...------------------------------------------------- Wilson Brothers case 1. The notion requires that the pay is equal when men and women are doing similar work. Men and women must receive equal pay when doing substantially the same work, effort, responsibility, skill and working conditions in the same company. This notion is in the Employee Standards Act legislation. 2. For the notion Equal Pay for Work of Equal Value is based on the level of skill, effort, responsibility and work conditions involved in the job. Male tradition jobs consist of truck driving, fire fighter, factory, etc. Female tradition jobs consist of childcare worker, secretary, nurse, etc. because of the differences in skills, effort and responsibilities for the traditional jobs for men and women the Equal pay for Work of Equal Value come into play to make it fair. This notion is part of the Pay Equity Act. (Your Legal Rights, 2015) 3. To implement the notion Equal Pay for Work of Equal Value I would start by making sure there’s no gender based pay discrimination. I would also produce and require that all the employees do a job evaluation to determine their position/roll in the workplace and to determine what they’re salary/wage would be. In the Job evaluation I would specifically be looking for four factors which are the skills, effort, work condition and responsibilities of each employee. To make sure that this is a successful decision I would review the results periodically...
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...The Wilson Brothers Limited Case You have recently been hired as the HR manager responsible for two separate Ontario locations belonging to Wilson Brothers Limited. You have been asked by the HR Director at the head office in Brandon, Manitoba, to quickly provide a report on any initial HR issues related to Recruitment and Selection, Compensation and Benefits, Health and Safety, Training and Development and Labour and Employee Relations that are affecting or will affect the Cambridge operation and the new plant in Scarborough. The HR Director has made it very clear that Wilson Brothers would like both the Cambridge location and the new plant in Scarborough to remain union-free and are willing to offer very competitive wages and benefits in order to ensure this. This report must be submitted within 7 days. You were provided with some background information about the company during your selection interview. Background Information: In 1960 the Wilson brothers, Bob and John, started Wilson Brothers Limited. This Canadian company manufactures and distributes various lines of prepared foods (including baked goods and various types of bottled juices) for the Canadian market from a number of plants, with the head office located in Brandon, Manitoba. By 2000, Wilson Brothers Limited had six operating plants in Canada. They had also expanded to the Western US market and had a number of plants in Europe. In Ontario there is a medium sized plant located in Cambridge. Until recently...
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...Comprehensive Case Scenario Human Resources Management The Wilson Brothers Limited Case Case Scenario Written By Charles Purchase, Seneca College (Case Fictional) History In 1960, the Wilson Brothers, Bob and John, started Wilson Brothers Limited. This Canadian company manufactured and distributed various lines of prepared food products for the Canadian market from a number of plants, with the head office located in Brandon, Manitoba. Bob was just 23 years old at the time, and John was 21. In the first year of operations, the sales volume for Wilson Brothers Limited was $300,000. By 2000, Wilson Brothers Limited had six operating plants in Canada. They had also expanded to the western US market and had several plants in Europe. Wilson Export Division was responsible for exporting product to Japan and China. In 2000, the total sales volume of the Company was over $6 billion. The company was a Canadian business success story, both at home and abroad. In addition to the spectacular volume increases, the company was very well managed financially. It had no reason to go public to raise capital as it financed all of its expansion through earnings. There were several reasons for the Company’s exponential growth. First and foremost, the brothers valued hard work. They each worked ten to twelve hours per day, even in the latter stages of their careers. Consequently, their senior and middle management group worked similar hours. Secondly, each brother was a skilled...
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...The Wilson Brothers Case A – Using the criteria listed below describe Wilson Brothers Foods Limited from an organizational behavior point of view. Decision Making – Firstly, Wilson Brothers Limited has quicker decision-making and more flexible operations in comparison to its competitors. To launch a new product, the Company only requires a couple weeks. Secondly, they seek a local executive to be CEO upon expansion to a foreign market to ensure that local culture is respected. They hired a Canadian to be VP Finance to have financial reporting comply with Canadian GAAP consistently across all Company operations. Lastly, the Wilson Brothers decided to maintain both non-union status of their organization and flexibility of operations. Motivation – All levels of employees are proud to work at the Company and enjoy the company’s success. Employees demonstrate this pride by wearing jackets that display the company logo. However, there are no regular meetings in the organization. The brothers only attend two significant team meetings on a regular basis. Groups and Teams – Wilson Brothers Limited benefits from good team work between all levels of employees. They were support and implement the strategic decisions from Wilson Brothers in quick reaction. Strategies developed from the brothers are supported through all organization and implemented in a timely manner, leading to quick launches of products to the market. Equity – There are no policies of employee equity and fair treatment;...
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...The Wilson Brothers Limited Case History In 1960, the Wilson Brothers, Bob and John, started Wilson Brothers Limited. This Canadian company manufactured and distributed various lines of prepared food products for the Canadian market from a number of plants, with the head office located in Brandon, Manitoba. Bob was just 23 years old at the time, and John was 21. In the first year of operations, the sales volume for Wilson Brothers Limited was $300,000. By 2000, Wilson Brothers Limited had six operating plants in Canada. They had also expanded to the western US market and had several plantsin Europe. Wilson Export Division was responsible for exporting product to Japan and China. In 2000, the total sales volume of the Company was over $6 billion. The company was a Canadian business success story, both at home and abroad. In addition to the spectacular volume increases, the company was very well managed financially. Ithad no reason to go public to raise capital as it financed all of its expansion through earnings. There were several reasons for the Company’s exponential growth. First and foremost, the brothers valued hard work. They each worked ten to twelve hours per day, even in the latter stages of their careers. Consequently, their senior and middle management group worked similar hours. Secondly, each brother was a skilled salesman in the traditional sense. Their handshake was their bond. Thirdly, they had tremendous “cultural sensitivity.” Whenever they expanded to...
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...3. Write a document that Wilson Brothers specifically would use to establish guidelines and norms for the organization with respect to the use of email, and any other electronic communication medium, for internal and external communications. Make recommendations on what to do and what not to do. Explain the reasoning for your recommendations. (10 marks) WILSON BROTHERS LIMITED Guidelines for Best Practices in Electronic Communications This document will serve as a guideline on the use of electronic communications and addresses major issues such as; email and cell phone usage, best practices, how we define appropriate use of email and cell phones in the workplace, the effective use of email as a business tool for internal and external communication and how it is to be managed. This policy applies to all Wilson Brothers Limited Employees. Important Factors to Note: Email is not guaranteed to be private. Email is not an appropriate substitute for face-to-face in specific situations. Email is not always sent and received instantly; messages can arrive several hours or days after they are sent. As a result, email is not an appropriate method for exchanging time-sensitive information. Emails are considered to be company records. Therefore, they should be retained in the same way as Wilson Bros does customer/sales records or other forms of communication, such as letters, faxes Risks Associated to using Email include: The privacy and security of email communication...
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...DISCUSSION ASSIGNMENT 1 5 MARKS WORTH 5% OF THE OVERALL GRADE FOR THE COURSE INTERNAL EQUITY (ALIGNMENT) AND EXTERNAL EQUITY (COMPETITIVENESS) After reviewing the Wilson Brothers Case Scenario, as Director of Human Resources for the organization, what conclusions can you draw with respect to the status of the company’s compensation strategies that are currently in place? What would you do to begin to address this situation? (3 Marks) Provide Constructive Feedback to at least two other student’s postings. (2 Marks) HINT:-reference both internal equity (alignment) and external equity (competitiveness) in your response. NOTE:-this Discussion Assignment will be marked on content, analysis, direct references to the readings, the overall professionalism of the presentation and constructive feedback to other students’ work. The organization’s strategies seem to be outdated, reflecting a different period in time. It does not seem that government policies, laws, and regulations are being followed and/or up to date. There are no consistent policies on employee relation issues and some employees’ fear of getting on the owners bad side would cause them to be terminated. There are also no policies on employment equity and pay equity. This could cause legal issues if they are not following the proper legislation set out by the government. There is also no pay structure and therefore, no differentials. Hiring salaries are negotiated which leads to no salary range for jobs within...
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...After reading the Wilson Brothers case it was easy to see that there was is no compensation strategy in place. As an HR director I would start by revamping the entire system. There would need to be policies in place to form the compensation system. The Four main policies that I would start with would be internal alignment, external competitiveness, employee contributions and management. These four policies manage pay in ways that accomplish the systems objectives. (Milkovich et al., p. 10) The question to address when looking at the internal alignment of the company is how should different types and levels of skills be paid within the organization. The Wilson Brothers have no form of internal alignment. The salaries of the employees that were hired in the past were all negotiated. There were no pay comparisons between jobs and skill sets within the company. Pay relationship within the organization affects employee decisions to stay in the organization. (Milkovich et al., p. 10) When looking to hire future employees for the company one should look at the Marginal Productivity Theory. This theory states, unless an employee can produce something of value from their job equal to the value received in wages, it will not be worthwhile for the employer to hire that employee. (Milkovich et al., p. 39) By applying this theory to the Wilson Brother’s company it would eliminate the need for salary negotiations among employees. The second point to address is external competitiveness...
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...inequality still saturate our society in modern ways. Though racism may be less blatant now in many cases, its existence is undeniable.” The sad truth is discrimination will live in our lives and those of future generations, just as it lived in the lives of the characters of Fences. Troy Maxson, who is the antagonist of the story, has experienced racial discrimination his entire life, and it affects all those around him. Whether it is with Troy’s job as a trash collector, his influence on Cory’s football career, or the decisions he makes towards taking care of Gabriel, social and racial discrimination plays a huge role in Fences. Troy Maxson works for the sanitation department as a trash collector. He is seen as a servant to white people. He believes he is assigned this position, along with Jim Bono, because of the color of their skin. As to white folks, were assigned as the truck drivers. Troy, fed up with this racial discrimination, stood up and filed a complaint about his position in company requesting to be assigned as a truck driver himself because it was unfair he was out back doing the hard labor due to his skin color. “You think only white fellows got sense enough to drive a truck. That ain’t no paper job! Hell, anybody can drive a truck. How come you got all whites driving and colored lifting?” (Wilson 2). Although he risked losing his job for standing up for himself, he won the case and was granted the position. This relates to our past eras where strong African American...
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...Ruse and Wilson in �Moral Philosophy as Applied Science� give the example of brother-sister incest avoidance as being an ethical code motivated by an epigenetic rule that confers an adaptive advantage on those who avoid intercourse with their siblings. In this discussion, Ruse and Wilson argue that moral laws disallowing incest are redundant relics of mankind's evolutionary history that provide nothing to mankind but explanations of a hard-wired evolutionary trait (179). I reject this argument. While Ruse and Wilson are undoubtedly correct in believing that mankind's capacity for moral reasoning is a result of natural selection pressure and that most ancient moral laws have an evolutionary basis, I believe that describing the genesis of moral reasoning in this way provides no information about the content of our moral beliefs now. While our capacity for moral reasoning may have evolved for the purpose of informing our otherwise unjustifiable acts with a sense of objective certitude, it is not hard to imagine that this capacity, once evolved, would be capable of much more than simply rubber stamping mankind's collective genetic predisposition. In this paper, I will use the example of an evolutionary explanation against intentional killing for personal gain to argue for the existence of a disconnect between evolutionary biology and ethics. Ruse and Wilson might argue that human beings evolved with a genetic predisposition against murder for convenience. It is easy to see how...
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...HRM742 Individual Assignment 3 40 Marks (20%) For this assignment, read the instructions and provide analysis on the ten topics listed. Before you begin, review the General Instructions for all Written Assignments (in Assignments). Introduction and Instructions You have recently been hired as the Director of Human Resources for Wilson Brothers Canada and have HR responsibility for all of the company’s Canadian operations. Bob and John Wilson have asked you to prepare a report for their review focusing specifically on organizational behavior within the company. Review the Wilson Brothers Case Scenario in depth and address only the required ten (10) topics listed below in your analysis report. This analysis report is the assignment. Marks are allocated for thoroughness of coverage of the ten required topics and their analysis-linkages to appropriate OB theories and practices from the course and external sources. It is not enough to just describe the happenings at Wilson Bros. Analysis should include the effectiveness of the current approach for each of the ten topics as well as recommendations for improvement in each. Use each topic as a heading in your analysis. While there are no page requirements for the analysis report include all relevant analysis and be concise. Edit carefully. Remember this is an Executive Summary for the owners of the company. The required ten (10) topics to be covered, and subjected to analysis, are: 1. Organizational Design...
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...they want to catch the audience attention by including different races in different ways. The show "Switched at Birth" tells the story of two teen girls who discover that they were accidentally switched at birth. One of the girls grew up with a white wealthy family with two parents and a brother, while the other lost her hearing as a child due to a case of meningitis, and grew up with a single Hispanic mother in a poor neighborhood. Things become dramatic when both families meet and struggle to learn how to live together for the sake of the girls. It shows a lot of diversity between the families, especially with one of the families being Hispanic, poor and a single mother. You can definitely see the differences. The media seems to show Hispanics as poor and struggling and the "White" family as rich and happy. As an ethnic group Hispanics seem to always be shown as poor. “Jane by Design” is a young teenager whose father died and her mother ran out on Jane and Ben (her older brother) before the series started. Her brother Ben tries to make money by getting jobs, but the jobs never work out until he lands a job as the athletic assistant at Jane's school. Jane tries to secretly help out her brother by getting herself a job. She struggles to be the best at her job and her school. Everyone at her work doesn't know she’s in high school and she keeps it a secret from everyone at school...
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...Endara, who wrote a critique article on Ruse and Wilson Theory of ethics, states that there are two flaws to the evolutionary ethics of Ruse and Wilson. These flaws are the shadows of suspicion and the common moral intuitions. Both are problematic because of “altruism,” or in other words, selflessness. There are two types of altruism. First, the altruistic theory of “kin selection” — doing self-sacrificing acts towards their family members. The second, reciprocal altruism, is the moral sense that prompts human beings to engage in self-sacrificing acts towards non-relatives. Ruse and Wilson might argue that humans evolved with an attitude against murder for convenience. It is not difficult to see how this might be true. A person who kills others...
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...The change agent I have chosen to interview for this paper is Robert T. Wilson III, a recent graduate of California State University Northridge (CSUN). Robert was pursuing his Bachelor of Arts in Communication Studies, maintaining a 3.5 throughout his college experience. Mr. Wilson has been an active member of Sigma Phi Epsilon (SigEp) since his freshman year in college, serving as Chaplain and the Vice President of Communications on their executive board. He also served as Black Student Union (BSU) Vice President, later becoming President of the organization as well. His freshman year of college, he was recruited by a Resident Community Director to become a Residential Advisor, in charge of a community of residents year-round. I chose Robert...
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...killed also by police officers; their names are Michael Brown and Oscar Grant. There was also a claim that police officer was beat. Body-cams can help solve the problem of false claims not only for citizens but officials as well. One case in particular that would better support body-cam would be that of Trevon Martin. Martin was born on February 5, 1995. He was a junior at Dr. Michael M. Krop High school and he lived with his mother and his brother in Miami Gardens, Florida. George Zimmerman was born on October 5, 1983 in Manassas, Virginia. He was employed as a fraud investigator for insurance. The retreat at twin Lakes was a gated community in Florida. Trevon Marin was visiting his father’s fiancé’ and her son along with his father on February 26, 2012. At 7:09 p.m., George Zimmerman called the police nonemergency number to report what...
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