Employee compensation and benefits are basically divided into four categories:
1. Guaranteed Pay – monetary (cash) paid by an employer to an employee based on employee/employer relations. The most common form of guaranteed pay is the base salary.
2. Variable Pay – monetary (cash) reward paid by an employer to an employee that is contingent on discretion, performance or results achieved. The most common forms are bonuses and sales incentives.
3. Benefits – programs an employer uses to supplement employees’ compensation, such as paid time-off, medical insurance, company car, and more.
4. Equity Based Compensation – a plan using the employer’s share as compensation. The most common examples are stock options.

Guaranteed Pay

Guaranteed pay is a monetary (cash) reward.
The basic element of the guaranteed pay is the base salary, paid based on an hourly, daily, weekly, bi-weekly or a monthly rate. The base salary is typically used by employees for ongoing consumption. Many countries dictate the minimum base salary defining a minimum wage.
Individual skills and level of experience of employees leave room for differentiation of income-levels within the job-based pay structure.
In addition to base salary, there are other pay elements which are paid based solely on employee/employer relations, such as 13th salary, seniority allowance, and more.

Variable Pay

Variable pay is a monetary (cash) reward that is contingent on discretion, performance or results achieved. There are different types of variable pay plans, such as bonus schemes, sales incentives (commission), overtime pay, and more.
An example where this type of compensation plan is prevalent is the real estate industry and real estate agents. A common variable pay plan might be the sales person receives 50% of every dollar they bring in up to a level of revenue at which they then bump up to 85% for every dollar they bring in going forward. Typically, this type of plan is based on an annual period of time requiring a "resetting" each year back to the starting point of 50%. Sometimes this type of plan is administered so that the sales person never resets and never falls down to a lower level.

Benefits

There is a wide variety of employee benefits, such as paid time-off, insurances (life insurance, medical/dental insurance, and work disability insurance), pension plan, company car, and more.
A benefit plan is designed to address a specific need and is often provided not in the form of cash.
Many countries dictate different minimum benefits, such as minimum paid time-off, employer’s pension contribution, sick pay, and more.

Equity Based Compensation

Equity based compensation is an employer compensation plan using the employer’s shares as employee compensation. The most common form is stock options, yet employers use additional vehicles such as Restricted Stock, Restricted Stock Units (RSU), Employee Stock Purchase Plan (ESPP), and Stock Appreciation Rights (SAR).
The classic objectives of equity based compensation plans are retention, attraction of new hires and aligning employees’ and shareholders’ interests.

Summary

CHAPTER 6: ORGANIZATIONAL STRUCTURE (Topic Facilitation Summary)

     People work for many reasons, and to understand this, we must know why people are motivated to work.

     Motivation is the individual's desire to show the behavior and might be thought of as the "will do" factors influencing the display of work-related behaviors. Work motivation is define as the conditions which influence the arousal, direction, and maintenance of behaviors relevant in work settings.

     There are four problems facing the understanding of behavior:

1.                  Diversity of reasons

2.                 Stereotypes

·                     internal state (motivation as a personal trait)

·                     external state (conditions of the work environment and the job)

           3.  Different reasons for behaviors at different times

           4.  Different behaviors in the work setting that are of interest

THEORIES OF WORK MOTIVATION

1. Need Theories

·                     Need Hierarchy Theory (Maslow) - as lower needs were satisfied, the individual shifted his or her concern to higher order needs.

          *Physiological Needs (basic needs)

          *Safety Needs (protection)

          *Social Needs (needs for belonging)

          *Ego Needs (self-esteem)

          *Self-Actualization (need for realizing one's own potentialities)

·                     ERG Theory (Alderfer) - more than one need may operate at one time and satisfaction of a need may or may not lead to a progression to the next higher need.

          *Existence Needs (physical existence)

          *Relatedness Needs (interpersonal needs)

          *Growth Needs (needs for personal development and improvement)

·                     Need for Achievement (McClelland and Atkinson) - addressed achievement-oriented activity.  This is influenced by the result of a conflict between two opposing tendencies, the tendency to achieve success (n-Ach) and the tendency to avoid failure (n-AF).

2. Balance Theories

·                     Equity Theory (J. Stacy Adams) - if a comparison is equitable, no tension exists; the individual is satisfied and should have little desire to change the outcome/input ratio. Inequity creates tension and, with it, a desire by the individual to reduce the tension by altering one or more elements of the ratios to bring the comparison back to equality. Examples of inequality are underpayment and overpayment.

·                     Consistency Theory (Korman)

        *Balance Notion (states that individuals will engage in and find satisfying those behaviors which  maximize their sense of cognitive balance or consistency. They will be motivated to perform in a manner consistent with their self-image).

          *Consistency Notion (predicts that high self-esteem people tend to perform better than those with low self-esteem which prefer to behave in a manner consistent with their low self-image).

3. Two-Factor Theory (Herzberg) - proposed a theory of job satisfaction. Motivator factors that are associated with high job attitudes and Hygiene factors that are associated with low job attitudes.

4. Behavior Modification (Skinner) - behavior is controlled by its consequences. The consequences of interest are reinforcers (anything that follows a behavior and influences the probability that behavior will be repeated in the future).

5. Expectancy Theory (Vroom) - based upon a rational-economic view of people. It is assumed that people are decision makers who choose among alternative courses of actions by selecting the action that appears most advantageous.

6. Intrinsic Motivation (Deci)

·                     White's Notion of Competence Motivation - assumes that in performance settings, people are motivated to do well in order to experience a sense of competence.

·                     Notion of Personal Causation - assumes that people need to feel responsible for their own actions. Responsibility for action is the freedom to choose among alternative courses of action.

LEVELS OF CONSIDERATION FOR WORK BEHAVIOR

1.                  Motivational Theories of Work Behavior

2.                 General Practices for Influencing Behavior in Organization

·                     Goal Setting - goals provide as a basis for motivation and they guide behaviors

·                     Participatory Decision Making - employees who participate in making decisions will be more committed to their decisions and will work harder to accomplish them

·                     Incentive Systems - items given to individuals that are designed to influence future behavior

·                     Job Design

            3. Specific Practices (MBO, Pay Schedules, Leadership Styles)

Christmas for sale

Part I

Cirque du Soleil

1.       Why is Cique du Soliel successful throughout the world? Why does the product transcend culture differences between countries? Answer:

The Cirque du Soliel become successful in all over the world is because of their Sensitivity, compromise and they have a planning, practice, and painstaking attention to detail among artists from diverse cultures who speak 25 different languages.

The products transcend culture differences between countries because the Cirque du Soliel commitment to excellence and innovation, limits of many modern media. To intense popularity has made Cirque both the global standard of live entertainment and the place for talented individuals from around the world to practice their talents.

2.      How do the cultural influences discussed in figure 4-1 influences organizational behavior at Cirque du Soliel? Answer:

Cultural influences discussed in figure 4-1 it discussed how the Cirque du Soliel become famous in every corner of the world because of their dedication to perform well and they want to give the audiences an exotic experience when they perform.

3.       Why it is important for Cirque du Soliel to be good corporate citizen? How does ethnocentrism relate to fulfilling this role? Answer:

To be a good corporate it is important for Cirque du Soliel because in every organization they must be committed and needs to be sensitive to each everyone’s culture to avoid criticisms. The reasons ethnocentrism relates on their goals is because of they cultural identity.   

Part 2

 Generation Next Changes the Face of the Workplace

1.       Why is addressing this issue so important? Shouldn’t workers adjust to meet the needs of their employers? Answer:

The addressing issue is so important because the employers can get the needs of their workers and especially at this time that we have a modern technology we were experience in our lives and all in business. For me the workers adjust to meet the needs of their employers if they have a good relationship with each other so they can retain to their job. 

2.      What can employers who can’t afford such extensive programs as the Deloitte organization do to address the changing preference of their younger workers? What would you like to see your employer or prospective employer do to address your wants and needs to retain you? Answer:

They should give a chance for Generation Y, if their work is good and has a good relationship to you and to your family; we have a reason to retain them. For me as a worker, I want my prospective employers be equal to each other, I want a good stable salary and good commitment to every one   and I think that’s the reason just to be retain because we need to work to earn money.

Part 3 Destination CEO: Clarence Otis: Darden Restaurants

    

1.       What prepared Clarence Otis for his position as CEO of Darden? Answer:

What Clarence Otis prepared for his position as CEO of Darden, was when his first job was a server in a full service restaurant where he learned the pressure associated with high expectation of customer. He sees that he is more interested on the financial aspects of their businesses rather than its legal side and he strong to manage their own business.

2.       According to Otis, what is the key area for success for employees at the Darden Company?  Answer:

According to Otis the key to success for employees is to remain relevant and they must be inspired and understand the corporate philosophy and the goals of the company.

            PART 4: One Smooth Stone

           

1.       How much of a part can values truly play in the success of a company like One Smooth Stone? Answer:

Values are very important in One Smooth Stone  because values contributed a lot make it successful.  

2.       What characteristics of One Smooth Stone make it necessary to have a flat and decentralized structure as opposed to a rigid, command and control hierarchical structure?  Answer:

The only good thing characteristics of the One Smooth Tone are having a high quality values, highly skilled and empowered workers for the company. And the only want is having a best in all things, so that they make them have a flat and decentralized structure in a company.

PART 5: Leadership: Making Decisions during Hurricane Katrina

1.       What model of decision making did the Sisters of Holy Angels have to rely on to guide them through thee hurricane tragedy? Answer:

The model decision making did the sister of Holy Angels, first of all was strong belief in God, their fate to God saves them all on that tragedy. The fact regardless of they were  risking their own lives to save the victims they don’t mind it, what they were thinking was the safety of the victims and relying their own safety and their lives to God and they became strong to lead the victims.

2.       What part do you think intuition and creativity played in each of the Sisters’ stories?  Explain how. Answer:

·         In Mary Kay Kinderberger story, she leads the military to be the first responders of the search and rescue effort in New Orleans and at the same time lead the prayers.

·         When Beth Fitzpatrick situation, when she hoping to find the some houses  for the 50 sisters who were not longer able to reside in New Orleans and she become successful to find the housing for the sister.

·         Dorothy story, when she is brave to think how to evacuate the victims of the hurricane.

My contribution in Human Resources Management

Human resource management has been a related to my course. Consideration of the strategic as student to develop my skill in knowing how to become affective as  human Resources to have a organisational functioning and performance requires to our subject.as a Student of Human resources Management we have a qualitatively different approach from that accorded traditional perspectives of personnel management. My Strategy as a student i contributions of the human resource function to organisations are cooperative and  levels. It is argued that at both levels issues arising from the management of people are central to the formulation and implementation of strategy. Formulation is concerned primarily with the choice of a strategy that aligns the organisation's resources and competencies with the opportunities and constraints that characterise its chosen environment. The implications for the human resource function of this search for alignment are explored. Reasons are advanced as to why workforce issues are now considered more central to the formulation of strategy in many organisations. Implementation of a strategy is concerned with identifying and creating tight fitting configurations in organisation design and human resource policies and practices that ensure that the strategy is translated into action. A framework is developed to demonstrate how human resource policies and practices can be aligned to an organisation's strategy, structure, culture and work force characteristics. Two generic strategies, low cost production and in novating differentiation, are analysed in detail to illustrate the concept of internal fit between the personnel function and related aspects of organisation design.

Definition of Human Resources Management (H.R.M)

According to enotes. Human Resource Management (HRM) covers all the management activities designed to attract, select, develop, retain and motivate the human resource in an organization and to create organizational climate for effective and harmonious working of all the people in the organization. People or human resources are the most precious assets of an organization. HRM plays a decisive role in performance and growth of an organization by making effective use of this valuable resource. An effective HRM enables the company to to create and environment and system that enables employees to meet their personal needs by promoting the goals of the organization.

Strategic human resources management  (SHRM) is that part of HRM that is concerned with design and implementation of the overall policies and programs that enable an organization to meet its overall long term objectives of HRM. SHRM requires proactive approach to HRM that plans ahead to determine the future human-resource needs of the organization for its varied activities and works out means and ways of making these available as required. This kind approach puts special emphasis on development of people to prepare them for taking up future responsibilities and challenges.

Personal Profile

I am study hard  and very determined. I enjoy keeping myself busy and put extra effort in my tasks. I enjoy working with other and able to work unsupervised.  I am reliable, I strive to always keep a positive attitude and have the ability to learn quickly.
I am an active person, I have easy word, I love socializing with people, I am very passionate and delivered to my work, I trying  to be a responsible, I like to playing basketball because I love this game, I am a person with goals.

Perdido Rosebert

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