1. Explain and contrast job-based compensation structures including point-based job evaluation and market-pay to determining employee compensation. Which model would you prefer in your job (past or current) and whybe specific about your last job and experience? Do you think you would always want to have your pay determined by one of these methods, or do you see trade-offs? Is there a "gold standard" or does the best approach depend on your organization's operations, industry, and pay strategy?
2. What can we learn from Expectancy Theory and Agency Theory when designing compensation systems? Make sure to describe each theory and its implications for compensation design. In class, we discussed several compensation programs to incentivize high performance, some of which were individual or collective. If you had to choose a pay for performance program for your job, which would you pick and why? Be specific, linking the high performance systems of choice to your job (past or current).
3. Employee benefits are a substantial component of employee pay. Review two reasons why employee benefits have become a significant part of the compensation system (hint: we covered five in class). Employer-based health care has become the single most expensive benefit. How much do americans pay for health care compared to other countries? How does that compare to healthcare outcomes such as infant mortality and life expectancy? (Hint: See Chapter 13, Table 13.6). Review 3 techniques that companies are using to control to reduce their costs. Watch the following video and integrate its content into your answer: "Medicare for All" by John Oliver informative and interesting: https://www.youtube.com/watch?v=7Z2XRg3dy9k

(John Oliver is a comedian, and there is coarse language in this video).

1. Describe and explain the trends in union membership. For example, have unions become more or less common over time, and why? Describe three of the tactics that organizations can use to make it more difficult for unions to be successful, and then analyze how effective these tactics appear. Do you believe these tactics are crossing the line into unfair or illegal practices based on your reading? Finally, based on the data presented in the textbook, how beneficial does union membership appear to be on average for the average person?
2. Read chapters 7 and 9 (Training & Development). Briefly describe the three types of needs assessment (person, task, organization). Describe at least three things required to ensure transfer of training. Reflecting on a current or past job, what knowledge, skills, and abilities does your organization need more and less of moving forward?

Mandatory Challenge Question (For students working toward the A-B work bundle):

1. What are voluntary and involuntary turnover? Review how job dissatisfaction can lead to job withdrawal and turnover. Refer to the model in the textbook and slides. Review the following two articles on "Quiet Quitting" and "bare minimum Mondays". What are these trends, why are they problematic for employers, and how do they map onto the model above? What do you think of the recommendations to address these problems in both articles (hint: make reference to job satisfaction).
2. https://hbr.org/2022/09/when-quiet-quitting-is-worse-than-the-real-thing
3. https://www.hrmorning.com/articles/bare-minimum-mondays/

Answer rating: 100% (QA)

Compensation Structures Jobbased compensation structures include pointbased job evaluation and market pay Pointbased job evaluation involves assigning points to different job factors such as skill lev... View the full answer