BUS409 Strayer Compensating a Flexible Workforce and Expatriates Questions
Please respond to the following: The discussion questions given please produce 200 words about each numbered question. please place answers under each bullet point. In Addition a response must be given back (100 words) to the other students Sherena Martin and Charmaine Knight.
1. From the case in Chapter 12, determine whether providing employees with a telecommuting option could help resolve the current high employee turnover issue. Provide specific examples to support your response.
2. Using the Internet and your textbook, analyze key issues and considerations that can impact expatriate compensation. Next, identify and describe one (1) of the most challenging aspects in setting compensation. Provide specific examples to support your response.
Sherena Martin
RE: Week 7 Discussion
Hello Class,
I believe the discretionary employee benefit should be earned based on performance. A company can offer a range of excellent benefits for employees like health, dental, life, retirement and more. A company that hires a new person can explain that there is a 6 month -1 year probation period and if they pass, the benefits will be offered to them. With the company offering a great benefits package, the employee will work hard, going above and beyond to pass probation so they can get the benefits. A company can also increase benefits with each probation offer. If an employee knows that moving up in the company means increase in benefits as well as increase pay, that company will have hard working employees all the time.
One legally required benefit is Disability Insurance. Having disability insurance is important because it helps to protect employees as well as employers if they get hurt or sick while employed with a company. Most people that get sick or hurt will need help with paying their rent/mortgage and their bills. Without disability insurance, a person can lose their homes and investments.
Another legal required benefit is Medical Insurance. Medical insurance is important because people that are uninsured receive less medical care. With less medical care, people are unaware of any ailments that may be going on in their body. If a person does know that they need medical care, they won’t go to the doctor because they can’t afford to pay. Which leads to them getting sicker until it’s too late. A company that offers medical benefits shows their employees that they care enough about their health and their families health to invest in them.
Charmaine Knight
RE: Week 7 Discussion
Compensating Executives
Executive compensation is one of the most important elements that help in profit assurance for an organization. Just like the other employees in the business, it is also important to motivate the executives and the best way to do so is by increasing executive compensation. For an organization to attract the best of the talents, the following are the three most important components to consider, the base salary, incentives, and benefits (Liebenthal, 2019). The wages paid to the executives should constitute the largest share of the annual compensation package for the organization under consideration. The largest share of the compensation should go to the executive because they play a modest role in ensuring that the organization achieves its goals and also maximizes its profits. Maximizing the salary of the executive is important because it gives the feeling of superiority which is a key element for those with brilliant talents and is interested to be in the executive positions. Incentives are also important in attracting talents for the organization in the executive positions. The incentives can be categorized as short-term incentives or bonuses and long term incentives. The short term incentives can be informed of cash given after some times especially when the organization achieves its goals while the long term incentives can be given as bigger asserts like vehicles. Most of the long term incentives are usually tied to the value of the enterprise or the equity. The other important aspect that can be used to attract talents are benefits to the executive. Benefits include non-cash compensation and they may include life and health insurance, paid vacation and defined benefits or the contribution plan. The current practices surrounding the executive plan should not be changed, the practices such as compensating the executives through different ways are very important because it helps the organizations to maintain or even increase their level of productivity. Putting the executive at the comfort zone with lots of privileges is very important in achieving good results in an organization and also in ensuring transparency. For example, if the executive for a bank is well compensated, then the risk of embezzlement is reduced and the performance of the bank may increase.
Question 2
Compensating the Flexible Workforce
The the practi
