Each response should be at least 100 words. Chapter 8: 1-In this chapter you lea

Question

Each response should be at least 100 words.

Chapter 8:

1-In this chapter you learned about different forms of direct, indirect, and nonfinancial compensation. Consider your own career. Which of these types of compensation is most important to you? Identify the three compensation benefits that would be most important to you and explain why. Do you believe the same form(s) of compensation would be most important to those you will directly manage? Explain your answer.

2- Insurance benefits have traditionally been offered to employees and their immediate families. Today’s employees, however, often define family in a much different manner than did previous generations of workers. The increase in the acceptance of gay marriage and of same-sex living arrangements has resulted in more employees seeking insurance benefits for their domestic (live-in) partners, regardless of their marriage status or their partner’s gender. Some companies now offer insurance benefits to domestic partners, but others do not. Do you think companies should offer benefits to domestic partners? Why or not?

3- The number one complaint among hospitality customers is not poor product quality; rather, it is poor service quality. How do you think the features of an operation’s overall compensation program could directly affect its employees’ commitment to providing high-quality customer service?

Chapter 9:

1- Some managers maintain that employee rating and appraisal systems must include the evaluation of subjective employee characteristics such as personality, attitude, appearance, demeanor, friendliness, and social behavior. Other managers maintain that these characteristics most often do not reflect a worker’s ability to successfully perform a job. In addition, they point out that an overreliance on subjective factors can undermine employee morale and lead to perceptions of unfairness. What role do you believe subjective factors should play in evaluating hospitality employees?

2- Some forms of undesirable employee behavior are so serious that they warrant immediate termination, despite the existence of a progressive disciplinary program. Examples could include on-the-job fighting or intoxication. Consider the case of theft by an employee. Should such behavior result in the use of progressive discipline, or should it always result in immediate termination? Would the item or dollar amount taken by the employee affect your decision? Why or why not?

3- When being evaluated by their bosses, most employees say they prefer a system that treats each employee in exactly the same manner. Interestingly, however, these same employees believe bosses should consider the individual circumstances of an incident when evaluating objectionable behavior. As an employee, which system would you prefer your boss to use? Explain your answer.

4- Alcoholism is a disability covered by the ADA. Assume a bartender was caught drinking on the job. Assume further that the bartender had disclosed he was a recovering alcoholic at the time of his hiring. As an HR manager what specific steps would you take to determine and document whether this employee could in fact be fired for violating your company’s strict policy against drinking on the job or if the employee, as a member of a protected class, is protected by the ADA?

Explanation / Answer

Chapter 8:

1.
The most important compensation is the direct compensation as far as my own career is considered. With the help of direct compensation, I can buy all other benefits such as insurance, retirement benefits and pension plans. The non-financial compensations such as rewards and recognitions are also important, but these benefits come after the direct compensation. The three benefits are salary, performance based pay and the retirement benefits for me. If I get a good salary, I can buy an insurance from the private parties also. I would also prefer the similar compensation for the employees to whom I will manage. A question of motivation and recognition is raised, but it comes after the payment of a good salary. A high level of motivation with a lower salary or only stipend never works in any organization.

2.
The policy of companies to deliver the benefits such as insurance to the domestic partners should depend upon the state policy of recognition of the domestic partners as a family unit. Afterwards, the employee and their domestic partner should be registered or formally recognized by the respective laws (same s-e-x marriage) before claiming such benefits. With due recognition of the relationship, the company should provide such benefits without any discrimination. Without a proper policy directive either from the labor laws or state recognition of the relationship, it is up to the company and its HR policy to issue such benefits so that the employees are motivated and perform to their best of abilities.

3.
The customers often complain about the poor service quality and the service providers want to solve it. Here, one of the primary reasons is the poor linkage between the compensation and the quality of customer service. It can be resolved using the performance linked compensation system. A certain part or percentage of the compensation (variable) should be dependent upon services delivered to the customers. In this case, the executives will give special attention to the customers, their needs and overall service quality as the monetary value is now associated with the services. It will bring the additional motivation and people will strive to achieve the maximum. It will help in achieving the target goal of the superior customer service quality.

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