Mr. Price's Decision On Human Characteristics

Know, support and use the chain of command. I encourage you to identify and discuss issues you may not agree with, but once the final decision is made, that is the end of it so make adjustments and continue-the-mission.

The Jekyll Corporation a company that promotes itself as a fair and transparent company has reviewed my qualifications and based on those results would like to offer me a job. Jekyll’s human resource manager, Gabriel Utterson would like to know what salary I would expect before making a formal offer. The request is a fair one considering we would like to have a communal ball park agreement on salaries from the start. The question is, what number should I give Gabriel, the minimum I would accept or a more lucrative salary? I would do my research, reviewing the average market value for someone with my credentials working in similar jobs in the area. I would also talk with other Graduates, who came through the same program and is now working for Jekyll regarding their opinion on the average starting salaries to expect at the Corporation. I would analyze the data and prepare a minimum salary, which I would accept based on past history and the going market. There would be only one number for my salary, which should be fair for the

carefully planned out and considered, the total closure or failure of the organization could be at hand in the near future. In our modern age, employers know that salary is not the only factor that should be considered and that salary alone will not lead to better or more highly profitable workers alone. This is why compensation planning is important and why pay should have some connection between performance and compensation. This is why the human resources department should consider many monetary and non-monetary factors when considering how to properly compensate and motivate employees (Dessler, 2013).

Throughout my lifetime, I have both in my personal and professional life, sought opportunities for collaboration. While serving as a Veterans Representative/Contract Compliance Officer for the N.C State Veterans Home I was required to interact and collaborate with a wide variety of individuals and organizations to include the Veterans Health Administration (VHA), Veteran and civic organizations, and local hospitals. Since we were co-located at a VHA facility and received, per-diem from VHA, a collaborative approach was essential to solving problems and establishing agreements between the State Veterans Home and VHA. Examples include establishing privacy agreements, parking negotiations, and facility inspections to name a few.

Another lawsuit filed in 2009 against Arthur T. caused Rafaela Evans to switch her allegiance from Arthur T. to Arthur S after the lawsuit was settled in June 2013. The allegiance shift caused a personal rift between Evans and Arthur T. and Evan’s vote switched the balance between the two cousins. When the time came for the board of directors to elect executives in 2014, Arthur T. was voted out. Although Rafaela Evans did not have the power on her own to fire Arthur T., this example of interpersonal conflict exemplifies how relationships between individuals can affect the grand scheme of organizations.

The court verified that a person is a partner and jointly liable with others in the firm “if his agreement with them is that he should be paid by the firm a fixed sum, irrespective of profits, for work done by him”.

Army Knowledge Management (AKM) is the Army's strategy to transform itself into a network-centric, knowledge-based force. The vision of AKM is "a transformed Army, with agile capabilities and adaptive processes powered by world class network-centric access to knowledge, systems, and services, interoperable with the joint environment" ("Army Knowledge Management Principles," n.d., p. 2). The objective of the Army knowledge management discipline is to connect those who know with those who need to know. It's essentially the control of how we share information across the Army and why. There are twelve principles which center on the dimensions of people/culture, process, and technology.

Dan Price made an interesting investment in his greatest asset of his company which are his employees. Dan decision to raise minimum wage to $70,000 a year was amazing for those entry level employees. This was a great gesture to motivate the non-management employees, but the fact that he didn’t provide an incentive for his management team made this move not as effective as it could have. I believe one of the things he should have done instead of raising the minimum salary to $70,000 he could’ve provided those seventy out of the 120 employees with a $60,000 minimum salary, which would loosen up an extra $700,000 annually. Then he could’ve gave his management team a $5,000 bonus as well, which would leave an extra $250,000 annually. With the extra $250,000 he could set in place a tangible goals with bonuses attached to them to provide a competitive work environment, motivating all employees to reach the

Gravity Payments have increased their minimum salary to $70,000 affecting many of its stakeholders. Employees are definitely one of the primary stakeholders of Gravity Payments. The decisions of Dan Price, the president of Gravity Payments, directly affect the employees. The decisions to raise the minimum salary to $70,000 would provide 70 employees with pay increases with 30 of those 70 to be dramatic increase of salary. Those employees we dramatically effected, one employee went on to say, “My jaw dropped. This is going to make a difference to everyone around me.” The employees have great power within the company, the effect of this salary raise, if the employees thought that they weren’t treated fairly they could have went on strike and that would have greatly affect the company’s profitability. The urgency of the employees is also very high, and can relate back to the power of the employees to go on strike, which would create an even greater urgency.

Among all the stakeholders in this case the only one whose decision is uncertain is Tom’s. While Tom has an important stake in this case, Stubbs will be the one that experiences the monetary effects of Tom decision. Annette was the one that told Tom what to do, but even at that moment Tom is the one who can act one way or another. On top of that, given Annette’s advice, she already decided to act for the company’s stake and not Stubbs. Given the company’s statement that they only have records for five years, it is to be assumed that the company is not encouraging any employee to find any older records concerning this lawsuit. It is also safe to assume that the machine manufacturing company would prefer to find any evidence to blame someone else for Stubbs accident. Therefore, the one individual which can decided the fate of all stakeholders is

To resolve the ownership situation of Midwest Lighting, (MLI) Inc Peterson and Scott have to sit down with their financial managers, evaluate the company and then decide that one of them will buy out the other from the company. And with the history of the company having being formed with Peterson’s father, it would be prudent that Jack Peterson be given the opportunity to buy out Scott from the company since his family only joined in years after the Petersons had started it and bought out Julian Walters.

The option to do nothing would benefit Gravity Payments because the company would not incur a massive increase in wage expenses, making it a good option for profit maximization. Secondly, the lawsuit filed by Lucas Price, Dan’s older brother, would not happen, which would not only increase Dan’s happiness but also reduce bad press facing the company. Thirdly, Gravity Payments would retain its two most important employees who left directly because of the minimum wage decision as they believed that it was unfair to the more valuable workers. A disadvantage of this option is that Price’s moral concerns about socioeconomic inequality would be completely ignored. Another disadvantage is that Gravity Payments would miss out on the massive, positive, media coverage that resulted because of the wage increase, leaving its brand image the same as before. Lastly, both employee motivation and satisfaction would remain unchanged, and this is an issue because the lowest and average salary at the firm is $34,000 and $48,000 respectively, which

All operations require a shared understanding among the commander, staff, and subordinates. In order to develop a shared

Dan Price as the founder of Gravity Payments, who took a US$930,000 pay cut in order to bring up the minimum wage of his company in America. In doing so, out of his 120 employees, 70 will be getting a pay raise and 30 will get double their current income. For Price, this means reducing his US$1 million annual salary to US$70,000. He is hoping to forward more income equality to his workforce by this move. The reason for this movement is that Dan Price has been inspired from a Princeton study, who reaches a conclusion that “the perfect salary for happiness is about US$75,000.” (Levy, 2015) From an interview with times magazine, Price explains how once you know that it’s the right thing to do and that you will definitely get more out of it than harm. He quoted from the study: “The dollars that you’re making underneath that amount are causing harm to your well-being” (Torabi, 2015) It is with that Dan Price understood how imperative it is that when you have the authority and ability to allow your employees to live life to their fullest, their potential becomes several folds more.

In May of 2017, crammed between the CEO and Optics Engineer of a high-tech startup technology firm, I intently listened to everyone’s feedback on the best way to approach the quickest path to commercialization in a growing industry. The Panera logoed table, which served as my desk, was home to a yellow legal pad which I used to keep an agenda of the most pressing discussion points, along with my personal commentary. I always found it difficult to concentrate due to the steady hum of constant conversation pervading our business meetings. Yet, there was a peace to it—serving as a necessary reminder to the importance of failure, ethics, and ultimately, my desired path of interest in the legal field.