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¶ … direct financial compensation comprises of not only wages but also salaries, bonuses, as well as commissions; indirect financial compensation comprises of other rewards such as insurance, vacation, and childcare.
Each individual's pay in the U.S. is set relative to a number of groups (three to be specific) namely: group A, group B, and group C. With regard to group A (pay-level decision), employers can be able to evaluate how reasonable their pay levels are by simply determining what other employees doing similar jobs in other organizations earn. Next, group B (pay-structure decision) comes in handy in the determination of pay differences between the various organizational hierarchy levels. Lastly, when it comes to group C (individual pay determination), it is important to ensure that the level of pay can be regarded internally equitable. In this case, job relativities should ideally be reflected in the determination of the rates of pay.
Pay satisfaction is essentially the general attitude individuals have towards pay. It denotes how content employees are with regard to the fairness of their pay. In addition to being difficult to measure, pay satisfaction cannot also be easily related to a compensation system. This is largely because the same is...
Productivity and pay have been linked since the Babylonian days. It is however important to note that there is no consensus with regard to how the two actually relate. This is particularly the case given that there are those who believe that people's perception of money and the value they attach to the same varies significantly. Over time, various theories have been proposed in an attempt to chart the relationship between pay and productivity. These theories include but they are not limited to the hungry man theory and the economic man theory. While the economic man theory is founded on the premise that additional pay (based on performance) would increase productivity, the hungry man theory is of the opinion that increasing the amount of money paid to workers could over time affect productivity negatively.
5. In basic terms, equal pay has got to do with ensuring that the remuneration employees receive for similar work is equitable. Equal pay therefore seeks to promote non-discrimination in the workplace. Comparable worth on the other hand "attempts to prove that employers systematically discriminate by paying women less that their work is worth."…
References
(Answers sourced from the PowerPoint document provided)
Compensations: An Overview. (2013). New York, NY: McGraw Hill
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Financial Accounting for Management) Dell Inc. is considered to be a multinational technology business that is in the process of developing, manufacturing, sells, and supporting personal computers and other computer- associated products. Founded in Round Rock, Texas, Dell services somewhere around 76,500 people all over the world as of 2012. Dell had gone through their growth process during the 1980s and 1990s to turn into (for a time) the major seller
functions of financial markets and discusses why a dollar tomorrow cannot be worth less than a dollar the day after tomorrow. Furthermore, the paper explains the cash flows associated with a bond to the investor. And discusses the term "price-earnings (P/E) ratio." In addition, the paper discusses the certainty equivalent approach to estimating the NPA of A project and discusses the problems associated with capital investment process. Lastly, the
Korean Financial Crisis in the Late 1990s: Lesson for Current Euro Area The objective of this study is to examine what is unique or different about the Korean financial crisis as compared to other Asian financial crises and to determine the primary causes of the financial crisis in Korea. This work will further examine the government response to the crisis and what it is that can be learned from the Korean
Employee Appraisal MethodAssessing and developing employee performance in organizations is crucial, and employers often use performance appraisal as a decision-making tool for this purpose (Sanyal & Biswas, 2014). There are two primary appraisal decision-making methods: cognitive-based appraisal and subjective-based appraisal (Ismail & Raduan, 2013). Cognitive-based appraisal emphasizes psychometric issues in evaluation, performance scores, and objective criteria to measure performance (Ismail et al., 2012). HR managers design methods such as comparison,
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