...……………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………….000000000000000000000000000000000000000000000000 Collegiate Promotions Human Resource Mangement/530 Dr. Donny Bagwell Evaluate whether or not the compensation system at Collegiate Promotions is effective After evaluating the case study I have determined that Collegiate Promotions compensation plan is not only effective but aligns with the organization’s competitive strategy. Collegiate Promotions strategy seems to be earning the most profits with the least risk possible. Collegiate Promotions clearly focuses on individuals who are self motivated and excel as sales representatives. Collegiate Promotions focuses on independent contractors as their workforce and way of making profit. By hiring...
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...employees who stay on the job longer, at least in part to keep making use of that benefit” (Capalli, 2004, p.213). A great company would have tuition reimbursement, on-site wellness center and discounts for the employees. Without a compensation package it can make the employee’s job more stressful, especially for a sales job. If sales representatives just work for commission; then what is there is no drive to stay with that company. Evaluate whether or not the compensation system at Collegiate Promotions is effective. A good compensation system can mean the difference between retention and turnover. The text defines a compensation package as “the mix of rewards employees receive from the organization” (Brown & Stewart, 2010, p.444). A compensation package can range from tuition assistance to having an on-site gym. The only reward that the employees of Collegiate Promotion receive is commission from the products they sell. According to the case study Collegiate Promotions, “The sales representative receives a commission of half the amount charged over the whole sale price” (Brown & Stewart, 2010, p.444). Even though the sale representatives are independent contractors, they still should receive more rewards then just compensation. The compensation package is not effective. Discuss reasons a sales representative would try to sell at both the top and the bottom of the price range. One reason why a sales representative would try to sell at the top of...
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...compensation system at Collegiate Promotions is effective. I think that the compensation system at Collegiate Promotions is not effective. The system that they currently have at hand only rewards the employee if he/she sells an item. It’s stated that the individual can raise the price of the wholesale product to 30-50% above wholesale price. The compensation package that Collegiate Promotions have could be seen as being an at-risk program. This type of reward system fluctuates, and can even result in an employee not receiving any compensation if he/she does not sell any products for the week. If the employee becomes sick, the company doesn’t have any programs that will pay the employee for their sick time. The company doesn’t also have any type of paid vacation. A company that offer incentives based only on sales, gives their employees nothing to look for in the long run. “Compensation practices are strategic when they encourage employees to put forth their best effort and perform in ways that help the company produce its particular goods and services”. The company should introduce a system that have a short and long term incentive for an employees’ performance. This will ensure that the customer stay motivated to continue sealing sales. An incentive that gives the employee an extra $500 with the highest sales would push the agents beyond their comfort selling zone. I also think that Collegiate Promotions should try to implement...
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...Evaluate whether or not the compensation system at Collegiate Promotions is effective. I think the compensation system at Collegiate Promotions is very effective. Collegiate Promotions structures their business around the Sales Representatives, who basically control their own destiny. The Sales Representatives are compensated based on the amount of products they sell. For Collegiate Promotions this strategy works because they are able to cut a lot of their overhead by and increase their sales force. Collegiate Promotion hires these independent Sales Representatives that is able to move their merchandise without the need of funding store fronts which helps them cut cost by removing rent and personnel from their operating cost because the need for those services are gone. This will simultaneously increase their sales because now they have more representatives out there pushing their merchandise without boundaries and all the overhead cost. With compensation in mind because you're in business to make money as a Sales Representatives you have a decision to make. That decision is at what price to sell your merchandise. The 30% to 50% commission is the correct money amount to make on an item using a piece-rate compensation model. The sales representative should be very appreciative about the amount of commissions they will be making on each product. They may see a down side of selling such products during lean times in the marketplace and they may desire a base salary to fall back...
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...Collegiate Promotions Dr. Jama Rand HRM 530 December 11, 2011 1. Evaluate whether or not the compensation system at Collegiate Promotions is effective. The compensation system at Collegiate Promotion is effective for the following reasons: The first reason that the compensation system is effective is because the system that they currently have at hand only rewards the employee if he/she sells an item. It’s stated that the individual can raise the price of the wholesale product to 30-50% above wholesale price. The compensation package that Collegiate Promotions have could be seen as being an at-risk program. The second reason that the compensation system is effective is that the type of reward system fluctuates, and can even result in an employee not receiving any compensation if he/she does not sell any products for the week. If the employee becomes sick, the company doesn’t have any programs that will pay the employee for their sick time. The company doesn’t also have any type of paid vacation, a company that offer incentives based only on sales, gives their employees nothing to look for in the long run Compensation practices are strategic when they encourage employees to put forth their best effort and perform in ways that help the company produce its particular goods and services. The company should introduce a system that have a short and long term incentive for an employees’ performance. This will ensure that the customer stay motivated to continue sealing sales...
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...Compensation and Benefits Kathleen Fournier Professor Jama Rand Human Resource Management June 6, 2011 Evaluate whether or not the compensation system at Collegiate Promotions is effective. Since the compensation for the independent sales representatives is ultimately based on their individual performance, this system could be affective for highly motivated and skilled sales reps that are used to compensation based solely from their products sold. A possible negative factor involved in the compensation system is not having defined geographic locations identified for the sales representatives to service. This introduces much more competitiveness amongst the sales reps and could create hostility, which could result in lack of motivation and loss of sales representatives. In the event that sales representatives become disgruntled, unmotivated and or quit, regardless of them being independent and not employees of Collegiate Promotions (CP), this affects CP. It affects their overall profit because their product is not getting sold. Due to this potential impact, a safe assessment of this compensation system would be that it would not be the best and effective for CP’s bottom line. Discuss why a sales representative would try to sell at the top of the price range? Why at the bottom of the price range? A sales representative’s decision of setting their price range will be the result of a few different factors. If a sales rep plans...
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...Name: Cox, Cynthia HRM 530 Summer 2010 Save as: Last Name, First Name – Assessment 5 Checklist (example: Brown, Zelphia – Assessment 5 Checklist) Assessment #5 – Compensation and Benefits - Discussion Case – Collegiate Promotions APA FORMAT | YES | NO | General | | | 12 point Times New Roman Font | | | Margins | | | * 1 inch margin - top | | | * 1 inch margin - bottom | | | * 1 inch margin - left | | | * 1 inch margin - right | | | Unjustified right margin (ragged edge) | | | All paragraphs indented (1/2 inch or 7 spaces) | | | Double spacing only | | | Title Page | | | * running header (no more than 50 characters, in header section of page, 12 point Times New Roman Font)/page header | | | * Your first and last name | | | * title of the Assignment ( Assessment #5) | | | * Institution name (Strayer University) | | | * date (month day, year ; example June 13, 2010) | | | Section headers (Do NOT restate the question in the paper.) | | | * Compensation Effectiveness (see item #1 in course guide) | | | * Price Range (see item #2 in course guide) | | | * Prediction (see item #3 in course guide) | | | * Protected Sales Area (see item #4 in course guide) | | | * Independent Contractor (see item #5 in course guide) | | | Proper in-text citation | | | * author name(s) and year of publication in parenthesis | | | * each paragraph...
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...football player for the University Colorado (UC) and also a world-class skier in the Olympics before enrolling at UC. During the Olympics Bloom appeared on MTV, and thereafter was offered various paid entertainment opportunities. Even though Bloom is getting paid entertainment he is not under the NCAA for world-class skier for the paid opportunity; such as host show on Nickelodeon, commercial certain ski equipment and he contracted with Tommy Hilfiger for modeling clothes. Which bring us to the case of Jeremy Bloom Plaintiff-Appellant vs. National Collegiate Athletic Association and unincorporated associations; and the University of Colorado a body corporate. Defendants-Appellees. In his complaint, Bloom alleged; (1) as a third-party beneficiary of the contract between the NCAA and it members, he is entitled to enforce NCAA bylaws permitting him to engage in and receive remuneration from a professional sport different from his amateur sport; (2) as applied to the facts of this case, the NCAA’s restrictions on endorsements and media appearances were arbitrary and capricious; and (3) those restrictions constituted improper and unconscionable restraint of trade. RULES:...
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...Marketing Project Juan G Martinez Jr October 18, 2013 Marketing Management 522 Professor Ken Ninomiya 1.0 Executive Summary 2.0 Situation Analysis At this present time, the tutoring industry is not showing any signs of slowing down as the number of students in school continue to grow. It is also important to point out that as the number of students increase, so does the concern of the parents that seek tutoring for their children. According to the U.S. Department of Education, the number of students who were attending public and private schools was at approximately 75.9 million as of the fall of 2010. The current trend is showing that the number of students attending school will continue to increase at a rate of approximately 6% per year through the year 2019 (Digest of Education Statistics 2010). According to an article that went over the best industries to start a business, the tutoring and exam preparation industry was rank seventh as it relates to the fastest-growing industries that are hospitable to small business. It was also indicated that the year-over-year growth rate of this industry was measured to be at 7% (Lagorio-Chafkin 2010). However, there is an opportunity that has not clearly been taken advantage of to its fullest potential within the tutoring industry. As of the fall of 2010, there were approximately 20.6 million people who are enrolled in college with the trend demonstrating an increasing rate of students attending at 14% (Digest of Education...
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...Saiful Chowdhury 9/27/2015 Global Operations and Policy Under Armour’s Strategy in 2014 1. Describe the major components of the company’s strategy in the following areas: a. Product Line - Under Armour’s product line consists of apparel, footwear, accessories, and licensing. Under the apparel section, the company designed three lines of apparel gear: HeatGear, ColdGear, and AllSeasonGear. HeatGear was designed to be worn under equipment in warm to hot temperatures. It was engineered to make the body stay cool, dry and light. To satisfy all consumers, Under Armour offered their HeatGear in a variety of tops and bottoms as well as in a variety of colors. To satisfy those consumers who participate in sports or recreational activity in cold weather, Under Armour designed ColdGear. ColdGear provided warmth and dryness to the body while wicking away moisture. ColdGear could be worn under a uniform or jersey, and it could also be worn as an outerwear. Lastly, Under Armour designed the AllSeasonGear for those who play in changing temperatures. AllSeasonGear kept the wearer cool and dry in warmer temperature while keeping them warm in colder temperature. In 2006, Under Armour began marketing footwear products to men, women, and youth. They offered footwear for sports such as football, basketball, soccer, lacrosse, softball, and many more. Their footwear was designed to provide cushion, stabilization, comfort, control, and moisture management. In 2013, Under...
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...Nick Coleman Professor Todd Aldridge ENGL 1110 29 November 2015 Revision: Essay 2 - Paying of College Athletes Several years ago, the National Collegiate Athletic Association, the NCAA, started out as a young business with a couple colleges under their helm, and today they have grown into an $11 billion industry tasked with the controversial decision of sharing their wealth with the college athletes that made them relevant. Should college athletes get paid is what it usually all boils down to. This burning question has been canvassed various times over the turn of the century with several underlying concerns for the athlete’s futures and also their safety. Opponents of paying college athletes contend that the scholarships said athletes received to their institutions of higher learning should be more than enough. Once a university extends a scholarship to an athlete, that athlete becomes property of that university. With that being said, once on campus, they become “student athletes,” a term coined by the NCAA to justify their exploitation of the athletes that made the infamous organization relevant, and also full time workers as they spend on average an excess of more than forty hours a week dedicated to their respective sports. In a survey conducted internally by the NCAA, it was discovered that athletes competing in more than a half a dozen sports indicated that they too, are putting in the equivalent of full time worksheets, but don’t receive the benefits that regular...
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...within global and community frameworks. Graduates learn how to provide excellent care, counseling and education to diverse patients. Finally, students will build leadership skills and attitudes that will help them positively impact health care organizations and management practices. Students take engaging classes in key topics, such as nursing management and servant leadership. This course teaches students to understand the dynamic role that nurses managers play through expounding on policy, regulatory and management concepts. Community nursing exposes students to the causes and solutions to common community health problems. Students will understand of the purposes of local community health services and study disease prevention and health promotion....
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...researchers, Robert Cade, Dana Shires, Harry James Free, and Alejandro de Quesada, at the University of Florida. The Gators football coach, Ray Graves, was concern about why his player performance in the summer practices was not so good, so he ask the team doctor to look into the matter. This is when he in return referred the matter to Cade and his researchers team. This is when they came up with the ingredient for the drink now known as Gatorade. The basic ingredient for the mixture consisted of water, sodium, sugar, potassium, and phosphate and lemon juice. After winning the Orange Bowl in 1967, the drink became an instant phenomenon, and they credits their winning to the Gatorade drink. Gatorade is the official sports drink for many pro and collegiate organizations events. Sent their first lynch of the thirst quencher drink they have come up with many new product suggest as Rain, AM, Fierce and X-Factor. In 2001 Gatorade decide to come up with a special line of sports nutrition products, include Gatorade Carbohydrate Energy Drink, Gatorade Protein Recovery Shake, and the Gatorade Nutrition Bar. With all of the new drink and nutrition products that Gatorade has come up with in the past decade it has made them well know and uncompetitive to other sport drinks Our new products will be a Gatorades Kids drink. This is a new all natural energy drink specifically designed for today’s youth. Now that we have kids on all kind of sport teams suggest as soccer, littler league, basketball...
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...Differences in Competency between ADN and BSN Nurses Angela G. Strickland Grand Canyon University NRS-430V August 15, 2012 Differences in Competency between ADN and BSN Nurses Presently if a person chooses to be a registered nurse they can follow three different pathways; diploma, associate degree, or baccalaureate degree. Diploma nurses obtain their education through a hospital based program. Associate degree programs are similar to baccalaureate degree programs except not as in-depth because of this they are more fast-paced. The Bachelor of Science degree in nursing is a four year academic degree that depending on which school and program can be very pricey. All three of these pathways will qualify the nurse to sit for the National Council Licensure Examination (NCLEX). The NCLEX only tests for the minimum competency in order to work as a safe nurse. According to the American Association of Colleges of Nursing (AACN) “The NCLEX-RN is only one indicator of competency, and it does not measure performance over time or test for all of the knowledge and skills developed through a BSN program” (Rosseter, 2012). In this paper only the competency of the ADN and BSN nurses will be discussed. A large percentage of nurses take the associate degree pathway, it is an attractive option because of the shortened amount of time it takes to graduate and begin work as a registered nurse, plus it takes half the amount of money. The associate degree programs were developed in order to...
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...a nursing shortage in American society. The Associate Degree program was established by Dr. Mildred Montag in 1943 at the Adelphi College of Nursing. Dr. Montag felt that a shorter education program for nurses would help with this nursing shortage. She never intended for this 2 year program to replace the nursing baccalaureate program (“Mildred Montag Envisions AD Nursing Education”, 2011). Montag’s idea of and Associate Degree Nurse (ADN) was to prepare technical skills in nursing for community hospitals and other patient care setting. AD nurses were eligible to take the RN licensure examination. She intended for these ADN’s to work under the baccalaureate level nurses in these facilities (Creasia, 2011). The ADN has graduated from a collegiate school. They have been seen as competent in technical skills in nursing for bedside nurses or secondary care setting and are eligible to take the NCLEX-RN exam. Upon passing the ADN is a Registered Nurse. The ADN has been trained in standards of Clinical Nursing Practice (Creasia, 2011), Assessment, Diagnosis, Outcome identification, Planning, Implementation and Evaluation. Bachelor Degree Nurse The BSN has been...
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