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There were a few issues of fairness presented in Michael Simpson’s case that happens in in real world work places that prevents employees from working to their full potential or causing them to leave the work place all together. In this case study Michael Simpson is faced with the dilemma of whether or not he should leave Avery McNeil, the accounting at which he is currently working at. Simpson had interviewed with many consulting firms before graduating college, and had chosen Avery McNeil because it had the potential to allow him the most rapid advancement in his career. Within two years of working their he was promoted to manager and he received a great pay raise. However, a few days later Simpson came upon a sheet with pay grades of other …show more content…
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 Extra, written by Michael Christie is a short story in which allows the readers to explore the significant ideas within the text such as being dependent on others. Throughout the story it is shown that the narrator is completely dependent on Rick. The narrator can rarely do anything for himself and needs to have Rick help him in many aspects in his life. It says in the story that that the narrator himself could not read and that he needed to wait until Rick got home so that he can read both letters that the narrator had gotten from the government. The narrator is not even able to cook for himself and must wait on Rick to return so that he wouldn’t starve. He wasn’t able to go look through dumpsters for extra thrown out food for him because
Are young children putting their health and even their lives at risk if they partake in the sport of football? Some claim that the American sport is far too dangerous and the risk of concussions and injuries far outway the pros of the physical sport, while others insist that technological improvements and new regulations have made the sport safer. Jonathan Zimmerman, a professor of history and education at New York University, argues in his paper, “We Must Stop Risking the Health of Young Football Players,” that football is a sport that is too dangerous for the youth. He states his belief that technological improvements in helmets and changes in the rules of the sport have had little effect on reducing injuries and that nothing has worked.
Another problem seems to be his morale at his current job because of the new changes that the company is implementing in the organization. Miller seems to be upset over these changes and not willing to change with the company. This has caused his morale to plummet. This could result in not only his morale to diminish but also those employees that look at Miller as a leader as a coworker. He has been there for twenty seven years and there are those that look up to Miller as figure to the company.
In the case Michael M. v. Superior Court of Sonoma County, the petitioner, Michael M., was charged with statutory rape in the state of California. He then claimed the state’s statute unconstitutionally discriminated against him because he was male. At the time, Michael M. had sex with a 16-year-old girl while he was 17. The young girl was not condemned. He claimed the law violated the Equal Protection Clause stated in the fourteenth amendment of the United States Constitution. This clause says every state has to grant everyone the same rights and conditions as every citizen. The question is, does the statutory rape statute of California violate the Equal Protection Clause?
Wilkerson, J. L. (1995). Merit pay-performance reviews: They just don't work! Management Accounting, 76(12), 40. Retrieved from http://search.proquest.com/docview/229841643?accountid=32521
Introduction: Perhaps no one has received this title in history “the king of pop”, now a days many artist’s have arisen and have performed but not as the king of pop known worldwide and in history, has dominated the world of pop as Michael Jackson.
Nowadays, most women remain unaware that their employers underpay them. Women cannot argue for higher wages if they do not know they earn less than their male equivalents. Each employee sharing their salary will allow women to detect if they are earning less than their male colleagues with little difficulty. This will give women the tools needed to argue for a higher pay rate, and will help lower the wage gap. If a female worker goes to her boss with statistical evidence that she earns less than her male associates, the chances that her boss will award her a higher salary significantly increase. The law will make it almost impossible for companies to pay their male workers more than their female workers (Glynn para. 7). Furthermore, a law requiring employees to share their salaries will bring to light other forms of wage discrimination. The wage gap not only represents gender discrimination in the workplace, it also reflects the ongoing issue of racial discrimination. While white women do typically earn less than white men, they out earn the majority of female colored workers in America. The average African American female makes only 64 cents for the white man’s dollar. Additionally, Hispanic women receive only 54 cents to their white male coworker’s dollar (Hegewisch para. 9). If women of color become aware of how little they earn compared to
Pay equity programs attempt to address the undervaluation for work traditionally or historically done by women. Pay equity (also referred to as “comparable worth”) programs require a gender-neutral analysis of comparative work. A variety of very different jobs are compared based on a composite of the skill, effort and responsibility of a job and the conditions under which the job is generally done. The comparison determines the relative worth of those jobs to the achievement of a firm’s objectives, under the proposition that equal contribution merits equal compensation. Where female-dominated jobs in the workplace are found to be of equal or comparable value to male-dominated jobs but paid below the level of the male jobs or payline, then all employees in those female-dominated jobs are entitled to receive pay equity adjustments.
Managers in the local stores do not make much money weekly. It doesn’t matter if they work over time or develop different tasks that probably are not in their role as managers, the still getting the same amount of money. One day, I asked Ms. Bertha how much money she makes per hour. She replied that she make 9.50$. Knowing her job and all the things that she is in charge of, I was astonished because I couldn’t imagine someone working so hard for so long time and getting so low money. On the other hand, the managers in big corporations having a whole team working with them gets 14.50 $ per hour, and if he work overtime it become 16.50$ per hour.
Thus, they have the priority to get more rises. I agree that loyalty is necessary too, but it can appear when the employees get rewards as they deserve. For example, and employee after one year work, if he or she receives a pay rise as they deserve, he or she will be more loyal to the company and produce more to get more(4). On the other hand, if an employee does not get rewards for his or her hard work, and an old employee gets more rise, he or she will not be loyal and they will not work efficiently. They are going to do what they have to do only without being creative or a hard worker and may leave the company, for instance(4).
Management spends a huge amount of time to design incentive systems and schemes to motivate their workers and to ensure they work in their best possible manner. Motivating workers by giving them decent pay helps in winning employees heart to make the work done efficiently, significantly and effectively. The most effective way to motivate people to work productively is through individual incentive compensation (Pfeffer, 1998). An attraction of getting more is a powerful incentive to people for high performance. While most people agree that money plays a major role in motivating people, in organizations there is a widespread belief that money may also have some undesirable effects on morale.
Remuneration management is defined as the sum received for an employment or service delivered, this includes the money received on a monthly basis as well as benefits given as rewards (investopedia,para.1 ). Individualism need to be taken into account when implementing these remuneration structures or reward schemes, equal pay plays a role in balancing earnings among the diverse workforce (Shen, Chanda, D’Neetto and Monga,2009,p.241). The Woolworth’s Holdings uphold remuneration policies which have the purpose of making sure to attract and hold on to the best talent, that they are congruent with the strategies of the company and are the determinants of performance during the short and long phases. The policy considers the board members and the employees. This policy manages employees of the company by giving...
The effective Human Resource Management in an organization requires an exceptional standard set for motivation, job design, reward system and equity. Nowadays, people are more willing to avoid unfair treatment in the workplace than any other aspect. The fundamental concept behind Equity is an attempt to balance what has been put in and taken out at the workplace with a feeling of justice being served. Unconsciously, values are assigned to many various contributions made to the organization, hence causing an air of misbalance in the environment. There has always been a disparity in the view on the desirability or the cost effectiveness of policy measures. The importance of equity or reducing discrimination has gained a lot of attention in the labour market (Milkovich, Newman & Ratnam, 2009).
Michael Jackson is one of my favorite singers. He is very famous, so most of all people in the world know him, at least his name. I began to listen to his songs because I was recommended them by my friend, and I was really attracted by them. I have two reasons why I like him.
If part or all of the one’s salary is contingent on how well you actually perform your job, one will go the extra mile. The individual will attack his/her work with vigor and revel in the rewards. And...