Progressive Discipline Policy of a Company - Essay Example

?Does your organization have a progressive discipline policy (that you know of), to correct unsatisfactory performance? How does your organization handle poor performance? Answer: To correct unsatisfactory performance within the company, it must adopt a discipline policy to primarily identify and address employee and employment related problems. The application of this policy refers to the conduct of the company wherein discipline must be addressed. Relevantly, actions should not be taken in the workplace and situations must be handled comprehensively by considering relevant factors before deciding the said matter. Most often, behaviour, poor performance, and violations of the company’s policies warrant company’s discipline. Dealing with this matter is very important on the part of the company in the development in the attitude in the workforce and also for the advantage of the company’s interest to deliver good quality of products in the increasing demand in the competing world of business. In handling certain situations regarding this, companies adhere to some of the progressive disciplinary process such as verbal caution, verbal warning, written warning, suspension the decision to leave, and termination. Jack manages a call centre for a mail order company. Frequently his reps end up staying late because call volume is heavy. These results in a lot of overtime pay that Jack would like to avoid. He’s considering reclassifying the position as exempt so he wouldn’t have to pay them overtime. He would, however, give them a small raise when he reclassifies them. Do you think Jack’s idea has merit? Discuss the pros and cons. Answer: With regard to the idea of jack that represents the company as a whole, I think it would be best to lay down some of the legal basis before pursuing to these reclassifications of job. The companies, before hiring, has probably gone through job descriptions and in reclassifying those, there must be a compliance within the Department of Labor regulations or otherwise, misclassifications of a job will be subjected to fines and penalties as a part of the consequences. There are certain conditions that must be met for an employee to be exempt job classifications like lawyers, accountants and doctors. Advantages on the part of the company on the exempt job classification is that the company is not required anymore to pay any back overtime but it is also nice that the company offers to pay something even if not being required to do so. I think it is also beneficial on the part of the employee considering that the change takes place only in the classification and not on the job so it is expected that the working hours beyond 40 hours weekly is subjected to be paid as overtime. You are the HR Manager for a retail store with 4 locations within one metropolitan area. The company's sales/marketing strategy has been to be the low cost leader (i.e. have lower prices than competitors), and therefore the compensation strategy has been to pay its store employees just above minimum wage, in the first quartile. Your boss has just told you that he is changing the strategy and now he wants to provide "optimum service", and not necessarily the lowest prices. What changes should be made in the company's compensation strategy as a result of this new direction? You expect your boss will be surprised at how much impact the new pay strategy will have on the payroll budget. What could you suggest to reduce the impact? Answer: In the situation that was given above, there were two concerns involved that have to be dealt with, the increase in the salary and implementation of the lower cost of the products against the competitors. Lowering the price of the products at the store against the rest of the competitors is a very powerful strategy in attracting more customers that would increase the sales in a certain stores. With regard to these the company is eyeing to also increase the compensation on the part of the wage of the workforce. I think that the main objective of the compensation strategy is to give the right rewards for the right employee. It is said that money is a powerful source to motivate the workforce but inline with this, it is also believed that an increased in salary can only motivates until the next pay increase is due. The impact of this on the part of the company is quite heavy to be felt especially on the given situation of having only four stores. Rewards to the employees must really be given due course and there are some types of rewards that the company could give to the employees like monetary rewards and non-monetary rewards. I suggest that the company would be best give the non-monetary rewards to motivate the employees and these includes recognition and career advancement, safe and healthy working environment, and fair treatment. By the time that the company expands, monetary compensation could be given due course. Subject: Re:My Friend Jerome - Zoller Topic: Week 6 DQ 1: Your friend Jerome Author: Yousef Abduljawad Date: April 20, 2011 12:53 AM Stephanie, I believe and admire you regarding your point of view that you have shared in the given topic but I think we must also consider the fairness in the earnings given that all of you belong to a certain team and equality must be observe in the said team Subject: Re:Performance Management v. Performance Evaluation Topic: Week 6 DQ 2: Performance management or performance evaluation? Author: Yousef Abduljawad Date: April 20, 2011 1:00 AM Julie, Good point. In every company, there must really be a focused on the performance management rendered by the company to the employee because in this way, employees improve the expectations of the employer the same way as the employer improves the expectations of the customer. Subject: Re:Performance Mangement vs Evaluation Topic: Week 6 DQ 2: Performance management or performance evaluation? Author: Yousef Abduljawad Date: April 20, 2011 1:07 AM Scott, I believe in the point that you have given regarding the importance of the performance management system and it reviews considering that it helps both the company and the employees themselves. Message Previous Message Subject: Re: A New compensation package - Zoller Topic: A new compensation strategy Author: Yousef Abduljawad Date: April 22, 2011 12:27 AM Stephanie What you have pointed out was true that employees should not be paid below market average or else it woul be very unfair on the part of the workforce. Message Previous Message Subject: Re:Compensation Strategy Topic: A new compensation strategy Author: Yousef Abduljawad Date: April 22, 2011 12:32 AM Princess, Thats a good point to be considered by the companies to lag the market and lead the market strategy. Adding the compensation of the employee would mean more expectations on their performance on the part of the company. Message Previous Message Subject: Re:Compensation - Wallace Topic: A new compensation strategy Author: Yousef Abduljawad Date: April 22, 2011 12:42 AM Tracy, I do also believe that the companies must look forward to raising the compensation of the employees because in return, efficiency of the employees will be manifested because they will be motivated regarding their respectiveworks. Read More