Business Research Skills - Essay Example

 Business Research Skills According to Katz (1973), it is very clear that the timing of the employee for staying in the organization is a very important determinant for the level of the salary of the employee. According to author when an employee starts its career with any organization the salary of that employee is at the beginning stage as the time goes on if the employee stick with that organization his/her salary gets increased. This increases the seniority of those employees. He also said that senior people gets more salary than the junior one because they have to take more and more responsibilities in terms of the development of organization. When an employee stays longer period of the time in a same company it increases its loyalty for the company and the salary also increases. He also added that the staying in the company for longer period of time can make that employee more and more experienced and suitable for the company. According to author there may be more different other determining factor for determining the salary levels of executive. According to Economou (2011), He also said that there are lots of determinates like social, political and the situational determinants are very important for fixing a salary of the executive. If the organization is earning profit and revenue then the organization can easily think for a growth in the salary after regular interval of time. It has been noticed that if a person stays a longer period of time with same company can earn more salary. Seniority of an employee is very important factor for fixing any salary. Level of salary would be determined by the quantum of the responsibilities of that employee. It is quite obvious that the senior employees would have more and more responsibilities than the junior employees. It clearly states that the level of the salary of senior employee would get more hike as its base is very high. It also supports the analysis done in the task one. The author also argued that as the salary of the senior employees is higher than the lower employee it shows that what the senior employees can earn in the lesser period of time, it would take a more time for a person who is working in the same company. Obviously the time taken for the company senior officers is less. He also argued that when one employee is working for the longer period of time that person can adapt very well with the company. It also stated that in any organization people with highest amount of salaries are less in numbers and the number of people with the lowest base of salary is comparatively high. It shows that the seniority of an employee is very important determinant factor for deciding the level of salary of any executive. As the seniority increases the level of the salary of the executive also increases. He also said that people can get the seniority by switching companies (Luis, Pascual and Monica, 2010, PP. 203-207). According to Melguizo and Strober (2007), Seniority and staying in the same company can decide the salary of any executive but another deciding factor for setting the salary level is the educational organization from which the employee has passed out. It is being noticed that graduates from a well reputed and recognized collage would get a higher salary package from ordinary or average institutions. He also argued that in this kind of case it is being thought of that the performance of the graduate passing from reputed collage would be superior to the performance of the graduate from normal collage. This is a very frequently practiced policy for different organizations. Here in this argument it is very clear that here the graduation institution is the main determining factor for fixing the level of salary. In this case staying too many days in the same company cannot be the determining factor for salary hike. It also said that every organization has its own hierarchy and when an employee is staying for long time in the same company has to climb up ward according to the hierarchical structure. For that there must be vacant space in the hierarchy where the individual can climb up from the lower hierarchy. It would require time and for that the individual stays in the company for the longer period of time. Apart from salary hike it also provides lots of experience and exposures to that particular employee. He also added that it would provide the employee to go for different organization backed up with huge experience and huge level of salary. According to Gordon, Morton and Braden (1974), seniority also plays a vital role in salary determination. They argued that the seniority of an employee has a positive impact on the level of the salary of any employee. Higher the seniority salary would be higher. They also said along the seniority experience of any particular employee also increases, this too have a positive impact on the level of the salary. It is very important determinant for any employee. They also argued that employees salary levels are also determined on the basis of the kind of job that employee is doing. If the employee is doing very creative work for the longer period of time it would noticed a significant growth in the salary. On the other hand if a particular employee is doing very simple job without any innovation can experience hike in the salary due to the seniority but the growth of the hike would be less. The type of work an employee is doing is also an important determinate for fixing the level of salary. They also said that in this condition only seniority cannot be the yard stick for designing salary level. The importance of the particular work, how challenging that work is and how much innovation and creativity is required to perform that job are going to be the determining factors for salary fixation. Here working span may not be that much important for deciding on salary level (Robert, 2002, pp. 76-85). According to Erhenberg’s (2003), Seniority-based pay system is a process where primary basis of the pay system is the tenure of the employee with the particular company. Here performance of the employee can be included but the main factor remains the tenure of the employee. He also said that in this aspect performance of the employee can be over looked. As here in this case where seniority is the main criteria of an employee the growth in the salary are less fluctuating and stable in nature. These kinds of determinant are generally being found in the government sectors rather than the private sectors. He also added that seniority based pay structure can yield less growth in terms of salary increase in compare to the performance based pay structure. In this style of determining salary all the other aspects are intentionally discarded only the tenure of the employee with the organization is being considered. He also argued that if one employee is staying in the same position of the company for longer period of time and the other employee is staying in the company for lesser period of time but if the second person is staying in more responsible, challenging and senior post then he/she would take less time to reach a certain level of salary then the person who is staying in the same post for longer period of time. It clearly shows that seniority in a more responsible position can be an important determinant for the level of salary for an employee (Dessler, 2011, pp. 57-65). According to Dillon and Marsh (1981), salary level of an executive are determine on the different basis. He also added that an organization has different levels of hierarchy. Those levels are designed on the basis of seniority and experiences. He added that experienced is continuous process which can be gained by virtue of seniority. He also stated that senior officers of the organizations are more accountable and having more and more responsibilities with them. They are the decisive body of any organizations. Different strategies, financial aspects of any organization are handled by them. Obviously they are going to get more salary. Author also added that they are the loyal towards the company. Their loyalty and accountabilities must be taken care of and it should be reflected in their salary sleeps. He also added that an employee can stay in the organization for very longer period of time but it is very important to see that in that tenure with the same company how long the employee stayed as senior level employee. He stated that different research is showing that seniority is certainly an important and unavoidable determinant for the level of salary. He also stated that different researches has clearly pointed out that what a general employee can earn in longer period of time same amount can be earned in shorter period of time by senior employee. It further reinforce that seniority is an important determinant for fixing salary level. Different researches also shown that the person who is having highest experience and seniority are enjoying the highest salary in most of the organizations. The number of people belong to this category are less. They are the decision makers of any company. The author also argued that seniority and experience are very closely related with each other. Experience comes out of seniority. Increase in the salary is very much proportionate with the seniority of the post. He also explained that if any person always works in the organization as a general employee he would experience a very little increase in his salary. Salary gets increased according to the seniority. The author compared between the salary of a person who was never been a senior employee but worked in that company for 22 years and the person who worked for 18 years with the company as a senior officer. It shows a huge difference between their levels of salary. Decision out of this comparison is seniority is a very important criterion for determining salary level for executive. He explained that senior employees are the back bone of any organization. It is very important to give them some special treatment according to the basis of seniority. Contribution of seniority is immense in terms of fixing salary of executives. There may be other different determinants but this is the most significant determinant for fixing the salary levels of executives. This determinant can be administered very well and easily (John, 2007, pp. 123-127). All the above academic literatures are confirming my results. All different authors with their analysis and studies are supporting my results. In each and every academic literature different authors are arguing in support of my results. Every author is clearly stating that seniority is an important determinant for employees to fix their salary level. Different academic literatures are using different comparisons and different situational analysis for studying the matter. All the conclusions are coming up pretty similar with my results. Academic literatures are providing lots of theoretical analysis which are falling in line with my results. Similar points are being found in different academic literatures and in my results. It clearly shows that my results are confirming all the academic literatures. If a critical evaluation can be conducted it would show that all the academic literature coming out with different findings which are very similar with my analysis. All academic literatures are coming with the conclusion that seniority is an unavoidable and very important determinant for fixing salary level of executives. My results are also giving similar indications. Different academic literatures are discussing different aspects of the matter and coming with similar conclusions and supporting my results. My results are in the right direction. All these similarities are clearly saying that my results are confirming all academic literatures related with the subject. All academic literatures and my results are very compatible with each other. References Dessler, G. 2011. Human Resource Management. New Delhi: Pearson Education India. John, S. 2007. Managing Employee Performance and Reward. New York: Cambridge University Press. Luis, R. G. M., Pascual, B. and Monica, F. S. 2010. Compensation and Organizational Performance. New York: M.E. Sharpe. Robert, L. H. 2002. Strategic Reward Management. New York: IAP. Read More