...To Pay or Not Pay Student Name Professor Name Course Title July 6, 2016 1. By mid-2009, your organization was in a circumstance it had not confronted for quite a long time—its deals had dropped by 16 percent. Indeed, even General Motors, the bankrupt General Motors, which appeared as though it could do nothing ideal for some years, grew 8 percent amid the same time. As indicated by a few writers, the review cost Toyota more than $2 billion. Be that as it may, by March 2010, things appeared to be on the bounce back. Deals grabbed significantly, 35 percent from the earlier year, and 88 percent of the preceding month. You could simply pay the fine and concede shortcoming, however, if you do, the organization's notoriety for quality will take a maybe deadly blow. You wouldn't just be admitting that you committed an error, yet that you intentionally lied about it so as to continue profiting. Besides, affirmation of concealing would give extraordinary backing to the many claims that case Toyota submitted buyer extortion. What amount of cash would those settlements cost? You could, of course, only challenge the punishment and the confirmation. Be that as it may, your organization's notoriety is now delicate, and battling the administration (and possibly losing) may aggravate things even. 2. The push to lift quality at the organization will be driven by a group of quality boss officers from real locales, including North America and Europe. Toyota said it would hold worldwide...
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...Pay for Performance The concept of Pay for Performance (P4P) was developed over 30 years ago in an effort to provide incentives for healthcare services to the provider contracts for improved performance. This strategy involved integrating quality measures and efficiency incentives into healthcare and decreasing misuse and increasing utilization of resources. The most important point of P4P is to understand that this program is based, first and foremost, on the clinical performances hospitals, physicians and other healthcare professionals and are predominantly focused on evidence-based clinical practices and patient safety programs and procedures. The definition of “Pay for Performance” is described as a method of incentive payments for the...
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...Pay for Performance Suley Cruz HCS/531 May 25, 2015 Sarah Dunn Pay for Performance Financing is a critical factor in health care delivery. The way health care is financed impacts it’s delivery. The continual increase of health care cost caused health care reform initiatives to control cost to focus on reimbursement models. Pay For Performance (P4P) is an increasingly popular initiative. The use of pay for performance has effects on the cost, quality, and efficiency of health care. This paper will discuss the effects the use of pay for performance has on patients, provider, and the evolution of health care delivery. Pay for Performance Pay for Performance plans were developed in the early 2000’s as a way to control costs. “Pay-for-Performance is a reimbursement plan that links payment to quality and efficiency as an incentive to improve the quality of health care and to reduce costs” (Shi & Singh, 2012, p. 586). Pay for performance is based on the belief that payment incentives will drive providers to deliver better care which will lead to disease prevention or early diagnosis. Pay for performance incentives give providers bonuses for meeting pre determined quality measures. The main quality measures used in P4P are patient experience, process, outcomes, and structure. Defining Pay for Performance Measures Patient experience refers to patients' assessment and satisfaction with the quality of care received, for example, wait time, communication and cleanliness...
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...PAY FACTORS 1. Kinds and levels of required knowledge and skills There is an old adage that states “it is who you know not what you know” that will get you the job, pay or promotion you want or seek. Perhaps this is true but in my opinion it is partly true. We live in an economy and business atmosphere that are seeking and relying on knowledge and skill that a person will bring to a corporation or organization that will contribute its profitability. Today, there is a lot of buzz about green jobs or green collar jobs. These are terms loosely used and confusing to the average person; the definition primarily has to do with jobs involved with increasing energy efficiency, improving environmental quality, decreasing reliance on fossil fuels and other nonrenewable resources, and furthering a transition to a clean-energy economy. Green-collar jobs are in construction, manufacturing, installation, maintenance, agriculture, and many other Industry sectors. Green job initiatives run the gamut from low skilled positions that create career pathways to middle to high skilled positions thus higher wages. Those in highly competitive green jobs are highly trained and skilled in the areas of engineering, science and information technology. Knowledge and skills are a big factor in determining pay for green collar positions which are transforming the pay scale for these jobs. These positions do require high school plus vocational training or baccalaureate or post baccalaureate education...
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...5) Zagat’s acquisition by Google make it more Competitive Google’s most notable recent acquisitions and initiatives are Google Play which are a recently launched entertainment application for music, television, and movies, Google Fiber where a fiber optic Internet network capable of reaching connection speeds of up to 1,000 Mbps and Google Drive is a cloud-storage and group collaboration workspace integrated with Gmail and Google Docs. Google’s acquisition with Motorola Mobility be the centerpiece of the company’s push into mobile and communications hardware. Motorola Mobility will be run as a separate company whose wares are intended to complement the Google’s Android platform. Google had been in talks to acquire Yelp in late 2009, but those discussions fell apart and Yelp walked away from some $500 million. Since then, the relationship between Google and Yelp has been tenuous, as Google borrowed liberally from Yelp’s database of reviews to flesh out its Google Places pages. However On September 2011, Google Inc paid $151 million in cash for the Zagat Survey. Google bought the Zagat Survey to counter the popularity of Yelp's business rating service. Google’s annual report shows that it already acquisitions of 57 companies. Google's vice president of Local, Maps and Location Services, Marissa Mayer stated that Zagat will be a cornerstone of Google local offering and delighting people with their impressive array of reviews, ratings and insights, while enabling people everywhere...
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...watch these young men and women play their hearts out never once considering they have classes to study for or calculating the amount of money they make generate. Today’s college athletes or “student-athletes”, as the National Collegiate Athletic Association calls them, are a part of a long time controversy. While they receive scholarships and are allowed to go to college for free, they also have to “work” in practice and games. They are no different than other college students in that they also have to pay for other necessities. Even if a fan wants to help them out in any way like buy them a meal they can’t because it’s a NCAA violation. This is a hot topic especially during the NCAA tournament. Even the popular IPhone application, Instagram has recently put this hot topic on display. This past week, University of Louisville women’s basketball player, Bria Smith posted a picture of an article about this debate. Her teammate, Monique Reid commented on the photo saying, “Pay us!!” Ohio State University women’s basketball player Raven Ferguson also commented saying the same thing. College athletes should be paid because they are not compensated for their work in sports and the money that’s generated for their university and for the NCAA is astounding. They should also be able to receive a guaranteed diploma because they aren’t necessarily guaranteed a diploma even if they stay all four years. “The NCAA earns more money during its post season than the NFL, NBA and Major League...
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...When Johnny Manziel appeared recently on the cover of Time magazine -- striking his Heisman pose with six simple words, "It's Time To Pay College Athletes" sharing his space -- the most universally agreed, yet universally debated, issue in all of non-professional sports returned to the front of the national discussion. Yet the beauty of the debate is once again lost because the foundation of the argument sits on a fault line. There is no system of payment that can be put in place that is fair across the board to all students, all sports and all schools that participate in college athletics. At this point, the debate over whether college athletes should be paid really doesn't change anything. It's not about finding the right answer because there is no right answer. Seemingly everyone, regardless of the stance they take, makes valid points. Yes, for the most part, colleges and universities are making money off of the backs, performances and success of major football and men's basketball programs and the scholarship athletes who play them. But ask yourself: Isn't that what most businesses do? Yes, business. Not college athletics. Business, man. The problem seems to be that we don't look at college athletics as a business. Instead, we subconsciously and constantly (and emotionally) look at college sports as something different. We allow the "school" part to blind us into thinking that the educational piece changes the dynamics of what is really going on and exempts athletics...
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...Anthony Locascio Smith English 2000 21 March 2012 Pay LSU’s student athletes have been participating in intercollegiate sports for over a century, however recently these athletes have helped accomplish something that modern day college athletics has never seen before. A massive revenue producing company has been successfully created at LSU Athletics. College athletes are LSU’s most sought after employees, yet they don’t receive a dime of extra compensation for the millions of dollars LSU receives from their drudgery. LSU’s student athletes, as well as NCAA student athletes around the nation should be paid because they are the direct cause in helping bring in millions of dollars revenue, yet some of the students who help rake in millions cannot afford some of the basic necessities, and paying them may do a lot to help solve the corruption in collegiate sports. During the most recent athletic season starting in 2010 and ending in 2011, LSU’s 20 teams boasted revenue of over $106.4 million according an article on the website The Business of College Sports. The university walked away with a profit of over $10.4 million dollars after using the revenue money to fund the spending of each program including: equipment, travel, coaches’ salaries, etc. Now there are teams that only produce a small amount of profit, if any, for the university, but there are sports such as football and basketball that produce millions of dollars of revenue not only for the school’s athletic department...
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...Pay It Forward Wendy Easton March 12, 2012 PSY 490 Radha S. Shanker, Ph.D. Pay it Forward Philosophers for centuries have debated if a prosocial act regardless of the degree of generosity or unselfishness the act may appear on its surface exists genuinely altruistic (Kowalski & Westen, 2009). People who volunteer to work at the local food closet may do so based on a genuine desire to help other people or to assist in alleviating a personal anxiety. I believe altruism exists and will provide a personal example to support this belief. In addition, I will explain further altruism, how it relates to psychology, and to personal, professional, and social responsibilities, and its effect on the future of psychology. Personal Experience Summary My life as I perceive it exists busy; consequently, I reside perpetually behind schedule. However, I do make time to drop food and personal hygiene items off and visit with the managers of the local food bank the first Wednesday of every month. The individuals and families that enter the building are each gracious and grateful for the food and other products offered. I have never witnessed any person display embarrassment for the need for assistance, in fact, I had not thought about that emotion until this assignment. Each person I have encountered either dropping off or in need have resided authentically friendly and appreciative. Genuinely, I do not believe that any person possesses expectations. Consequently, I do believe...
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...NAME | YEAR | STEP RANGE (SHOULD) | STEP RANGE(IS) | CURRENT PAY | STEP RANGE(SHOULD) | WITHIN PAY STEP RANGE? | Charles Hamilton | 7 | 3 | 4 | 30,218 | 27,714-29,808 | overpaid | Mary Richardson | 11 | 5 | 4 | 32,250 | 32,400-36,000 | underpaid | Jerry Smith | 3 | 1 | 3 | 31,250 | 27,246-28,530 | overpaid | Theresa Jones | 6 | 3 | 3 | 31,600 | 30,032-32,292 | yes | Alicia Wadsworth | 6 | 3 | 3 | 38,950 | 36,577-39,330 | yes | Connie Johnston | 8 | 3 | 4 | 40,380 | 36,577-39,330 | overpaid | Velda Prescott | 2 | 1 | 1 | 33,250 | 33,184-34,748 | yes | Gloria Lopez | 4 | 2 | 2 | 40,050 | 39,357-41,428 | yes | Rosemary Jensen | 8 | 3 | 3 | 44,520 | 41,428-44,546 | yes | Questions (provide types answers): (1) Which of the employees current salaries fall outside their appropriate (i.e., respective) pay range? Charles, Jerry, and Connie were all overpaid and Mary was underpaid. (2) Based on their current salaries, which employee is over-/underpaid, and paid within the appropriate pay step range? Charles, Jerry, and Connie were all overpaid and Mary was underpaid. Theresa, Alicia, Velda, Gloria, and Rosemary were all paid within the appropriate pay step range. (3) What action would you take with regard to the pay of some individuals (note: if done correctly, you will have correctly paid, underpaid, and overpaid employees)? (a) What action(s) would you take with regard to the overpaid employees, and why? I would probably give them more responsibilities...
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...Timothy Hasson Discussion Board 2 BUSI 642 Liberty University Q2) What are some of the pros and cons of linking pay to objective criteria that are important to the organization such as quality control measures, profitability, and low turnover? Introduction Today over 80 percent of US firms have implemented some type of variable pay program for the non-executive employee population (Merriman and Deckop, 2007, p. 1027). The high percentage of firms deploying variable pay programs clearly demonstrates that there is sound business benefits associated with the practice. The focus of this work is to discuss both the advantages and disadvantages of linking pay to objective organizational measures. The study includes analysis of plans at the individual, team and organizational levels. Advantages (pros) According to Gerhart, Rynes and Fulmer (2009) aligning pay to objective criteria has demonstrated the capacity to improve firm performance by as much as 30 percent over firms without incentive programs (p. 254). From an organizational perspective, variable pay programs linked to objective criteria have a motivational effect on employees by changing the amount or intensity of work output and can serve to move the workforce navigationally in the right direction to achieve critical near-term operational targets (Merriman and Deckop, 2007, p. 1028). Expanding on the theme of operational targets, by enabling the workforce to consolidate efforts on key objectives organizations...
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...Pre course assignment 2: Performance Related Pay The assignment is to write a paper about Performance Related Pay (2000 words) Performance Related Pay is receiving a great deal of attention. On the one hand (collective) labour agreements are increasingly including arrangements that relate to pay-forperformance, at the same time there is also strong resistance. Trade unions have never been enthusiastic proponents subject to certain conditions, but opinions are also divided in employers' circles. Pay-for-performance is even named as a root cause for the crisis of the financial sector and for the collapse of some companies. A number of companies have recently announced that they will abolish or change their pay- for-performance systems. When organizations have performance related pay systems in place, (front line) managers usually play an important role. They make pay decisions, or provide information for these decisions. The paper is also a preparation for a class debate about pay for performance in the fourth lecture. The debate will be about the statement: “The introduction of individual pay for performance contributes to an improvement in a company's (financial) performance” The paper will be written from one of three starting points: 1. You are against the statement: all arguments you discuss should underpin that the statement is false 2. You are in favour of the statement: all arguments you bring forward should underpin that the statements is true 3. You are undecided: find...
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...growing proportion of firms have started using Results Control as a way of keeping employees motivated rewarding employees for their efforts and outcomes and including this aspect in the pay schemes. (Bryson, Freeman, Lucifora, Pellizzari and VirginiePérotin [2011]). This has been supported by research that indicates pay incentives lead to greater effort than it would have if it was not present (Bonner, Sprinkle [2002]). Results Control empowers employees to take the best possible actions and holds them accountable for these actions in order to obtain the desired results (MCS). The fact that even today many employers continue to use pay incentive systems is an indicator that the model has worked and there are many advantages to using it, however some evidence indicates that there are few factors that determine its effectiveness (Bonner, Sprinkle [2002]). This essay will focus on the relationship between pay incentives and employee effort using economic theories, advantages and instances where it has been successful and the factors that impact the effectiveness of these incentives. The essay will contend that pay incentives are powerful motivators to induce effort however it needs to be designed carefully considering various contingency factors. There is a strong relationship between pay incentives and employee efforts, consequently greater efforts lead to higher performance. Evidence suggests that there are certain theories that detail the process through which monetary...
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...those from whom we receive them, or only seldom. But the benefit we receive must be rendered again, line for line, deed for deed, cent for cent, to somebody” and this is exactly what “paying it forward” is. Kant says that morality is not just doing the right thing by helping other people, but doing it for the right reasons as well: simply because it is the right thing to do. He holds true that for an action to be moral, it must be done out of a principle which can be applied to everyone equally, a maxim that can be willed to become a universal law. The movie and the book, Pay it Forward, progressively rises towards the moral standards of Kant as the characters come to understand the meaning of this movement and their duty to the world. I saw a bumper sticker the other day that said, “Think globally, act locally.” That is what the kids in Mr. Simonet’s class are really being assigned to do and that is what the Pay it Forward movement demonstrates. We are all connected to each other. The world may be broken but in watching and helping those around us for the right reason, the benefits spread worldwide. Kant agrees that the world is broken, that the human condition is flawed or Trevor in the beginning says, “the world is shit.” Trevor looks at all the bad around him; the trailer homes, the bullies, all the starving homeless people. His mom is a drunk and working as a stripper, his dad is abusive and it is no mystery why an eleven year old would see all this and think the world sucks...
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...Performance-related pay or pay for performance is money paid to someone relating to how well one works. Car salesmen, production line workers, for example, may be paid in this way, or through commission. Business theorists Professor Yasser and Dr Wasi were a great supporter of this method of payment, which is often referred to as PRP. He believed that money was the main incentive for increased productivity and introducing the widely used concept of 'piece work'. This standards-based system is used for evaluating employees and setting salaries by many employers. Standards-based methods have been in de facto use for centuries among commission-based sales staff: they are paid more for selling more, and low performers do not earn enough to make keeping the job worthwhile even if they manage to keep the job. In addition to motivating the rewarded behavior, standards-based methods can provide a level of standardization in employee evaluations, which can reduce fears of favoritism and make the employer's expectations clear. For example, an employer might set a minimum standard of 12,000 keystrokes per hour in a simple data-entry job, and reassign or replace employees who cannot perform at that level. Employees would be secure in k Performance-related pay or pay for performance is money paid to someone relating to how well one works. Car salesmen, production line workers, for example, may be paid in this way, or through commission. Business theorists Professor Yasser and Dr Wasi...
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