Compensation Essays (Examples)

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Executive Compensation Re Executive Compensation

Words: 1896 Length: 6 Pages Document Type: Thesis Paper #: 36060062

This talent does need to be retained.

With respect to the executives who were involved in mortgage-backed securities, however, this argument holds little water. These are not talented individuals, as demonstrated by the substantial losses their actions have inflicted upon the company. They are not the sort of employees that the firm should be seeking to retain. It is only due to the outdated or erroneous perception that these individuals cannot be replaced that they are still valued at all.

Eventually, shareholders will acquire more direct control over executive compensation. Until that time, however, the distortions in the market will still exist, as long as the perception of scarcity of talent persists. As more shareholders re-align executive compensation with long-term results, this perception will diminish. Until then, executives will be paid more than they are worth, putting shareholder value at risk.

Works Cited

Kopecki, Dawn & Goldman, Julianna. (2009). Obama…… [Read More]

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Human Capital Management using Benefits and Compensation

Words: 2781 Length: 9 Pages Document Type: Essay Paper #: 89813707

According to statistics, it has been noted that the current workforce is growing more and more disloyal and dissatisfied. The companies that do not respond to the current trends will end up paying a high price later. This is because, with the improvement in the job market, these companies will end up losing key employees to their competitors, which leads to reduced employee productivity. Companies need to establish a well-designed employee compensation and benefits package in order to retain its top talent and attract others. There are numerous companies that desire to attract, retain, and motivate their employees in order to meet the company's strategic objectives. Currently, employees are considered to be part of the company's assets because they have to be effectively and efficiently managed. There are numerous instruments that companies can use to attract, retain, and motivate employees. Compensation and benefits are some of the tools that companies…… [Read More]

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Workers Compensation Law

Words: 1136 Length: 4 Pages Document Type: Term Paper Paper #: 5244768

Workers Compensation Law

The paper contains an in-depth explanation of Workers' Compensation Law in light of various court cases. The terminology implies a payment given to employees by their employers for a portion of the cost of damages, injuries or occupational diseases. The magnitude of this responsibility upon the employer varies in different countries and states of United States. Most of the worker's compensation systems today, comprise of a proper legislation requiring the employer to provide an adequately safe workplace with suitable and durable equipment, along with a set of proper safety rules and instructions where necessary, under the supervision of admissibly competent foremen and superintendents. In the process, an employer is legally responsible for the employee's act of negligence, as well as for his own negligence and for the extraordinary risks of work. Mostly the employer is not responsible for accidents occurring outside the workplace or for those the…… [Read More]

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Executive Compensation Has Attracted Serious

Words: 1412 Length: 5 Pages Document Type: Term Paper Paper #: 43605122

Those days are likely over, for a variety of reasons, including shareholder concerns about the ever increasing dilution due to the issuance of options and new accounting rules requiring companies to expense options... In addition, studies have shown that the accounting cost of stock options exceeds employees' perceived value of those options. Finally, there has been a crisis in governance that has caused a reexamination of corporate accounting standards. No wonder some feel that stock options are dead in the water."

Compensation committees are now facing serious challenges. It is the job of the committee to have a valid, sound and sensible pay philosophy in order to determine compensation that best suits the company policy and shareholders interests: "...compensation committees must decide how to use a company's pay philosophy to best advance its overall business principles and goals."

Stakeholders are now expecting compensation to be closely tied with performance because…… [Read More]

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Art Hallen Corporation Compensation Management

Words: 2111 Length: 7 Pages Document Type: Term Paper Paper #: 36167288

At Hallen Corporation the employees will be required to pay the insurance premiums of the healthcare policy they take with them (Caruth & Handlogten, 2001; White & Druker, 2000). The Americans with Disabilities Act prevents Hallen Corporation for discriminating against employees of the basis of their disability. An employer must make reasonable accommodation for an employee to work if they have a disability (Whit & Druker, 2000). A rewards based incentive program or the "employee of the month" program at Hallen is one that all employees area eligible for according to the law (White & Druker, 2000).

On implementation, to deal with traditional bases for pay the company will grandfather in old employees so they may still enjoy the compensation benefits of the company previous to the inception of the new strategy. Implementation would provide incentive pay to employees that fill high-need and high-skill positions in the way of a…… [Read More]

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Executive Compensation Pay as

Words: 1738 Length: 5 Pages Document Type: Research Proposal Paper #: 29655786

Part of the reason for this, is because shareholders and the board of directors are allowing this to occur. To prevent the situation from becoming worse, shareholders and the board need to be more independent, by questioning the motives / actions of management. At the same time, there must be some kind regulations in place that can prevent the runaway abuses from occurring. If this kind of strategy can be implemented, it will reduce the abuses that are taking place, by letting management know that this behavior is no longer acceptable. At which point, the underlying amounts of compensation, will be tied directly to the performance of the individual vs. their position in the company.

Bibliography

Case Studies: Citigroup. AFL CIO, 2010. Web. 24 Oct. 2010.

Citi 2009 Annual Report. Citigroup. 2010. Web. 24 Oct. 2010.

Trends in CEO Pay. AFL CIO, 2010. Web. 24 Oct. 2010.

Chazan, Guy. Shell…… [Read More]

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Executive Compensation

Words: 918 Length: 3 Pages Document Type: Term Paper Paper #: 52483279

Executive Compensation

The role of compensation in organizational behavior is an important one as it is used as a key tool by management to achieve social control over its employees (Pfeffer, 1997, p.102), the primary assumption being that compensation packages affect attitudes and behavior. This is seen as particularly true of executive level compensation on the grounds that management must be sufficiently motivated if organizational objectives are to be met and so that, they in turn, succeed in motivating the rest of the organization: "Because of the importance of money as a motivational factor, the compensation function is quite significant. Its performance involves developing a philosophy of what wages should be; developing theories as to the source of wages...relating compensation to individual jobs; arriving at individual differentials in pay...." (Megginson, 1972, p. 50)

Though compensation may undeniably be an important factor, several research studies have shown that the role of…… [Read More]

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At& t's Compensation and Benefits AT& T

Words: 1315 Length: 5 Pages Document Type: Thesis Paper #: 71267733

In the case of retirees of 65 and over, it decreased from 7.5% in 2007 to 6.36% in 2008. The rate to which the cost trend is assumed to decline was maintained at a constant level of 5% in 2007 and 2008.

Given the company's financial situation and the current global economic conditions, it is estimated that the compensation and benefit costs will decrease in the following years. The company estimated the following evolution:

Pension benefits: $4,964 in 2008, $4,841 in 2009, $4,864 in 2010

Postretirement benefits: $2,520 in 2008, $2,636 in 2009, $2,733 in 2010

Medicare subsidy receipts: $120 in 2008, $130 in 2009, $140 in 2010

The company is very active in the stock-based compensation plan. This type of compensation is encouraged by the company's board of directors. The compensation cost in 2005 reached $143, in 2006 it reached $301, and in 2007 it reached $720.

Advantages and…… [Read More]

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Corporate Packages Corporate Environment Compensation and Benefit

Words: 2135 Length: 7 Pages Document Type: Essay Paper #: 20797145

Corporate Packages

Corporate Environment

Compensation and Benefit packages

Compensation and Benefit Packages offered in a Corporate Environment

The purpose of this paper is to focus on the compensation and benefits packages offered to new and existing employees in the firm "Teamwork Packages" which is a small private firm. We take up the role of the head of Human Resource department and it is our responsibility to develop a new compensation and benefits package which can enhance recruiting and retention of our company with the strategic objective of increasing the production levels by more than twenty five percent in the next half decade.

We will discuss many sorts of compensation practices and benefits packages which are offered by any firm. Since our firm Teamwork packages has recently applied a new Human Resource structure, it is the responsibility given to this department by the senior management in evolving the growth, future prospects…… [Read More]

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Worker's Compensation in Speaking With

Words: 753 Length: 2 Pages Document Type: Thesis Paper #: 53799281

Many have had to sell to larger competitors or exit the business entirely, with the owner of Rockwell's selling to an investment group which manages small, independent cafes and restaurants. The bottom line is that the high cost of worker's compensation is forcing many employees to quit offering healthcare or risk not being able to stay in business. This supports the empirically-derived research that states workers' compensation is the only healthcare system for millions of Americans (Lakdawalla, Reville, Seabury, 2007). For small business owners resolving the ethical dilemma of hiring undocumented workers on the one hand to keep labor costs down but still paying worker's compensation insurance, especially in California, on the other, have had the net effect of reducing the employment rate.

Conclusion

All of these factors point to the need on the part of small business owners to aggressively manage safety practices and minimize accidents as much as…… [Read More]

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Components of an Executive Compensation Plan There

Words: 685 Length: 2 Pages Document Type: Essay Paper #: 7469147

Components of an Executive Compensation Plan

There are five basic components of an executive compensation plan:

Basic salary: although formal job evaluation still plays a crucial role in determining executive base salary, other sources tend to be more important. Most important is the opinion of a compensation committee, usually composed of the organization's board of directors. In most cases, the compensation committee takes over some information analysis previously done by the chief human resource manager (Samsa & Scheidt, 2013). This goes as far as analyzing performance records and salary survey data for executives of comparable firms. Executive compensation committees use the approach of identifying the main competitors and setting the executive's compensation at a level between the worst and best of these comparison teams.

Bonuses or short-term incentives: in most cases, annual bonuses are essential in executive compensation and are fundamentally designed to encourage better performance. Strikingly, the popularity of…… [Read More]

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Executive Compensation Programs

Words: 1929 Length: 6 Pages Document Type: Term Paper Paper #: 48985825

Executive Compensation Programs and Incentives

In 1996 the average salary plus bonus for CEOs was $2.3 million. After other benefits were added, this sum rose to $5,781,300. Beginning with Revlon executive Michael Bergerac who broke the $1 million mark in 1974, executive pay and bonus plans have soared to mind-boggling proportions. Although various governmental agencies have set limits on tax-deductible executive compensation, these efforts not only failed but served to raise the bar on executive compensation even higher (Milkovich and Newman 455). In general, the CEO of a corporation makes at least twice as much as the next highest paid executive and 35 times the salary of the average worker (Bogie 118). This pay disparity becomes even more alarming when bad leadership causes mass layoffs and shareholder losses even as top executives continue to receive their oversized pay.

Executive compensation consists of five basic components: 1) base salary, 2) annual…… [Read More]

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Expatriate Compensation Package Compensation Is a Crucial

Words: 599 Length: 2 Pages Document Type: Essay Paper #: 40770857

Expatriate Compensation Package

Compensation is a crucial link between strategy and its successful implementation. There is a fit between compensation and the goals for which the firm wants managers to aim. In this way employees may not feel exploited (Deresky, 2011). The employees need to perceive equity and good will in their compensation and benefits whether they are parent country nationals or host country nationals. Expatriates have to be competitively remunerated.

Compensation of expatriates whether from parent or host country calls for reconciliation of the parent and host country financial, legal, and customary practices (Deresky, 2011). To ensure that expatriates do not lose out on through their overseas assignment the balance sheet approach has to be used to equalize the standard of living between the host country and the home country and to add some compensation for inconvenience or qualitative loss. The multinational corporations have to make up additional costs…… [Read More]

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Direct Compensation and Fringe Benefits Fringe Benefits

Words: 1031 Length: 3 Pages Document Type: Essay Paper #: 91610618

Direct Compensation and Fringe Benefits

Fringe benefits refer to those elements of the total compensation package which are apart from the monetary payment made to an employee by the employer (Schuler and Jackson, 1996). These can include "employer's contribution to social security, workers compensation, unemployment compensation, health, life and dental insurance, private pension plans and cafeteria style benefits plan. " (Brookshire and Smith, 2008 p. 69)

Unionized organizations have often been faced with the problem of choosing between fringe benefits and direct compensation. But over the years, this trend has also been witnessed in non-unionized organizations where employees demand more monetary compensation as opposed to fringe benefits believing that the latter do not matter as much as the former. This has had companies in a quandary: should they let go of fringe benefits when some employees do not seem to value them?

The answer is an emphatic" No" in my…… [Read More]

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Managerial Finance Executive Compensation at

Words: 682 Length: 2 Pages Document Type: Research Proposal Paper #: 30783345

Attention to this and other metrics will be used in determining performance and thus compensation.

J.P. Morgan Chase's accounting statements tell a similar though less extreme story. Non-interest revenue climbed substantially in 2009 after a significant drop in 2008, but have remained essentially flat over the past two years and over the five-year period. Interest income has shown a fairly steady decline, and though interest expenses are now a fraction of what they were four years ago the net revenue gains this has contributed to appear to be at an end, with interest expense unlikely to drop lower and with income and revenue both decreasing or at least flat lining. Compensation expenses have not showed the strong upward trend observable in Bank of America, but they have been subtly and steadily climbing despite poor performance. Though compensation does not appear to be as out-of-tune with performance at J.P. Morgan Chase…… [Read More]

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Social Factors Relating to CEO Compensation

Words: 2046 Length: 6 Pages Document Type: Essay Paper #: 40615261

CEO Compensation

The author of this report is asked to answer a few questions and create a tool relating to chief executive officer (CEO) compensation. Of course, there are some traditional trends and factors that usually inform and help calculate what the pay for a CEO shall be. However, there are some people that are clearly outliers to this and some of these anomalous amounts and/or their overall disproportionality to the entry-level employees pay have created a fair amount of controversy. While calculating the proper level of pay for a CEO is different in every situation and while every situation is different, there are several specific things that should be the main basis, if not the only basis, for what a CEO is paid and why.

Analysis

The first item to be detailed and described in this report is the traditional factors used to determine CEO compensation. More often than…… [Read More]

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Business - CEO Compensation Ethical

Words: 600 Length: 2 Pages Document Type: Term Paper Paper #: 8725874



3. Does public awareness of the CEO's salary influence the branding of an organization? How? Give two examples, one negative and another positive.

It is perfectly understandable that public awareness of CEO salaries play a role in establishing corresponding attitudes toward the corporate Brand. Where corporations demonstrate socially responsible concern and altruism in the manner exhibited by corporate executives like Bill Gates of Microsoft and Ted Turner, or incorporated within the mission statements of Google, the corporate brand or public image is not necessarily harmed by public awareness of very lucrative executive compensation packages.

On the other hand, public awareness of corporate greed, social irresponsibility, and lucrative executive compensation likely undermines the maintenance of a positive corporate image or brand. Typical examples would include Circuit City, whose CEO, Philip Schoon's "wage-management initiative" resulted in the firing of 3,400 $12-per hour employees in order to replace them with employees earning $8…… [Read More]

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Wal-Mart's Compensation and Benefits the

Words: 2134 Length: 6 Pages Document Type: Thesis Paper #: 51986545

As can be seen from the Table 1: Comparing Store Statistics, Wal-Mart on average has the least amount of full-time employees of any given regional or local competitor and therefore has the ability to control benefits and compensation costs. In addition this strategy alleviates the potential for union organizing as well.

This strategy alleviates the need to pay medical benefits and also makes the company more resistant to labor organizing efforts. Wal-Mart uses a unique organizational hierarchy to manage its predominantly hourly workforce, distributed throughout the many departments in a SuperCenter. The median annual salary of hourly workers hovers in the $20,000 a year range, with in-store management earning a median salary in the range of $54,000 to $60,000 a year.

Figure 1: Wal-Mart Organizational Structure

Conclusion

Wal-Mart's organizational structure is specifically designed to enable hourly workers for complete nearly every position in a Wal-Mart SuperCenter yet the benefits and…… [Read More]

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Workers' Compensation in America a

Words: 339 Length: 1 Pages Document Type: Term Paper Paper #: 35319587

.. society should bear the burden of any misfortunes." (Review guide for the CRC examination: Workers Compensation). Thus, according to this review guide, worker's compensation emerged to treat industrial accidents as predictable costs shared by all consumers regardless of fault. It replaced a failed legal system where employers had once successfully defended themselves against workers' law suits using various common law defenses that made them virtually immune from legal responsibility. The first successful state law was passed by Wisconsin in 1911, giving employers the choice of participating in workers' compensation or not, but if they chose not to participate they were denied the use of common law defenses in law suites (Review guide for the CRC examination: Workers Compensation).

Bibliography

Review guide for the CRC examination: Workers Compensation. http://luna.cas.usf.edu/~rasch/wcomp.html

Schwartz, M.W. Defining the purpose of worker's compensation. http://www.helium.com/items/16281-defining-the-purpose-of-workers-compensation… [Read More]

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New York State Workers Compensation

Words: 519 Length: 2 Pages Document Type: Term Paper Paper #: 83796462

" In principle, that means that injured employees need not sue their employers for compensation for their injuries or to prove that they were the employer's fault. On one hand, that also limits the total amount of recovery to which they are entitled but it guarantees recovery to millions of workers without the need to engage in legal disputes that could result in no award or that could delay any award for a long time.

Setting Rates for Businesses

The New York State Workers Compensation Board utilizes several different mechanisms to set compensation rates. According to the Average Weekly Wage (AWW), total disability benefit rates for most claimants is calculated based on the value of one week's average annual earnings as reflected in data from the prior year's payroll. According to the AWW for disability benefits claims, calculations are based on the earning of the disabled employee during the eight…… [Read More]

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Total Compensation Methods An Introduction

Words: 617 Length: 2 Pages Document Type: Term Paper Paper #: 90093752



Paying workers according to their performance is controversial in some fields, but accepted in other fields, such as sales. The types of bonuses offered to employees in some professions, from sales to investment banking, are another aspect of 'total compensation' that might affect an employee's decision to remain at a company. Some bonuses might be traditional 'lump sum' payments while others might take the form of smaller bonuses, paid upon the completion of phases of work (Heathfield, 2010, p.2). Additionally, the potential to work overtime might be attractive to some employees. Conversely, family-friendly hours, on-premise daycare facilities, and 'flextime' might draw prospective employees to specific companies, if the employee has the obligation of looking after small children.

Rewarding employees with raises because of demonstrated excellence is growing more common: "Gone are the days when organizations gave equivalent increases to all organization members. These salary increases, in the one percent to…… [Read More]

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Rewards and Compensation in a

Words: 591 Length: 2 Pages Document Type: Essay Paper #: 32910137



The amended program integrates compensation, benefits, work-life, performance and recognition, and development and career opportunities, in the total rewards package making it more relevant and flexible for today's employers and employees. Financial remuneration and benefits are expected components of a compensation package. The last 3 mentioned bear further scrutiny.

The more progressive organizations have been incorporating programs that are designed to help their employees do their job more effectively. These businesses have come to realize that when they support their workers -- their workers support them. Examples of work-life programs include on-site daycare and flexible scheduling. Technology and a global economy have forced companies and employees to change their expectations of each other -- and for the most part this has improved opportunities for both.

Studies have shown that employees demonstrate greater satisfaction in their jobs when there is a recognition component to a compensation package. According to Christofferson (2006)…… [Read More]

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Philosophizing Compensation Pay Equity Refers

Words: 718 Length: 2 Pages Document Type: Article Review Paper #: 23670437

The other reason for higher salary is based on the performance of the employees. If the employee generates more revenue, they may be given higher compensation as a reward which will also act as an incentive for future improved performance. This is usually the case for sales department whereby the pay can be based on commission. Basing on the red-circling, higher compensation can be given to the employee i.e. specific reasons such as disability are attributed for the higher salaries. In this case the employee can be performing work which requires low pay since the higher paid work cannot be performed by the employee (Pay Equity Commission).

A merit system can be used to incorporate the productivity as a measure for pay increase. The employees who exhibit exceptional performance are rewarded. To ensure validity of this program, criteria with predetermined objectives like accuracy, efficiency and ability is used to evaluate…… [Read More]

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CEO Compensation

Words: 839 Length: 3 Pages Document Type: Term Paper Paper #: 15677110

CEO Compensation

Despite Crystal's criticisms of executives earning outrageous sums of money that are not linked to their performance, the reality is that most executives have a compensation package that is based on performance in some way or another (Codon and Lynch, 2004). However, the use of stock options and other equity-based incentives create enormous incentives to manage the performance of companies for short-term stock price gain. This often comes at the expense of strategy implementation that could sacrifice profits in the short-term for long-term benefits. Also, underlying executive actions there may be the desire for personal wealth, not the strength of the corporation obtained through a well thought out strategic plan.

Of the recommendations offered in the case, the two that are the most promising are linking pay to long-term profitability and putting workers on the boards of directors. Instead of being pressured to make quarterly and annual profits,…… [Read More]

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Types of Executive Compensation

Words: 966 Length: 3 Pages Document Type: Term Paper Paper #: 52242971

Executive Compensation

Sometimes it seems that the salaries executives make at big corporations are entirely out of proportion with the value added to the firm by their being on the payroll. It makes sense that if someone, anyone, makes a certain wage, then they should be making at least that much money for the company. If someone is pumping gas for $7/hr, then he should be pumping at least $7 worth of gas every hour. If someone else is making $30 million/year at a big corporation, then he should be bringing in at least that much revenue, even if only indirectly. If a $30 million/year executive starts programs at the company that make $100million, then the $30million the company pays him is well-worth it. The trouble is that it is sometimes hard to decide the degree to which company performance is the result of an exec's contribution.

If we cannot…… [Read More]

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New Compensation Plan for My

Words: 858 Length: 3 Pages Document Type: Research Proposal Paper #: 51805391

The sales person is driven by their target, as to fail to meet the target would not only be financially costly but embarrassing. The second target, the hard-to-achieve target -- is something that the salesperson can take pride in achieving. Attaining this target means more for the success and improvement it represents than for the payout that comes along with it.

The third component is the Top Performer incentive. For some sales staff, this may not serve as significant motivation as they may not feel as though they are in contention. For those high-performing staff members, however, this award gives the opportunity for bragging rights -- fulfillment of the ego. This can be powerful motivator for sales people. This incentive will work for the strong sales people, so while the others may not push themselves to attain it, all of the best sales people will and in doing so they…… [Read More]

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Total Rewards Compensation That Encourages Developing a

Words: 844 Length: 3 Pages Document Type: Essay Paper #: 7504291

Total Rewards: Compensation That Encourages

Developing a more comprehensive and conscious reward system can be an excellent way to motivate employees, to maintain and exceed ethical human resources management practices, and to attract and retain top talent through performance-based compensation. There are also several legal considerations that need to be taken into account before implementing such a system, however; though it might seem odd that trying to give employees more could have legal barriers, understanding the law helps owners to avoid unintentional errors that could create significant risks for the business. The following pages present a brief overview of some of the total rewards considerations that should be looked into and some of the attendant legal concerns that could arise.

Achieving Total Rewards

No rewards system will be effective if the goals that lead to rewards are not clearly defined and carefully adhered to, but part of the beauty of…… [Read More]

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Interclean New Compensation Plan for the Employment

Words: 701 Length: 2 Pages Document Type: Essay Paper #: 54313877

Interclean

New compensation plan for the employment team

As a result of the changes which have recently been implemented within InterClean, a new need arises in the necessity to align the compensation plan with the new organizational features. In other words, the changes implemented would only succeed if they are adequately supported by the staff members and a means of attaining employee support in times of organizational change is that of readdressing compensation issues (Lamm, Gordon and Purser, 2010).

Given this situation, the current endeavor proposes a new compensation plan based on the following:

A guaranteed minimum wage established for all of the team members

Additional wage increases based on specific employee features, such as experience, loyalty to the firm or level of education acquired

Premiums and bonuses based on performance

Non-financial compensations, such as flexible working schedules or the offering of training programs.

The above presented pay system stands…… [Read More]

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Implementing a New Compensation Program

Words: 593 Length: 2 Pages Document Type: Term Paper Paper #: 79360535

New Compensation Program

Discuss how changing the compensation program was consistent with the strategic shifts occurring in the organization.

This program reflects profound shifts in the company's philosophy regarding its employees and overall organizational strategy. It shows a more forward-thinking focus on the part of the company. Formerly individual jobs and job descriptions have now been changed with the intent of using a more team-oriented approach and cooperative philosophy amongst employees. This cooperative and team-oriented approach encourages employees to perform to their maximum capacity as members of a team. It states that all workers have a responsibility to all of their fellow employees, as well as a responsibility to simply monitor and institute quality controls over their own work performance. This shift takes away the focus on rewarding the individual on a personal level and shifts the focus to the object of the project, encouraging workers to be 'task oriented'…… [Read More]

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Direct Financial Compensation Comprises of Not Only

Words: 804 Length: 2 Pages Document Type: Research Paper Paper #: 30640994

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…… [Read More]

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Recruitment Training and Compensation

Words: 1140 Length: 4 Pages Document Type: Term Paper Paper #: 64618128

IBM

International Business Machines Corporation known as IBM is an American corporation with headquarters in Armonk, New York. The firm is a computer hardware as well as software manufacturer and marketer. It also deals in information technology infrastructure and hosting. The firm also offers consulting services in fields such as mainframe as well as nanotechnology. The firm started its operations as Computing Tabulating Recording Company (CTR) in 1911 after a merger bringing together Tabulating Machine Company, International Time Recording Company and Computing Scale Company (IBM, 2007). The firm adopted its name in 1924, a name that was designated to CTR's overseas subsidiaries.

IBM is rated as the second largest employer in the United States in comparison with other firms with 433,362 employees; it also ranked fourth in market capitalization as well as ninth as one of the most profitable companies. Consistent with its large employment base, IBM has established a…… [Read More]

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Executive Compensation & Right to

Words: 1384 Length: 3 Pages Document Type: Term Paper Paper #: 26237729

They are required to negotiate with the employers for more elastic contracts and provide incentive to the productive employees. The right-to-work laws generate economic exchanges. The enhanced demand for labor making the worker scarcer and therefore more worthy, results in out of the right-to-work laws. It is evident that the right-to-work laws entail benefit to the workers in crucial fields such as the availability of jobs. The right-to-work states were emerged to be the superior job producers during the past two decades as revealed by the U.S. Bureau of Labor Statistics. The advocators put forth that the analysis indicates even more advantages for the right-to-work states in the coming years. (the Economic Case for Right-to-Work Laws)

The critics held that the Right-to-Work Laws are not an antidote. There exist several right-to-work states that appear to fight economically while the non-right-to-work states are seen to have much economic prosperity. The workers…… [Read More]

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Managerial Decisions Structuring Compensation Plans Economics

Words: 549 Length: 2 Pages Document Type: Case Study Paper #: 67715088

managerial decisions: Structuring compensation plans

Economics / Chapter 14

Firms attempt to create attractive compensation plans in order to retain as well as motivate qualified employees. These compensation plans will vary among firms due to factors such as the nature of the product, competition, and location. In this particular case, Kaufmann's is a large chain department store which carries a broad range of products with a target of middle income consumers. With the knowledge that middle income consumers tend to spend more of their money on goods and services, this would tend to mean that there is the possibility for them to sell more goods than Parkleigh Pharmacy, as Parkleigh Pharmacy sells very expensive products. Taking this into consideration, Kauffmann's offering a five percent commission on sales will motivate the sales person to increase sales. This will in turn benefit Kaufmann's, as it would increase its sales revenue. On the…… [Read More]

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Broadbanding Compensation of a Different Color in

Words: 1752 Length: 5 Pages Document Type: Term Paper Paper #: 21323836

Broadbanding: Compensation of a "Different Color"

In a 1997 survey reported by the American Federation of State, County and Municipal Employees, more than two-thirds of state government personnel managers indicated they "would like to change their state's salary and classification systems" (http://www.afscme.org/wrkplace/cbr2971.htm). They believed that their governments had far too many job titles, far too few people filling each title, and outmoded salary systems (some over two decades old). But what kind of solution would help companies win that "numbers game"?
Enter "broadbanding," the practice of structuring job classifications to have fewer "layers" than a traditional compensation system. For example, a company that starts out with eight layers compresses those layers to four broader ones, creating a new set of job classifications that grou p
similar skill sets and skilled personnel together. Overnight (or so it can seem), a company's entire compensation picture shifts, its grades change, and the "lay…… [Read More]

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Incentive Compensation No One Likes

Words: 362 Length: 1 Pages Document Type: Term Paper Paper #: 85989531

Also, environmental factors as well as leadership can affect overall company performance. Oxford's floundering was due partially to internal control issues that may or may not have been under the direct control of Wiggins, and also had roots in the problems afflicting the health care industry in general. This is why: "Financial rewards in a fast-changing business environment could undermine a company's ability to build trust and commitment unless management and employees have an honest discussion about their mutual expectations" ("Performance-Based Salaries Don't Always Pay Off,"2003, Harvard Business School Working Knowledge). Finally, it must be remembered that the effects upon the psyche of even a well-compensated CEO who does not receive his or her expected compensation may frustrating but this effect can be even more devastating for a less well paid, lower-level employee.

Works Cited

Performance-Based Salaries Don't Always Pay Off." (26 Apr 2003).

Harvard Business School Working Knowledge. Retrieved…… [Read More]

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Control of Worker Compensation Costs

Words: 675 Length: 2 Pages Document Type: Case Study Paper #: 85639383

Then, in the case of just cause, these mechanisms are employed only when necessary, such as the identification of unethical of illegal behavior on the part of an employee. When severe disciplinary action has to be taken, such as the dismissal of an employee, this would have to be supported by due process and just cause (Sison, 2010).

2) Free speech and individual's rights

Employers might strive to limit the free speech of their staff members in order to prevent the spreading of any fact of perception that might damage the reputation of the entity. While this attitude might have some benefits at the business level, it would also raise some concerns at the level of individuals' rights.

In this order of ideas, the business gains would materialize in the control of the information which impacts employee motivation as well as the image of the firm (Daft, 2009). Still, it…… [Read More]

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Total Compensation External Competitiveness and

Words: 716 Length: 2 Pages Document Type: Thesis Paper #: 34818765

Most firms will also reward good values such as honesty, commitment, and good relations with customers.

While in most cases, employees will develop positive feelings about internal equity if they feel they are being paid fairly depending on how perfectly reward management works in the organization, but there is always a time when they will compare their salaries with those of others in the industries. This gives rise to the question of external competitiveness. What is the guarantee that an employee will not leave an organization when he learns that other firms are paying hire for the same job and title? In today's dynamic world, no such guarantees exist and retention can become a problem if employees find it easier to switch jobs. It is thus important to take external competitiveness into consideration as well.

In order to remain externally competiveness, organizations normally depend on wage and salary surveys that…… [Read More]

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Job Analysis in Compensation Management

Words: 1524 Length: 5 Pages Document Type: Research Paper Paper #: 94621811



Therefore, companies must develop and implement human resources strategies that focus on improving the job analysis process. This is because job analysis has a significant impact on numerous human resources activities. The recruitment and selection process relies on the information provided by job analysis. In addition to this, the motivational strategy of the company is also influenced by such information, because it allows the appropriate evaluation of salary packages. The job analysis process influences the efficiency and productivity of the company.

Reference list:

1. Bhushan, A. (2011). Uses of the Job Description and Job Analysis. Retrieved May 9, 2011 from http://performance-appraisals.org/experts/jobdesc.htm.

2. Adler, L. (2009). Multi-Stakeholder Job Analysis. The Adler Group. Retrieved May 10, 2011 from http://www.adlerconcepts.com/resources/column/newsletter/multistakeholder_job_analysis.php.

3. Landy, F. & Conte, J. (2010). Work in the 21st Century. McGraw-Hill. Retrieved May 10, 2011 from http://books.google.ro/books?id=1K1rnp9uAscC&pg=PA203&dq=job+analysis+approach&hl=ro#v=onepage&q=job%20analysis%20approach&f=false.

4. Job Analysis (2011). Encyclopedia of Business. Retrieved May 10, 2011 from http://www.referenceforbusiness.com/management/Int-Loc/Job-Analysis.html.

5.…… [Read More]

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Redesign Employee Compensation and Benefits Package Redesign

Words: 769 Length: 2 Pages Document Type: Essay Paper #: 63172305

Redesign

Employee Compensation and Benefits Package Redesign Project

Project management can be one of the most difficult positions, especially when the project is not going as expected. In the redesign of the employee compensation and benefits package several issues have developed. The project is six weeks behind, team members are becoming discouraged, and one particular key member is consistently late with deadlines. In addition to these difficulties, the budget has been depleted quicker than expected. The following addresses actions that need to be taken in order to resolve the situation and get the project back on track.

From the beginning, it would be easy to place the blame on the underperforming team member and eliminate them. However, it is likely that the issue is much deeper and more difficult to resolve than this. Of course, the underperforming employee is the first issue that needs to be addressed. The best resolution…… [Read More]

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Factors Influencing Compensation Policies

Words: 1361 Length: 4 Pages Document Type: Essay Paper #: 61493378

drive decision making about compensation is known as the compensation philosophy of a company. In general terms a compensation philosophy details that reasons and the ways of the choices it has and the decisions taken based on the choices to pay employees and other stakeholders. While such compensation philosophy differs from organization to organization, it company tries to formulate a compensation philosophy so that it is able to attract the best talent available in the market and retain the best talent. The sentiment or the philosophy for compensation is expressed in the settlement or compensation packages given to employees or o the stakeholders (Armstrong & Stephens, 2005).

There can be several types of philosophies that result in several types of compensation. Some companies follow the percentile-based compensation philosophy that is based on percentiles spells out where wages will fall in relation to the regional wage markets and comparable to the…… [Read More]

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Human Resources and Compensation Philosophy

Words: 1461 Length: 5 Pages Document Type: Essay Paper #: 48224725

Compensation Philosophy
Introduction
Compensation philosophy refers to the approach that a company takes to determining compensation. Total compensation is a mix of pay and benefits, and the structure that the pay takes as well. The compensation philosophy should be aligned with the company’s overall strategy. For example, Wal-Mart pays at low rates in order to help it compete on a low cost basis – a lower cost of doing business is conducive to that approach. Costco takes a different approach, believing that paying above market for its employees will deliver higher workplace engagement, and a more experienced, efficient workforce. The gains in efficiency and engagement will offset the higher cost per worker, is the general thinking there. So the compensation philosophy can be different between two firms in the same industry, but the philosophy has to be aligned with the rest of the business, including the key business objectives.
Different…… [Read More]

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Designing a Market Competitive Compensation Package

Words: 697 Length: 2 Pages Document Type: Essay Paper #: 26827452

Competitive Compensation Systems

The market for labor can be quite competitive, and it is incumbent on human resource professionals to set the market appropriately, depending on their strategy. For companies that require the best professionals in order to thrive in the marketplace, they may need to come in at the top end of the market for total compensation, whereas a company with a strategy focused on delivering cost leadership might need to pay employees at the low end. However, there are times when low pay does not make for a more efficient workforce, so it is important to understand the market for labor in a sector. As an example, Costco pays at the high end, which allows them to skim the cream of the manual retail labor pool, which in turn allows the company to deliver a higher standard of service than many competitors. Those competitors paying at the low…… [Read More]

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Identifying Optimal Compensation Strategies

Words: 610 Length: 2 Pages Document Type: Article Review Paper #: 72127585

Strategic Human Resource Management in Small and Growing Firms: Aligning Valuable Resources" by Michael B. Hargis and Don B. Bradley (July 2011)

Citation/Source:

Hargis, M. B. & Bradley, D. B. (2011, July). Strategic human resource management in small and growing firms: Aligning valuable resources. Academy of Strategic Management Journal, 10(2), 105-110.

Major Thesis

According to Hargis and Bradley, there is a growing body of evidence that many of the same types of human resource management challenges that are experienced by larger corporations are no different than those encountered by smaller firms, including the need to identify optimal compensation and reward packages that will help recruit and retain talented employees. At present, though, there remains a dearth of timely and relevant research concerning the impact that human resource management practices have on the performance of small companies. To help fill this gap in the body of knowledge, Hargis and Bradley review…… [Read More]

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Traditional and Compensation Bases for Pay

Words: 1535 Length: 4 Pages Document Type: Case Study Paper #: 34349958

compensation and traditional bases for pay.

Mary's Case

Background- Mary is what you could call a perfect employee. She holds the post of a supervisor in a construction company. She has been with the construction company for over 15 years. Mary is one of the few females in the male-dominated company and also the only female supervisor. All her male colleagues joined the company at least five years after her, but got promoted ahead of her. She is the only one among them with an advanced degree. Mary is in love with her job and has no complaints about the treatment she gets. One day, after a long and rough day at work, she decided to go out with some of her colleagues for dinner. While dining with her colleagues, some of her male colleagues got into a discussion about their salaries and other job openings that offer better paychecks.…… [Read More]

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Strategic Compensation

Words: 2647 Length: 8 Pages Document Type: Term Paper Paper #: 69450146

Incentive Pay: Strategic Compensation and Its Impact on Human Resource Management in the United States

Compensation refers to a wide array of benefits and pay that a company uses to reward employees for performance. Strategic compensation refers to any type of compensation strategy that is aimed at rewarding good performance. Because the variety of companies and their internal structure varies wildly, strategic compensation strategies can vary wildly. For example, many direct sales companies where employees are actually independent contractors use strategic compensation strategies, giving prizes for hitting certain sales goals and increasing compensation percentages with sales. On the other end of the spectrum, large corporations almost always include stock options in higher-level compensation strategies, which directly ties the degree of financial reward to overall corporate performance. Individual companies can tailor their compensation strategies to what their firm does, the number of employees, and what is likely to motivate those employees.…… [Read More]

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Management Compensation in Relation to

Words: 3184 Length: 12 Pages Document Type: Thesis Paper #: 62181279



The statement regulating accounting for stock-based compensations defines a fair value-based method of accounting for an employee stock option or similar equity instrument and encourages all entities to adopt that method of accounting for all of their employee stock compensation plans. However, it also allows an entity to continue to measure compensation cost for those plans using the intrinsic value-based method of accounting prescribed by APB Opinion No. 25, Accounting for Stock Issued to Employees. The fair value-based method is preferable to the Opinion 25 method for purposes of justifying a change in accounting principle under APB Opinion No. 20, Accounting Changes. Entities electing to remain with the accounting in Opinion 25 must make pro forma disclosures of net income and, if presented, earnings per share, as if the fair value-based method of accounting defined in this statement had been applied.

Stock options are the most frequently used method in…… [Read More]

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Analyzing Compensation and Benefits

Words: 2284 Length: 7 Pages Document Type: Other chapter (not listed above) Paper #: 89611152

Toyota Company is the world's largest automobile manufacturing company in the world. Similar to what their vision states about being the most respected and successful car manufacturer in the world, the company has achieved that objective. With its headquarters in Japan, the Toyota Company has several branches around the globe. It is not surprising that the company employs hundreds of thousands of employees because of its huge size. The fact that the company employs such a high number of employees also means that it equally has a responsibility to take care of that many employees to guarantee high performance. One of the most important responsibilities of any organization is to fairly remunerate its staff, if they are to ensure better results. Once an organization creates employment opportunities, it then becomes its responsibility to make sure that all the talent and work put in is adequately compensated (McHugh & Nickels, 2008).…… [Read More]

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CEO Compensation and a Company's Performance

Words: 2423 Length: 9 Pages Document Type: Term Paper Paper #: 98647423

CEO's salary, bonus, and long-term compensation with respect to various organizational, financial and CEO factors such as corporate reputation, growth in employees, company size, and return on equity, CEO tenure and CEO stock ownership. In relation to the general performance of the organization

This paper utilizes the various measurement of chief executive compensation as exploited by the various detailed pieces of literature and employed as the dependent variable in a model based on multiple regression theory. It explores the extent to which the CEO's compensation package affects the overall performance of the whole firm or corporation for which he or she works for.

The purpose of this research is to determine the extent to which the CEO's remuneration a large corporation such as Coca Cola has on the general performance of the organization.

Introduction

The CEO's compensation has for a long time been source of attention from various groups in…… [Read More]

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Improving Employee Performance Using Appropriate Compensation Mechanisms

Words: 3221 Length: 10 Pages Document Type: Essay Paper #: 59964028

J.C. PENNEY COMPANY CHALLENGES: COMPENSATION AND BENEFIT SYSTEM

J.C. Penney Company Challenges with Its Compensation and Benefit System

C Penney Company is a company that mostly deals in the normal house merchandise and runs in some stores in the country. It is one of the biggest retail stores in the United States. The major concern is that people often subscribe to the services offered by this company with the view of getting the best of what can come out. The following the compensation and benefits system for the company in light of the strengths and weaknesses witnessed. The analysis identifies other companies that are experiencing problems in their benefits systems. The study also looks into the benefits of engaging in the said benefits of the compensation system. An analysis of the challenges offers an opportunity for the management to identify he possible solution in improving its system. The analysis is…… [Read More]

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Aligning Employee Compensation to the Performance Ceos

Words: 1739 Length: 5 Pages Document Type: Essay Paper #: 48240027

Performance Management Process and the CEO

Critique and evaluate considerations that are traditionally used to determine CEO compensation

Many reward compensations adopted by the CEOs of this era contain five primary components: limited stock grants, limited option grants, payouts for incentive plans, annual bonuses, and salary. While the amounts of bonuses, compensation and perquisites found in not-for-profit sectors may pale in comparison to those in the for-profit world, they generate combined reactions. Their existence can ignite debate, especially in periods of shrinking budgets and increasing costs. However, the ability to hire, maintain, and compensate CEOs is essential in all sectors, and is mostly achieved using a variety of executive compensation plans. The issues around the design of these systems in both the business and not-for-profit areas are similar (Bhattacharyya, 2011).

The last two decades have witnessed a drastic transformation of the executive compensation in many organizations. Compensation of top executives…… [Read More]

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Human Resources Compensation Related Challenges

Words: 1452 Length: 5 Pages Document Type: Term Paper Paper #: 92552864

DAV's Chief Executive Officer, Arthur Wilson, last year got $287,000 in compensation plus $72,994 in "other" pay from DAV or related organizations; General Counsel Christopher Clay $198,558, plus $144,331; and J. Marc Burgess, the executive director of the national headquarters, $163,483, plus another $122,532; Vice Chairman Larry Pozin seemed to get best deal, earning $107,240 for an average of just five hours of work a week in 2012 (Crudele, 2013).

There is some debate about whether the compensation is justified. Surely these individuals might earn a higher income in the private market. However, the compensation packages given to the executive staff have outraged some people to the extent that there is now an organized group with a website online that is called Veterans for DAV Reform. This group claims that "currently, the Disabled American Veterans is held captive by an opportunistic gang of charlatans only interested in their own gigantic…… [Read More]

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Why Victim Compensation

Words: 651 Length: 2 Pages Document Type: Essay Paper #: 70799466

Victim Compensation

Proponents of victim compensation have philosophical bases for believing that the government has the obligation to provide victim compensation. Choose two of these reasons and briefly discuss.

Victim compensation programs entail giving payments to the victims of violent crimes (Doerner & Lab 2014: 20). The intention behind them is to create a system which enforces justice and restores the victim as much as possible to his or her original state. Also, the victims of many violent crimes such as domestic violence and child abuse often suffer a profound psychological impact for which they need additional support, just to feel normal again. "The rationale for victim compensation rests on a moral concern for the welfare of the injured citizen, and the current lack of any effective compensation provisions results in punishment for crime victims" (Schultz 1975). Simply incarcerating the perpetrator does not undo the often irreparable harm to the…… [Read More]

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Internal and External Compensation Riordan Manufacturing

Words: 671 Length: 2 Pages Document Type: Essay Paper #: 94951354

Riordan Manufacturing: Internal and External Compensation

Riordan Manufacturing: External and Internal Equity Compensation

Riordan Manufacturers, being a leader in its industry, appreciates the need to meet the needs of its employees through a fair compensation policy - one that equates pay with the value of the task performed, because fair treatment boosts employee performance and morale, and is an effective employee retention technique (Romanoff, Boehm & Benson, n.d.). Internal equity compensation describes an employee's compensation in relation to that of other employees at the same level within Riordan Manufacturing (HR Council, 2014). External equity, on the other hand, compares Riordan Manufacturing's wages with those of organizations within the industry.

Employee compensation is fundamental to Riordan Manufacturing, just as is stipulated in the company's compensation philosophy. Riordan realizes the intensity of global competition and understands that in order to maintain its industry position and market share, it has to acquire the…… [Read More]

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CEO Compensation

Words: 846 Length: 2 Pages Document Type: Term Paper Paper #: 12935087

seemingly outrageous salaries of many CEOs have sparked a great deal of debate. As CEO salaries reach 532 times that of the average worker, many people note that these exorbitant salaries seem to have little impact on CEO performance. In addition, high CEO salaries are morally suspect, as they are often decided by powerful figures, and reflect a clear economic and social division in a country that is founded upon principles of equality and democracy. Ultimately, typing CEO compensation to worker salary and worker stock options may prove a way to make CEO compensation more realistic and less morally suspect.

In the past decades CEO salaries have escalated enormously. In 1980, the average CEO mad 42 times the wage of the average worker. That figure rose to 85 times in 1990, but by 200, the average CE) made 531 times that average hourly worker's pay (Reh).

Statistics seem to show…… [Read More]

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Employee Benefits and Compensation Plan

Words: 1021 Length: 3 Pages Document Type: Case Study Paper #: 33997874

organization's ability to recruit and retain talented employees requires ensuring employees are rewarded proportionately for their contribution towards achieving organizational goals and profitability. To achieve this, a benefits and compensation policy is developed and implemented for all workers. This company has established a compensation policy that offers a full range of conventional benefits, dental, vision and medical benefits in addition to a rewards program that offers incentives based on employees' input. However, there are numerous complaints from the workforce that these benefits do not effectively address a growing problem. To address this growing problem, it's important to develop a Benefits and Compensation plan that offer packages that correspond to the employee type, reflects the organization's culture, and is comparable to the company's competitors.

Components of the Benefits and Compensation Plan

The current benefits and compensation plan is seemingly ineffective because it does not provides benefits and compensation based on the…… [Read More]

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Analyzing the Strategic Compensation

Words: 1374 Length: 4 Pages Document Type: Essay Paper #: 90546158

Strategic Compensation

List and explain the five different stakeholders of a company's compensation system

Government

Both federal and state governments have their own regulations, laws and directives that have an influence on compensation schedules. For instance, the federal government has set minimum wage levels and also has legislation on payroll issues. The federal government also has a lot of influence on economic matters. Governments also draft policies that can help them to increase the ease of doing business. While many governments have free-market and non-interference policies, they also have set rules and regulations, with regards to the treatment of workers, occupational safety, social security contributions and hiring practices (Fred-Adegbulugbe, 2010).

Executives / Managers/Owners or Founders

Company executives and managers ought to actively know the link between their employees and their performance, and reward and budget management. The main objective of compensation systems is to enhance employee productivity so as to…… [Read More]

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Employee Compensation Plans

Words: 1429 Length: 5 Pages Document Type: Research Paper Paper #: 601933

Human Resources Pay Package

Employee Compensation Plan

Target Job: Registered Nurse (RN) in a Hospital

Hillcrest Hospital is a 496 bed hospital located in Mayfield Heights, a Cleveland Ohio Suburb. Hillcrest is ranked in the nation's top 100 in cardiac care. It is part of the Cleveland Clinic system. The mission of the hospital is to provide nationally ranked healthcare to the surrounding community. It holds clinical excellence, safety, ethics, integrity, individual responsibility, respect for diversity and caring for others as key tenets (Hillcrest Hospital, 2012a). Its vision is to service as an example of state-of-the-art medical facility in every department that delivers consistent high quality service to Northeast Ohio (Hillcrest Hospital, 2012b). The Cleveland Clinic system is one of the best renowned systems in the nations in a number of specialties in which they operate.

Hillcrest Hospital strives to put their patients first and looks for enthusiasm in employees.…… [Read More]

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Rewards and Compensation Systems

Words: 4095 Length: 12 Pages Document Type: Term Paper Paper #: 56068422

Rewards and Compensation Systems

Human capital is an important contributor to the worldwide wealth, and this recognizes the vital role in increasing the organization's effectiveness. One important function of the HRM is motivation of the employees, which has noticeable results in all levels of an organization. This starts from the managers who must recognize the factors that motivate their employees to improve their performance through designing and implementing effective compensation and reward systems. Motivation is a significant aspect of the HRM and organizations need motivated employees to achieve their strategic objectives (Kirstein, 2010).

Motivation is a complicated topic and not many managers know what to implement in order to motivate their employees. Some companies use the money as their main tool for employee motivation this is inclusive of performance related pay (Kovach, 1987). However, when an organization faces a financial crisis and opts to cut costs by reducing salaries, and…… [Read More]

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Looking at Equity Compensation at Netflix

Words: 634 Length: 2 Pages Document Type: Essay Paper #: 25957756

Equity Compensation at Netflix

State your study's hypothesis (include the clearly stated IV and DV)?

The dependent variable is the effect or the variable that is being elucidated. On the other hand, the independent variable is the explanatory variable or causal variable. The determination as to whether the variables are dependent or independent is centered on the context. In this case, I will be testing the hypothesis that if the payment system being undertaken by Netflix is fair, the employees are more probable to report and assert that they are satisfied. If the employees consider the payments are not fair, they will more probably assert that they are dissatisfied. In this case, the compensation equity, deemed to be paid fairly, is considered to be the variable that influences the level of satisfaction of the employees. Therefore, in this case, the independent variable is the compensation equity. On the other hand,…… [Read More]

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Employee Compensation Plans for Companies

Words: 1824 Length: 6 Pages Document Type: Research Paper Paper #: 97677945

Employee Contributions 30/05/2015

Two methods an HR professional could use to determine incentive pay

Legally mandated benefits that the company must currently offer to its employees

Additional benefits that should be considered for its employees

Efficiency of common techniques for communicating compensation plans to employees.

Ethical risks of incentive pay and recommendations to mitigate the risks.

Two methods an HR professional could use to determine incentive pay

There are a number of methods that are generally used by companies to link work, output and expertise to the remuneration of the employees. In this section we examine two methods that can be used by the company to create more loyalty among the employees to stay back in the company through the increasing in pay.

The reward management practices would help the company to determine the amount that would be paid to the employees. The underlying principal is that the company would…… [Read More]