Compensation Pay
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Compensation and Incentive Pay at Shaver, Inc., the case at the end of Chapter 11, presents a common situation in many organizations today. It raises questions about the value of pay-for-performance plans being used or considered in organizations of every type across the country. Pay for performance or as it is often called, merit pay, is at the center of a nationwide controversy on how to improve teacher and school system performance. Many reformers argue that merit pay is the answer to teacher recruitment and retention and getting the desired performance. Others argue that the systems are too difficult to implement, too often reward the wrong behaviors, and the pay increases are too small to matter. Shaver, Inc. raises many of the same issues that are heard in the national teacher's pay debate.
What are the problems with Shaver's present performance appraisal and salary review program? Identify and discuss at least two significant problems as a result of current practices.
What changes in Shaver's performance appraisal and salary review program would you recommend? Identify at least two recommendations to deal with the issues that you identified with the current system.
Discuss the rationale and relative advantage of each of the changes you recommend. Provide justification for your recommendations and address the pros and cons of your recommendations.
Based on your analysis of the issues raised by the Shaver, Inc. case, what recommendations would you make to a school board considering a merit pay program for its school teachers?
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Solution Summary
The solution addresses the issues involved with pay for performance pay and all pay issues in relation to Shaver, Inc.
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ABSTRACT
This paper will discuss the present salary review and performance appraisal programs at the Shaver Corporation, highlight the pros and cons of their ways and make recommendations to assist the company further.
Executive Summary
The company has been in business since 1907 and it strives on treating its employees well and paying above average salaries. The raise system has been brought to light as the company Vice President thought the raises were being issued on merit and to his detriment, he found out they were not.
Salary Ratings
The company's Vice President states, ""I don't understand it. We're a successful company that pays well, and we have a rep¬utation to uphold. Now you tell me that last year most of the raises employees got were not given on the basis of performance. How can that be?" (Scenario) A task force was compiled to review the salary rating system a while back because the system that was in place was confusing for managers and employees alike. The task force made changes to the rating system but the changes were poorly implemented.
What are the problems with Shaver's present performance appraisal and salary review program? Identify and discuss at least two significant problems as a result of current practices.
The first problem is with the system is the rating system was a calculation of formulas and percentages and very difficult to use and understand. The task force changed the ratios to a rating system from 1 to 10. The issue here was many managers did not ...
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- Master of Business Administration, University of Phoenix
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- Business Diploma, Katharine Gibbs Business College for Women
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