i do not think that overtime is a motivational tool, in fact it is a statutory requirement in the Factorys Act, but it is a disease that can kill any industry, it such a thing which is required but has to be handled very tactfully
From India, New Delhi
2From India, New Delhi
Hi
Lets be clear on something - OVERTIME cannot be a motivational tool.
At the most, one can call it a pacifying measure to get employees to stay and work beyond office hours. Else no one would really stay at home.
In some companies, you are considered inefficient if you stayed and work beyond office hours. I agree with Manish that it becomes a very negative aspect of a companie's culture.
Why would you call it a motivational tool?? Because you pay employees to work late?? What are you rewarding? Their output or their staying late?
Regards
Ryan
From India, Mumbai
Lets be clear on something - OVERTIME cannot be a motivational tool.
At the most, one can call it a pacifying measure to get employees to stay and work beyond office hours. Else no one would really stay at home.
In some companies, you are considered inefficient if you stayed and work beyond office hours. I agree with Manish that it becomes a very negative aspect of a companie's culture.
Why would you call it a motivational tool?? Because you pay employees to work late?? What are you rewarding? Their output or their staying late?
Regards
Ryan
From India, Mumbai
I think at times the overtime by the employees at any level may not be avoidable due to the need of the hour. Putting in overtime once a while makes an employee proud and inbids in him the feeling that he is a contributor. But the wider question whether it is a motivational tool, is perhaps away from reality. The overtime comes at the fag end of the day when the fatique has set in which in turn reduces the productivity and is a undesireable activity and should be resorted if the circumstances so require to attend emergent work. Routine works should not be chosen for overtime.
From India, Chandigarh
As a general policy, overtime work is to be avoided. Not only is it costly in terms of added salary expense, but it may seriously affect employee morale. Experience has shown excessive overtime to be a substantial cause of resignations. Therefore, it is a major responsibility of magement throughout the Company to eliminate overtime to the extent possible or when it becomes necessary in the interests of our business, to hold it to a minimum.
The management who discusses overtime policy and procedures with the new employee before an overtime situation arises will have solved in advance most problems overtime work can entail. Care should be taken, however, to include no promise of overtime work as a means of providing added compensation on a regular basis, even though some employees may volunteer to handle any and all overtime work that may arise.
The Company operates on a normal workweek of five days, 40 hours (a eight-hour normal workday). Company is paid for overtime work on the following basis:
1. Overtime is paid to non-exempt employees at time and one-half the weekly rate divided by 40 for work beyond their regular workday.
2. The Company does not, however, begin accruing overtime until a employee has worked one-half hour beyond the regular workday.
3. Once non-exempt employees have worked one-half hour beyond the regular workday, they receive pay at time and one-half computed on actual minutes, for all time over and above the regular workday.
4. In all such computations, meal periods are excluded.
5. Overtime work is authorized by the supervising officer's signature in the designated box located in the lower right-hand corner of The Payroll Time Batch Control Form.
6. Payment for overtime is computed on the same basis, whether the hours worked are in the department to which the employee is regularly assigned or in another department.
John
From China, Shanghai
The management who discusses overtime policy and procedures with the new employee before an overtime situation arises will have solved in advance most problems overtime work can entail. Care should be taken, however, to include no promise of overtime work as a means of providing added compensation on a regular basis, even though some employees may volunteer to handle any and all overtime work that may arise.
The Company operates on a normal workweek of five days, 40 hours (a eight-hour normal workday). Company is paid for overtime work on the following basis:
1. Overtime is paid to non-exempt employees at time and one-half the weekly rate divided by 40 for work beyond their regular workday.
2. The Company does not, however, begin accruing overtime until a employee has worked one-half hour beyond the regular workday.
3. Once non-exempt employees have worked one-half hour beyond the regular workday, they receive pay at time and one-half computed on actual minutes, for all time over and above the regular workday.
4. In all such computations, meal periods are excluded.
5. Overtime work is authorized by the supervising officer's signature in the designated box located in the lower right-hand corner of The Payroll Time Batch Control Form.
6. Payment for overtime is computed on the same basis, whether the hours worked are in the department to which the employee is regularly assigned or in another department.
John
From China, Shanghai
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