Questions On Job Seekers Nervous

Next, for the Min wage, sometimes you get paid at least $7.50 well in some states you get paid $7.50. For min wage, you don’t have a choice what you want to get paid they

| Which of the following describes one goal that all employment interviews have in common?

The salary rates the business is presently paying for the individual positions fall well within the wage cure; however, modifications will be as followed:

What conflict do you see between your desire to be as profitable as possible and your desire to pay employees a living wage? If you do not see a conflict between wage and profit explain your reasoning behind it.

In hiring, we really don’t care how much people know until we know how much they care. We like to say that we hire for attitude and train for aptitude. We provide the tools and training that team members need to succeed in their work, and we want them to be responsible and accountable for their businesses and functions.”(Vision and Values - Wells Fargo)

The financial or economic interest is an important motivating factor for employees; however, when the gap in salaries is high, it could result in dissatisfaction and affect the business economically.

Each employee is paid at the minimum the average salary for their position, and award we those with additional experience and education with additional compensation with their experience and skill level. We also make available each job description, requirements and pay scale for each position at our facility.

As an employee, have ever thought of earning a higher wage? That may seem like the best idea in the world. However in reality it is not.

In this competitive job market,

But research has shown that modest increases like the proposed raise to $10.10 have little to no effect on employment and that affected businesses can absorb them with negligible price adjustments. As the country struggled to pull itself out of the Great Depression, America’s business leaders saw what many employers are coming to recognize today that paying low wages has significant costs for businesses. To build a thriving economy, workers need to be paid wages upon which they can build a

After careful consideration of the relevant facts of this case, my recommendation would be to deny the request of future wage adjustments based upon comparable worth. This recommendation is being made in light of several key factors. The first factor is that under comparable worth, employers would be required to set wages to reflect differences in the worth of jobs, with worth largely determined by job evaluation studies, not by market forces. This sounds good in theory, however, it will put the organization at a distinct disadvantage. According to Ann Barres, “The size of a worker’s paycheck would be unrelated to supply/demand conditions in the labor market.” Therefore comparative worth could artificially inflate wages in some jobs and thereby attracting more people than the market could absorb. Any radical restructuring of pay scales would place an unfair burden on employers by raising their costs, and would unfairly impinge upon their freedom to earn their livelihood as they choose(2). On the other hand if there was a shortage of workers in one job, the employers hands would be tied as they could not raise the wages as to attract more applicants.

“I have mentioned the way the hiring process seems designed, in some cases, to prevent any discussion or even disclosure of wage- whisking the applicant from interview to orientation before the crass subject of money can be raised. Some employers go further; instead of relying on the informal “money taboo” to keep workers from discussing and comparing wages, they specifically enjoin workers from doing so.” (207)

Essentially, this demonstrates that when wages increase, the number of workers entering the industry or willing to work at a particular job will also increase. This relationship is positive or upward sloped which mean that as one thing increase, the other thing also increases. In this case, wages and number of people willing to work in a certain job will move in tandem. While it is easy to think that people are simply motivated by money so they will want to work at higher pay, that is not a complete version of the story. For example, the New York City Department of Sanitation pays nearly $20 an hour for people to shovel our sidewalks and roads in the winter but they still struggle to attract enough people to sign up for the job. How come some people are willing to work at Macy’s for only $7 per hour but not shovel snow for more almost three times the pay? While money is a big part of the answer, the true explanation is that people are driven by happiness and they seek to reach the highest level possible. Not only can happiness come from compensation, it can also

Confusion about who the employer is Low wages Other - TO CONTINUE WITH EMPLOYEES, GO TO Q.26

The topic for my real world negotiation is to come to an agreement with my supervisor for a promotion as well as an increased salary. I currently work as a student assistant at the student services Planning, Enrollment Management, and Student Affairs (PEMSA) department. My goal is to increase my hourly pay from $10.15 to $12.70, a 25% increase. Having worked in this department for three years, I have taken on tasks not part of my job description such as processing return mail, data entry, and supervision.