Reward System Case Studies Samples For Students

Scenario 1

What theories of team behavior might assist GS in taking on his new role?
In the given scenario, GS has been given a team of 24 employees who all have been working in the office for more than 5 years. This shows that all the team members are completely familiar with the organizational culture and norms, and are also well adjusted to their job roles. Furthermore, GS’s active interest in promoting conformity and harmony is also well-liked by all the team members, which also indicate that everyone is on the same page. These factors indicate that the team ...

Inequity

Comparison often gives rise to inequity perception or feeling within employees. This is quite similar to the case at Plantir, where the management observed dissatisfaction and lack of motivation in the employees which eventually resulted in the retirement of Colin (production manager). Although, the company was able to gain its desired objectives (i.e. increase in the level of sales and the generation of cash) but the obsession to increase sales and profit to reduce cash pressures led to the dissatisfaction of several employees, even including the production manager. The sales team was awarded with lucrative bonuses and rewards, whereas ...

1.
Lateness can be a thorny disciplinary issue in any organization. Whichever way you look at it, it’s likely to have negative impact on the performance of any company. The lateness that has become the tendency of Frank for the last three weeks needs to be checked before it gets into the other members of staff. My next course of action as Frank’s employer would be informed by two issues. First of all, I would consider the nature of franks work, whether its satisfactory or not, secondly, I would consider whether it is told he first time ...

Executive Summary

Organizational architecture determines how efficient or inefficient an organization is. An organization has to adopt a harmonized mix of the three core elements of organization architecture. The reward system, assignment of decision rights, and the performance evaluation criteria should display quantitative and qualitative balance. The ability to balance the above three elements brings about success in all organizations. When an organization’s architecture is continuously updated, it is in a perfect condition to respond to market shocks like competition and technological changes.
The rate at which an organization successfully alters its architecture in response to market shocks directly influences its ...

Track and field events are among the individual sports whereby individual effort is more important than the team strategy in winning the event. Team work on the other hand is quite important since when people work together, they tend to gain more as opposed to individual effort (John, 2007). This is well attributed to Kenyan athletes who in most cases employ team work in this individualized event to scoop top medals more so in 3000 m steeple chase, whereby they are seen to encourage one another and more so working as a team through out the race.

Reward system can ...

CLOSING CASE:

Teams Fuel Global Innovation at Whirlpool
Cross functional team at Whirlpool
Charles Jones came up with cross functional teams with his expertise and knowledge regarding the products that need maximum benefit at Whirlpool. He was actually hired to build a better and a global division that enhanced the cross functional teams, as such he was a Vice president of the company. there were reasons as such to select the cross functional team at Whirlpool because the design of the products matter and as such the new product development part has to be carried with some consequences that led to ...

Alexander (2007) tells us that duty ethics, or deontology, is a normative theory regarding what people should do, rather than what they should be. Hence, duty ethics is chiefly concerned with actions people take, rather than the consequences stemming from those actions. Deontology, in broad strokes, posits that if an action is right in principle, then there is no moral obligation forbidding that action – it need not be avoided, regardless of consequences.
Deontological theories are best understood in contrast to their consequentialist counterparts (Alexander, 2007). Consequentialism dictates that actions or intentions ought to be judged by the state of ...

Answer 1

The strategic goal of Cadet Uniform Service is to deliver exceptional customer service through total quality management, customer satisfaction and employee entrepreneurship. The company uses the slogan of “doing the job right the first time, every time” to create a psychological impact on employees about understanding customer needs, demands and expectations. Since the exceptional quality is linked with high levels of employee motivation and job commitment, the cleaning company aligns its HR functions such as hiring, training & development, employee success and retention, compensation and rewards with its strategic goal of total quality service. For example, the company adopts ‘focused shared ...

SAS’s CORPORATE VALUES AND GOALS BRING JOB SATISFACTION AND MOTIVATION FOR SAS’s EMPLOYEES:

SAS is one of the world’s leading companies in the information technology industry that provides services of business analytical software development, management, and installation. This company was founded in 1976, and headquartered in Cary, NC (SAS, n.d.). The company has been rewarded, as the world’s second best company to work in the year 2014. SAS has continuously been generating healthy revenues for a number of years in Asia Pacific region and has maintained the smooth record of good profits which represent around 12% of its total revenues from around the world (Fortune, 2014). However, the company has successfully ...

The apparel business is a very competitive industry, within which gaining a competitive advantage is perhaps not as hard as maintaining it. Men’s Wearhouse is in a way, a model enterprise when it comes to gaining the competitive advantage. The fact that the company continued posting positive returns within a very difficult environment is testament to this competitive advantage. Despite organizations such as BFO, K & G, Anderson Little and Barney’s amongst others facing financial distress, Men’s Wearhouse was actually posting profits and positive growth in a difficult market at a difficult time, with the sales in 1996 reaching an all time high of $ ...

What rewards are available to workers in your organization? When are they used? Are they effective? What alternatives would you use if you could change the reward system?

There is no doubt that working in a nonprofit organization differs greatly from for-profit organizations. Obviously, a crucial difference can also be seen in the way both types of companies motivate their workers and reward them. I would like to dwell upon the system of rewards in my organization and also to make some suggestions for its improvement.

It is a common knowledge that a lot of business leaders consider money and all kinds of financial benefits to be driving force to make the job more worth-while. Nevertheless, it has already been proved that this type of motivation works only for simple straight ...

HRM Issues in an Insurance Company

The Cases discussed below are related to Human Resource Management, experienced by the author as a human resource manager in an Australian Health Insurance firm. Each case has some distinct features typical of HR function and are addressed by the author using the relevant theories and practices on the issues. The cases are presented below

Scenario 1

This case represents a situation where a young male employee GS has been promoted as the manager in a regional office which is comparatively smaller than his previous location. His team consists of mainly part time female members, with similar and educational backgrounds and ...

Introduction

The report presents discussion and analysis of compensation strategies of Nucor Corporation. The organizational structure significantly impacts the compensation system of an organization that affects its ability to attain strategic goals. If the compensation to executives is not aligned with the organizational culture then it may lead to adverse impact on the firm’s performance and lead to other consequences. Several studies indicate that the organizational culture has a significant impact on compensation as well as the firm’s performance. The firms offer different types of compensation to their executives that may affect the compensation structure. However, they are ...

Introduction

An organisation is composed of people and they have the power to make or break it. If they feel associated and motivated, people can go an extra mile to see the organisation succeed. Alternatively, if they feel alienated and ignored, they will completely detach themselves. So, managing the human resource is very important for any company. The case of Wheeler Motor Services Ltd is one such example. The objective of this paper is to act as a management consultant, and provide consultation and advice for Richard Wheeler so that he can make difficult decisions that will in turn contain ...

Introduction

Geico has designed several effective strategies in order to satisfy and retain its employees, because the job market is tight and there is a lack of the skilled employees. Such as Geico has introduced reward programs, promoted effective communication, and designed a website so that employees can get the information regarding programs and benefits that the company is offering.

In this paper the association of the total reward program with the Chapter 2 of the textbook, a strategy ensuring the plan of Geico addresses all benefits, the effectiveness of communication that is attached with Geico’s total reward programs, and the improvements ...

NAMEPROFFESORCOURSEDATERiordan Manufacturing , the international plastics manufacturer, employs about 550 people with planned annual earnings of $ 46 billion . Riordan Industries, a Fortune 1000 enterprise with revenues in excess of $ 1 billion , own the manufacturing company .
Riordan 's manufacture is separated into the following three groups : plastic beverage containers ( Albany , Georgia) ; norm prepared plastic parts in Pontiac , Michigan , and plastic fan parts made ​​in Hangzhou , China .
With the goods being produced at the different floras , Riordan 's major clienteles are motorized parts producers , aircraft builders , the United States Department of Defense , beverage bottlers and creators , and machine constructers .
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The introduction of new technologies within a firm will always have its impacts, some positive and others negative. The positive impacts of course are more visible to the owner of the business and the negative impacts are mostly related to employees. The computer based scheduling system will not only improve work performance among employees but will also improve morale once employees realize that the system is rewarding each individual according to the rate of productivity. As Rothwell (2010) argues it is important to realize that the mode of presenting the system to the employees within the work environment will mean a ...

What factors should have alerted Hogan to the problems that eventually came up at Fancy Footwear?

Despite the associated positive impacts of change, people always resist change at varying degrees. The main reasons why people resist change are because change is disruptive and stressful. After completing her MBA, Brenda Hogan replaced Max Worthy as the division manager. She took the position with the intention to change the management style from autocracy to participative management. However, she never anticipated associated resistance to the change she wanted to implement. She instituted worker productivity groups, which held two meetings in a week. One factor that could have alerted Hogan of looming problems was the slow pace of progress in ...

Abstract

Mergers and acquisitions (M & A) is a topic that has over the years generated much heat due to the surmounting number of cases of failure. Some critics have argued that failure can be attributed to misconceptions prior to mergers, wrongful strategies and tactics while others inability of most employees to acclimatize to the changes. For example, it is presumably argued in Sbeit that every worker gets affected when changes are effected in an organization. In some cases, the employees are quick to adapt to the changes that may potentially lead to great success in the merger while on the other ...