This document outlines an assignment for a course on sales force compensation. The assignment requires students to: 1) Describe six features of an effective total rewards program to motivate a sales force. 2) Describe the behaviors a compensation plan targets in the sales force. 3) Assess how the outlined compensation plan achieves value for current and future employees. 4) Indicate how attracted future salespeople may be to the outlined plan. The assignment must be 5-7 pages and use at least 5 academic sources. It should follow APA formatting and include a cover page. It will be graded on answer quality, logic, writing skills, and mechanics.

1. Assignment 2: Sales Force Compensation
Due Week 4 and worth 150 points
For companies that have a mission of selling, a major objective
is to motivate the salespeople. While that are many factors that
go into motivating these people, one of the primary factors is
the compensation plan that describes how they will be rewarded.
Research a large organization’s sales force and its compensation
plan.
Write a five to seven (5-7) page paper in which you:
In order to motivate the sales force to produce the highest
number of clients, describe six (6) features of an effective total
rewards program.
Describe the behaviors of the sales force that are targeted with
the compensation plan.
Assess how a value proposition is achieved for current and
future employees in the plan you have outlined.
Based upon the type of plan you have created, indicate how
attracted you think future salespeople may be to this plan.
Use at least five (5) quality academic resources in this
assignment. Note: Wikipedia and other Websites do not quality
as academic resources.
Include textbook reference: WorldatWork (2007). The
worldatwork handbook of compensation, benefits & Total
rewards. Hoboken, NJ: John Wiley & Sons.
Your assignment must follow these formatting requirements:
Be typed, double spaced, using Times New Roman font (size
12), with one-inch margins on all sides; references must follow
APA or school-specific format. Check with your professor for
any additional instructions.
Include a cover page containing the title of the assignment, the
student’s name, the professor’s name, the course title, and the

2. date. The cover page and the reference page are not included in
the required page length.
The specific course learning outcomes associated with this
assignment are:
Define total rewards and describe the advantages of a total
rewards approach.
Analyze an organization’s strategy, workforce, operating
environment, and key stakeholders to identify critical factors in
designing a total rewards strategy.
Use technology and information resources to research issues in
total rewards.
Write clearly and concisely about total rewards using proper
writing mechanics.
Grading for this assignment will be based on answer quality,
logic / organization of the paper, and language and writing
skills, using the following rubric.
DATE: April 18, 2018
TO: ENG1131 Class
FROM: Jiahe Bi
SUBJECT: The Effect of Workplace Diversity and its Resultant
Effects.
Diversity manifests itself in two aspects, primary and
secondary. The former dwells on easily discernible dimensions
such as gender, age, physical capacity or incapacity and race to
some extent as these are the easily noted differences that can be
picked on the initial encounter. On the other hand, secondary
aspects dwell on matters that only become noticeable after an
extended period of interaction and exposure to the individual
and include dimensions such as religion, levels of education,
racial bias and income levels. This therefore accentuates the
view that in any work setting, every individual is unique in his
own way, but also shares numerous characteristics with other

3. employees, which may vary from biological to environmental
components. In effect, workplace diversity is a double-edged
sword, in the sense that it can simultaneously be a problem and
disadvantage, but also be a solution that brings about several
benefits that may provide it with the necessary competitive edge
to beat its competitors and set the pace for the market (Thomas,
2004).
Due to the effects of globalization, interaction between people
from diverse backgrounds, cultures, nationalities, religious and
political affiliations have never been more pronounced and it is
for this reason that through this paper, I will emphasize on the
various diversities experienced in workplace settings and the
resultant effects that it brings along. Furthermore, I will
expound on the solutions requisite for a number of the
consequential problems, aiming at concluding the expected
effects of the effects of these solutions on their adoption and
enforcement.
Introduction.
Numerous organizations, in their individual perspectives have
proposed and implemented several policies, based solely on
flexibility, enhancing creativity and openness to change for
adoption of diversity experienced in their settings. In
recognition of the inevitable revolution and transformation in
the workplace, the urgency to enforce friendly workplace
diversity policy guidelines brought about by both statutory
requirements such as the stipulations in Employments and Labor
Acts and the managements own volition to create an employee
friendly work setting has led to the approval of various policies
regarding the same. Nevertheless, handling workforce diversity
still remains an elusive challenge given the learning and
adjustment period required by most managers to familiarize and
experience the skills required in a multilingual, multicultural
and multinational work setting and equip themselves to transfer
the same values to their peers and subordinates within their
organization and beyond. This has however proved a difficult

4. challenge given that diversity transpires across boundaries and
limitations, and therefore equipping themselves with these
requisite sills has become an impediment into their performance
(Thomas, 2004).
Problem
Technology fluctuations at an incredibly fast rate and an
organization’s ease in adopting and implementing these changes
sets it apart from other organizations, with the same applying to
individuals. This has resulted in the ensuing conflict between
Millennials and the older generations in the workplace, given
that the increase in the number of young workforce in several
organizations, who also constitute the larger percentage, has
resulted in a paradigm shift in operations, from the traditional
setting to modern alternative models. Equally important to note
is the involuntarily forced integration between the significance
of diversity in the workplace on the corporate scene that has
propagated uncertainty within work setting, with majority of the
management finding themselves in uncharted diversity waters
and lacking the necessary skills and experience to fairly and
efficiently govern this model due to lack of training. Moreover,
discrimination and biasness along diverse lines of age, gender,
political or religion affiliations have over time become more
pronounced and if not carefully managed may disintegrate
several organizations. Besides, office politics and the fear of
fair application of industrial and employee relations practices of
promotion and transfer has hampered the mobility several
individuals due to their fear of mistreatment by the host
employers. In conclusion, managing diversity has brought about
the attendant problem of walking the tightrope of managing the
specific needs and cultural or religious requirements of
individual or marginalized groups and constantly changing the
organizational policies to accommodate them as and when they
become due or necessitated by any change (Conrad, Parsad
2006).

5. Solution
Diversity in the workplace is a great advantage as it accentuates
the value brought by the different nature of individuals and
groups in the organization (Conrad et al, 2006). Therefore, the
following solutions ought to be applied to achieve the
advantages. Firstly, recruitment and onboarding procedures
provide the initial avenue for application of the solution.
Organizations should strive to recruit and employ individuals
from diverse backgrounds as this eliminates a few minorities
who feel more marginalized and potentially create a clique for
themselves. By employing individuals from diverse
backgrounds, religions, age groups, nationalities, diversity in
essence becomes a commonality and therefore no longer a
hindrance. Additionally, inculcating favorable policies and
instilling the same to new employees during their onboarding
process makes them familiar with the organization’s diversity
policy and this eases the cooperation among individuals.
Secondly, the organization culture can be used to solve the
problem of workplace diversity using its components. Defined
as a communal set of values reflecting the organizations’

6. undertakings and focus, organizational culture contains five
modules of significance, practice, virtue, vision and history and
organization may focus on these individually to enhance its
workplace diversity policy. For instance, it may indoctrinate a
history of non-discrimination irrespective of the difference, a
practice of warm-welcome to all and a vision of attaining the
most employee friendly work setting within its industry or
geographic region.
Further, the possibility of setting up within the country side or
opting for cosmopolitan urban setting. This means that those
establishing across geographical borders and in urban centers
are more exposed to workplace diversity as they have to engage
individuals from diverse backgrounds unlike their companions
who restricted their operations to the countryside setting and
within geographical boundaries. Nonetheless, mentoring
programs such as cultural or racial mentoring programs are vital
as they orient employees from varying backgrounds to the new
settings. This helps these individuals adopt better and faster to
this new setting. Finally, training plays an imperative role as it
brings to the forefront the benefits of workforce diversity, even
further emphasizing the fact that resources spent on training
outweigh those wasted due to poor ineffective performance and
handling the diversity concept (Thomas, 2004).
Conclusion
Workplace diversity is an inevitable concept as it applies to all

7. employees, embraces both similarities and differences and an
integration of personality and dimensions, which if effectively
managed, can result to organizational success (Conrad et al,
2006).
References.
Anthony, T. James B, (2001) Privacy, Technology and Conflict:
Emerging Issues and Action in Workplace Privacy.
Alison K, Pushkala P and Judith P (2006) Handbook of
Workplace Diversity.
Hays, Thomas (2004) Why now? The Contemporary Focus on
Managing Diversity. The Psychology and Management of
Workplace Diversity.

8. Why Employee Development Improves the Bottom Line
Katie Leonard
Director of Training & Advancement

9. Introduction
Define
Background
Problem &