Assignment 1: Compensation Practice

Questions/Business/ManagementAssignment 1: Compensation Practice
Week 4 Assignment 1 Submission . If you are using the Blackboard Mobile Learn App, please click “View in Browser”. Click the link above to submit your assignment.
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Assignment 1: Compensation Practice
Use the Internet or the Strayer Library to research a publicly traded company for which you would like to work.
Write a six to eight (6-8) page paper in which you:
1) Briefly describe the company you researched, its compensation strategy, best practices they are applying, and compensation-related challenges they are facing.
2) Analyze how your company applies compensation practice to determine the positive or negative impact to the company and its stakeholders.
3) Examine the ways in which laws, labor unions, and market factors impact the company’s compensation practices. Provide specific examples to support your response.
4) Evaluate the effectiveness of traditional bases for pay at the company you researched.
5) Use at least three (3) quality references. Note: Wikipedia and other Websites do not qualify as academic resources.
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; citations and 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 date. The cover page and the reference page are not included in the required assignment page length.
The specific course learning outcomes associated with this assignment are:
•Analyze how compensation practice can be applied to positively impact an organization and its stakeholders. •Examine the ways in which laws, labor unions, and market factors impact companies’ compensation practices. •Evaluate the effectiveness of traditional bases for pay (seniority and merit) against incentive-based and person-focused compensation approaches. •Use technology and information resources to research issues in compensation management. •Write clearly and concisely about compensation management 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.
Please click here to view the grading rubric.

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HenryprofessorA+ 242
TUTOR Posted 531. Sold 481. Solution preview:

Attachments
Week 4 Assignment 1 Compenasation Strategies.rtf
Compensation Strategy
Your name
Briefly describe the pany you researched, its pe******* strategy, **** practices **** *** applying, *** pensation-related challenges **** *** ******
*** ******** ****** **** **** * ****** ** **** ** ** *** McDonalds *** **** ** * **** **** ****** *** ** *** ** **** ***** *** ****** *** ****’s, *** **** ** ***** ***** ** ***** *** ***** **** *** ******** **** ***** ** ** ** international **** ***** ******** franchisers ** ***** ** ****** *** ******** *** **** ** **** ***** *** *** distinctive ******* ** preparing customers differently **** ***** ******** ****** **** manufacturing McDonalds *** ******** ******** *** ******* **** ****** ******** ***** *** ****** **** *** ****** ******** Moreover, *** **** ** ***** ** **** * ***** workforce *** ***** ****** ***** operations ******** pensation ***** * ***** **** ** *** association ***** ** ******* *** *** ** relationship ******* *** ******** *** ******** Remuneration frequently ******** motivating ******* **** *** ** * mechanism ** employees *** *** ******* ** **** ** *** **** discovered **** organizations **** **** pensation practices *** **** ** ******** ***** ******** *** experienced ******* ***** ******* *** ****** ** * **** ***** *** ******* ******** ***** **** Performing Companies, **** **
McDonalds ** ** ***** ******** ***** **** ** **** *** discriminate ******* **** ** ****** ** ** potential employees ******** ***** ** * discrepancy ** ******** ***** *** surrounded ** *** ****** ** ***** ****** *** responsibilities *** ***** *** instance, **** employees **** ***** ******** *** ***** ******** ** ** ****** ***** ***** employees *** ****** *** **** ******* *** *** accountable *** upholding *** cleanliness ** *** ***** *** ******* *** ******** ***** **** ** ** important pensation ******** ***** *** ****** *** **** ** **** ******** ******** ** customers ** ** ******* ******* ** *** ******** ** *** **** ***** ***** ***** ****** *** *** ** ******* therefore, ***** ******* **** **** ** ****** ** customers ** **** **** *** **** * ******
McDonalds *** ******* *** ***** ******** ** *** **** *** *** ** ****** ** supervising *** *** ** *** ******* ******* ** ****** **** *** ***** **** ******* *** ******** ******** ****** *** **** *** determined, *** ****** *** responsibilities **** * ******* ******* ***** **** *** responsible *** ******** **** *** **** ******* *** ***** *** *** **** **** *** established * ***** ******* pensation ***** ****** *** flexibility ** ******** ******* *** advancement Depending ** *** ***** ** employment, *** **** *** ******** incentives **** ** transportation *** *** McDonalds **** ***** ******** ******** ***** *** ***** ** ******* ** ******** *** **** objectives *** ******** ***** *** instance, ****** ******** *** ******** **** ** ******* coverage, **** insurance, **** ******** *** ******** *** *** ** *** **** ** ******* upper-level administration ****** ** ******* *** incentives (McDonalds, Restaurant **** benefits) ******* *** **** ******** **** pensation benefits, ** *** ***** challenges **** **** ******** **** ** *** **** ******* *** **** ***** ******** *** ***** ******* ** *** management ** *** **** ******* **** ******* *** ******* employees **** ** available ** *** ****** ** ** characterized ** *** minimized ****** ******** ***** *** **** ****** ******** ******** **** *** *** ******** ******** ** performance ******* McDonalds additionally *** developed **** * worldwide organization *** ***** *** *** expectation ** ****** *** ******** ******* ****** ** ** assortment ** ******* *** organization *** * plenteous ***** ****** ** *** ******* ***** ** *** ****** alternately, ** ***** ******* distinctive ******* **** ******** * percentage ** *** ****** advantages, *** ******** wellbeing examination ***** **** circumstances, *** organization ** ****** ** ****** * ******* arrangement **** ***** *** *** advantages *** ** ** delighted ** ** different ******* ****** ** *** ******* operational situations
******* *** **** **** ******* pensation ******** ** determine *** ******** ** ******** ****** ** *** **** *** *** stakeholders
** McDonalds, ***** *** ******* stakeholders, shareholders **** employees *** **** ***** expectations ** *** pensation practices *** *** ****** ** *** *** ***** ** **** **** **** ** ** ******* *** perceived *** *** ******** **** *** ****** ** ** association Shareholders *** ******** ** McDonald’s prosperity ***** **** *** extraordinary ******* ** *** organization’s development procedures ***** shareholder *** contributes ****** ** *** organization **** *** ******** *** ** *** ****** McDonalds *** strategized *** *** practices, *** ******** ******* ** accordance **** *** worldwide ******** ****** ******* *** guaranteeing **** directors **** ** **** **** ** *** ***** ** *** accumulating ******** ****** ***** *** organization *** ***** **** ***** ***** **** ****** ****** **** determination ** *** installment ****** **** ** *** *** *** organization guarantees **** representatives **** submitted ** ******* *** organization ** ******* *** objectives *** ******* *** perspectives ** McDonalds shareholders contrasted ** **** ** **** ******* **** *** organization *** excessive ** ******** ***** *** ** *** *** administration ** **** ** ** **** *** organization’s administration viewpoints *** ******** ** **** *** ****** ******* **** *** ***** **** *** *** ***** ******* ** *** organization’s prosperity Representatives, *** ******** *** **** ***** ***** *** ****** **** ** ***** specialists ** ******** ******* * ***** **** ** ******** ** **** ******* * **** *** ******* administration *** **** affectability ** ***** individual ***** ******* ***** McDonalds ***** *** ** **** ** ******* *** ******* ***** ** *** contrary, *** ***** ***** **** *** *** ** ******** ******* **** ***** *** ******* ****** ** *** **** ******* *** **** *** **** pensation *** *** **** ******* **** *** **** *** ******** ******* ******** ******** ***** ***** ** **** ******** **** ** *** *** ******** *** demotivating ** employees; **** *** **** ** ****** ** ** ****
******* *** **** ** ***** ***** ***** ******* *** ****** ******* ****** *** ******** pensation practices ******* ******** ******** ** ******* **** ********
****** ***** establishment, ***** *** **** **** ****** **** operation **** ****** *** procedure ** *** **** ****** * ******** situation *** ** *** ****** ****** ** *** employees ** McDonalds, ****** ***** *** acknowledged *** ******** *** referenced *** fast-food ****** ******** ****** ** ******* ** ***** *** ** Milwaukee, ****** **** ******** ****** *** *** *** ***** ** ******** (Koplowitz, ***** **** **** ******* **** ** ***** ****** *** responsible *** ******** **** ******* conditions *** *** employees ******** ** ******* **** ******* **** ******* ***** *** *** ***** **** **** **** *** ***** **** **** **** **** ***** ******** ****** explained ****** fast-food ******** ******* **** ******* **** ****** **** **** **** *** specialists ******* *** ****** ***** ** **** ***** ***** **** captured” (Thousands ** ***** **** ** **** ***** **** *** **** *** * *** ** influence ** ***** ** determining ******* condition ** ***** ** ***** ****** *** instance, ** ** ******* **** *** **** ******* **** ******** *** protesting ******* ** ******** locations *** ****** ******* **** ******* influenced *** *** McDonalds ****** *** *** supervisors Generally *** organization guarantees **** ** installment framework ** ******** ******* ** **** *** *** **** ** **** *** ******* ******** **** ******* ** *** ****** ** * ****** ** **** industries establishing childcare ** ****** ****** ** ***** McDonalds *** **** established **** * **** **** ******** ***** **** ******* ** *** **** ** **** ****** ****** ** **** ** dedicated ******* ******** *** ******* ** *** **** Furthermore, *** ******** **** ***** ** ****** **** ******* influenced **** pensation ******* ***** *** executives *** ******* ******* ******** ** *** **** ******* McDonalds *** *** ***** ******* ******** **** *** **** ** **** ** ******* * ******* ** advantages ** *** ****** ****** *** *** ******** ** ******* ******* ** *** ******* ** ******** ******** conditions
******** *** effectiveness ** traditional ***** *** *** ** *** **** *** researched
McDonalds ** recognized *** *** ******** ** pensation ** reference ** *** execution Typically *** framework ** ****** ** ***** ** *** **** **** ****** **** ** ******* *** constantly ******* **** *** administrations ******** ** *** ***** ******* *** ******** approach, *** McDonalds *** **** ** * ******** ** ******* different employees **** *** **** ******* ** **** **** **** ***** ** ***** * *** ******* ** innovativeness ** *** ** *** *** ******* *** ** participation *** **** propelled * representative ** positioned, *** ****** *** *** ***** **** ** * ****** **** ** endeavors employees *** ****** *** ****** **** *** ******** ***** ***** expecting ** ** ******** **** promotions *** traditional *** **** ****** ***** McDonalds ******** *** **** remarkable ******* **** *** **** employees *** ****** **** ******* ****** *** ***** privileges **** *** ****** *** pensation ****** **** **** ** **** employees motivated ******* ******* *** **** ** ******* ****** *****
** conclusion, *** ******** ** traceable ***** McDonalds *** ****** ** *** * ****** **** ** *** **** ******** ******* *** **** ******** ** organization ***** ****** ** * ******** ** acplishing *** objectives ** * ******* ** ** ***** *** *** ******* ******** ** association ** guarantee ****** ** *** *** performing representatives ** *** ***** ** ** *** * ****** *** ** **** **** influence ******* ** **** ******* ** *** association ******* ***** **** **** **** *** illustration ** McDonalds ***** **** ***** *** *** ******** *** *** responsible ** formulation ** decisions, ***** ****** *** ****** *** **** **** ** **** ** **** ***** strategies **** ******** ** ******* **** ** ** ******** ** *** organization ***** **** different representatives **** ** * ****** ** **** ** * *** convictions **** representatives; ******** *** **** ** *** organization continues experiencing ******** enhancements
References
Horovitz, * ****** Thousands ** Fast-Food ******* ******* ******* **** *** ***** Retrieved ****
Koplowitz, * ****** **** **** ****** September **** ******* **** *** ******* ***** ***** ** ******** *** Retrieved *** *** ***** ****
McDonald’s (MCD)Restaurant **** ******** **** ***** Retrieved *** *** ***** ****
******* * ****** High-Performing Companies *** Executives Differently **** Retrieved **** Price: $20.00

simplesimonA+ 267 TUTOR Posted 556. Sold 694. Bought 1. Asked 2. Solution preview:
Public traded Companies are panies that are owned partly by the members of the p***** *** ownership ** ****** ***** ******* ** *** ****** *** ******* ** ***** resources ******* *** ******** ** *** ****** ** *** **** ***** *** ****** ******** * ***** **** ** **** *** ****** ****** ** * ******** ****** **** **** **** ** ******** information ** *** ******* ****** **** *** ** ******** ******** ****

Attachments
public traded company-Google .doc
The Google Company *
Due Date
Instructor Name
Public traded Companies are panies **** *** ***** ****** ** *** ******* ** *** ****** *** ownership ** ****** ***** ******* ** *** ****** *** ******* ** ***** resources ******* *** ******** ** *** ****** ** *** **** ***** *** ****** ******** * ***** **** ** **** *** ****** ****** ** * ******** ****** **** **** **** ** ******** information ** *** ******* ****** **** *** ** ******** ******** ***** *** ***** ** ****** **** ** ****** **** *** ** ** **** **** information *** **** *** ***** *** **** *** ****** ****** **** information **** *** ****** *** **** *** ***** ** ** * ******* ****** ****** **** ****** *** motivated ***** *** ****** *** excellence *** ******** satisfaction ** *** *****
* pensation ******** ** * **** describes *** ******** ** *** **** ** *** ******** *** *** ******** ***** ** *** ** remunerates *** employees ** appropriate pensation ******** ** * **** ***** ** ****** **** *** employees *** **** motivated ** **** *** ** ******* ******** ** *** **** ** ****** **** *** **** ******** *** **** potential ** *** ******** *** **** ****** ****** ** ******* *** appropriate ******** ** pensation **** ** ** ** **** **** *** **** ******* ****** ** *** ******** ***** ** performance *** potential ** *** employees *** pensation strategies **** **** *** **** ** *** ***** ***** *** *** ******** **** decisions ** ******* ******* ** *** organization, **** **** ** **** ** ***** ***** *** *** management ** responsible *** approving * ****** ****** *** *** pensation ******** ** ***** employees ******* ** ******* *** performance ** *** organization regarding employees’ ******* *** *** ***** ** *** **** ** *****
** ******* *** ***** ******** ******** *** responsible *** designing * pensation ******** **** ****** **** *** ******** ** ****** ******** ****** **** consideration *** ******* ***** ** *** **** ***** *** **** ***** ******* employees, *** pensation ******** ******* ** improving *** **** experience ** **** employees ***** ** *** **** **** ** ***** **** consideration *** ******* ** *** employees *** **** **** *** **** ***** ** ******** ***** ** pensation *** **** ****** **** ** ****** *** ***** *** ****** performance ******* providing ****** development opportunities ** **** ** *** pensation ******* ***** **** *** **** *** **** *** *** ***** ******* **** *** pensation ****** **** ***** *** *** **** ** *** *** ** *** ******** ** ******* ** *** ********
** providing pensation *** *** ****** ****** ****** ** ******** **** ** ***** *** ***** * **** ****** ***** * ***** **** ** *** ******* *** **** ******* ** ******** *** *** *** ***** ***** **** ** ***** *** ****** ****** ****** **** *** ****** ** ***** ** *** ***** **** ** ******** different ** *** ******** ***** *** ** **** *** individuals ** *** ***** ** ****** **** Employees ** *** **** ***** ***** additional ******** ***** **** *** ***** *** ** *** **** **** ******* **** ** ** ******** ******* ** ****** *** ******* **** **** ******* ** *** ******* ****** *** instance, *** ******* ***** *** ******* ***** ****** **** *** **** **** ** * motivation *** *** employees *** **** ***** **** concentrate ** ***** **** ******** **** ***** ******* emergencies *** ***** ** ****** **** ***** **** ***** **** *** ******** *** **** ***** **** ***** ***** **** cocktails ** * ******* ** ***** **** ***** *** ***** ***** *** ** **** **** ** *** staff’s expenditure **** *** ****** *** organization *** ****** * **** **** ** *** ****** *** ****** **** ** **** ** *** **** **** *** ******* **** ** ******* ** *** **** *** ***** ****** ******* *** *** **** ***** ***** ***** regarding **** *** ******** ******** ***** ** **** ** *** ******* ***** *** retirement ********
** mentioned ******** *** pensation ** *** employees ** * **** determines *** performance ** *** **** ** ***** ****** *** ******** *** ****** pensation ******** **** ***** ** ******* *** ******* ***** ****** *** pensation ******** ** ****** ***** *** **** ** **** *** **** ***** ** **** ***** ******** pensation ** *** *** **** ****** **** influences ** individual ** **** ** **** somewhere, ** motivates *** ** **** ** **** ** * ***** ******* ******** ******* ** ** financially ****** (Phillips * ****** ***** *** management, therefore, ******* ** ***** ***** ***** **** qualified individuals **** attracted ** ****** *** * *** ** ****** ***** ** ***** **** ** *** **** Secondly, pensation ******** ***** *** **** ** ******* ***** **** ***** *** objectives *** ******* ***** ** *** **** *** * foundation ** *** performance ** *** **** **** **** *** motivated **** **** ******* achieving individual ***** **** *** ** **** **** *** ******* ***** *** strategies ** *** ****
******* * **** pensation ******** ***** ** ******* *** ****** *** ******* ** *** **** **** ***** ** ****** *** ******** ******** *** ******* ** ****** *** ****** ***** ** sometimes straining ** *** **** *** **** **** ** influence **** appreciation *** **** ***** * *** ** **** Therefore, ** *** ***** *** retained, *** **** *** ****** *** ******* ***** *** *** ******* ** *** **** *** organization ******* ** *** **** *** ***** *** **** *** **** ** ****** ** *** environment, therefore ** **** * **** **** ******* ***** ******** **** ****** ** experience, *** **** *** turnover, *** ****** * ****** satisfied ******** ***** ***** * **** pensation ******** ******* ** achieving **** *** *** ****** employees
Organizations ** *** ******* ** * ****** **** ******* ** ** environment **** *** ****** **** **** *** organization ** ** **** ** **** *** *** organization ** ***** therefore, ** ***** ** * *** **** ***** ******* **** ****** ** **** *** *** ****** ** ****** **** ** ***** ** determining **** ** *** ***** employees, ** organization determines ***** ****** ** *** environment ** ****** ** ** wholesome *** ****** **** ****** *** pensation ******** ** *** **** ***** ****** ******* *** ***** ****** ** *** environment, *** ******* ****** *** *** ****** ******* ** *** environment
*** legislation ** countries ** *** ******* ******* *** pensation ******** ** *** **** *** legislation ** important ******* ** **** *** **** ** pensation *** instance, *** **** ** * ******* *** ******* *** ******* **** ** ** ******** *** *** **** *** ** **** ***** standards ** ******* ** *** environment *** ******* ** ****** * **** *** **** *** ***** Therefore, ***** ******* ***** **** *** **** ***** **** ** ***** ***** standards ** ****** **** ** ******** ** *** ******** environments ******** ** *** ** ***** *** **** **** **** ****** according ** *** pensation ********
*** ******* ** *** **** *** **** **** ** **** ***** ****** ***** ****** ****** ******** ** indirectly **** * **** ** *** ****** ** *** pensation ******** ** ****** ***** *** ***** ****** ***** *** *** ****** ** *** ******** **** ****** *** legislation ** **** concerning ******* ***** ** *** **** **** influence decision-making ** *** **** **** *** ** **** ** *** ****** *** contribute ** ******** *** ****** ***** ** *** **** *** **** ** important *** *** ****** performance ** *** **** ***** ** **** ** **** **** *** ******* ** *** **** ** *** ****** ** ******* **** *** *** **** *** *** performance ** *** ****
******** *** ****** ****** ** *** environment ****** *** ****** pensation ******** *** instance, *** **** ***** *** challenge ** ******** *** ******** ** *** ****** **** **** contributes ** *** **** retaining *** ***** *** **** ***** *** pensation ******** ****** **** ****** ** influence performance *** ****** *** ***** ******* ***** **** **** ***** ******** *** ***** *** increases performance *** ******** ****** ** *** ****** **** *** ***** ** inflation ****** *** **** ** determining *** ** ******* *** ***** **** ** ******* ***** ****** **** ****** *** **** indirectly
** *** **** ******** *** pensation ******** ** *** *** ******** ***** ** employees ** **** ** *** ******** environment ** *** ******* *** **** **** incorporates *** traditional ***** ** remuneration ***** *** ****** **** **** *** ******** ** traditional pensation, *** seniority ** *** employees determines ***** *** *** ******* ** *** management ***** ** *** **** *** remunerated **** * ****** ****** **** ******* ***** **** ** **** ** *** employees ** ****** **** ** * ***** *** **** recognizes *** **** **** ******* **** *** remunerates **** ****** *** **** **** ******* ***** **** *** **** ******** ** remunerating ***** ***** ** *** ****** ** ******* ** *** **** ** *** ******** ***** ****** ** ******* ***** *** ** ******* **** *** ***** ** ******* **** ***** ** ***** *** ******* ** ***** turnover; **** ***** ** ****** *** encourage continuity ** *** ****
*** **** **** considers *** experience ** *** ******** ** ******** *** ** remunerate **** *** experience ** *** ******** ** **** appreciated ** *** ******** **** ***** **** *** ******** **** **** ****** *** **** **** ** * motivating ****** *** *** performance ** *** ******** ******** ***** **** *** *** employees **** **** **** ******** seriously ** *** experience ***** *** ***** ***** ** experience **** therefore, increased *** **** **** **** contribute ** *** ******* ** *** **** *** ****** ** *** individual employees ***** *** ******* ****** ** *** ****
** conclusion, *** pensation ******** ** *** organization ** **** important *** management ** *** **** ***** ** **** ** ****** **** ***** pensation ******** ** ** *** **** *** ** **** **** *** ***** ** employees *** pensation ******** ***** ***** *** ****** ***** ** *** ******* ***** Satisfied employees **** ****** *** ******** **** ***** ** ******** performance ** **** ** ****** ****** *** ***** **** *** ***** ** *** ****** ** *** environment ****** **** ** ** associated **** *** ***** *** **** ** ***** ****
References
******* * ****** *** ****** *** ** management strategies ** revolutionize **** ******** *** Francisco, ***** ** ******
****** * ****** Organizational behaviour * ****** corporate ******* ** perspective Mu?nchen **** ****** ****
Phillips, * ** * ****** * * ****** ***** ******** management ****** **** South-Western ******* ********Price: $35.00

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