Professional Documents
Culture Documents
• Koch Foods
o Processes chicken
o Despite the very high turnover rate Koch foods would is not worried because the
skills needed and training provided is very minimum. And their main concern is
profit because they need to stay competitive.
o Steele company
o This company pays more than other companies in the industries, more benefits,
skill based pay, ect.
• There is no compensation system that is most effective, each system works in its
context, both pay systems are good because they fit the context of the
organization.
LSE
Complex jobs
High pay
Skill-based pay
Excellent benefits
Koch Foods
Chicken processing
Minimum wage
No fringe benefits
• The new leadership chose to give more to the shareholders and take money away from
the employees.
• Employees here had great benefits, personal connection to the company, more than
above average pay comparing to other grocery stores.
• at the end Arthur T ( the good guy) got most of the company back from Arthur S and the
pay system continued as it was
An organization can be conceptualized in many ways. One is that it’s a cyber nectic system; it
has inputs which are transformed into useful outputs (ones which society finds useful), which
makes the organization self-sustained.
Four main types of inputs: human, information, physical and financial. Taking the input
resources and applying procedures to them creates the outputs.
A Strategic Model
Mission, Vision, Values ( we use these to drive core principles, every decision the
company makes must reflect the values of the company. Good mission and vision
statements are simple, short, easily remembered, it motivates)
SWOT
Employee Behaviours
• Vertical integration (fit) is the alignment of everything vertically that support the vision of
the company
• Horizontal integration (fit): there should be coordination between all the departments of
the organization to know they are working together for the same mission
3M example: 3M is very well known for innovation. They make computers, machinery, electrical
products, they are a global company with headquarters in the US. They emphasis creativity and
innovation of their employees. They designed the company around being the most innovative
company in the world. 20% of their new products should be put on the market within 5 years
( that’s one of their operating principles) it means every year they drop a product and add a new
one. Everyone in the company is driven to create new products to satisfy the vision of the
company. Focus on 3M compensation, when employees display creativity and help the profits of
the company they are rewarded very well. ( the sticky note story) if employees are rewarded
well for their creativity, their attitudes and behaviors are driven to productivity which results in
good profits for the company.
Questions
Which of the following is not part of the strategic framework for compensation?
a. Resource providers
b. Structural variables
c. Contextual variables
d. Managerial strategy
Job Design Thinking separate from doing; narrow, fragmented Similar to classica
jobs more social
contact
Porters typology of corporate strategy graph: Low cost (Walmart), Focused low cost (southwest
airlines), differentiator and focused differentiator.
Question
Which of the following leadership styles is appropriate for companies pursuing a classical
managerial strategy?
a. The leader is controlling and employee-oriented
b. The leader is controlling and task-oriented
c. The leader gives free rein to employees
d. The leader is facilitating and both employee- and task-oriented
• The Hawthorne experiments ( the one with the lights, this drove the human relations
movement)
“Traditional” Systems
- High base pay, low variable
“New” Pay Systems
- Competitive base pay
- Some merit, individual incentives
- More emphasis on group and organizational level pay-for-performance systems
Pay systems vary by employee category: executive versus lower level employee
Types of Compensation
Base Wages
Variable Pay
Salary Pay
Hourly Pay
Commissions
Piece Rate Pay
Team-Based Pay
Bonus Programs
PremiumPay
Incentive Pay
- Short-term
Shift-Differential
Profit Sharing
Pay
- Individual Performance
Weekend/Holiday Pay Based
Incentives
On-call Pay
- Performance-Sharing
Call-In Pay Incentives
- Long-term
Hazard Pay
- Restricted
Bi-Lingual Pay Stock
- Performance
Skill-Based Pay Shares