Amu Quiz 1- Math 302 Essay

System.out.println(); System.out.println("Total Sales \t Total Compensation"); System.out.println("----------- \t ------------------"); double minimumSales = 80000; double potentialCommission = minimumSales * 0.05; double potentialCommission1 = 85000 * 0.05; double potentialCommission2 = 90000 * 0.05; double potentialCommission3 = 95000 * 0.05; double potentialCommission4 = 100000 * 0.0625; double potentialCommission5 = 105000 * 0.0625; double potentialCommission6 = 110000 * 0.0625; double potentialCommission7 = 115000 * 0.0625; double potentialCommission8 = 120000 * 0.0625; double potentialCompensation = salary + potentialCommission; double potentialCompensation1 = salary + potentialCommission1; double potentialCompensation2 = salary + potentialCommission2; double potentialCompensation3 = salary + potentialCommission3; double potentialCompensation4 = salary + potentialCommission4; double potentialCompensation5 = salary + potentialCommission5; double potentialCompensation6 = salary + potentialCommission6; double potentialCompensation7 = salary + potentialCommission7; double potentialCompensation8 = salary + potentialCommission8;

Jack (45,000 – 500 – 2000 * 25%, yr1/ 134,500 – 1,000 – 2,500 * 25%, yr2)

I chose three jobs of COO (Chief Operating Officer), HRIS (Human Resource Information Systems) Manager, and Customer Service Representative, and I studied these three jobs’ salary in Boston MA. COO is paid the highest, its median annual salary is $455,864. Then is HRIS Manager with a median annual salary of $113,583. Customer Service Representative gets the lowest payment, $35,250 as a median annual salary. This rank is exact what I expected, because COO requires much higher educational level and years of experience than the other two, and Customer Service Representative is only an entry level job.

NOTE: Project problems should not be posted to the Discussion threads. Questions on the project problems should be addressed to the instructor by sending an email or by attending office hours.

First off, I have chosen to select a 48% distribution for the base pay section of the compensation package. As the CEO, I am taking into consideration the nature of the work, and the external forces that surround our company such as market pricing and and competition. In order to assure that our employees feel that as a company we are committed to our employees, and that they are financially secure, we are putting all of our base pay into the well-known system, Pay for Knowledge. This means that we are compensating our employees for the knowledge, value of skills, and competencies that our employees hold. As noted before, our production line workers have to acquire a high-level of skill and experiences, and also have multiple certificates from technical schools.

median household income of $36,327 and showed 29.2% of them living in poverty in 2013

The salaries of 25 FastCat employees were analysed based on their compa ratios, and the grades and

5.000,00 $ 7.500 151.250 20 35.000,00 $ 12.500 321.250 26 $ 58,20 $ 110.000,00 4.000 333.500 83 115,38

The data is obtained from the US Department of Commerce (DOC) Bureau of Economic Analysis (BEA). It is measured and calculated by the sum of net earnings (from employment), property income (e.g. stock dividends, interests, rents, etc.) and personal current transfer receipts (e.g. Social Security, Medicaid, insurance benefits, unemployment compensation, etc.) Another very similar concept is per capita (money) income, published by U.S. Census Bureau. Per capita income only considers cash payments and their equivalents received by individuals. It excludes capital gains, gains from the sale of property, withdrawal of bank deposits, tax refunds, insurance payments and the value of income from food stamps, public housing subsidies, medical care, employer contributions for individuals, etc. As a result, the BEA estimates are significantly higher than Census Bureau estimates, two times higher for most states. Moreover, in terms of frequency, BEA collects data and publishes reports quarterly, where US Census is administrated every ten years. All these make per capita personal income a more comprehensive and accurate measure than per capita income in measuring and reflecting a person’s true living standards. Moreover, to offer a more accurate picture of the individual’s purchasing power and living standards, we also need to take into consideration of

$2,000,000 + No. of employees * $500,000 = No. of employees * Volume of sales * Selling Price

This report explores the issue of the pay that top executives make, and the reasons why they do. It also suggests improvements that can be made to make the system better. High Pay Seems Small When Compared To Company Profits Many companies pull in profits that are extremely high. When an employee of such a companies salary is compared to the amount of profit that the company earns, it starts to seem reasonable. It only makes sense that if the employee is directly responsible for the success of their company, then they deserve to get their payback. It seems ironic, but many salaries even look small once compared with a companies profits. Top Executives Are Under A Lot Of Pressure Being the CEO of a

Given the effect a CEO can have on a company's success, we can understand why their compensation packages

Problem: State Bank has over time increased salaries to tellers that were so high that of the 23 tellers at State Bank they were being paid over what other local tellers were being paid; additionally no other employees outside of the tellers were receiving an exceedingly higher salary based on the other local banks averages. All of this information was compiled in a report based on survey results taken from State Bank and the other local surrounding banks.

The top ten percent earned more than $75,400 and the lowest earned less than $12,600.

| Fiscal Year Ended December 31, 2003 $1,500 250 400 450 200 20 600 250 (475) 70 (50) 85