How would you go about deciding whether to use a job-based, skills-based, or pay-for-performance com-pensation plan for employees in a textile manufacturing plant? For waitstaff in a restaurant? For salespeople inan insurance company?
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How would you go about deciding whether to use a
job-based, skills-based, or pay-for-performance com-
pensation plan for employees in a textile manufacturing
plant? For waitstaff in a restaurant? For salespeople in
an insurance company?
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- Looking up the typical job description of Accountant. To what extent does it match up with the elements of the job characteristics model (JCM)? Do you think the job can be delivered from home or onsite at the office? Why? How might the job be redesigned to make it more motivating?On page 335 of HR5 by Denisi and Griffin, In the closing case "Driving Employee Motivation" how would you assess Nussbaum’s incentive program?Do you thinktoday’s college students more closely match the descriptions of Theory X employees orTheory Y employees? What evidence can you provide to support your conclusion?
- Please answer the following: 1. What is job analysis? What legal issues the does company need to consider when it does job analysis? 2. Describe Person-focused pay plans. What are advatanges and disadvantages of Person-focused pay plans.16 - Which of the following is not among the reasons why businesses motivate employees?A) Creating teamsB) Increasing organizational effectiveness C) increase efficiency D) reduce the labor turnover rate E) Perpetuating the life of the businessIn job satisfaction trends there is a statement that the level of employee satisfaction in small companies is actually higher than in large companies, what causes this to happen and is there a way that large companies can do to increase this satisfaction? (chapter about individual behavioral)
- ‘’The primary focus of people development was on determining the worth of jobs, independent of who performed those job effectively and efficiently’’ Do you believe that motivation pyramid would help the people to archive the efficiency?What do the main success drivers and core skills mean?Your company is considering implementing a 360° appraisal system where up to 10 people in theorganization provide feedback on every employee as part of the annual performance appraisal process.This feedback will come from subordinates, peers, and senior managers as well as individuals in otherdepartments. You have been asked to prepare a memo to the director of human resources about thepositive and negative effects this could have on the motivation of employees. Note that not all of theemployees are on a bonus plan that will be impacted by this feedback.
- Jasim is an HR manager in XYZ Company. There was a vacancy in the company and many candidates applied for it. His close friend got the job, although there were others candidates better than him. This scenario can be judged as___________. a. Tokenism b. Nepotism c. Beneficience d. UtilitarianismIn modern times it is possible that an employee could have a number of different jobs in a short amount of time. Do you think this frequent job changing could skew results for this type of “ideal” employee selection? Do you think potential candidates can use these screening mechanisms to their advantage by making themselves seem like perfect candidates when in fact they are not? What personality traits may not seem like a good fit based on an initial screening but in fact would make a good employee? Do you feel that work and dedication could overcome a person-job mismatch?What is the career plan and its importance?