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Vds Design Systems

In: Business and Management

Submitted By Ninap
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1. What is the basic philosophy and values of VDS? VDS was a company with numerous values and beliefs that included envisioning a company in which management and employees respected one another. All employees had a share in the profits and earned according to what they produced. A family feeling was fostered and to promote teamwork everyone that was hired was interviewed by the entire regional office. Management empowered their employees by allowing them to be involved in the decision making process. This empowerment led to happy employees and better results. 2. How would you characterize the VDS compensation (base, bonus, and stock) system? On what principles is it based? VDS has compensation guides that were based on a philosophy that pay is to be in line with output rather than position or seniority. Everyone within a job type earned almost the same base salary. Compensations such as commissions and bonus would vary. Commissions accounted for 50% and 30% of the income for sales representatives and application engineers each are paid on the basis of output. Bonuses were offered based on a competitive environment for most business amongst sales representatives. Management team believed that stock options were an effective motivator, but it seems that most of employees did not fully understand their stock shares and meaning of stock options. 3. Why has VDS had problems with its Product Management Data effort? To what extent do you see incentive issues as important? What other issues are important? VDS management had spent time structuring compensation and incentive plans to align employee interests with those of the firm while there seem to be other issues with the PDM department. The primary source of problems with PDM was that VDS wanted it to produce profit in an under-resourced situation. VDS’s newly devised incentive plan for PDM employees...

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