...Timothy Hasson Discussion Board 2 BUSI 642 Liberty University Q2) What are some of the pros and cons of linking pay to objective criteria that are important to the organization such as quality control measures, profitability, and low turnover? Introduction Today over 80 percent of US firms have implemented some type of variable pay program for the non-executive employee population (Merriman and Deckop, 2007, p. 1027). The high percentage of firms deploying variable pay programs clearly demonstrates that there is sound business benefits associated with the practice. The focus of this work is to discuss both the advantages and disadvantages of linking pay to objective organizational measures. The study includes analysis of plans at the individual, team and organizational levels. Advantages (pros) According to Gerhart, Rynes and Fulmer (2009) aligning pay to objective criteria has demonstrated the capacity to improve firm performance by as much as 30 percent over firms without incentive programs (p. 254). From an organizational perspective, variable pay programs linked to objective criteria have a motivational effect on employees by changing the amount or intensity of work output and can serve to move the workforce navigationally in the right direction to achieve critical near-term operational targets (Merriman and Deckop, 2007, p. 1028). Expanding on the theme of operational targets, by enabling the workforce to consolidate efforts on key objectives organizations...
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...Book Report “Profits Aren’t Everything, They’re the Only Thing” I chose the book “Profits Aren’t Everything, They’re The Only Thing.” A basic understanding of the book relates to the authors strict authority towards business operations, and how implementing an attitude of “survival of the fittest” enables the survival of small-medium size businesses. The author provides multiple examples of how he and his company solved each problems relating to businesses that is on the brink of failure. By implementing his ideal, the author believes your company will survive, along with great rewards in the future. The book starts off in chapter 1 by introducing himself and his company, American Management Services, they have been working for decades to help save Main Street Businesses. The truth at the beginning of the chapter is YOU’RE the fault for your business failures, do not blame recession for your failure, you are the ultimate factor in determining your businesses survival. You must challenge yourself constantly in order to set the tone of the top. This means coming in on Saturdays, or Sundays to work instead of fishing or golfing. No one should know about your financials better than yourself. Keep on task with every details relating to payrolls, expenditures over certain amounts, approve checks going out, etc. These things must be constantly imbedded in order to have a successful business. The chapter also pinpoints another important factor, “Profits Aren’t Everything...
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...The Terms and Conditions of Employment for Employees at the New Queensland Factory Prepared for Chief Executive Officer of FreshFirst Canning Company by Ahmet Mithat Ozpinar, HR Department August, 2012 FreshFirst Canning Company Executive Summary The purpose of this report is to analysis the terms and conditions of employment for employees at the new Queensland factory. This report includes many suggestions for ways in which to selection and employment of Greenfield factory employees, as well as doing this in the Fair Work Act (2009) frame. The suggestions are: (The following is a sampling of recommendations; implementation details are contained in the full report) * Team should be structured in self managing with responsible manner. * Job rotaion schedules should be planned. * People who want to work in new Queensland factory should be prepared to be transferred to there. * Performance based payment should be considered. * Orientation training should be started as soon as possible. * Job analysis should be made. * Promotions should be concluded. * Safety at workplace issues should be finalized. FreshFirst Canning Company can not force an employee to work more than 38 hours in a week. It is a -must be- to provide a statement that contains all the information about NES, Termination of Employment and Modern Awards to all employees. If request is accepted by employee over time fees must apply. When making an agreement with a employee...
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...books so that other shifts can refer back to what was done and by who. Verbal messages need to be relatively short with key things being emphasized on. As a person that is getting instructions it is very important no to assume anything and to have things clarified. (Adams, 2009) Distraction Distractions are anything that can take the attention of a person during a task. There are distraction during work that cannot be removed and heave to be worked with. Noises are a key distraction in the workplace that cannot be solved. Many distractions are avoidable or can be dealt with at a more acceptable time. Some examples are if this are social conversations, shift patterns, administrative tasks, meeting dates, and leave entitlement. Some psychologist have said that distractions are the key to forgetting things. It is a common tendency for humans to think ahead of...
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...up is termed “Participation Trophy”. There are proponents who believe that this will bolster children’s confidence and motivate them to persevere. Conversely, opponents consider this practice damaging as it aids in encouraging a sense of entitlement and complacency in children. Vivian Diller’s “Do We All Deserve Gold? Setting Kids Up to Fail” highlights that this perception of all receiving a trophy is...
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...of Silents, Baby Boomers, Generation X and Generation Y. It is expected that in the coming decades there will be further changes with emergence of newer generations, and slower removal of older generations from organizations as pension age increases. Understanding differences between the generations, and learning to adapt their management practices is critical to building a successful multigenerational workplace. I would like farther explain each generation’s attributes and their effects on the workforce. Silents are considered among the most loyal workers. They are highly dedicated and the most risk averse. Their values were shaped by the Great Depression, World War II, and the postwar boom years. Silents possess a strong commitment to teamwork and collaboration and have high regard for developing interpersonal communications skills. Silents now consist of the most affluent elderly population in U.S. history due to their willingness to conserve and save after recovering from the financial impact of the postwar era. Baby Boomers, born approximately between 1946 and 1964 were brought up in a healthy post war economy and have seen the world revolving around them as the largest generation of the century. Their lifestyle is to live for work and they often expect the same level of dedication and work ethics from the next generations. They are said to prefer face to face communication, are interactive team players and attain personal fulfilment from work. Baby Boomers are often branded...
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...objectives are specific, measurable, and have a defined completion date. They are more specific and outline the “who, what, when, where, and how” of reaching the goals. The development of the objectives will be to help achieve goals by dividing them into manageable components (Workforce Development, 2009). Therefore, the objectives and incentive plans go hand in hand. Incentive Plans Incentive plans are not successful when it is extremely broad and is not created for the employees or staff members. There is a saying, “all for one and one for all,” that is no longer effectively accepted into the business world. It definitely discourages those trying their best in their job performances. This certain style of increase sharing is like an entitlement. Being that some employees slack in their performances, the productive employees will reject that style of incentives. Everyone must have a clear understanding of the incentive compensation and how it connects to his or her effort. A well thought out compensation plan will push each department or individual to stay focus on the thing in which he or she can control. The best plans encourage the behaviors of others to aim for successful results. An incentive plan should include some realistic approaches for a job well done, short-term rewards for performance over a month or quarter, and long-term rewards for being a loyal employee over the years. Also...
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...Compensation Theory and Practice Term Paper On Compensation Theory and Practice (A study Based on UCBL) Course code: MGT-321 Course Title: Human Resource Management Submitted to Tanzila Ahmed Course Instructor Submitted by Group Name: INNOVATORS Name ID Md. Ahadujjaman 1001010131 Faglul Karim Raihan 1001010142 Abdul Aziz 1001010127 Ashfaqur Rahman 1001010141 Gulam Sarwar 1001010060 Sec-C, 24th batch Department of Business Administration Leading University, Sylhet Date of Submission: August 26, 2011 Compensation Theory and Practice 2 LETTER OF SUBMISSION August 26, 2012 Tanzila Ahmed Lecturer of HRM Department of Business Administration Leading University, Sylhet, Bangladesh Subject: Letter of Submission. Dear Sir, It is an enormous pleasure to submit our tern paper titled “Compensation Theory and Practice” assigned as a requirement of our course related. In preparing this assignment we have acquired much knowledge about compensation. We have tried our best to furnish the assignment with relevant data, which we had to collect from online and related journal. We hope this assignment will help the organization sector to gather some insights on the windows to do further studies in this aspect. We would like to convey our tributes to you and thank you for giving us the opportunity to work on this topic. Your queries in this aspect will highly be expected. Thank you Sincerely yours Faglul Karim Raihan ID: 1001010142 Md.Ahadujjaman ID: 1001010131 ...
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...who are managing a small team. Band three is for those at a consultancy level leading professional areas. Those in band four are HR managers or directors leading organisation’s HR. There are also eight professional behaviours in HRPM that every HR professional should present to successfully carry out their activities. These are: curious, decisive thinker, skilled influencer, driven to deliver, collaborative, personally credible, courage to challenge and role model. PROFESSIONAL AREAS In my job role I operate within band one. The professional areas I have decided to focus on in regards to my job role are Employee Relations, Employee Engagement and Performance and Reward. Working as a HR in a casino it is rather difficult to support teamwork and positive relationships within staff members.Casino workers are mostly night workers, they are so engrossed in their work routine, that they hardly get time to interact with each other. Many of them don’t even know the full names of their co-workers. My job is to help organize teambuilding activities like paintballing along with managers to allow employees to get to know their...
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...WORKING WITH AND LEADING PEOPLE Contents Recruitment and selection strategies at TESCO 2 Build winning teams 3 The impact of leadership 4 Performance management 4 Conclusion: 6 References: 6 Recruitment and selection strategies at TESCO TESCO is an UK multinational retailer from Cheshunt, Hertforshire. It is considered to be the second biggest retailer in the world after the Wal-Mart giant (by profits) and the third in the world after the same Wal-Mart and Carrefour (by revenues). They operate in 14 countries around the world (from North America, Asia and Europe). A company of this size should always have a very well organized recruitment and selection strategy when it comes to employees and staff. And TESCO is indeed up to the standards. Their recruitment, selection and retention procedures are considered to be some of the best. A human resources manager will be responsible for the new staff of the organization. Of course, first step of the process would be to carefully analyse the jobs descriptions and make sure that only the appropriate candidates would be selected for a specific job. The process could be complex, depending on the specifications of the jobs requiring new staff. Analysing the applicants is usually done through looking at the application forms provided by all candidates. Of course, the information provided will point immediately in the right direction: the suitability of the applicants. Every question and answer from the application form...
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...I think that all health care professionals are required to follow a strict code of ethics. Health care professionals must learn to become responsible and strive to also be responsible to those they work with and for including those in charge, and to everyone else they work with. Most important are the patients, their families and the public at large who depend on health care workers day after day. This includes having respect and making correct approaches to all responsibilities a top priority. (Sarikonda-Woitas & Robinson, 2002). Difficulties and issues as they relate to working through ethics and problems that arise, must be dealt with on a daily basis. This is especially true of nurses who struggle to balance proper practices and the problems between law and ethical principles (Beech, 2007). “Ethics is the branch of philosophy concerned with evaluating human action. It involves the principles of assumption underpinning the way individuals or groups conduct themselves” (Guido, 2010, p. 3). Ethics is sometimes defined as the truthful and decent system at the root of a person (Webster’s dictionary). Ethics is also often defined by people as a type of behavior and attitude as it appears to the way someone should approach their life and their work. Someone's ethics are very personal and as a result all people have different structures by which they interpret their ethical integrity. (Scivicque, 2007). Ethics and individual character consists of a variety of skills including...
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...Job Description | School/Department: | Human Resources | Post Title: | Human Resources Advisor | Posts Responsible to (and Level): | HR Manager | Posts Responsible for (and Level): | HR Assistant | Job Purpose: Working within the HR team providing professional and qualified advice to all stakeholders of the business on all Human Resources matters, including but not limited to recruitment, retention, and employee engagement and employee performance. As well as responsibility for contractual and recruitment administration and management of HR Assistants contributions to the team. | Responsibilities of the role: To provide high quality HR Advice including: * Recruitment Administration * Asylum & Immigration Documentation checks for New Starters/Re-Joiners/Lifecycle of Employee/ Extensions/Annual Right to Work checks * General HR Administration * Absence management * Preparation and issue of contractual documentation * Administration support providing letters for grading of posts * Probation administration * Maternity/Paternity administration * Recruitment and selection * Equality and Diversity * Staff achievement payments * Administration of performance management and improvement systems * Termination of employment (all categories) * User acceptance testing * Upkeep of electronically stored personal records * Carry out regular HR Audit checks to ensure integrity of data is maintained * Compliance...
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...Outliers: The Story of Success Analysis Latasha D. McCullar Managerial Leadership MNGT 5670 Dr. Rebecca Elliott October 16, 2013 Abstract Genius is over-rated. Success is not just about innate ability. It’s combined with a number of key factors such as opportunity, meaningful hard work (10,000 hours to gain mastery), and your cultural legacy. Random factors of chance, such as when and where you were born can influence the opportunities you have. Malcom Gladwell , the author of Outliners: The Story of Success, brings alive his assertions and thesis primarily through the use of individual success stories of athletes, computer genius, musicians, artist and community cultures. Introduction Gladwell uses a straight-forward, easy-to-digest style of mixing facts with examples and anecdotes in making his point that it is not shear genius or hard work alone that results in success. Instead, the he dives deep into the story behind exceptional performance in cultures, aptitude testing trends and individual achievements around the world. Gladwell argues that the upbringing of individuals greatly impacts their likelihood to succeed, including birth dates, access to specialized resources, parenting, and community culture. Discussion Gladwell separates the book into chapters highlighting the circumstances that resulted in the creation of each "outlier" he chooses to emphasize. According to Gladwell, the vast majority of hockey stars are born in the months of...
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...legal issues, ethics, and corporate social responsibility. Several factors, internal and external also influence Tyco’s strategic, tactical, operational, and contingency planning. Function of Management Tycos' vision is to be their customers first choice in the five markets they serve; home security, fire protection services, safety products, flow and thermal valves and controls, and electrical, and metal products. Tyco believes by going beyond commitments, using new technologies, powering the advantage of their diverse brands, maintaining operational superbness, and total dedication the highest business standards, Tyco will achieve their vision. Tyco goals of governance, customers, growth, teamwork and culture, operational excellence, and financial strength and flexibility will assist the company in achieving growth and success. Legal factors that affect Management Legal issues can affect an entire company, a product line, or management itself if the company or its employees do not adhere to organizational policies, procedures and applicable local, state, and...
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...Teams will often require leaders to ensure delegation and coordination of group activities for a team to attain the desirable results. This paper seeks to establish influence of management theories on a professional manager both at team and organisation level. The management theory adopted by a leader will determine their style of leadership thus their relationship with employees and other key stakeholders. Introduction A team is a small group of workers with complimentary expertise who share common goals whereby group interests precede over individual interest. Teamwork is essential in organisations if they are to meet set goals. However, the issue of establishing collaboration is relative to institutions whereby in one organization it could be easy to foster teamwork among employees. On the contrary, it could be a mind-numbing task to bring forth cooperation among personnel of another organisation. Teamwork is easy to establish especially in organisations where workers have common...
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