Puente Hills

Hitchcock Automotive Services owns Puente Hills Toyota (PHT), which is a privately held company. In addition to, Hitchcock Automotive Services owning Puente Hills Toyota, they also own two other Toyota dealerships, a Volkswagen, Ford, Hyundai, and BMW dealership, all located in California. Puente Hills Toyota was a large Toyota dealership with about $85 million in annual sales. PHT employs around 145 employees and was awarded several excellent performance awards, including the Toyota’s President Award for overall excellence for the past 13 years (Merchant & Van der Stede, 2012). The dealership’s organizational structure was similar to those of others within the industry, other than they combined the new and used vehicle sales department. This organizational structure worked with Hitchcock Automotive Service’s philosophy of keeping manufacturers and customers happy. (Merchant & Van der Stede, 2012)

Henderson printing is a mid-level company. The company operates some compensation models for its personnel. Through these models, the employees receive rewards for the labour they render to the enterprise. Henderson printing pays its employees by giving them regular salaries for their services. These are direct payments for the work they do in this company. Secondly, the employees are given pay raises even though this depends on the employee’s initiative to ask for a pay rise from the owner (Davis, 2013). Lastly, the employees are also accorded some merit bonuses every Christmas time. The merit bonuses are based on their contribution to

1. When it is difficult to determine the effect of a salesperson’s effort son sales rather than pay any incentive through commission it is better to use a bonus with salary as part of the compensation package

I would argue that the unlimited upside and downside of a manager’s bonus potential based on a single business unit’s performance causes great chaos because it may be driven by factors beyond one’s control and not necessarily as the result of “true” strong performance. Yes, the upside is great! In 2000, the Dermatology group stands to pocket 200+% of their target bonus due to a competitive exit. However, Dermatology’s favorable EVA was driven by unsustainable share gains, a fluke in the market.

Technical Consumer Products, Inc (TCP) makes and distributes energy-efficient lighting products. Emily Bahr was TCP’s district sales manager in Minnesota, North Dakota, and South Dakota when the company announced the details of a bonus plan. A district sales manager who achieved 100 percent year-over-year sales growth and a 42 percent gross margin would earn 200 percent of his or her base salary as a bonus. Bahr’s base salary was $42,500. Her final sales result for the year showed 113 percent year-over-year sales and a 42% growth margin. She anticipated a bonus of $85,945, but TCP could not afford to pay the bonuses as planned, and Bahr received only $34,229. In response to Bahr’s claim for breach of contract, TCP argued that the bonus plan was too indefinite to be an offer.

Margaret: The salary rates the business is presently paying for the individual position fall well within the wage cure at Grade 2 midpoint; however, she will be promoted to General / Operations Manager, Grade 2 with a pay increase of midpoint $ 95,161. She will manage all apartment buildings, to include the nine apartment buildings within the area (previously managed by Buzz), handles legal matters and resolving all escalated tenant complaints and evictions $6,400 a month.

Firstly, the president and other management team members may get a higher overall salary by putting next year’s revenue to this year and transferring current year expenses to next year. The division’s management team’s salary and bonus may be based on the earnings of the division. By increasing revenue and decreasing expenses, they will be able to fake a higher operating income and thus receive higher compensation.

Sagamore Hill is fifty minutes far away from Stony Brook University by car, and it is located near bay. Sagamore Hill was established as a National Park in 1962 to preserve the buildings and landscape surrounding Theodore Roosevelt’s home in Oyster Bay, New York. Due to well preserved site, I could understand and appreciate the life and legacy of Theodore Roosevelt and his family. I was overwhelmed by its size- not only the size of houses, but also the size of landscape that surrounds the houses.

This report examines 3 different compensation systems that our company can develop and enforce within our company for our employees. Compensation is the most important and rewarding factor for employees, so a thorough and thoughtful approach should be taken as we think about changing the way in which this company rewards it's employees for the work they do for us each and every day.

I had the opportunity to speak with the human resources/compensation specialist at a non-profit community mental health agency, The Providence Center, in Providence, the largest city in Rhode Island. This individual is the head of recruiting, hiring, training, compensating and personnel for all of the departments within this facility and works with/collaborates with the management of each of the departments/programs within this facility.

In a commission based plan, you pay representatives a rate of what they sell. Managers utilize straight commission, which means sales numbers decide each dollar an employee receives. A commission-based incentive program sometimes means that employees receive a pay, however, commissions serve as an incentive for good productivity.

The idea of fate is expressed in Camilo Jose Cela’s novel The Family of Pascual Duarte through the character Pascual Duarte. Duarte is seen as a man of impulse and no conscience. Cela shows that Pascual’s only way of solving his problems is through violence leading Pascual to commit a multitude of violent actions. Throughout the novel, Duarte writes in a childlike way, showing that Cela is creating a man that is distorted from the cruel ways of fate, shown through Duarte’s depictions of his family, unfaithful wife, and his religion. Cela uses characterization and imagery through the character Pascual Duarte to show belief in fate caused Pascual to feel his fate was unchangeable.

Hitchcock Automotive Services owns Puente Hills Toyota, which is a privately held company. In addition, Hitchcock Automotive Services owning Puente Hills Toyota, they also own two other Toyota dealerships, a Volkswagen, Ford, Hyundai, and BMW dealership, all located in California. Puente Hills Toyota (PHT) was a large Toyota dealership with about $85 million in annual sales. PHT has 145 employees and was awarded several excellent performance awards, along with the Toyota’s President Award for overall excellence for the past 13 years (Merchant & Van der Stede, 2012). The dealership’s organizational structure was similar to those of others within the industry, other than they combined the new and used vehicle sales department. This organizational structure worked with Hitchcock Automotive Service’s philosophy as keeping manufacturers and customers happy. (Merchant & Van der Stede, 2012)

Now let’s take some time to conclude some major issues: first of all can straight commission actually motivate salespeople and is it the best incentive plan. Secondly, Mr. McDonald should also consider is

In today’s competitive workforce, compensation and benefit packages plays a crucial role on recruitment and retention for both the organization and the employee. Bumpbie finds itself in a situation where it could positively affect its employee’s morale, turnover rate and longevity; by making a strategic decision to implement compensation and benefit packages that will encourage current workers to stay and entice new applicants. Money is not always the inherent reason businesses experience high turnover rate, the constant shifting in the job market will always be a contributing factor as well as employee’s moral. Mayhew, R. (2016), explains that an “employee compensation plan” refers to all the components offered as well as the way in which they are paid, and the reason behind the employees getting the compensation case bonuses, salary increases and incentives. The fact that there are voluntary and mandatory benefits that organization provides to their employees give employees the freedom of choice, as well as the option to make the whether to stay with or leave an organization based on the benefits it provides. Variable Pay is also an option that some employers offer their employee which is performance based or results oriented. Whether it is profit sharing, merit based programs or incentive bonuses; it all comes down to which organization can provide employees with the compensation or benefits packages that best satisfy their needs.