I found the case study $$ Zero Wage Increase Again$$ to be very interesting and relatable. In many retail stores today you see this dynamic where certain employees go above and beyond but others barley do the bare minimum. When Mark is thinking about wage increases for his employees his ultimate goal is to make the store run more smoothly and grow. Mark recognizes that you can have this with a disgruntled labor force who haven$$t seen wage increase in $2$ years. He wants to motivate the employees who are not pulling their weight and reward those who are giving it their all. If he decides to give out a blanket of $3\%$ raises he would see a small increase in moral and possibly some improvement in the staff. I think this would be a short term improvement because $3\%$ might not be that much on an increase for some of the lower level workers where there seems to be the issue with the moral. If he decides to reward only Aaron, Simon, and Wesley they would become increasingly loyal to him and continue their efforts but he also might have a mass exodus on his hands as it would not be received well by the other employees. If I was consulting Mark I would advise him that raises are always needed when you can make them happen. The benefits of even the smallest raise outweigh the negative effects of stagnant wages simply from moral which he is already seeing. I think the best solution would be to stagger the raises according to performance. If they can give $3\%$ raises to all why not reward some with $4\%-5\%$ raises and give others $2\%.$ There might be some internal strife but top performers who go above and beyond deserve to be rewarded. On the other hnd other employes do not deserve to be left behind either. You could set up a $$Gold Circle Club$$ or something to recognize excellence. This would also give lower performing employees like Anne, Marie, and Dougie something to strive for.