Final exam Flashcards
What is a compensation?
Cash and non-cash rewards employee receive in exchange for their work
What are the phase of the direct compensation?
- Establish the compensation strategy (lead, match, lag)
- Analysis of the job
-Job descriptions
-Job specifications
-Performance standards - Pricing job
-Job evaluation (identifye which job is more important than others)
a) Job ranking (system of ranked job subjectively in comparaison of others- not precise)
b) Job grading/clasification (assigning each job a grade - not very precise)
-Point System
-Market-pricing (focuses on external competitiveness)
how much competitors are paying
wages and salary survey based on the market
-Skill-based (Deth, breadth and self-management) - Matching employees to pay (combines everything)
What are the pay incentives strategies? What are the pros of cons of each?
- Individual incentive plans
- Piecework
- Production bonuses (compensate for each unit of output)
- Commissions (percentage of the selling price or an fix amount for each selled unit)
- Discretionary bonuses (wages+ bonus at the discretion of the manager)
- Spot awards (for a special task or a project) - Team (or group) incentive plans
- Team results (salary/bonus on team overall results)
- Production incentive plans (bonus when exceeding output) - Profit-sharing and ownership plans (share profit with everyone)
What are the pros/cons of incentives strategies?
Benefits
-Performance is reinforced regularly
-Reinforcement is quick and frequent
-Desired behaviours are likely to continue
-Wages paid in proportion with performance
Problems
-Administration can be complex
-May result in inequities
-Employees may not achieve standards due to uncontrollable forces
-Union resistance
-Employees may focus on only one aspect
Wages are eliminating……?
eliminate gender-based discimination to have equal pay
Pro/cons pay secrecy?
-Advantages
Most employees prefer to have their pay kept secret
Gives managers greater freedom
Covers up inequities
-Disadvantages
May generate distrust in the pay system
Employees may perceive there is no relationship between pay and performance
What is indirect compensation? What are the type of compensation?
- Benefits and services extended as a condition of employment
- Not directly related to performance
- Approaching 50% of annual payroll expenses
To solve social problems and provide security for interdependent wage earners
1. Legally Required vacation employment insurance heatlth insurance worker's compensation 2. Voluntary Benefits Life & Health Insurance Disability Insurance (short/long term) Salary Continuation Retirement Security Paid Time-Off Benefits Employee Services
What is flexibe benefit?
- Traditional benefit plans were “one size fits all”(pension and maternity benefits were given to all employees)
- Flexible benefits programs allow employees to select benefits and services to match their needs, cafeteria style
- Workers are provided a benefit and services account with a specified number of dollars in the account.
- Additional administrative cost, but increased employee participation
5 stages of team dynamic?
- Forming: period of testing and orientation in which members learn about each other and evaluate the benefits and cost of continued membership, people are polite and try de defined what their excepted of doing
- Storming: interpersonal conflict where members become more proactive and compete for various team roles
- Norming: team develops its first real sense of cohesion as roles are established and a consensus forms around group objectives and a common team-based mental model (developing team identity and developing mental models and coordinate routines)
- Performing: high level of trust, they’re efficient, identify with the team, committed to group objectives
- Adjourning: Separate when the task is done
The punctuated equilibrium model: When strict deadlines. After a period of smooth progression, the team experience a spike in activity around midpoint, where changes and adaptation occur.
What type of conflict should you avoid at work? Why? What should you focus on instead?
Conflict is a process in which one part perceives that its interests are being opposed or negatively affected by another party
- Task (constructive) conflict
Parties focus on the issue, respect people with other points of view
Try to understand logic/assumptions of each position
Relationship conflict - Focus on personal characteristics (not issues) as the source of conflict
Try to undermine each other’s worth/competence
Accompanied by strong negative emotions
- better decison making
- adapt to changing environment
- team cohesin
Examples of upward and downward communication?
-Downward In-House publications Prerecorded messages Electronic communication Social media / Mobile Devices Information sharing and open-book management
-Upward Grapevine (spreads rapidly and likely touches each person throughout the organization) Electronic communication Complaint procedures Manager-employee meetings Suggestion systems Employee attitude/opinion surveys
What are the different types of dismissals?
-ultimate disciplinary action
1. Constructive
A major change in the employment terms that results in an employee resigning may be considered constructive dismissal
- Wrongful dismissal
Non-union employer who does not have just cause for dismissing an employee may be sued for wrongful dismissal
What is the hot-stove rule?
When you touch a hot stove, your discipline is immediate, with warning, consistent, and impersonal.
When you touch the hot stove, you burn your hand. The burn was immediate. Will you blame the hot stove for burning your hand? Immediately, you understand the cause and effect of the offense. The discipline was directed against the act not against anybody else. You get angry with yourself, but you know it was your fault. You get angry with the hot stove too, but not for long as you know it was not its fault. You learn your lesson quickly.
Progressive/discipline why it is benificial even if it’s costy?
- Progressive (Stronger penalties for repeated offences)
- Verbal reprimand by supervisor
- Written reprimand; with a record in file
- 1-3 day suspension
- Suspension for 1 week+
- Discharge for cause - Positive discipline (Takes a problem-solving approach)
- Employee accepts that a problem exists and employee takes responsibility
- Focus on the specific problems
- Document suggested changes and employee’s commitments
- Follow-up to ensure employee is keeping commitments
What is the Wallace effect?
leading decision of the Supreme Court of Canada in the area of Canadian employment law, particularly in determining damages arising from claims concerning wrongful dismissal.
