The goal is to determine which option does the most good by using utilitarianism theory. In Option A, shareholders will receive identical numbers of New-Kleen (NK) shares in lieu of TideeKleen (TK) shares. The value of an NK share will be around $50 in comparison to TK’s share, which is presently being traded at $30. Shareholders, such as Halo Fund, will obviously benefit by gaining more return. Moreover, NK will be operating with new machinery and making use of green initiatives, which could
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five essential elements needed to motivate, attract and retain employees needed to accomplish the organizations goals. They are: • Employee Compensation • Employee Benefits • Employee Work-life Balance • Employee Performance and Recognition • Employee Development and Career Opportunities A total reward is the approach of using the five items to develop an employee benefit package
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of their total compensation program. Often these benefit packages range in value from 30 to 40 percent above the employee’s base salary. A very interesting question is: Why don’t companies simply pay their employees 30-40% more salary and have the employee select their own benefits? Based on some research and my own experience, I believe that there are four main reasons that employers provide benefits programs to their employees. The four reasons are: - Lower cost – The main reason that employers
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Texas Roadhouse Won’t Scrimp on Making Employees Happy Page 1 In my experience I would have to say that the phrase, “If we take care of our employees, they will take care of our customers.” When an employee is happy and content the employee ten times out of ten will definitely take care of the customer. In this case, everything is about attitude and the assurance of providing the employees with incentives. By giving incentives that the employees enjoy and look forward to can bring
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competency helps businesses shape employes into future company leaders. Administration strategies showing respect for each employee's individual talents and needs lead to a high level of employee loyalty and low turnover. Many modern organizations strive for flexible salary and benefits, which can raise employee motivation by supporting each employee's desired level of work/life balance. Understanding Compensation Strategy Several elements make up an overall compensation strategy. These
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To what extent would a differentiation strategy be a better option than a low cost option for Aspire when entering China? (16marks) A differentiation strategy is something businesses use to gain an edge over their competitors. In industries where multiple competitors produce similar products, managers will try to make their product unique in some way so that it stands out from the pack. A low cost option focuses on providing similar benefits to competitors, but at a lower price. For Aspire
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competitive, attract high qualified workers and have low rate of employee turnover, they need to have attractive offer in place. Offer also referred to as total rewards is monetary and nonmonetary rewards provided by companies to attract, motivate, and retain employees (Mathis and Jackson p360, 2011); they include compensation, benefits, work-life, performance and recognition, and development of career opportunities. Wages given to employee for time of work or services provided to the company; indirect
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vacation days, sick days, and personal days. Vacation days are scheduled in advance to ensure employee needs don’t conflict with work related operations. The problem with sick days, as described in the case study, was that employees were abusing those days and using them for personal or family situations. These unexpected absences put a strain on management when they have to find a solution to the employee not being there at the last moment. It
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providing employee benefits plans. Each area is unique to this company and its success. Describe the general function of performance management systems. If your assigned company does not use a performance management system, would you recommend it use one? LISA Overall the success of our company in general is due to our commitment and dedication given to our employees. The company strives to ensure that every employee is given an equal opportunity, and it is our duty to embrace each employee to the
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surveys are not used to ensure that a firm's wage structure is externally equitable. 11. Wage comparability is a fairly easy concept to apply to set wage rates for different jobs. 12. The monetary value of employee benefits provided by unionized employers exceeds the value of employee benefits provided by nonunion employers. 13. A Scanlon plan, Rucker plan, and Improshare plan are all examples of gain sharing plans. 14. Supplemental unemployment benefits (SUB) are payments made by the federal
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