How can an organization maintain its image while dealing with a talent surplus? If layoffs are necessary, what would you recommend managers do to ensure that survivors remain committed and productive?
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How can an organization maintain its image while dealing with a talent surplus? If layoffs are necessary, what would you recommend managers do to ensure that survivors remain committed and productive?
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- Are higher salaries the best incentives for workers? If not, what are other top options to ensure a happy and motivated workforce?How does managing employee compensation relate to overall business goals? Provide examples from a managerial perspective.How important are salary, benefits, technology support, and job stability?
- How invested should a company be in hiring and providing benefits to their hires? Is it too demanding for certain companies to expect nothing but high standards for who they hire, or should they provide opportunities to those with different goals that don’t have certain qualities?Is executive compensation excessive or appropriate?Are employees more likely to favor defined contribution plans over defined benefit plans? How about employers?
- What might you do to retain employees who might not be in the top performer category, but are still valuable to the organization?W hat are the expected outcomes and benefits that an organization aims to achieve through the successful implementation of an employee orientation program?"What type of support can you provide to an employee that isn't performing up to their full potential?
- Evaluate the significance of benefits and perks in attracting and retaining employees. Support your answer with examples from the corporate world.Keeping employees motivated and happy is a key to success for many of the world’s top companies, including fast food chains like Taco Bell. From GED prep to educational support to college scholarships, Taco Bell helps its employees achieve their goals in all sorts of ways. While this level of support might seem strange for a fast food chain, the company recognizes that today’s workers tend to demand more from their employers. Besides collecting a paycheck, young employees also want to develop a healthy balance between their work lives and personal lives. That’s why Taco Bell provides both full- and part-time staffers with access to educational resources from their first day forward. For instance, the company fully funds an all-inclusive, start-to-finish GED program specially designed for its employees. Along with receiving unlimited access to study materials and practice tests, the program also provides students with advisers who guide them through every step of the process. For those…Explain why organizations pursuing a high-involvement management strategy may find the notion of offering indirect pay to employees somewhat problematic and at odds with the principles of high involvement?