(i) Should the organisation adopt "equal pay" method? Why? Why not? Justify your answer.

(ii) Also, design a compensation plan that will resolve the conflict

Part A are Revolution Electronics Limited was established in 2006 in Dhaka, Bangladesh. It produces and markets all types of electronics goods in most of the Asian and Pacific countries. It has been among the top five companies for the level of technological development and product quality. The company's policy and practices concerning human resource management top in the country. The company's salary administration policies and practices were taken as guidelines not only by the other companies but also by various wage boards and pay commissions in the country. However, the company has been struggling a lot because of problem pertaining to administration of salary and benefits. The problem has been furnished below: The company employed nearly 400 national young graduate and post graduate engineers and 20 expatriate engineers. This employees form the cream of the company's present human resource. The expatriate employees occupied higher position in all the departments including Human Resource Department. The company's salary policy and benefit policy were formulated mainly on the basis of the expatriate employee's desire. The base salary of the company is the same for both the expatriate and national employees. However, the expatriates receive additional allowances, such as international market allowance, educational allowance, settling-in allowance, car allowance, housing allowance and entertainment allowance. Thus, expatriate receives nearly 250% more salary than the nationals doing the same job. The national employees demanded the management to pay equally with that of expatriates immediately. According to them, the pocket frustrates them severely