343 Final

Personal satisfactions one derives from doing the job. Also known as job enrichment

Money, promotions, and benefits

Wages, bonuses, or profit sharing or indirectly, through employer-subsidized benefits such as retirement plans, paid vacations, paid sick leave, and purchase discounts

• Quote "ones persons food is another persons poison"
• Non financial rewards are different for each individual
• E.G. Status conscious: plush office, a carpeted floor, a large desk, or signed artwork.
• Status oriented: title, business cards, administrative assistant, parking spot.
• Dressing casually

Professional and managerial jobs are not required to meet FLSA standards, especially in the area of overtime pay.

They receive certain protections under the FLSA. Eligible for premium pay-typically time and a half for people who work 40 hours a week. Paid at least minimum wage except for tipped employees.

Permit employees to set aside money to pay for medical expenses not covered by insurance. By placing a specified amount into a spending account, the employee can pay these services with monies not included in W-2 income, which can result in lower federal, state, and SS tax rates and increase individual spending income.

• Use commissions, piecework pay plans, incentive systems, group bonuses, merit pay, or other forms of pay for performance.
• Only a minor determinant of rewards, despite academic theories holding that high motivation depends on performance.

• Cost of living increases, benefits, and salary increases attributable to labor-market conditions, seniority or time in rank, credentials, a specialized skill, or future potential.
• Are generally extended regardless of an individuals, groups, or organizations performance

• 1. Develop a plan to deal with the issue.
• 2. Sound HRM practices.
• 3. Train supervisory personnel to identify trouble led employees before problems escalate to violence.(EAP)
• 4. Implement stronger security mechanisms.

Bill of rights for unions. Guarantees workers the right to organize and join unions, bargain collectively, strike, and pursue activities that support their objectives.

• 1. Leniency Error
• 2. Halo/Horns Error
• 3. Similarity Error
• 4. Central Tendency
• 5. Inflationary Pressures
• 6. Inappropriate Substitutes
• 7. Attribution Theory

compensate men and women doing the same job in the organization with the same rate of pay.

established laws outlining minimum wage, overtime pay, record keeping, child labor restrictions, and maximum hour requirements for most U.S. workers.

• Organizational: Task demands, Role demands, Interpersonal demands, Organizational structure, Organizational leadership.
• Personal: Family issues, Personal economic issues, Type A/ B dichotomy.

Fitting the work environment to the individual. ergonomics looks at customizing the work environment until it is not only conducive to productive work but keeps the employee healthy.

• Employee Assistance Programs:
• History: Cost-effective counseling to help
• employees overcome problems such as:
• 1.Substance abuse
• 2.Bereavement
• 3.Child-parent problems
• 4.Marriage problems
• Present:
• 1. Provides employees visits with counselors at company expense; usually visits are off-site
• 2. Help control rising health insurance costs
• 3. Employees and supervisors must be familiar with and trust the program and perceive EAPs
• as worthwhile
• 4. Confidentiality is guaranteed
• 5. For every dollar spent on EAP programs, studies estimate a return of $5.00 to $16.00 in savings
• Wellness Programs

• 1. Conciliation and mediation: suggestions, not binding.
• 2. Fact-finding: gathering evidence to make a suggestion, not binding.
• 3. Interest arbitration: Panel of 3 individuals, one neutral and one each from union and management--hears testimony from both sides. This is a binding agreement.

• Health Insurance: (HMO): Health Maintenance organization. (PPO): Preferred Provider Organization. Employee Operated Coverage.
• Laws: The Consolidated Omnibus Budget
• Reconciliation Act (COBRA)
• The Health Insurance Portability and Accountability Act of 1996

• Ordering Method: A committee places jobs in a simple rank order from highest (worth highest pay) to lowest.
• Classification Method: Jobs placed in grades to compare their descriptions to the benchmarked jobs. Look for a common denominator (skills, knowledge, responsibility).
• Point Method: Jobs are rated and allocated points on several criteria. Jobs with similar point totals are placed in similar pay grades. Offers the greatest
• stability.

• 1. Any work related illness
• 2. Report injuries that require medical treatment besides first aid, involve loss of consciousness, restriction of work or motion, or transfer to another job

• Defined Contribution:
• •Employee and employer may contribute to account based on rules established for
• contributions
• •Amount of benefits depends on success of account investments
• Examples: Money Purchase pension plans, Profit-sharing plans, IRAS, 401ks.
• Defined Benefit:
• •Plan specifies the dollar benefit workers
• receive at retirement
• •Usually based on some formula of years of
• service and average final compensation
• •Used more in government and unionized
• industries

• 1. Higher wages and Benefits.
• 2. Greater Job Security.
• 3. Influence over work rules.
• •Compulsory Membership
• 4. Union shops.
• 5. Agency shops.
• 6. Open shops.
• 7. Maintenance of memberships.
• 8. Dues check off

• to resist unions?
• • Understand the basics of creating a wage/pay structure.
• 1. Compensation surveys.
• 2. Wage Curves.
• 3. Wage structure
• External factors also influence pay
• structure.
• 4. geographic differences (local supply and demand)
• 5. labor supply (low supply = higher wages and vice versa)
• 6. competition (HR can match, lead, or lag)
• 7. cost of living as determined by the CPI
• 8. collective bargaining (unions)

• 1. Economic strikes: labor and management cannot reach agreement before the current contract expires.
• 2. Wildcat strikes: unauthorized and illegal strikes that occur because of worker dissatisfaction during an existing contract.
• 3. Lockouts: when organizations deny unionized workers access to their jobs during an impasse.
• 4. Impasse-Resolution Techniques.

• 1. Provides salary continuation for:
• –Short-term
• •disabilities (sick leave)
• –Long-term
• •disabilities (coverage usually effective
• •after 6 months)
• 2. Some companies provide financial incentives to employees to not use their sick leave.
• 3. Long-term disability plans usually replace a portion of the employee’s salary, often 60%

Employee insurance that provides income continuation if a worker is injured on the job.

• 1. Without a job
• 2. Worked a minimum number of weeks
• 3. Applied to their state employment agency for unemployment compensation
• 4. Registered for available work
• 5. Willing and able to accept any suitable employment offered them through their state unemployment compensation commission.

Employee benefits mandated by law.

• 1. Social Security
• 2. Unemployment Compensation
• 3. Workers Compensation
• 4. Family Medical Leave Act