Ealthcare HRM: Entitlement compensation philosophy vs. performance-focused compensation philosophy

This is not a formal paper rather an informal and straightforward discussion for an online class. Please do not repeat or restate information, ideas, or opinions, rather follow up the statement with proof via a citation or example. A re-introduction or re-statement of the presented topic/concept is not necessary, so please do not rewrite the question/instructions. Simply focus all writing on directly answering with details that relate only to the immediate discussion.

Discussion: In order to attract and retain competent and motivated workers, healthcare organizations must aggressively compete with each other and other industries for skilled workers. The net effect is that the healthcare HR compensation strategist must do the impossible: balance these competing factors and priorities and deliver compensation systems that meet the needs of their organizations and employees. Describe the differences between an entitlement compensation philosophy and a performance-focused compensation philosophy using your company as an example. Does your company have an effective plan linked to the four objectives mentioned in the text (p246)?

Although no additional sources are required, ALL sources do need to be cited; therefore, if you provide an informative statement, please back-up the information with a credible source.

This is not a required source, but the textbook for this class is provided below in APA format:

Flynn, W. J., Mathis, R. L., Jackson, J. H., & Langan, P. J. (2007). Healthcare human resource management. (2nd ed.). Ohio: South-Western Cengage Learning.