This document discusses executive compensation and equity theory. It begins by outlining equity theory, which states that an employee's compensation should be fairly balanced with their contributions. It then discusses how executive compensation often violates this, with CEOs in the S&P 500 making 263 times the average employee salary. Researchers recommend the CEO/employee pay ratio be no higher than 20 to 1. The document raises questions about whether government should regulate executive pay and if tying compensation more closely to company performance could motivate employees.
Increasing Age Diversity In The Workplace (Case#2, Chapter#2)hassaanashraf1
This case is about increasing age diversity in the workplace which is the average age of the workforce has continually increased as medical science continues to enhance longevity and vitality fastest growing segment of the workplace is individual over the age of 55. Recent medical research is exploding techniques that could extend human life to 100 years or more. Unfortunately, an older worker faces a variety of discriminatory attitude in the work place. Organizations can take steps to limit age discrimination and ensure that employees are treated fairly regardless of age. Many of the techniques to limit age discrimination come down to fundamentally sound management practices relevant for all employees. Such as set clear expectation for performance: deal with problems directly, communicate with workers frequently and follow clear policies and procedure consistently.
Role of Women in Top Management Positions and its Impact on Company Leadershipijtsrd
Women score 86 higher than men in emotional self awareness, according to Hay Group. Emotional self awareness includes understanding emotions and their effect on performance and how those emotions drive one’s actions. Adaptability, empathy, and social awareness are also areas within the soft skill spectrum where women excel. Women make up half of the worlds population, but they continue to face inequalities in every field, whether in government or non government organisations, and particularly in leadership because men believe women cannot be good leaders or managers, whereas men agree for women to work at home because men believe women are only good for domestic work. Attaining gender equality in organisations at all levels is a lengthy and difficult process that necessitates the involvement of the entire firm as well as a strong commitment from top management. Women constitute half of the worlds population, undertake two thirds of the worlds labour, but receive just a third of the worlds income, according to UN publications on women issues of the year 2000. I make a tenth of its income and hold less than a hundredth of its assets. Women account for more than 40 of the global labour force and half of the global population. Over the years government seeks to establish policies and programmes to progress women in government companies and organisations. Women produce more than 55 percent of the food grown in developing countries, particularly in rural areas. According to several surveys, women have shown to be successful business owners as well as managers. According to the research, women make up 16 percent of junior management jobs, 4 percent of middle and senior management positions, and only 1 of organisational leadership positions CEOs . This paper is based on secondary information. The study focuses on the challenges that women face in India when it comes to top management position and overall leadership and management. Shreya Kulkarni "Role of Women in Top Management Positions and its Impact on Company Leadership" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-7 | Issue-2 , April 2023, URL: https://www.ijtsrd.com.com/papers/ijtsrd56251.pdf Paper URL: https://www.ijtsrd.com.com/management/other/56251/role-of-women-in-top-management-positions-and-its-impact-on-company-leadership/shreya-kulkarni
Increasing Age Diversity In The Workplace (Case#2, Chapter#2)hassaanashraf1
This case is about increasing age diversity in the workplace which is the average age of the workforce has continually increased as medical science continues to enhance longevity and vitality fastest growing segment of the workplace is individual over the age of 55. Recent medical research is exploding techniques that could extend human life to 100 years or more. Unfortunately, an older worker faces a variety of discriminatory attitude in the work place. Organizations can take steps to limit age discrimination and ensure that employees are treated fairly regardless of age. Many of the techniques to limit age discrimination come down to fundamentally sound management practices relevant for all employees. Such as set clear expectation for performance: deal with problems directly, communicate with workers frequently and follow clear policies and procedure consistently.
Role of Women in Top Management Positions and its Impact on Company Leadershipijtsrd
Women score 86 higher than men in emotional self awareness, according to Hay Group. Emotional self awareness includes understanding emotions and their effect on performance and how those emotions drive one’s actions. Adaptability, empathy, and social awareness are also areas within the soft skill spectrum where women excel. Women make up half of the worlds population, but they continue to face inequalities in every field, whether in government or non government organisations, and particularly in leadership because men believe women cannot be good leaders or managers, whereas men agree for women to work at home because men believe women are only good for domestic work. Attaining gender equality in organisations at all levels is a lengthy and difficult process that necessitates the involvement of the entire firm as well as a strong commitment from top management. Women constitute half of the worlds population, undertake two thirds of the worlds labour, but receive just a third of the worlds income, according to UN publications on women issues of the year 2000. I make a tenth of its income and hold less than a hundredth of its assets. Women account for more than 40 of the global labour force and half of the global population. Over the years government seeks to establish policies and programmes to progress women in government companies and organisations. Women produce more than 55 percent of the food grown in developing countries, particularly in rural areas. According to several surveys, women have shown to be successful business owners as well as managers. According to the research, women make up 16 percent of junior management jobs, 4 percent of middle and senior management positions, and only 1 of organisational leadership positions CEOs . This paper is based on secondary information. The study focuses on the challenges that women face in India when it comes to top management position and overall leadership and management. Shreya Kulkarni "Role of Women in Top Management Positions and its Impact on Company Leadership" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-7 | Issue-2 , April 2023, URL: https://www.ijtsrd.com.com/papers/ijtsrd56251.pdf Paper URL: https://www.ijtsrd.com.com/management/other/56251/role-of-women-in-top-management-positions-and-its-impact-on-company-leadership/shreya-kulkarni
Job Change is is a revision to an employee's existing job description that does not represent a new position for the employee and is not a promotion. Job descriptions can regularly be updated to reflect duties the employee is expected to perform to meet the work needs of the department.
This is the presentation which get a good credit from Miss Syahrina 'Adliana in FSPP for AM225. This file can be referred to get a good marks in case study. :D
e-recruitment or Online Recruitment PPT 2019Susheel Tiwari
E-Recruitment
E-recruitment, also known as online recruitment, is the practice of using technology and in particular Web-based resources for tasks involved with finding, attracting, assessing, interviewing and hiring new personnel. Online recruitment can reach a larger pool of potential employees and facilitate the selection process.
Organizational Strategies to Motivate Employees - Tata Motors, FlipkartAditya Deshpande
Two Companies are analyzed on their Strategies for Motivating Employees
Introduction
HR Policies
Implication of Motivational Theories to HR Policies
for Employee Engagement
A solution for the HBR case study, We Googled You. The hiring firm Hathaway Jones, seems to face a problem as they seem to have found a perfect candidate for solving their problems, but land in a fix when some unpleasant news is digged up by the HR regarding her past. WHat should they do?
Job Change is is a revision to an employee's existing job description that does not represent a new position for the employee and is not a promotion. Job descriptions can regularly be updated to reflect duties the employee is expected to perform to meet the work needs of the department.
This is the presentation which get a good credit from Miss Syahrina 'Adliana in FSPP for AM225. This file can be referred to get a good marks in case study. :D
e-recruitment or Online Recruitment PPT 2019Susheel Tiwari
E-Recruitment
E-recruitment, also known as online recruitment, is the practice of using technology and in particular Web-based resources for tasks involved with finding, attracting, assessing, interviewing and hiring new personnel. Online recruitment can reach a larger pool of potential employees and facilitate the selection process.
Organizational Strategies to Motivate Employees - Tata Motors, FlipkartAditya Deshpande
Two Companies are analyzed on their Strategies for Motivating Employees
Introduction
HR Policies
Implication of Motivational Theories to HR Policies
for Employee Engagement
A solution for the HBR case study, We Googled You. The hiring firm Hathaway Jones, seems to face a problem as they seem to have found a perfect candidate for solving their problems, but land in a fix when some unpleasant news is digged up by the HR regarding her past. WHat should they do?
Making compensation pay: Increasing the ROI from monetary investments spent o...Bhupesh Chaurasia
Recent transformations in performance management and compensation practices are making it possible for companies to rethink traditional compensation approaches and reward employees in more meaningful ways. This paper shares insights from business leaders, compensation professionals, managers and front-line employees regarding the current and future state of monetary and non-monetary rewards. #hr #hrtechnology #hrm #humanresources #hrtech #hrms #humancapital #hrblogs #HCM #HRIS
As a business leader, you don’t want to get involved in pay minutia. It’s not your role and such details divert your focus from more critical priorities. However, setting a pay agenda that drives growth is a strategic issue that must have your full attention. Without your leadership, pay can become a costly nuisance that inhibits performance and drains profits.
VisionLink's article will give you a clear understanding of why and how you should guide the rewards approach your company takes. Turn pay into a strategic growth tool for your business!
In Chapter 1, we talked about compensation objectives complementing overall human resource objectives and both of these helping an organization achieve its overall strategic objectives. But this begs the question, “How does an organization achieve its overall strategic objectives?” In this part of the book, we argue that organizational success ultimately depends on human behavior. Our compensation decisions and practices should be designed to increase the likelihood that employees will behave in ways that help the organization achieve its strategic objectives. This chapter is organized around employee behaviors. First, we identify the four kinds of behaviors organizations are interested in. Then we note what theories say about our ability to motivate these behaviors. And, finally, we talk about our success, and sometimes lack thereof, in designing compensation systems to elicit these behaviors. Exhibit 9.1 shows how organizational strategy is the guiding force that determines what kinds of employee behaviors are needed.
As an illustration, Nordstrom’s department stores are known for extremely good quality merchandise and high levels of customer satisfaction—this is the organization strategy they use to differentiate themselves from competitors. Nordstrom’s success isn’t a fluke. You can bet that some of their corporate goals, strategic business unit goals (SBU goals, where a strategic business unit might be a store), department-level goals, and indeed individual employee goals are linked to pleasing customers and selling high-quality products. The job of Human Resources is to devise policies and practices (and compensation falls in this mix) that lead employees (the last box in Exhibit 9.1) to behave in ways that ultimately support corporate goals. Walk into a Nordstrom, you see employees politely greeting you, helping without suffocating, and generally making the shopping experience a pleasant one. These are behaviors that support Nordstrom’s strategic plan. Every organization, whether they realize it or not, has Human Resource practices that can either work together, or conflict with each other, in trying to generate positive employee behaviors. One way of looking at this process is evident from Exhibit 9.2.
Wanting to succeed isn’t enough. Having the ability but not the motivation also isn’t enough. Many players with lots of talent doesn’t have the motivation to endure thousands of hours of repetitive drills, or to endure weight training and general physical conditioning. Even with both ability and motivation, a player’s work environment (both physical and political) must be free of obstacles. A home run hitter drafted by a team with an enormous ball park (home run fences set back much farther from home plate) might never reach his full potential. The same thing is true in more traditional jobs. with ability—that’s the primary job of recruitment, selection, and training. on Once good people are hired, they need to be motivated to behave in way
For many businesses, attracting, retaining, motivating and rewarding employees are key issues that can be the difference between success and failure. It is also a vital issue for any potential buyer (internal or external) and has a direct impact on business risk, and also value.
As part of our strategic advisory work with clients, we are able to offer a range of solutions to manage these issues and provide easy to implement solutions for business owners to encourage employees to think and act like business owners.
We discussed Compensation Structures.An important aspect is the .docxsheronlewthwaite
We discussed Compensation Structures.
An important aspect is the philosophy a company has driving the system.
A compensation philosophy is developed to guide the design and complexity of compensation programs; this is done by identifying goals and objectives, considering the company's competitiveness in attracting and retaining employees, the emphasis on internal and/or external equity, and whether performance is tied to increases. Understanding what balance is desired to achieve between direct salary and indirect benefit is critical in developing the overall total compensation approach. A consistent philosophy provides a strong foundation for both the organization and the employee. Without a philosophy, leaders often find themselves unsure of what to offer as a starting salary for a new employee. This can lead to offering too high a total compensation package for a new employee in relation to existing employees, or being unable to successfully hire because the total compensation offer is too low to be competitive.
This is from an Instructor. I need some good Input on this. The question being Do You Know Your Company's Compensation Philosophy? What Would Be Any Company's Compensation Philosophy?
.
Ethnobotany and Ethnopharmacology:
Ethnobotany in herbal drug evaluation,
Impact of Ethnobotany in traditional medicine,
New development in herbals,
Bio-prospecting tools for drug discovery,
Role of Ethnopharmacology in drug evaluation,
Reverse Pharmacology.
Students, digital devices and success - Andreas Schleicher - 27 May 2024..pptxEduSkills OECD
Andreas Schleicher presents at the OECD webinar ‘Digital devices in schools: detrimental distraction or secret to success?’ on 27 May 2024. The presentation was based on findings from PISA 2022 results and the webinar helped launch the PISA in Focus ‘Managing screen time: How to protect and equip students against distraction’ https://www.oecd-ilibrary.org/education/managing-screen-time_7c225af4-en and the OECD Education Policy Perspective ‘Students, digital devices and success’ can be found here - https://oe.cd/il/5yV
The Indian economy is classified into different sectors to simplify the analysis and understanding of economic activities. For Class 10, it's essential to grasp the sectors of the Indian economy, understand their characteristics, and recognize their importance. This guide will provide detailed notes on the Sectors of the Indian Economy Class 10, using specific long-tail keywords to enhance comprehension.
For more information, visit-www.vavaclasses.com
The Roman Empire A Historical Colossus.pdfkaushalkr1407
The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
Palestine last event orientationfvgnh .pptxRaedMohamed3
An EFL lesson about the current events in Palestine. It is intended to be for intermediate students who wish to increase their listening skills through a short lesson in power point.
We all have good and bad thoughts from time to time and situation to situation. We are bombarded daily with spiraling thoughts(both negative and positive) creating all-consuming feel , making us difficult to manage with associated suffering. Good thoughts are like our Mob Signal (Positive thought) amidst noise(negative thought) in the atmosphere. Negative thoughts like noise outweigh positive thoughts. These thoughts often create unwanted confusion, trouble, stress and frustration in our mind as well as chaos in our physical world. Negative thoughts are also known as “distorted thinking”.
The Art Pastor's Guide to Sabbath | Steve ThomasonSteve Thomason
What is the purpose of the Sabbath Law in the Torah. It is interesting to compare how the context of the law shifts from Exodus to Deuteronomy. Who gets to rest, and why?
2.
Principles of equity theory.
Executive compensation.
Comparison with peer groups( other firms of same
industry).
Critics of executive compensation.
Researcher Cary Cooper.
Average S&P 500 CEO.
FACTS OF CASE STUDY
3.
In 1963, John Stacey Adams introduced Equity
Theory.
Adams' Equity Theory calls for a fair balance to be
struck between an employee's inputs (hard work,
skill level, acceptance, enthusiasm, and so on) and an
employee's outputs (salary, benefits, intangibles such
as recognition, and so on).
What is Equity Theory?
6.
The compensation program serves three main purposes.
It must attract executives with the skills, experiences, and
behavioural profile necessary to succeed in the position.
It must be sufficient to retain these individuals, so they do
not leave for alternative employment.
It must motivate them to perform in a manner consistent
with the strategy and risk-profile of the organization and
discourage self-interested behaviour.
INTRODUCTION TO
EXECUTIVE COMPENSATION
7.
Researcher Cary Cooper recommended CEO
Compensation is 20 times the salary of the lowest-
paid employee.
In an average 500 CEOs are paid 263 times what the
lowest paid labourers makes.
It is 8 times more than the ratio from the 1950s.
RATIO OF CEO PAY AND
AVERAGE EMPLOYEE PAY
8.
Q 1. How does the executive compensation issue
relate to equity theory? Who do you think should be
the comparative others in these equity judgments?
What are the relevent input for top executives?
Executive compensation is a complete opposite
equity theory.
Ratio being “eight times higher than the same ratio
from the 1950s,”
If executive compensation can be more closely tied in
with the total revenue of the company for the year
and be more evenly distributed amongst employees,
moral and work efforts should see an increase.
The executives compare themselves with external
equity, like different organization in the same level
and position.
9.
Q 2. Can you think of procedural justice implications
related to the ways pay policies for top executives have
been instituted? Do these pay-making decisions follow
the procedural justice principles outlined in the
chapter?
No, the procedural justice implications related to the
ways pay policies for top executives have not been
instituted.
The pay-making decisions do not follow the
procedural justice outlined in this chapter.
The executive packages are determined by the board
of each company.
The procedure to determine and executive pay is not
in place and there is no transparency in the policy.
10.
Q 3. Do you think the government has a legitimate
role in controlling executive compensation? How might
we use distributive and procedural justice theories to
inform this debate?
NO, The government can not have control over
private company’s executive compensation.
The distributive justice is associated with fair
distribution of resources and outcomes decisions.
However, the distribution of the resources in terms
of stock options is directly proportional to amount of
pressure and work that an executive needs to handle.
Intervention of the government will only act like a
demotivation.
11.
Q 4. Are there any positive motivational
consequences of trying compensation pay closely to
firm performance?
Yes, there are few positive motivational
consequences of tying compensation pay closely to
firm performance.
Organization-level incentives basing on the firm’
performance can motivate employees to align their
activities with that of the organization's goals.
12.
As per the case study the CEO’s should be given
compensations on the basis of their performance rather
then there status.
In past there are cases where the CEO’s of big company
has been paid high instead of their weak performance.
The best way to deal with problem should be that, the
“Employee evaluations”. If employees are granted the
power to evaluate their fellow employees, then the system
will typically be viewed in a fair and favourable manner.
And the conflict can be resolved.
CONCLUSION
14.
Some of industry are failed in implementing their
strategy or failed in communicating the policy of top
level management to their employee due to different
perspective on how to achieve company goals in
their company.
The leader is not understand well the day to day
operation of their employee.
Come a new concept of MBWA which has benefit
and failure potential on its implementation
CASE BACKGROUND
15.
Q1. What are some of the things managers can learn
by walking around and having daily contact with line
employees that they might not be able to learn from
looking at data and reports?
They can understand how difficult many of the jobs
in their organization, and they can now how much
skill was required to perform even for the lowest
level tasks.
Experience taught them a lot to make a new
improvement and sparked idea for their company.
16.
Q2. As an employee, would you appreciate knowing
your supervisor regularly spent time with workers? How
would knowing top executive routinely interact with line
employees affect your attitude toward the organization?
Yes, we would appreciate it if our supervisor spend
time and listen our complain and ideas.
As an employee of course we feel appreciated knowing
that our managers care about us and this will motivate
employees to do their best at work.
17.
Q3. What ways can executives and other
organizational leaders learn about day to day business
operations besides going “undercover?”
The company can make several company trips
such as :
MBWA Management Practice
Company Gathering
Playing sports games
Family Day
18.
Q4. Are there any dangers in the use of a MBWA
strategy? Could this strategy lead employees to feel
they are being spied on? What actions on the part of
managers might minimize this concerns?
Yes, there are some of dangers potential of MBWA
strategy. It will make the employee to feel they are
being spied on. And to minimize the problem, the
managers have to be friendly and open minded. So
there's no misunderstanding between the employee
and managers.