This document contains an archive file for the BUS 434 Entire Course. The archive includes discussion questions, papers, quizzes for each of the 5 weeks of the course. It covers topics like compensation systems, job descriptions, performance evaluations, executive compensation, and benefit packages. It also includes links to additional tutorials and resources.

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This archive file of BUS 434 Entire Course consists of:
BUS 434 Week 1 DQ 1 (Employee Satisfaction).doc
BUS 434 Week 1 DQ 2 (Global Wage Rates).doc
BUS 434 Week 1 Quiz.pdf
BUS 434 Week 2 DQ 1 (Compensation System).doc
BUS 434 Week 2 DQ 2 (Job Descriptions).doc
BUS 434 Week 2 Quiz.pdf
BUS 434 Week 3 DQ 1 (Job Evaluation Methods).doc
BUS 434 Week 3 DQ 2 (Survey Preparation).doc
BUS 434 Week 3 Employee Relations Manager Paper.doc
BUS 434 Week 3 Quiz.pdf
BUS 434 Week 4 DQ 1 (Performance Standards).doc
BUS 434 Week 4 DQ 2 (Performance Incentives).doc
BUS 434 Week 4 Quiz.pdf
BUS 434 Week 5 DQ 1 (Executive Compensation).doc
BUS 434 Week 5 DQ 2 (Benefit Packages).doc
BUS 434 Week 5 Final Paper Holland Enterprises
Compensation and Benefit System.doc
Business - General Business
Employee Satisfaction . “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. Respond to at least two of

2. your classmates’ postings
Global Wage Rates. 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. Respond to at least two of your classmates’
postings
Compensation System. 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. Respond to at least two of your classmates’
postings.
Job Descriptions . The job description is often referred to as
the building block of human resources. Nearly every
employment action – recruitment, compensation, discipline,
etc. – is predicated on an effective job description.
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. Respond to at least two of your
classmates’ postings.

3. Job Evaluation Methods. 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. Respond to at least
two of your classmates’ postings.
Survey Preparation . 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.
Respond to at least two of your classmates’ postings
Foundations of a Compensation Strategy. The most effective
compensation strategy is one that develops a clear link
between the following components:
Job Description (i.e., work that an employee is expected to
perform).
Performance Evaluation (i.e., work that the employee has
performed).
External Salary Survey and Internal Salary Comparison (i.e.,
pay provided to each employee).
Examine the interrelationship between these three
components by describing the purpose of each component
and how it affects the others. Then explain how all three
components would be used to determine the compensation
for an employee. Your examination should include a salary

4. evaluation for a position you are familiar with (Administrative
Assistant, Human Resource Manager, Maintenance Worker,
etc). The salary evaluation should
give results for each of the three components and detail how
pay is finally determined for this position based on the three
components. Example of the salary evaluation portion of
your analysis:
Purchasing Manager.
Primary functions from the Job Description: To plan, direct,
and coordinate the activities of buyers, purchasing officers,
and related workers involved in purchasing materials,
products and services.
Organizational performance evaluation system:
Outstanding – 6% Increase
Exceeds expectations – 4% Increase
Meets expectations – 2% Increase
Does not meet expectations – No Increase
External Salary Survey: (salary survey, which you can typically
obtain online) Monthly salary range at $4,300 - $5,200.
Internal Salary Comparison: (the relationship of this position
to similar positions in your organization) Position is similar to
Accounting Manager, and should be paid within the same
monthly salary range of $4,400 - $4,900.
Submit your analysis in a two- to three-page paper formatted
to proper APA 6th Edition specifications. Include a minimum
of two scholarly references to support your analysis.
Performance Standards. 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. Respond to at least two
of your classmates’ postings

5. Performance Incentives. Compare and contrast when it
would be preferable to motivate employee performance
through short-term incentives versus long-term incentives,
and vice-versa. Respond to at least two of your classmates’
postings.
Executive Compensation. Choose one of two statements
below and
construct an argument supporting your position:
a. The market trend towards escalating executive
compensation reflects the critical importance of an
executive to an organization’s long-term viability.
b. The growing compensation inequity between executive
management and the average employee
threatens to destabilize organizational morale and societal
justice.
Respond to at least two of your classmates’ postings.
Benefit Packages. Today’s globally competitive business
environment has caused many U.S. businesses to reduce the
value 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. Respond to at least two of...
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