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BUS 434 Entire Course BUS 434 Week 1 DQ 1 (Employee Satisfaction)

BUS 434 Week 1 DQ 1 (Employee Satisfaction)

BUS 434 Week 1 DQ 2 (Global Wage Rates)

BUS 434 Week 1 Quiz BUS 434 Week 2 DQ 1

(Compensation System) BUS 434 Week 2 DQ 2 (Job

Descriptions) BUS 434 Week 2 Quiz BUS 434 Week 3 DQ 1 (Job

Evaluation Methods) BUS 434 Week 3 DQ 2

(Survey Preparation) BUS 434 Week 3 Assignment

Employee Relations Manager Paper

"Employee satisfaction relates directly to income obtained from work performed and the lifestyle opportunities made available to the workers and their families from this work-related income." Elaborate on the link between work-related income and employee satisfaction in today's workplace

BUS 434 Week 1 DQ 2 (Global Wage Rates) BUS 434 Week 1 Quiz

Wage rates in the United States are higher than similarly skilled workers in other countries such as China, Mexico and India. Consequently, many U.S. businesses have outsourced their manufacturing and

production needs to take advantage of these lower wage rates. Discuss how, working collaboratively, the federal government and U.S. businesses can modify employee compensation packages to become more globally competitive.

1. Question : All but which one of the following conditions will influence jobs and job-related opportunities in the future?

  2. Question : Which

of the following is a noncompensation benefit rather than a compensation benefit?

  3. Question : An

organization designs and implements a reward system to

BUS 434 Week 2 DQ 1 (Compensation System)

BUS 434 Week 2 DQ 2 (Job Descriptions)

A basic premise of a market-based economy is that each individual has the opportunity – through education, experience, hard, work, etc. – to improve his or her job earning potential. As a result, some employees may enjoy greater earnings than their colleagues. Assess how an

organization can create a fair, market-competitive compensation system that provides greater rewards for those who earn it, yet is viewed as fair and equitable by the organization.

Today, there is considerable debate whether job descriptions should be broader and more generic, versus narrow and more specific. Distinguish between the advantages and disadvantages of each approach, and which you see as the more preferable approach.

BUS 434 Week 2 Quiz BUS 434 Week 3 Assignment Employee Relations Manager Paper

1. Question : An organization's _____________ describes in broad or general value-laden terms what the organization wishes to accomplish in the long term—the kind of product it intends to provide and how it intends to provide it.

  2. Question : Which

one of the following jobs is not exempt from the minimum wage and overtime requirements outlined by the FLSA?

  3. Question : The 1935

National Labor Relations Act

The most effective compensation strategy is one that develops a clear link between:

  Work that an employee is

expected to perform (typically detailed in the job description);

Work that the employee performed (typically detailed in a performance evaluation);

and, finally, pay provided to each employee (typically determined through external survey and internal equity).

In a 2-3 page paper, examine and elaborate on the interrelationship between these three links. In presenting your analysis, it would be beneficial to:

BUS 434 Week 3 DQ 1 (Job Evaluation Methods)

BUS 434 Week 3 DQ 2 (Survey Preparation)

There are two general types of job evaluation methods: those that investigate the job as a whole and those that investigate the job from a variety of components. Choosing one job evaluation method, examine how that method would be the preferable approach to attain comparable worth throughout the organization, and where it would not be the preferable approach.

Surveys are an important tool to assess the competitive forces in the marketplace regarding pay practices. The most critical step in the survey process is obtaining the proper job match. For an organization you are familiar with, identify a position that would be the match to utilize in your survey, including a brief discussion on the limitations of using this position to determine your organization's overall salary competitiveness in the market.

BUS 434 Week 3 Quiz BUS 434 Week 4 DQ 1 (Performance Standards)

1. Question : The term “going rate” implies that there is

  2. Question : In the

following array of data, which value is the 9th decile?

  3. Question : Many

specialists who make extensive use of survey data believe that _______ values provide valuable information for establishing minimum and maximum pay values for a job or a grade.

Describe the relevance of performance standards for today's knowledge-directed workers, and how their use will result in a more competitive compensation and benefit strategy.

BUS 434 Week 4 DQ 2 (Performance Incentives) BUS 434 Week 4 Quiz

To Compare and contrast when it would be preferable to motivate employee performance through short-term incentives versus long-term incentives, and vice-versa.

1. Question : The National Association of Suggestion Systems claims that a dollar spent in rewarding suggestions

  will return ______ dollars in

improved operations to the organization.

  2. Question : The size of

a bonus received by an operating manager will quite often be determined by all but which one of the following criteria?

  3. Question : Which of

the following statements is least descriptive of why many suggestion plans have failed?

BUS 434 Week 5 DQ 1 (Executive Compensation)

BUS 434 Week 5 DQ 2 (Benefit Packages)

Construct an argument supporting your position:

 The market trend

towards escalating executive compensation reflects the critical importance of

an executive to an organization's long-term viability.

Today's globally competitive business environment has caused many U.S. businesses to reduce thevalue of their employee benefit packages. Examine how an organization can maintain its costly benefit structure while remaining competitive against countries whose companies do not offer such benefits.

BUS 434 Week 5 Final Paper Holland Enterprises

Final Paper  Attracting and retaining

the most talented employees is essential for long-term organizational success. An important component to attracting and retaining such employees is the design and implementation of an effective compensation and benefit system.

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