By working as a financial advisor for Allstate, all of my income is derived from commission. Moreover, each financial advisor is apportioned a specific number of agents to work with. Allstate designed the commission scales to increase as more production is produced. The financial advisor didn’t feel the commission scales were impartial to everyone. Furthermore, the financial advisors felt some advisors had greater opportunities to make more commission, due to the fact they were working with agents that had larger business than other agents. Moreover, those advisors were giving opportunity to achieve higher commission payouts.
Conversely, several of the financial advisors didn’t sense the process nor the procedures used to determine the commission scales were unbiased. Therefore, Allstate decided to change the commission scale to base the …show more content…
Furthermore, the reward choice has a direct influence on work behavior which is considered procedural justice (Arran, Mccarter W, Northcraft B, 2016). In addition, all financial advisor are treated fairly now with pay and Allstate is even built in bonuses based solely on experience. Moreover, when individuals compare rewards with other groups or individuals with the same work experience this could be considered distributive justice (Cowherd, Douglas M, Levine I, 2016).
Caza, Arran, Matthew Mccarter W., and Gregory Northcraft B. "Performance Benefits of Reward Choice: A Procedural Justice Perspective." Human Resource Management Journal 25.2 (2015): 184-99. Business Source Premier. Web. 19 Sept. 2016.
Cowherd, Douglas M., and David Levine I. "Product Quality and Pay Equity between Lower-level Employees and Top Management: An Investigation of Distributive Justice Theory." Administrative Science Quarterly 37.2 (1992): 302-20. Business Source Premier. Web. 19 Sept.
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IGN (InGame Name): Jakey_Boi Date of application: 05/09/2015 Age: 13 nearly 14 Country: England Time zone: UTC+1 Hour InGame ranks (Mine rank and Donation Rank,only if you have one): I am currently rank Whirlwind and Cyclone. 1. Why do you want to be staff? : Around the time I come on there are very little staff, sometimes even none, this leads to everyone thinking they can do whatever whenever.
60A. (1) Except as hereinafter provided for the employee cannot to be required under their own contract of service to work— (a) more than 5 consecutive hours without a period of leisure of not less than 30 minutes duration; (b) In one day more than eight hours; (c) In excess of a spread over period of 10 hours in one day; (d) In one week more than forty-eight hours: Provided that—(i) for the purpose of paragraph (1)(a), for the break less than thirty minutes in the five consecutive hours should not break the continuity of that five consecutive hours; (ii) Employee that they are engaged in work which have to carried on constantly and which requires their continual attendance may be required to work for eight consecutive hours inclusive of a
Critical Element 1: TITLE: Cash Verification (CV) Financial Reviews S: Conduct and complete mandated CV reviews on negotiable instruments and other assets to ensure sound financial management. Provide advice, education and training to appointed collection agents and departments to ensure fund management efficiency/effectiveness, ensuring strong internal management controls are practiced. M: Conduct 24 reviews; prepare reports, ensure RM is briefed and afforded an opportunity to respond to report results; report results to the CO in a timely manner; follow-up on any reported findings in subsequent reviews.
Learning Team Discussion In this summary, the team discusses the association between risk and quality management and their impact on health outcomes. Risk management is the recognition of anything or anyone who can cause harm to an organization. An example of a risk of an organization is finances or a technical deficiency. Quality management aims to find the motive of risks and develop a plan for the betterment of quality care for the patient.
Since graduate school I have identified that I have trouble writing papers on subjects that are not of interest to me. I struggle to remain focus, and I get writer’s block often. It has been established that when and individual has selective attention they are generally working at the basic levels of perceptual identification (Weber & Johnson, 2009). One solution that I have utilized was taking scheduled breaks from completing the assignment. This would include reading a journal or two with taking notes than take a break.
1. What problems did you encounter when handling the complaint? Whenever I received complaints, the problem is that the subordinates usually deny or come up with some explanations making it difficult to discuss it in a genuine manner. Sometimes even if we reprimand them for their mistakes it creates a very tense environment in the hospital and it also affects the quality of work.
Reading Assignment #6 1. In order to keep top performers satisfied and productive, Steve Bates argues, there should be a substantial difference in the variable pay or merit- based salary increases that top performers and poor performers receive. Based on available research the increase needed to catch “anybody’s attention” should be a seven percent or eight percent increase in compensation. It also states that anything below that might be welcomed, but will not lead to substantially greater effort on the part of employees to increase business results.
Discuss these 2 scenarios and outcomes; 1: Your computer just crashed. It is 5 years old and not worth fixing. You have not more than $1,000 to spend on a new computer but the lowest price that you can find either online or in a local store for the model that you absolutely need is $1,100. What would you say to the salesperson to convince him or her to sell you the computer for $1,000.00 Consider objections that the sales representative might make and how you would respond to them?
In this particular case, the organizational culture at Cole National Group was poor causing internal issue, which eventually blended over and caused poor exterior culture through this court case. One of the first things I noted was the lack of communication between management and the employees where policy and procedure for advancement and pay were concerned. Additionally if a Cole National Group is going to do performance reports, they should be part of the deciding factor in advancement, promotions, extra training, company benefits, and pay increases. Finally rewarding individuals for poor or average performance with pay raises and promotions sets a poor standard for the company and eventually will lead to losing knowledge workers and eventually customers.
For employees, things that aren’t intrinsically interesting requires extrinsic rewards to motivate. Employees can be motivated by extrinsic rewards such as additional monetary compensation, gifts, gift cards, or other monetary rewards. These types of rewards could lead to improved performance and higher motivation. It would also motivate a worker, but only satisfies the person’s lower-level needs. The flip side to this type of motivation stimuli, employees will want the same or better reward to maintain the same level of motivation and performance outcomes.
Work place Inequality in America is still a sore spot for many people today. People in decision making positions tend to pass judgment on their subordinate before they have even given them a chance to see who they are or what contribution they will make in the workplace. For example, there were a few electrical contractors that I worked for here in Dallas, TX; while I was an apprentice electrician learning the trade. Electrical apprentices are required to be paired with a journeyman electrician for at least 8000 hours if training before they can take the state test to become a journeyman.
Use a Feminist Approach to show how organizations maintain hierarchy and inequalities today Introduction A feminist is defined as a person who supports feminism and feminism is simply the quest or the belief in the social, political and economic equality of sexes. In this essay i am going to dwell on how different organizations demonstrate inequality against women in the working environment and other different organizations such as churches, Law firms and business companies using different feminist theories. Feminist theory uses the conflict approach to examine the strengthening of gender roles and inequalities, highlighting the role of patriarchy in maintaining the oppression of women. Nowadays selection of a candidate for a position in an
140 years ago, imagine being in bondage, oppressed, maybe even tortured; to have to go about your life constantly under the watch of someone else; to be bruised and beaten and broken—all because of the color of your skin. Imagine being someone who was free, but oppressed in other ways; to be unable to work the same way that a man was no matter how smart you were, to be forced into doing what “ladies” do; to be stepped over and disregarded—all because of the gender you were born as. These qualities are just some of the degrading aspects of inequality. These aspects have not completely disappeared in the modern day; they are just not as blunt as before. Equality comes with progress and progress takes time.
Introduction: Wendy Peterson, Vice - President of sales for Account/back’s Plano, Texas Office had concerns with one of her employees, Fred Wu. Fred Wu has landed one client within the Chinese market, the single largest client of the downtown office. However, there were disagreements between Peterson and Wu on several aspects. Moreover, Fed Wu requested for a personal assistant, which Peterson thought to be unreasonable. This is because only a small number of AccountBack’s most successful sales executive with numerous accounts had assistants of their own.