Performance Philosophy Vs Entitlement

The effect of increasing the wage of workers who are at the minimum wage can encourage them. The marginal cost of wage is recovered by less absenteeism, turnover, and more productivity. The labor factor has not a constant return to scale as the contrary of capital, it has to be skilled and there are some variations in its production. We have for example to take in consideration the cost training cost (a fixed cost) before making an output. Workers during this period of formation are a sunk cost because they produce no output or a low output.

If employers are paying employees more then they will raise costs to offset the added expenses. This will cause the buying power of the dollar to decrease, making it so people who received the minimum wage increases will not be making any more money than they otherwise would’ve, and people who did not have their pay increased, will be making even less money then they had used too. This would do nothing but increase the poverty rate even higher, doing exactly the opposite of what the counter argument says it would. The second way this counterclaim is disproven, is because of the increase people will see in the cost of living. With the price of housing, food, etc.

This article he wrote in March of 2013 was not in favor of raising minimum wage. He argued that a higher wage makes it more expensive for firms to hire workers. Making businesses required to pay a higher minimum wage results in fewer employees getting hired. Businesses can not afford to pay all of their employees a higher salary. If minimum wage is increased the result will be more people getting laid off from work.

Considering our main objective, we will pursue an integrative bargaining strategy. A integrative bargaining plan is centered on mutual trust and collaboration to find a “win-win” situation that advances the interests of both parties. Not only do we want to increase employee compensation and improve job security, we also want to increase total employee satisfaction as well as uphold the promises made by union representatives to employees. We will represent and address the interest of all employees, both young and old. Furthermore, we also wants to cultivate a good working relationship with management, which will benefit workers in the future.

Motivation is the force that pushes us to do things: It is a result of everyone needs being satisfied so that employees have the inspiration and ability to complete the respective task given. So will employees be motivated and perform to their capability by giving them good welfares, benefits and money? Money makes the world go round, it can be considered as an engine to push human’s limits but peers motivation and intrinsic desire to a good job are the real motivators in today’s workplace. Intrinsic and extrinsic motivation There are two types of motivation, intrinsic or extrinsic. Intrinsic motivation being employees are interested on the work because it is personally interesting, rewarding, challenging.

Large corporations will not cut their company’s profit or their own paychecks to pay employees more. Inflation will ruin the increased wage.

If so, how can human resource management encourage the behavior? Human resource management can support the kind of positive behavior depicted in the article by offering the supervisor a pay increase, promotion, or other motivational incentives. As Noe et. al. suggests “For all the concern with positive relationships and interesting work, it is important to keep in mind that employees definitely care about their earnings” (p. 319).

Feedback is one of the most beneficial step in the development of an employee, and for the benefit of the organization as a whole. Thus, we need to be sensitive, and have positive atmosphere, taking away fear from the employee. Hunt and Weintraub (2015) states, we have come to understand that many well-meaning managers believes that when they give feedback, they are coaching. It’s important for both manager and employee to listen understand to provide what is requested. Keep in mind that everyone is important, and thus, they should be treated fairly and equally.

For example, the neoclassical model, simply put, states that the high cost of labor will decrease the demand for labor. This model assumes that each worker receives the minimum wage which is not completely inaccurate but the assumption can yield imprecise results. Another model is the monopsony model in which the employer’s side is compared to a labor force in which all employees are paid the same. This model can lead to an increase in employment as well as a decline in employment depending on the wage set by the labor force. According to recent studies by the Congressional Budget Office, a higher minimum wage can have two effects on the employment of low-wage workers: most of the low-wage workers who would receive a higher wage due to the federal minimum wage would also have a high income with some earning an income that would put the above the federal poverty standard while another effect is that some low-wage jobs would disappear and the income of the unemployed would decline

Why don't all employers treat their employees as well Costco does? Other retailers differ in treating employees when compare to Costco because • There is no equity in pay scale for example entry level employees are paid with minimum pay of around while top managers are paid abnormally high. • Profits or revenues gained by organization is credited to top level managers rather than full time employees. • Implementing health insurance and retirement plans to all employees will cause financial burden to organization. • Not recognizing the economic impact and burden caused by employee turnover to the organization.

Minimum wage is grounded in the view that if a worker and employee agree on a wage then this wage level must be welfare maximizing for both them and by definition for society. The only thing a government regulated price for labor can do is distort labor markets and lead to less, not more economic welfare (Atkinson 2013). The impact of minimum wage depends on the employees’ skills and experience. Highly skilled workers are not affected because their wages are above equilibrium minimum which makes these workers minimum wage not binding. Minimum wages result in unemployment because the number of employees seeking employment is exceeding the number of employees organizations are wanting to hire.

Should the Federal Minimum Wage be Increased? Have you ever thought that you wanted a raise at work but did not have reasons? In this essay you can give your boss these reasons and get more money. The minimum wage in 2012 was $7.25. The minimum wage is a large-scale reason of poverty.

Employees are expected to receive monthly bonus payments. The trap is: it works well in the “good” time. However, if the whole industry become low profitable, the company has no ability to pay the bonus monthly to meet the employees’ expectation. By doing this way, it will surely cause the dissatisfaction and low morale. It is entirely

If there is not any production than the chances of workers being laid off increase based on how many people are needed for certain jobs through out the company. Either way both situations produce the same outcome which is a loss in funds for both the company and the workers. During a recession, the situation is forced on both ends. Not only does

If a company pays workers more than what they are valued for, the firm will not stand a chance of survival against its competitors. If there is a gain for the worker, it is also followed by a loss. So if the employees have a gain of the rise of the minimum wage, the company suffers on providing the superior insurances, proper training, equipment, or environment. You will have a gain from a raise of the minimum wage. Sure, that is if you manage to keep your job.