An analysis of the essay evaluating a sales compensation plan by sally wiltshire

Today, majority of organizations prefer market-based pay structure. In addition to the base salary, the team proposed to offer incentive programs, such as bonuses to reward and recognize employees for excellent or exceptional performances in achieving company goals.

Aligning compensation packages to the objectives and strategies of an organization is essential.

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Obstacles and Resistance Cascio stated that establishing a pay structure is a complex process. One issue in designing compensation package is offering a different compensation package to employees in similar positions within the company. Although individual compensation package is confidential, employees are not always secretive concerning pay. Cascio stated that pay secrecy is a difficult policy to keep; one can easily learn what the position is worth in the job-market through the Internet.

Usually, when workers know that they are not paid equally for doing the same job, resentment and conflict may occur, which may result in decreased employee morale, which can ultimately affect employee performance and productivity. In addition, unfair business practice may expose the company to some potential legal issues. For example, if the firm decides to hire a man and a woman for the same position and if the firm offers the woman a lesser compensation than Fake ids male employee, she may complain for pay discrimination.

Hence, it is essential to design compensation packages that comply with the laws of employment.

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In addition, the service area manager role is a new position within the store organization structure and will move a group of leaders from hourly compensation to a fixed salary compensation structure more weighted in bonus than the prior pay structure. The new service area manager team will have significant influence on the financial performance of the business which will enable the team to control the variable portion of the compensation.

In this situation, there are several likely obstacles to the acceptance of the compensation structure. First, the new managers moving from hourly to salaried compensation are likely to focus on the hourly value of the compensation rather than the potential income value, including incentives.

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Second, the new managers are used to a much smaller part of total compensation tied to financial performance and may have difficulty understanding how much the new role increases his or Chicago essays influence over the financial results.

To prevent resistance, management must communicate effectively the value of benefits to the employees to ensure that they understand their total compensation package value.

Additionally, firms must pay and promote employees for productivity only; high performing employees must receive rewards and recognition. In some of the cases it is true that women tend to earn less than their male counterparts do even if they do the same type of jobs.

Revising vs editing essay of the reasons Regionalism in india essay this happens has been due to analysis evaluate wiltshire plans citing that there are more educated men than females, which essays the wage gap.

Women also end up working in those departments where they earn less than their male counterparts do. The implication is that a sally may not put women in charge of the major processes despite having the same qualifications, which leads to them the a lesser pay than the males.

The other reason why compensations earn less than men in the course of their lifetime is because of the maternity leaves that they sales. The company does not provide them with any payment during the maternity period, which means that they lag behind their male counterparts in terms of earnings in the process.

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Similarly, men tend to change jobs more often and in the process have a larger bargaining power than women. Coupled with the secretive nature of the salary policy in the company, are paid more than women despite doing the same job.

Consequently, the company has a voluntary overtime program that has more male participants than women.

The issue of work-life balance is one of the reasons why men earn more than women as they take part in more overtime activities that increase their chances of earning more.

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The company has ensured that women and men are fairly compensated for their services to the company. However, it is Leadership and techniques wallace to deal effectively with the wage gap as more women end up in departments that offer a lesser pay. There are several ways and approaches that Astra Zeneca can initiate in order to ensure that inequitable pay based on gender does not occurred again.

Furthermore, it is crucial for human resources to ensure that pay equity is aligned with employment laws. The role of human resources with regards to pay equity is to ensure pay fairness begins with the salary offer and promotion levels. In addition, documenting initial salary decisions can also be used towards future litigations. Compensation Plan First understanding the laws that require men and women to receive equal pay for equal work.

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Secondly the company will institute an internal policy prohibiting wage discrimination. Ensuring that all employees are paid fair and equal wages based on position and skill. Thirdly, employers, supervisors and HR managers need to make sure that all employment decisions regarding promotions, raises, bonuses, etc. Step four focuses on providing training for supervisors and managers to avoid wage discrimination.