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Salary Case Study

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    Case 8: The Controversial Job (chapter 11) 1. Do you feel that David was justified in insisting that the job, not the person, be evaluated? Discuss. In my opinion, David is acting professional and justified to insist that the job should be evaluated and not the person. The purpose of the committee was to review certain jobs and not an individual employee. The committee need to keep personalities out of the evaluation process.

    It is a formal method to estimate the payment rates of a company because this will quantify the value of a given position based on its efficiency and potential it can provide for the company. A job has to cover the company’s missions, philosophy, policies and targets; and that’s why it has to be evaluated and capable to be updated to make sure it includes these elements. Evaluating jobs also gives executives the opportunity to recognize who are the overachievers and slackers. 2.

    Do you believe that there is a maximum rate of pay for every job in the organization, regardless of how well the job is being performed? Justify your position. Yes, I do believe that there is a maximum rate of pay for every job in the organization. A job should have its maximum pay rate depending on many factors. In most cases jobs that do not require high level of education are the jobs that do not lead to a live long career. In this case, there is a limit of value that a receptionist like Beth Smithers could bring to the company.

    It wouldn’t make much financial sense to pay a receptionist equal to an operations manager. Even in this example where the receptionist has elevated value due to her interpersonal skills, ultimately she does not provide attainable financial betterment to the company outside of her job description. Therefore, the employee should be paid based on their quantified value as an asset to the company; and a job should have a maximum rate of pay. 3. Assume that Beth is earning the maximum of the range for her pay grade.

    In what ways could she obtain a salary increase? If employees provide more than the climax qualification for promotion, they can be moved to a job in a higher range equivalent to their existing pay. Beth can be promoted to office manager to oversee secretarial work and assist the operation manager as well. This can well justify her salary increase and it would recognize her hard work throughout all those years. However if the promotion does not occur Beth should still be moved up until the wage range goes up.

    The salary policies and all the ranges are adjusted upward each year as competitive pressures push wages upward. Moreover, it is not clever for companies to lose extraordinary and experienced employees because they contribute a great deal to the organization. In contrast, there is very little she can do without changing positions. She could talk with David beforehand and discuss compensation for value or income she directly creates through her efforts. (i. e. taking on heavier workload, adding a new task to the job, bringing new customers to the company).

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    Salary Case Study. (2017, Jan 05). Retrieved from https://graduateway.com/hrm-case-8/

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