attracting and retaining talent for future ventures abroad.
Nevertheless, there can be additional difficulties and factors to take into account when offering incentives to UK managers in France. Currently, hotel managers in France make an average pay that is higher than that of managers in the UK. Bonuses on top of this could result in a large pay boost for UK managers, which could lead to inequality and anger among local staff members or even other foreign expats.
Conclusion
In conclusion, adding bonuses for UK managers who work in France can be a good way to encourage and push staff to go overseas, fit in with the company’s long-term growth goals, and create a uniform system for paying foreign workers. Potential discrepancies and their effects on local employees and other expats should be carefully considered, nevertheless.
Reference
Hopkins, A. M., & Maslen, S. (2019). Risky rewards: How Company Bonuses Affect Safety. CRC Press eBooks.