Best answer:Strategic management: theory, writing homework hel

  

Answer & Explanation:Hello! Please
Create discussion response for the attached write-up and be write as if
you were reviewing his or her posting in an academic
journal. Your discussion response should therefore answer the following
questions as applicable: Was your classmate’s reasoning articulate and logical? Were the facts correct? Was the interpretation your classmate provided reasonable
and consistent with experts in the field? Did your classmate defend the
choices effectively?The focus for your critical analysis is not whether or not you
agree with your classmate, but how well his or her position was
presented.Each response should be 250-300 words in length and is to
include a minimum of two sources properly cited and referenced: (a) the Strategic Compensation
textbook, and (b) an academic journal article (selected from the above
listing) that is at least 3-5 pages in length and published within the
last 3-5 years. Please respond to TWoods
response referencing this article http://harvardmagazine.com/2010/05/the-pay-problemPlease respond to RWiggans response referencing this article https://hbr.org/2013/04/does-money-really-affect-m…
20161016000623discussion_week_2.3.docx

20161016000601201610120251402016_10_11_22_28.pdf

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T.Wood: Response
The Mitron Computers company goal is to change pay program from team based bonus program to persons focused pay
system. The goal of the new implementation is to promote technicians to take part in training and learn new skills and
knowledge. The purpose of the person-focus pay system is to acknowledge employees for gaining knowledge and skills with
yielding extra pay as the worker skills advance. According to Martocchio (2015), “job based pay plans reward employees for
work they have done as specified in the job description or periodic goals “(p.110).
Employees in most instances view the system as a positive program. According to Martocchio (2015),“evidence suggest that
person focused pay plans lead to increased employee, commitment, enhanced work environment, and improved employee
satisfaction “(p.111). Research shows that utilizing the payment system for performance promotes higher performance (Pala,
2015). Although there are many advantages to the pay -focused pay program, it could pose some disadvantages. The new
scheme may not align with existing incentive pay and as a result, employee may not see the program as beneficial (Martocchio,
2015).
In most cases, the person -focus pay system is in environments that have repetitive settings like manufacturing companies that
have assembly lines (Martocchio, 2015). When implementing a new payment plan it is imperative that the staff have a clear
understanding. According to Palo (2015), “to avoid problems, analyzing and understanding the potential effects of the reward
system before implementation is important and necessary “(p.483).
From a biblical perspective as stated in Philippians 2:3 “For it Is God who works in you, both to will and work for his good
pleasure “(English Standard Version). What the information implies is not matter the pay system we are servants of the Lord
and work for the will of God.
Martocchio, J.J. (2015). Strategic Compensation (8th ed.). Upper Saddle, NJ: Pearson Education.
Pala, Ö. (2015). Pay-for-performance Plans. Systems Research & Behavioral Science, 32(4), 481-484. doi:10.1002/sres.2339
RWiggans Response
Mitron will benefit by increasing technician efficiency and expertise via pairing technical expertise and compensation together.
Employees will have more job-related security and motivation due to increasing their skill-sets through cross-training. This can
eliminate production delays, thereby increasing production based revenue which aids in achieving strategic objectives. “As a
result of the strategic relevance of competencies, attracting, retaining and developing individuals who possess the
competencies required by an organization has become a priority. The compensation system is an important factor in achieving
this objective” (Fernández, Lopez-Cabrales& Valle-Cabrera, 2013, p. 644)
The drawbacks are increases in labor, training and overhead costs. Moreover, person-focused pay and incentive pay can be in
conflict. Incentive pay can be higher than person-focused pay, thus negating an employee’s inducement to enhance their skills.
Lastly, there may be no instant return-on-investment for the cost of training. According to Martocchio (2015), “Several months
may pass before employees apply newly learned knowledge and skills to their jobs (p. 114).
The best approach for Holly may be to schedule the training after-hours. The employees that are serious about improving
themselves will commit to the extra hours. Also, scheduling the training after work will allow technicians to continue working
towards their team-based bonus, thus eliminating a major point of contention. Initially, training will increase labor costs due to
overtime but training will also produce a more competent labor force and turn out a higher quality product.
1 Peter 4:10 states, “As each has received a gift, use it to serve one another, as good stewards of God’s varied grace.” The
primary focus of person-focused pay system should be the strategic objectives of the organization and not personal gain.
Managers should use the stair-step model and only allow job-centric training. Employees should manage their own training
program and pay increases should occur only after employees pass a proficiency test.
Díaz-Fernández, M., López-Cabrales, A., & Valle-Cabrera, R. (2013). In search of demanded competencies: designing superior
compensation systems. International Journal of Human Resource Management, 24(3), 643-666.
doi:10.1080/09585192.2012.677461
Martocchio, J. J. (2015). Strategic Compensation (8th e.d). Upper Saddle, NJ: Pearson Education.
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