Pay for Performance compensation models : assessing Service Consultant’s perceptions at Momentum Health Durban.

Abstract

The modern world of work is constantly shifting and naturally so is the way in which individuals are remunerated. Performance based compensation models are rising in popularity in recent years. The aim of this study was to explore the perceptions of Service Consultants at Momentum Health Durban who are remunerated using a Pay for Performance (PFP) compensation model. The target population of the study was 139. The study was conducted using a sample of eight Service Consultants at Momentum Health in Durban. The subjects were chosen using a non-probability sampling method known as quota sampling to ensure that there is a stratified representation in terms of level of earners, demographic details and length of service. The study was qualitative in nature where data was collected using in-depth face-to-face interviews (questions were pre-determined in line with the research objectives of the study). The data was analysed according to thematic analysis to emphasize, examine and record patterns within the data revealed during in-depth interviews with the Service Consultants. The aim of the study was to unfold the perceptions of Service Consultants who are remunerated using the PFP model and to ascertain whether these individuals believe this compensation method is meaningful, administered equitably and sustainable in terms of their earning stability. Comparisons were made with the findings from this study to that of other researchers in this area of study. Recommendations were made to add to the body of knowledge as well as limitations discussed. Based on the results of this study, the researcher concluded that there is care to be taken to the genuine trend in concerns regarding open-communication and participant involvement in the composition of the compensation model. The study also highlighted the strong organizational culture in the participating organisation which should be nurtured as it is a driving force of good performance. The study recommends additional dimensions and components to be added to PFP models to be a mutually beneficial motivating tool and efficiency mechanism in modern organisations.