...Performance Evaluations are often tied to incentive compensation, but incentive compensation might not necessarily be the best way to provoke results from employees. The theory of incentive compensation arose from low level manager pay, when higher level executives had to figure out the right balance between compensation and discretion to give lower level managers. Managers with high levels of discretion but no real incentive packages would typically have less interest in making sound decisions. Incentive compensation should also apply to engineers because they are given a large deal of discretion based on their interactions with other people in the office and their handling of sensitive material/communication from company executives. (Mahoney, 2005) In this particular case, there are three primary flaws with the current evaluation method. First of all, the evaluation has no credibility among the people that it is evaluating. The engineer in question believes that the evaluation is flawed and that he will not receive a fair evaluation no matter what. Due to past experiences with the company, the engineer has decided to skip the evaluation process, meaning that he also questions the legitimacy of the evaluation and that he will probably not accept any recommendations that are made. Additionally, the evaluation uses criteria that are not easily measurable and that depend far too much on the discretion of the evaluators. The criteria used in the evaluation include...
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...Business Week: Customer Service Champs Course: Human Resource Management Foundations-HRM 500 Business Week: Customer Service Champs Southwest created a new high-level job that oversees all proactive customer service communications. Southwest believes that providing great customer service takes coordination from the top, bringing together people, management, technology, and processes to put customer needs first. Throughout this paper, it will discuss characteristics of high-performance organizations that Southwest Airlines demonstrates, ways that an organization can recruit and select people who have the level of commitment to customer service, other HRM practices that can reinforce and maintain an organization wide commitment to superior customer service, how Southwest commitment to customer service has impacted it organization performance over time and whether or not Southwest would be a workplace that appeals to myself as an employee. Characteristics of high-performance organizations that Southwest Airlines demonstrates. Southwest Airlines demonstrates several characteristics of a high-performance organization. Southwest begins with organizational structure which is a way the organization groups its people into...
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...Case study analysis pages 4, 5 and 6 The pronto concept: the goal of the pronto concept is to leverage porcini brand operation. There are three choices on the table: 1 – Carryout store which excluded because of a-intense competition b – inability to sell margin-boosting liquor. c – Potential diminish company brand image. 2 – Catering but no one at porcini s support this idea. 1-location at interstate highway exits. 2-porcini quality food and service. 3-limited selection of beer and wines. 3- Pronto concept How the management start study Alessio concept? By: 1-form team to further develop the concept (Alessio, operation vice-principal and HR director) 2- Give budget for the team 3-engage real estate consultant 4-engage market researcher What the team suggestion? 1-Purchase two existing restaurant at separate location. They would be as test beds for pronto operation strategy and menu offering. 2-chef (Marina Molise) develop special pronto menu in her test kitchen. What are the features of chef Mariana Molise menu? 1-less extensive 2- The prices slightly lower than porcinis traditional fare. 3-speed of preparation and popularity with customers would influence final menu. 4- Two new types of meal (porchetta arrosta and pesca spiedina) in the new restaurant (pronto). Location...
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...A most number of facts prove that changes in the approach employers direct the efforts of employees have significant allegations for the time allegations of work. A rise in the literature directs to the 'greedy' (Coser, 1974) character which is also called as post-Fordist (Amin, 1994; DiPrete et al., 2002), post-industrial (Lewis, 2003), post-modern (Kumar, 1995) or very effective presentation work (Appelbaum et al., 2000; Osterman, 2000; Godard, 2001). These concepts contribute to the statement that there has been a shift from work based on the authority from the higher level to the lower level will result in more flexible production technologies. Generally, the theory consist of some form of team-based work, advances in training structure and line of business progress, and performance-related compensation (Ramsay et al., 2000; White et al., 2003; DiPrete at al., 2002; Appelbaum et al., 2000; Perlow, 1999). These measures involve management giving up many restrictions imposed on employees and bringing in a variety of techniques which are aimed to increase employees' work contentment and obligation (Ramsay et al., 2000). The penalty for this job proposed for the worker is heralded with phrases like 'employability' and 'empowerment'. By facilitating employees to contribute and be appropriate to their acquaintance and proficiency more fully, a better output is achieved at working (Ramsay et al., 2000; Baron and Kreps, 1999). When taken in a positive account this comes down to freeing...
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...Applying Accounting Principal to the Kansas City Zephrys Baseball Club Case Measurement Positions Roaster Depreciation Measurement Issues Player Compensation Stadium Expense 1. Owners’ Accounting The accounting follows the industry standard of accounting principles within the baseball field in essence the owners get to write off the declining market value of the player contracts as a loss while also counting the annual salaries paid the players as an expense. The financial statement account for bonuses, deferred compensation, and non-roster guaranteed contract expenses even though some of the expenses are not paid immediately .Money is being listed when it is actually not paid out. Two of the shareholders are the owners that own the corporation that is used for the games. It is not stated whether the amount paid is fair market value or not. 2. Players’ Accounting This was deleted from the proposed player’s income statements. Per the players this only occurs when a team has been sold and in this case team was bought in 2003 and this should not continue to be factored in since the team is already 3years old. Also the players have highlighted that the skill of a player actually increases the in roaster value with gained experience Players added amortization bonus to reflect varied contract because there is no guarantee that the players will indeed complete their contract. Further players only receive 80% of their salaries so this was adjusted to accurately reflect what was...
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...Running head: GAP ANALYSIS: RIORDAN MANUFACTURING Gap Analysis: Riordan Manufacturing University of Phoenix Gap Analysis Riordan Manufacturing is currently experiencing a decline in employee retention which could further translate into missing deadlines to complete projects, decreased quality of products and sales, and finally a decrease in customer satisfaction. To stop this chain of events, management needs to identify the key issues that the company is experiencing in each sector and implement changes that will reflect the future goals of the company. Management needs to address the employees concerns regarding the future employment with the company due to uncompetitive wages, random performance reviews, and unfair promotion processes. In determining how to reward the contributions of individual employees, managers must consider how various performance-contingent pay practices, including executive stock options, might enhance employee motivation.(Dreher & Dougherty, 2001, p 77). The challenge that management is facing in creating a reward system that will address the main concerns is incorporating the system into the company’s strategic plan, so that it satisfies both the management and the employees. The reward system affects job satisfaction by making the employee more comfortable and contented as a result of the rewards received. The reward system influences motivation primarily through the perceived value of the rewards and their contingency on...
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...Running Head: EFFECTIVE TEAMWORK AND MOTIVATION 1 Effective Teamwork and Motivation Teboney D. Torrence Strayer University Business 520 Leadership and Organizational Behavior Dr. Keith A. Graves November 14, 2014 EFFECTIVE TEAMWORK AND MOTIVATION 2 Introduction Ford Motor Company, General Motors, and Nike, all of these companies have a common goal. That goal is to produce a valuable product that consumers will buy. In order to do that each of these companies must have an effective and capable workforce. A company is only as good as its weakest link. If employees perform well, then the products that they produce will reflect that. The question for any CEO of a manufacturing firm must ask themselves is how they can motivate employees to perform to the best of their ability in order to produce an effective product. After working with a small group of people and running our own “mock” company, we evaluated together the best way to successfully motivate employees in a work environment. This paper will seek to evaluate these methods and the possible outcomes of each. A Plan to Motivate Employees What is exactly that motivates employees? Is it money, benefits packages, prestige, or power? To effectively answer what would motivate a human employee, it is important to understand human behavior. Effective motivational plans first understand the human before implementing...
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...Management. You are to arrange into teams of 4 to 5 students. Your team task is to choose a specific topic, research that topic and present your findings to the class. There are two parts to this assignment: 1) Written Overview Project Report and 2) Presentation. Teams can choose a topic from a list provided by your instructor or choose your own topic, as approved by the instructor. Note that there are to be only two teams per topic. Your instructor will bring to class a group project sign-up sheet in which you are to list your team member’s names and topic area. The expectation for this assignment is for solid research and analysis of your topic area. Your research is to include information from a wide array of resource material, include an interview(s). (Refer to information in the instructions below pertaining to bibliography and interview expectations). Assertions and insights should be substantiated with scholarly research, relevant course material, based on human resource management concepts and themes and interview material. Individually, students will have opportunity to complete a team assessment form to evaluate your own and team members’ participation on the group project. Each team will be assigned a team to conduct a peer evaluation of that team’s presentation. Once teams are formed, your instructor will provide teams with the presentation that you are responsible to evaluate. (Your professor does the final grading for each team project). Below, you will find...
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...Challenges of HR in IT Sector http://ezinearticles.com http://www.caseforest.com This century has belonged to the manufacturing sector. Starting from the days of Fords assembly line to the present emphasis on quality systems. The next millennium will belong to the convergence of Information Technology. How organisations are able to leverage IT to get advantage in a highly competitive market will be the key to success. Leading the way would be the organisations which are in the IT industry. These are the ones which have shown that the quickest way to business excellence would be through optimum utilisation of IT. The IT boom has brought with it, its own set of challenges to organisations. How to put in place systems and process that are in tune with the IT revolution, how to strategies and compete in the IT era? etc. But a major challenge that the IT industry per se has been facing is in the field of Human Resource Management. The IT industry is a service industry. How well are you able to offer quality service to individuals and organisations will determine the success of your organisation. This leads us to the fact that the creativity, innovativeness, knowledge and skill of your employees are your important assets. How you are able to manage these assets is the challenge that the IT industry is facing. It is not capital or finance or marketing management that gives the competitive edge but rather how well you are able to manage your human resources whose intellectual...
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...Islam considers the factors of production as a means using the wealth and the effort of the person to produce commodities in order to maximize his living needs that based on a concept of Halal and Haram, and any means used outside this concept no matter the goods are do not consider production in the view of the Shari’ah.In capitalist economy, the primary right to wealth is enjoyed by the factors of production, but however,in the theory of Islam, the factors of production are not well defined, not is their share in wealth determined in exactly the same way as is done under the Capitalist of economy. In fact, the two ways are quite distinct. From the Islamic point of view, there are four factors of production, which are capital, land, labour...
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...performance but not sufficient Characteristics that lead to longer-term success Values Traits Motives Skills Knowledge 3. Source: Tucker & Cofsky (1994) COMPETENCIES may be grouped as follows: 4. List of the COMPETENCIES required for HR CONSULTANTS 5. Manage hiring process, facilitate application and interviewing process. Drafts job descriptions and compensation studies. Advertise open positions and enforce current labour law. Provides coaching or counselling and feedback. Act as consultant to employees and managers to address root causes of human resources issues. Recommends and implements effective solutions. Assists department managers and staff. 6. Source: Transforming Human Resource Organizations: A Field Study of Future Competency Requirements Donna Blancero, John Boroski and Lee Dyer Note: all competencies in bold face are unique to the particular role 7. ORGANIZATIONAL ANALYSIS -- Understand basic principles, methodologies and process of organizational analysis and change. Collaborative problem-solving -- Engage talents of knowledgeable people or team. ORGANIZATIONAL BEHAVIOR -- Knowledge of OB theories and concepts and understanding of how organizations work. Anticipative Thinking -- understands the likely consequences or implications of actions or events. Presentation -- present effectively in diverse circumstances. Objectivity -- able to recognize the merits of different positions in conflict situations. CONCEPTUAL -- The ability to conceive ideas, patterns, images...
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...Running Head: CAREER DEVELOPMENT PLAN SUMMARY As part of the merger and new business strategy, it becomes necessary to reorganize the company to accommodate both staff and create new sales teams. To determine the staffing needs of the sales department it also becomes necessary to evaluate the sales position. Since the business strategy has dramatically changed, the sales position has dramatically changed as well. New job analyses and workforce plans need to be created and new teams selected. While there are numerous selection methods, the selection methods determined appropriate for this new sales team is a peer assessment, an interview, and recommendations. It has become necessary to create five new positions. The positions will consist of: (1) Senior Manager, (1) Sales Team Leader (3) Sales Representatives. Focusing on the talent available and the identified job descriptions a review of the available employees was performed, placing emphasis on the soft skills, which are harder to develop. It is my recommendation that for these newly created positions we hire out side of the company. It’s a great idea to consider an internal candidate for a critical position opening and compare him to the slate if outside candidates. (Tolan, 2008) InterClean is committed to being open to a diverse culture not only in terms of race, gender, or sexual orientation but in terms of knowledge, skills, attitudes, backgrounds and experience. (Javitch, 2008) Listed below are...
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...Human Resource Management: Context, Concept and Doundaries UNIT 2 THE CONCEPT AND FUNCTIONS OF HUMAN RESOURCE MANAGEMENT Objectives After reading this unit, you should be able to: l l understand the meaning and concept of human resource management; and explain the functions of HR, and responsibilities and new roles of HR practitioners. Structure 2.1 2.2 2.3 2.4 2.5 2.6 2.7 Introduction Concept of HRM Objectives of HRM Human Resource Functions Summary Self Assessment Questions Further Readings 2.1 INTRODUCTION Human resource management (HRM) is an approach to the management of people, based on four fundamental principles. First, human resources are the most important assets an organisation has and their effective management is the key to its success. Second, this success is most likely to be achieved if the personnel policies and procedures of the enterprise are closely linked with, and make a major contribution to, the achievement of corporate objectives and strategic plans. Third, the corporate culture and the values, organisational climate and managerial behaviour that emanate from that culture will exert a major influence on the achievement of excellence. This culture must, therefore, be managed which means that organisational values may need to be changed or reinforced, and that continuous effort, starting from the top, will be required to get them accepted and acted upon. Finally, HRM is concerned with integration - getting all the members of the organisation...
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...counsel, motivate, and reward employees • Act as liaison with unions & government • Handle other matters of employee well-being Leading Practices • Integrate HR plans with overall strategic objectives and action plans • Design work and jobs to promote organizational learning, innovation, and flexibility • Develop effective performance management systems, compensation, and reward and recognition approaches • Promote cooperation and collaboration through Teamwork Empower individuals and teams to make decisions that affect quality and customer satisfaction • Make extensive investments in training and education • Maintain a work environment conducive to the well-being and growth of all employees • Monitor extent and effectiveness of HR practices and measure employee satisfaction Strategic Perspective • HR plans should be linked to business strategy and aligned with business needs • Key choices – Planning – Staffing – Appraising – Compensating – Training and development Designing High Performance Work Systems • Work design - how employees are organized in formal and informal units (departments, teams, etc.) • Job design - responsibilities and tasks assigned to individuals Work Design Issues • Performer/job level: initiative and motivation • Process level: cooperation and teamwork • Organizational level: well-being; link to strategy...
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...Management Purpose This term paper exercise is designed to have you study the specific sales practices of a company of your choice. You are to study a company directly, that is, by personally interviewing one or more key executives (for example, the regional sales manager). This will be a group project. You will select a company for your study according to several criteria: 1. Personal interest : your group finds the company intriguing 2. Convenience: a family member, friend, or a member of your group can provide access. 3. Availability of supplementary library material: Is the company one that the business press writes about? Whatever your reason, the selection of your company is up to your group. Important Concepts The following is a format for constructing and presenting your term paper on Sales Management Practice. Please remember that your own creativity and style are critical in any report. C ompany and Industry Background: Describes the context in which the sales function operates. Includes a brief company history, a description of company objectives, management philosophy, strategy, etc. You must do a library search on the industry and compan y and present an original strategy overview relevant to the sales position (in other words, identify key marketing strategies and the role of personal selling within them). Description of the Sales Manager's Position: Provide background information as to the qualifications of...
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