The objective of this essay is to look into the effects of sharing salary information amongst other employees. The main focus of this case study was looking closely to how an employee named Mary whom, had devoted her time and energy to a company in hopes of doing well on her first review. The twist to the story is that after doing well with the review, she runs into a coworker named Sue, that is eager to know the details of the review, but in the midst of the conversation the coworker spills the beans on her salary prior to the review. It is apparent from the passage that Mary was displeased to know that Sue had a higher starting salary than she did. Attitude Before and After. Before Mary had her quick run in with her coworker Sue her morale was upbeat. Just within …show more content…
It may also be dependent if Mary can financially afford to leave at that particular moment. From how she reacted, she seemed to be reacting to the circumstances. Mary in my opinion should remain calm about the information that she just received. Yes, it is terrible to find out that someone with less experience is making more than you. At first she will need to get over the shock value. Once she realizes that this was the companies’ decision she can only then refocus on what her next move will be. Maybe now that she has more experience she may apply for a higher position within the company. If this is not feasible, than an alternative is to see if she can get further certifications that can help her by asking for an additional increase in salary prior to the next annual review. If she intended this job to be a stepping stone for her next career move, she may also look into what other job opportunities exist outside of her workplace. It may be time for her to explore what other opportunities are out there, but before quitting the job making sure that she has something else in
While it has only been two years that he has been working with the firm, he is a great employee and has quickly moved up to position of manager. If he was just a good employee he would not have been promoted, but he stood out amongst others and proved that he deserved that position so he should be paid more than those working under him. I understand that Avery McNeil must have higher starting salaries than its competitors to receive new employee’s, but then they should also raise the manager salary’s like Simpson’s to be greater than employees who work below them. In situations like these employees feel less motivated to work harder or even continue working at the same rate. Michael Simpson loves his job and knows if he leaves Avery McNeil, other firms will not give him the same opportunity, but maybe a better pay. So, if he feels stuck at his job he may start working less or putting in less effort at work. He may even decide to leave the company completely if another company pays him better. Simpson seems like a very easygoing employee and somewhat agreeable. He does not seem like he wants to bring up the situation to his boss because well first he would get asked the question of how he found this information and second because he does not even know if he should ask for a raise. Sometimes when employees seem agreeable managers feel they can take advantage of the situation. This can lead to a situation like Michael Simpson’s. While Simpson has a valued position, his salary does not show that he is being valued because he has been working longer and has a higher position than Walt and Rich. Unfairness in a work place can lead to employees being unmotivated to work harder for the company and sometimes even cause employees to leave altogether because they do not feel that they are being valued by the
The Director of the Human Resources received complaints from several managers and the Senior Manager in Payroll. The complaint was regarding Personnel Actions being processed late in the Human Resources Information Center (HRIC). The Director was urged by the leadership to put the pressure on the on the team who processed these actions, since it was causing issues across the organization. With the knowledge of these concerns, he recognized it was necessary for him to determine why the Personnel Actions were being delayed and causing the issues brought about by the various levels of management.
For nearly half a century, Target has ran as a successful company dedicated to their unique business model. To stay competitive in the market, Target Corporation faces a constant challenge to be innovative, intelligent, and resourceful to provide the best shopping experience. Target’s culture is one of its main contributing factors to becoming the second largest retailer in the United States. As executives, HR structure is a major component to a company's success and has many key aspects that must be met. Businesses are kept in operation through their Recruitment and Selection process, Performance Management and Employee Development, and Compensation and Benefits. We will analyze these aspects of Targets HR structure and provide recommendations
Lastly, by holding unlawful job negotiations with a Pentagon official, the Boeing former financial officer was seen to be breaching the utilitarianism principle. Moreover, concealing of the findings of the internal studies regarding gender’s pay further illustrates this ethical lapse in Boeing.
Stating the problem and asking for suggestions about how the problem can be solved. When there is a problem, we should follow the proper protocol to get the problem resolved. The breakdown in communication between the police officers and city management caused an unnecessary conflict because city management acted out of fear and the mayor possibly losing an election due to the overtime pay the police officers were receiving, which was mandatory because of the promise made by the mayor to lower crime by increasing police patrols in high-crime
Report 2: Issues in Employment (Chapter 9). The relationship between employees and employers is often confusing and blurry. Who has the upper hand? Who is in control of the e-mail?
Farrell, Warren. Why men earn more the startling truth behind the pay gap--and what women can do about it. New York: American Management Association, 2005. Print.
I have managed a McDonald 's for over 11 years. There are plenty of potential problems that I deal with daily. One of the biggest issues I have to deal with is turnover. With any job turnover is bound to happen. Especially in a fast paced job with high customer demands. There two sides to this argument involve the pros and cons of turnover. Not all turnover is considered bad, however it can become very expensive if turnover rate is extremely high. I plan to approach this problem in my project my looking into ways of retaining employees and finding ways to reduce turnover. My main objective is how turnover specifically relates to employee engagement and management leadership skills.
Employees often overestimate their coworkers’ pay when it is kept a secret. This leads to overall lower job satisfaction, which in turn hurts workplace productivity. In general, employees work more productively when pay structures are transparent and predictable (Chamberlain para 5). If employees become aware of the wages their associates earn, they will know where they stand in their company, and they will feel happier. This will lead to increased workplace efficiency and will help businesses in the United States increase their profits. Additionally, pay transparency has already helped lower the wage gap in several countries. Britain, Austria, and Belgium have all signed laws requiring employees working in the countries to report their wages. These legislations provided the pressure needed to force companies to increase working women’s wages (Lipman para. 5). PricewaterhouseCoopers, a multinational professional services network, released its British employees’ wages to the public in 2013. The report shows a clear separation between the wages that male and female workers in the company earned that year. Since then, the business has proceeded to work on lowering their gender wage gap, and their pay discrepancy has significantly decreased (Lipman para. 6). A pay transparency law has already succeeded in lowering the wage
Blau, F., & Kahn, L. (2007). The Gender Pay Gap: Have Women Gone as far as they can. Academy of Management Perspectives , 21 (1), 7-23.
Jack and Jill only get paid differently because they were interested in different jobs and lifestyles. Do you think all jobs should have the same salary? Do you think we should ban salary negotiation to level the playing field? Do you think we should force women into subjects into subjects they aren't interested in to increase gender balance in classes? Do you believe in equality of outcome or equality of opportunity? The real question in each of these, at their core, is whether the ends justify the means. The answer, as far as these arguments are concerned, is a resounding
Through requiring that each major company with 250 or more employees to report the earnings of their employees, it would be possible to close the gap between genders and ethnicities in regards to the disparity in salaries for each minority group. It was reported that “women one year out of college earn 6.6 percent less than men”, a statistic which is indicative that this issue is running rampant from the very start of a woman’s career. It supports the idea that the excuses a company may make for the differences in the earnings of women vs. men in their workplace are unfounded and rooted in not simple mistakes, but a discrimination that runs deep. In Britain, there is a new law that requires companies to report employee earnings. It was intensely difficult to get this law passed, but the results are worth it. Already, leaders are noticing gaps in the wages of the people that hold their companies together, and taking steps to correct
A lot of important factors are not shown in the document, including, personal skills, previous experience, and salary history. If someone were to see a co-worker, with the same job as himself, with a larger salary, it could upset that person. Even if that employee were to have had much more experience, with skills that are beneficial to that company, a problem could still arise because the others are unaware of the different factors that went into giving that person that particular pay. Studies at Cornell University, say that a person earning less is more likely to quit, rather than negotiate his or her
Layoffs are one means by which an organization can reduce expenses with the intent of improving its bottom line. Despite being typically performed as a last resort, layoffs often have a negative impact on the remaining workforce. As a manager, there are numerous areas for concern in managing the workforce going forward. The human costs related to downsizing are “immense and far-reaching” with one of the most profound being survivor syndrome according to Hanson (2015, p. 187). Also known as survivor’s guilt, this condition relates to the emotions felt by those still employed and some of the effects include decreased motivation, moral, and job satisfaction, as well as an increased proclivity to search for other employment. This volunteer turnover being another grave concern for managers, and retention of the remaining workforce is usually dependent on their existing perception of the organization and its culture (Sitlington & Marshall, 2011). Also relayed by
Employee benefits coordinator play a significant role in Human Resource Management. Employee Benefits coordinators are responsible for assisting with employee benefits, maintaining employee data base, managing all insurance billings and maintain employee files, sick pay, vacation and retirement. This study explores the importance of employee benefits to corporations, government agencies and non profit organizations. This paper also researches the effects on the management team and on individual employees’.