How would you go about deciding whether to usea job-based, skills-based, or pay-for-performancecompensation plan for employees in a textilemanufacturing plant? For waitstaff in a restaurant?For salespeople in an insurance company?

Compensation plan states about the employees' wages, incentives, bonus and perks, which an…

Answered: How would you go about deciding whether…

Management, Loose-Leaf Version

13th Edition

ISBN:9781305969308

Author:Richard L. Daft

Publisher:Richard L. Daft

Chapter12: Managing Human Talent

Section: Chapter Questions

Problem 10DQ

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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 inan insurance company?
What method of job analysis do you think would be most applicable for jobs in a large grocery store? For jobs in a public library?
On page 335 of HR5 by Denisi and Griffin, In the closing case "Driving Employee Motivation" how would you assess Nussbaum’s incentive program?
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.
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?
Most of us must work for life, and a career is a key aspect of our lives. But why do bosses have to be so concerned with the problems of employee motivation? Can a person be too motivated?
How you would justify a large compensation package for a new CEO?
In 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?
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?
Most of us have to work for a living, and a job is a central part of our lives. So why do managers have to worry so much about employee motivation issues? Can an individual be too motivated?
What method of job analysis do you think would be most applicable for jobs in a food chain or mall/department store?
1. What are the benefits of proper workforce planning? 2. Based on your experience or observations, try to identify potential pitfalls that may occur without workforce planning.

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How would you go about deciding whether to use a job-based, skills-based, or pay-for-performance compensation plan for employees in a textile manufacturing plant? For waitstaff in a restaurant? For salespeople in an insurance company?