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Job Structure: Relative Value of Various Jobs Along with market forces and principles of fairness, organizations consider the relative contribution each job should make to the organization's overall performance. In general, an organization's creation of a pay structure requires that the organization develop an internal structure showing the relative contribution of its various jobs. The first step to design a pay structure is with a job evaluation to measure the relative worth of the organization's jobs, using compensable factors such as experience, education, and complexity Pay structures usually include employees making an hourly wage, plecework rates, or a salary. To match what employees earn in comparable jobs in the marketplace an organization can use survey data or a regression analysis to plot points for a pay policy line. Pay grades are established for sets of jobs having similar worth or content. Within these pay grades, a pay range is included that has minimum, maximum, and midpoint pays for employees holding a particular job Finally, an organization may pay extra to employees to reflect differences in working conditions or labor markets, such as working the night shift or working in a high-cost area Read the case below and answer the questions that follow Althea Johnson, HR manager at Valley Ranch Cosmetics, has recently undertaken a comprehensive review of the pay structure at her organization. She and her staff performed job evaluations on all positions and graded each position on its compensable factors. The biggest issue that became clear during the resulting analysis was that the salespeople are currently paid twice as much as the logistics staff, despite similar job evaluation point scores. After investigating. Althea found that solesperson retention had been a large problem in the past, and thus salaries were increased. In addition, the executive team considers sales growth to be a primary objective of the organization; cost control, the responsibility of the logistics staff, while important, is secondary in the minds of the executives. The choices Althea faces are to emphasize the external comparisons, in which case the structure needs little adjustment, or to emphasize the Internal comparisons, which would call for an increase in logistics pay or a decrease in sales pay. What is the most likely consequence of emphasizing Internal job evaluations? Multiple Choice Salespeople will look for new jobs with competitors. Salespeople will be paid below the market rate. A hiring freeze will go into effect immediately. Sales will increase. The status quo will be maintained