PROJECT MAKA-TAO

Tuesday, March 8, 2011

Benefits and Compensation

Benefit - Employee benefits typically refers to retirement plans, health life insurance, life insurance, disability insurance, vacation, employee stock ownership plans, etc. Benefits are increasingly expensive for businesses to provide to employees, so the range and options of benefits are changing rapidly to include, for example, flexible benefit plans.
- Employee benefits and (especially in British English) benefits in kind (also called fringe benefits, perquisites, perqs or perks) are various non-wage compensations provided to employees in addition to their normal wages or salaries.^[1] Where an employee exchanges (cash) wages for some other form of benefit, this is generally referred to as a 'salary sacrifice' or 'salary exchange' arrangement. In most countries, most kinds of employee benefits are taxable to at least some degree.

Compensation - Includes topics in regard to wage and/or salary programs and structures, for example, salary ranges for job descriptions, merit-based programs, bonus-based programs, commission-based programs.

Wednesday, February 16, 2011

Summary of chapter two

Bases of job-related behavior

This chapter tackles with the discussions about the discussions about the factors that associated with the differences of job-related behaviors. It is said that factors such as individual differences and job setting greatly affects certain human behaviors in the work place. Behavior generally varies along two dimensions. Quantitative behaviors can be measured in some units appropriate to the behavior under consideration. Qualitative are behaviors that can be characterized by essentially evaluating view, somewhere along the scale of “goodness-badness” or”desirable-undesirable”. Thus we see that there are many kinds of variables that can influence the work performance or behavior of people. This research objective is to determine the relationship between specific individuals and situational variables and relevance of job related behaviors of people. The results from this can be used as the basis for taking some action to bring about improvement and implied strategy to seek optimized combination of people and jobs so as to increase effectiveness of human involvement in producing goods and services to enhance desirable human values in the process.

Summary chapter one:

Introduction

Human work is concerned with the production and distribution of goods and services. It undergone so many innovations that leads to the machination of the hand tools that simple workers used in the early years, as a result substantial effects such as reduction of human labor, improvement in working results and higher income emerges, but along with this, essential human work elements are compromised.

Industrial psychology is the study of human behavior in work related aspects and application of this knowledge to minimize human problems. Its premises viewed as desirable objects of industry directed toward maximizing the sum of the satisfactions of both the producers and the consumers and minimizing the existence of human problems and somehow to resolve or if possible prevent them.

Early psychologists were concerned particularly with the problems of personnel selection that leads to the use of personnel test which tends to require the employers to know the applicant’s relatedness to work. Entailed with this are the growing interest in the leadership styles, management philosophies, organizational policies and structures, incentive systems and other aspects of organizations as they relate to both human satisfactions and organizational effectiveness.

Modus operandi of the Industrial Psychology:

1. Identification of the problems

-it is the indication of organizational ineffectiveness and inadequate job performance of people: high personnel turnover rates; injuries; poor employee morale; dissatisfaction; controversy and occasional conflict and failure to fulfill the reasonable needs of consumers.

2. Methods

-it falls into three classes:

1. Experimental design (methods of investigation)

2. Data collection (use of test, questionnaires, rating, performance appraisal, observation and job analysis)

3. Statistical analysis methods.

3. Findings

-It tackles with the results from statistical methods, and it falls into two predominant categories:

1. Theories of generalization (use of feedback in learning)

2. Empirically derived research findings (times required to learn a job by different training methods)

4. Application of findings

-The adoption of certain practices or procedures, policies and actions predicated on the findings in the questions.

Tuesday, December 28, 2010

Christmas for Sale-HRM

PART 1:Cirque du Soleil

1. Why is Cirque du Soleil successful throughout the world? Why does the product transcend culture differences between countries?

-Cirque du Soleil is become successful throughout the world because of they understand that an entertainer could bring the exotic experiences to every corner of the world and they do it with sensitivity. The product transcends culture differences between countries because of their commitment to achieve excellence.

2. How do the cultural influences discussed in Figure 4–1 influence organizational behavior at Cirque du Soleil?

- Cultural influences discussed that every performer learned the different cultures of the different places they performed that made them known the global standard of live entertainment and they become the famous performer in the world because they really enjoy making people happy.

3. Why is it important for Cirque du Soleil to be a good corporate citizen? How does ethnocentrism relate to fulfilling this role?

- It is important for Cirque du Soleil to be a good corporate citizen because to be successful in this world we must be committed and a sensitive neighbor. Ethnocentrism relate to fulfilling this role because it has they own culture identity.

PART 2: Generation Next Changes the Face of the Workplace

1. Why is addressing this issue so important? Shouldn’t workers adjust to meet the needs of their employers?

- Addressing issue is so important because of we are now in modern generation. For me, the workers should also adjust to meet the needs of their employers for them to work well.

2. What can employers who can’t afford such extensive programs as the Deloitte organization do to address the changing preferences of their younger workers? What would you like to see your employer or prospective employer do to address your wants and needs to retain you?

- Employers who can’t afford such extensive programs as the Deloitte organization maybe they can use the Generation Y on their work preferences. For me, I like that my prospective employer to be manage their workers equally, and for me just to be retain you should strive more.

PART 3: Destination CEO: Clarence Otis: Darden Restaurants

1. What prepared Clarence Otis for his position as CEO of Darden?

-What prepared him was when he practiced corporate law in NYC with a focus in mergers and acquisitions. He found that he liked the financial aspects of the business better than the legal side and change his career as an investment banker, and because of that he learned a lot on how to manage a business.

2. According to Otis, what is the key area for success for employees at the Darden Company?

-The key area of their employee’s success is for them to understand the company’s philosophy and goals, and also they must know the chain of the company which is to remain relevant.

PART 4: One Smooth Stone

1. How much of a part can values truly play in the success of a company like One Smooth Stone lies in their values.

- Values are very important in Smooth stone, because values help employees understand the way in which they should conduct themselves and make decisions on behalf of the company.

2. What characteristics of One Smooth Stone make it necessary to have a flat and decentralized structure as opposed to a rigid, command and control hierarchical structure?

- The characteristic of One Smooth Stone was they hires highly skilled and empowered workers to work in teams on customized client projects and personality matches up with the client, because of that it is necessary to fulfill the needs of their client.

PART 5: Leadership: Making Decisions during Hurricane Katrina

1. What model of decision making did the Sisters of Holy Angels have to rely on to guide them through thee hurricane tragedy?

- The model of decision making did the Sisters of Holy Angels is they have a good intention to save the life’s of the people.

2. What part do you think intuition and creativity played in each of the Sisters’ stories? Explain how.

- In Sylvia Thibodeaux’s situation, it is when she wanted to avoid the tragedy and she contracts the ambulance driver just to save the lives of the ailing nuns.

Mary Kay Kinberger’s situation, it is when she made the military to become a ministry for the sisters.

Beth Fitzpatrick’s situation, it is when she exert effort, to be able to find housing for over 50 Sisters who were no longer able to reside in New Orleans, and they now have their preschool back up and running..

Lastly, in Dorothy Trosclair’s situation, it is when she t decide that would ultimately be life and death decisions concerning evacuating and who would go where were made by their leadership team in a matter of five minutes.