...Devonne Waters Professor Jessee 27 February 2013 Collegiate Payday For quite some time now, there has been a big debate about whether or not college athletes should be paid. Some people, like author, Kristi Dosh, believe that a scholarship should be payment enough (Dosh 52). After all, a scholarship can be easily worth $15,000 - $25,000 or more per year, plus a career after college that can be worth a million dollars over a lifetime. Additionally, student athletes receive all kinds of perks while they are in college, like staying at fancy hotels, being seen on national television, and all of the notoriety that goes with being an athlete. It is hard to put a price tag on all of that. However, considering the fact that certain college sports generate millions of dollars for college athletic programs, many people believe the athletes are being used. If the average football scholarship is worth $20,000 per year, yet the university gains $70,000 per year in revenue per scholarship player, the university will profit $50,000 per year, per scholarship player, or $200,000 over a four year period (Spurrier, 12). The NCAA should establish a rule that gives every college athlete a $1,000 monthly allowance, because college athletes cannot use their scholarships to pay for their many expenses. A story that was told in one of Dr. John Acquaviva’s articles was about a certain player named Roy Finch that spoke out on the topic of college athletes receiving payment. Roy Finch sent out a tweet...
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...Coaches sign six figure deals with shoe companies, like Nike, Reebok, Converse, and the players are the ones wearing the shoes and jerseys, the coaches have on whatever they want. Even though just recently the NCAA Committee allowed athletes to get a job; between schoolwork, and practices, they don"t have enough time to find a job. Most of the kids come from poor backgrounds, and don"t have enough money to do normal college things, like going out to eat, going on a date, or out to the movies. People believe that paying college athletes will ruin the tradition and innocence of the game. However, people forget that Olympians get paid, and most of them are amateur athletes. "Gold medallists from the United States receive a minimum of $15,000 for their success (from the U.S. Olympic Committee and the national governing body of the winner's sport), USA Today, Final Ed." These Olympians can also capitalize on endorsement deals and other additional bonuses, most of which are illegal in college athletics. The innocence of the game is already in jeopardy, in a June 24th, 1996 issue of The NCAA News, " Studies indicate that 75 percent of underclassmen have received cash or gifts from an agent." That"s a pretty high number, three out of every four are involved in illegal activities involving agents, and 90 percent of projected first round draft picks have had contact with an agent, (Steve Wulf, Time pg. 94). If they received some compensation for the hard work, this corruption would gradually...
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...Collegiate Promotions Charity Bailey Professor Garrett HRM 530 March 11, 2012 In this assignment is to evaluate the compensation package the company uses to pay their sales representatives, also compare pay scale of the independent contractors. Next is to review how lack of sales affects the pricing and the behavior of sale representatives. Yes, the compensation system is very effective whether or not independent representative sales anything or not. The company will continue to make money from the product. If the independent sales representative makes enough in sales, the more products the representative will purchase from the company. Compensation is an important factor why people choose to work for an organization. An effective compensation system in an organization is linked to the organization strategies. The three objectives of any compensation system are to attract workers, retain the best employers and motivate employees to help the company achieve its strategic goals. Employers must balance compensation cost that both ensure organization competitiveness and compensate employees. The way collegiate promotions structures their business that independent sales representative determine their own compensation. For collegiate promotions this strategy works because the company is able to reduce their overhead by increase their sales force. The sales representative would sale at the high end of the scale in order to maximize profit. Sale positions...
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...Assessment #5 Collegiate Promotions Strayer University HRM530 Section May 29, 2011 Week 10 Assignment 5 Outline I. I believe that the compensation system at Collegiate Promotions is an effective system because of the following: a. The commission compensation system is an effective system to attract sales people. Sales people who are aggressive tend to favor commission-based pay. Sales people who excel at sales will favor the compensation system because they are willing to accept the risks associated with low sales. b. The compensation system at Collegiate Promotions is an effective system from the employee’s point of view. Employee’s willing to accept the risks of low sales favor commission because it has a major advantage over salary. Commission compensation usually results in higher pay than salary compensation. c. The compensation system is an effective system because the commission range for the sales of novelty goods is up to fifty percent of the sales total. Sales representatives at Collegiate Promotions receive a commission of half the amount charged over the wholesale price. The compensation system at Collegiate Promotions is effective because it does not include a base salary so sale representatives earn fifty percent of the amount charged over the wholesale price. d. The compensation system is an effective system because sales representatives are not employees of Collegiate Promotions. Sales representatives work for themselves and have independent...
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...Evaluate whether or not the compensation system at Collegiate Promotions is effective. I think the compensation system at Collegiate Promotions is very effective. Collegiate Promotions structures their business around the Sales Representatives, who basically control their own destiny. The Sales Representatives are compensated based on the amount of products they sell. For Collegiate Promotions this strategy works because they are able to cut a lot of their overhead by and increase their sales force. Collegiate Promotion hires these independent Sales Representatives that is able to move their merchandise without the need of funding store fronts which helps them cut cost by removing rent and personnel from their operating cost because the need for those services are gone. This will simultaneously increase their sales because now they have more representatives out there pushing their merchandise without boundaries and all the overhead cost. With compensation in mind because you're in business to make money as a Sales Representatives you have a decision to make. That decision is at what price to sell your merchandise. The 30% to 50% commission is the correct money amount to make on an item using a piece-rate compensation model. The sales representative should be very appreciative about the amount of commissions they will be making on each product. They may see a down side of selling such products during lean times in the marketplace and they may desire a base salary to fall back...
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...Collegiate Promotions distributes products that are marked to students and alumni of major universities. High-selling products include coffee mugs and T-shirts that bear collegiate logs. In order to distribute its products, collegiate promotions has adopted an independent sales representative model. The sales representatives work for themselves and are not actual employees of collegiate. They have independent contractor status. Becoming an independent sales representative is easy. An interested person pays a $300 fee to obtain catalogs and other literature needed to advertise and sell the line of products. The sales representative then begins to write orders for products. A sales representative can sell to anyone through any channel. This means that there are no protected territories, so several sales representatives are often working in the same geographic locations. Many representatives also sell through internet web sites. Collegiate promotions do not set an absolute price for its products. Instead, it uses a wholesale plus pricing strategy that allows sales representatives to sell within a relatively broad range. The range is normally 30 to 50 percent higher than wholesale. For instance, if the wholesale price of a coffee mug is $10, then the representative can choose to sell the mug at a price anywhere between $13 and $15. The sales representative receives a commission of half the amount charged over the wholesale price. If the mug sells for $13, the representative receives...
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...I believe that the compensation system at Collegiate Promotions is not an effective system because of the following: a. The compensation structure is straight commission based, and sometimes straight commission based employee’s think of themselves as free agents and they have little loyalty to the organization. Because the employee’s pay is based on how many products they sell, they may act unethically towards the customers and other salespeople in an attempt to become the best salesperson and get top pay. Unethical acts could include lying, cheating, misrepresenting the company, and other deceptive acts. b. With the straight commission based structure, turnover may be high because employees may seek other sales jobs if they are not doing well or if the other job includes a base pay, benefits, or other incentives that the straight commission job does not offer. c. Straight commission jobs may present financial difficulties to the employee because income is so uneven. Take home pay can be high one month, but low the next month if sales is not good. Employees may eventually get tired of the ups and downs in pay and may not seek long term employment with the company. II. Most sales representatives will choose either to sell at the top of the bottom of the price range. a. The following are reasons a sales representative might sell at the top of the range: 1. To obtain the highest commission and take home pay as possible. 2. To differentiate their...
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...…………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………….000000000000000000000000000000000000000000000000 Collegiate Promotions Human Resource Mangement/530 Dr. Donny Bagwell Evaluate whether or not the compensation system at Collegiate Promotions is effective After evaluating the case study I have determined that Collegiate Promotions compensation plan is not only effective but aligns with the organization’s competitive strategy. Collegiate Promotions strategy seems to be earning the most profits with the least risk possible. Collegiate Promotions clearly focuses on individuals who are self motivated and excel as sales representatives. Collegiate Promotions focuses on independent contractors as their workforce and way of making profit. By hiring...
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...Collegiate Promotions Collegiate Promotions This paper will take an in-depth look into the sales and the compensation system within Collegiate Promotions. There will be an evaluation of whether or not the compensation system within the company is effective and also a discussion giving reasons why a sales representative would try to sell at both the top and the bottom of the price range. There will be a prediction of whether the most sales are made at the bottom of the range of possible prices and a discussion of the lack of geographically protected sales areas and the affects that it has on a salesperson’s behavior. Finally, this paper will evaluate the commitment of the independent contractors to Collegiate Promotions. Evaluate Whether or Not Compensation System is Effective. I think that the compensation system currently being used at Collegiate Promotions is not effective. The system that Collegiate Promotions is using benefits the employees only if they make a sale, which not only has the opportunity to hurt the employees, but also the company as a whole. This system is what Stewart and Brown calls an at risk pay system, because if an employee is out sick, cannot show up to work for any reason, and/or doesn’t make any sales, then the employee doesn’t get paid (p. 446). This type of system doesn’t provide the employee with motivation or anything to look for in the future, knowing that if they don’t make a sale, then they’re not compensated. With lack of motivation...
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...Assignment 3: Outback Steakhouse 2/12/2012 1. Discuss how the employee selection methods at Outback Steakhouse help the organization achieve a competitive advantage. According to Hellriegel and Slocum (2010), effective employee selection is a critical component of a successful organization. How employees perform their jobs is a major factor in determining how successful an organization will be. Job performance is essentially determined by the ability of an individual to do a particular job and the effort the individual is willing to put forth in performing the job. Through effective selection, the organization can maximize the probability that its new employees will have the necessary skills to do the jobs they were hired to do (Hellriegel & Slocum, 2010). The selection process within Outback has allowed it to become the market leader in hiring and maintaining the most competitive workforce. Outback exercises a rigorous process in employee selection in order to acquire the best employees with exceptional qualities that not only enable them to deliver the best services, but also to retain employees and reduce turnover. The selection process involves five major steps. The first step involves offering employees a preview of responsibilities and duties that they will be charged with as employees and how they will be held accountable. The second step involves sharing with the prospective employee the dimension of performance overview, which states the expected behaviour...
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...has a very huge impact on employee attitudes and behaviors, which influences which kinds of employees are attracted to (and remain with) the organization (Noe, Hollenbeck, Gerhart, & Wright, 2011). An effective compensation plan plays a dynamic role in all organizations. When an ideal compensation system is designed, it will have a positive impact on the efficiency and results produced by employees. Evaluate whether or not the compensation system at Collegiate Promotions is effective. The compensation system at Collegiate Promotions is highly effective as it is designed to attract, retain, motivate and reward a quality work force of independent sales representatives. They employ independent sales representatives to achieve more sales, faster, and at a lower cost than other recruiting methods. According to Simon (2010), in today's economy with the rising costs of employee benefits and increasing pressure from international competition, U.S. manufacturers are looking for every advantage they can get. Collegiate Promotions is able to save a tremendous amount of money by alleviating the expenses of employee benefits, compensation and all of the overhead costs associated with recruiting employees. The greatest benefit for this option is that it reduces financial risk for the company dramatically. Since the independent sales representatives work on commission, they are only paid when they complete a sale. Compensation Master (2011) states that more experienced...
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...Being one of the few exemplary students in Chicago selected to be a part of the Chicago Collegiate Scholars Program at the University of Chicago would be a great opportunity for me. This program will help me prepare for the competitiveness of the college application process, but more importantly it will allow me to further my education which is something very important to me. Even though I am just a freshman I have been looking into the college admissions process. I think that the Collegiate Scholars Program will help me obtain the qualities colleges are looking for and successfully display them in applications. Going to college is really important to me, my dad was the first one in his family to go to college. And after getting his bachelor's degree but he went back to school and got his PhD. I really want to follow in his footsteps by getting into one of my top five colleges. This program promises to prepare students to compete to get into top tier colleges and universities as well as supply student with the tools to succeed academically when they're there. This is exactly the type of preparation I need to get into the colleges and universities of my choosing and make my dad...
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...Garrett Winters Professor VanCuren ENG 111 22 March 2016 Becoming a Collegiate Millionaire Some people never gain effective study habits during their years of early education. This means they may struggle through their first couple semesters of college. Students should figure out how to study the best possible way; many people cannot create a quality essay at four in the morning with the music blasting out loud and the television glaring right into their eyes when the lights are out. Although poor study habits may cause lots of students to struggle, a student may become connected by joining music groups, clubs, or sports teams that will help us make more friends while balancing our lives. So, students should get involved, it’s healthy and helps them discover things about themselves. School does not have to be just about schoolwork. It is good to find an activity that the school offers that is enjoyable, and join it if the schedule allows. Yet, some people have a harder time adjusting to school than other people and may feel that success is impossible. However, students can be successful in many ways, such as being on time for class, keeping an assignment notebook, and managing their time wisely. For students to be successful, they become punctual. To do so, they prepare the night before, such as ironing their garments the night before class; this will save them at least five to ten minutes in the morning, and they may use that time to read the newspaper or take...
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...Nasal Fracture in Collegiate Gymnast Background: Collegiate female Gymnast, freshmen. While working on a bar routine during practice, she missed the bar in going from the high bar to the low bar, her arms went under the bar, she turned her head to the left and hit her maxilla and nose. She began to bleed from the right nostril. She had pain in her right. She complained of pain on her right cheek, nose and right eyebrow. She was also complaining or a head ach on the right side. She was informed to not take Advil. Differential Diagnosis. After evaluation it was a suggested diagnosis of a Nasal fracture, another diagnosis was a nasal contusion with a possible nasal fracture without obstruction. After meeting with the physician he was stated, “It is broken and your septum is going to need to be realigned.” The physician was very informative and answered any questions that the athlete had about the procedure. Treatment: She had two view X-rays of her facial bones, which revealed slight lucent line through the left nasal bone, which was not present on the right aspect. She also had soft tissue imaging WNL, which came back with no other abnormalities. The athlete has surgery to fix the fracture she will be held out of practice due to swelling and pain. But will slowly work back into activities. After surgery she was not able to sleep a full night and was still feeling very nauseated and had taken medication for that which made her feel drowsy. She stated that “ it is very painful...
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...Background: A 19-year-old male, NCAA Division I, collegiate football athlete sustained a direct blow to his mid sternum during the third game of the season. The athlete received the blow from an opponent’s shoulder on a kick-off return. Athlete completed the game and did not report the injury until the next day when he was evaluated by the team general medical physician. Athlete presented with intermittent chest pain worsening over-night, shortness of breath, and increased pain when going from sitting or lying to standing. Vitals reported; blood pressure 114/70, pulse 57 bpm, temperature 98.4 F, SpO2 98%. Differential Diagnosis: Sternal contusion, sternal sprain, sternal fracture, and myocardial contusion. Treatment: Athlete was referred for...
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