Part A: Memo Phoenix Advertising Interoffice Memorandum DATE: April 13, 2015 TO: Gregory S. Forest, President; Steve Notch, Chief Executive; Pete Wilson, VP of Operations; Dave Ramirez, VP of HR; Pedro Gomez, VP of Public Relations; Ralph Woods, VP of Marketing Operations; Amanda Byrnes, VP of Advertising Operations; and Greg Stack, VP of Finance FROM: David Ramirez, VP of Human Resources SUBJECT: Roanoke Branch Update In recent months, the Roanoke branch office has received complaints
Words: 674 - Pages: 3
Assignment 1: The Executive Compensation Controversy Objectives: At the completion of this assignment, you will be able to: 1. Deliver a clear and concise argument for or against the widening gap between the compensation received by chief executives and the average employee. Instructions: Review the following videos: 1. interview with Professor Roger Martin (http://www.youtube.com/watch?v=nU26MKtN6mo) 2. Interview with Irving Becker (http://www.youtube.com/watch?v=ZJnxVCmMH2Q) Additionally
Words: 475 - Pages: 2
After the Fire is a non profit corporation geared towards helping convicted felons become accustomed to life after prison. The goal of the organization is to assist participants to change negative patterns of thinking, feeling and behaviors that predispose them to negative actions such as drug abuse, criminal activities and anti-social behaviors. After the Fire’s mission comes is three-fold. The first is to provide a range of direct hands-on constituent services including but not limited to counseling
Words: 3450 - Pages: 14
Independence from current/former executives The good Board of Directors should be independent from current/former executives to commit to high standards of corporate governance. There should have different Boards including the Board of Executives which is responsible for day-to-day activities and Board of Directors elected by the shareholders for supervising the Board of Executives. The Board of Directors holds the highest authority in the management of the corporation. The Executive Boards are responsible
Words: 2743 - Pages: 11
Setting the Stage for Strategic Compensation Student’s name Professor’s name Compensation Management BUS 409 University name April 1, 2012 Abstract In this term paper I will answer the following questions, describe the three main goals of compensation departments, describe the contextual influence that I believe will pose the greatest challenge and the contextual influence that will pose the least challenge to companies’ competitiveness and explain why, describe when subjective performance
Words: 1341 - Pages: 6
Hillary AIU Online April 25, 2011 International Business Ethics The business that I work for has been considering possibly locating some of the firm’s facilities in Thailand and Malaysia two countries in East Asia. I have been asked by the chief executives officer (CEO) to do some research of what has been happening concerning environmental regulation and laws in regards to wages and hours in both Thailand and Malaysia. The CEO has also asked me to prepare a report concerning these two matters, which
Words: 965 - Pages: 4
MANAGING A REWARD STRATEGY Top of Form 1 History of Reward The aims of a reward strategy are to try and be systematic about which HR mechanisms attract, retain and motivate staff. Historically the view was that salaries were what attracted a person to an organisation, benefits kept them there, while bonus and incentive schemes motivated them. Reward was regarded as consisting of three distinctive parts: Remuneration - covering such aspects as job evaluation, salary structures and incentive schemes
Words: 4242 - Pages: 17
Riordan Manufacturing Compensation Plan Team B- Diana Barris, Nicole Bell, Jacqueline Chaney, Shawnda Davis, Hadeel Raouf, Kelly Tyler HRM/324 Annette Clark-Davis February 11, 2013 Riordan Manufacturing Compensation Plan Riordan Manufacturing is a worldwide plastics manufacturer that is headquartered in San Jose, California. Their organization has over 500 employees and prides themselves on providing their customers with high quality merchandise to satisfy their plastics needs. They
Words: 1377 - Pages: 6
Compensation and Benefit Plans Name: Institution: The strategic goal of any company is to provide the best service to customers while remaining cost effective and decreasing expenses. The company’s decision to hire a Computer Information System (CIS) Programmer is aimed at helping the company close the organization’s current gap and save the organization money in the long run. The incoming CIS programmer is expected to help the company
Words: 870 - Pages: 4
For grievance procedures to be effective, both parties should view them as a positive force that facilitates the open discussion of issues. In some cases, the settling of grievances becomes a sort of scorecard that reinforces an "us versus them" mentality between labor and management. Therefore, management will provide counter-proposals until an agreement is reached. According to Walter Johnson, “The National Labor Relations Act and other laws forbid management from interfering with the formation
Words: 351 - Pages: 2
