NOTE: Free essay sample provided on this page should be used for references or sample purposes only. The sample essay is available to anyone, so any direct quoting without mentioning the source will be considered plagiarism by schools, colleges and universities that use plagiarism detection software. To get a completely brand-new, plagiarism-free essay, please use our essay writing service.
One click instant price quote
... the minimum on employment was offset by the overall increase in wages. On the other hand, how minimum wage increase affects employment depends on many factors. First depending on how intensively the industry affected by an increase of minimum wage uses labor, the effect on employment will vary substantially.
The latest proposal of Wisconsin governor Jim Doyle, known to the public as Madison Fair Wage, is basically nothing more than just an idea to raise the minimum wages in the state to the higher values. The proposal insists on the fact that an hour minimum pay should be $ 7. 75 instead of $ 5. 15. The governor believes that it will benefit more than 130 thousands of people working part time. The plan of the project will be implemented in the two-year time span. However, businesses, which have less than 10 employees, would not have to start earlier than 2006. The proposal has caused a great number of pros and cons from interested parties to appear.
Most of them agree that the proposal of governor Doyle is just an attempt to secure him a chair in the Congress for the next running term. The proposal look quite attractive at first sight but upon closer investigation reveals itself to be resting on unethical ego driving motifs. 7. Job evaluation The job evaluation is an essential practice of every business today. Fair measurement of the quality and amount of tasks performed is essential for adequate remuneration of employees work. Adequate evaluation can help establish a companys culture by rewarding the business activities, behaviors and values that the organizational management needs to influence to control the direction of the business. The article investigates the theoretical ideas as to job evaluation and remuneration of the New Zealand division of Spicers Paper.
Spicers Paper is an international organization listed on the Australian Stock Exchange. World wide there is approximately 1, 700 staff with a Human Resources Division based in the Corporate Office. Lately Spicers Papers remuneration followed a standard outline for this procedure. When managers decided what sort of compensation is required, generally they had to identify (A) how much to pay employees, (B) how much emphasis to place on financial compensation as part of the total reward system, (C) how much emphasis is there to maintain a low rate of pay and (D) whether to implement a system with specific individual incentives to reward differences in performance and productivity. Now, due to the necessity of adjusting the compensation procedure to the legislative requirements the company has modified the Salary component of the HR manual.
The new consists of five points. The remuneration has: 1. To attract and retain competent and qualified employees to achieve corporate and divisional objectives. 2. To provide a framework for rewarding differing levels of performance and encourage career development and job satisfaction. 3. To ensure that salary rates are graduated in accordance with the difficulty and importance of jobs. 4.
To provide a work-value-based framework for the consistent comparison of salaries, both in external job markets and within the Spicers Paper Group. 5. To provide both equity in salary administration and the perception of equity amongst employees of the Spicers Paper Group. Also the jobs at the Spicers Paper have to be re-measured with subsequent correction of the Job Value. Job value is the mid point, which is based on market factors and is re-established each year. There is a Grading of salaries ranging from 1 to 20 + dependent on the job description and job evaluation.
Within these Grades there is a salary range and it is recommended that the minimum required is 85 % of Job Value and the maximum is 115 %. 8. Distributed data processing systems Increasingly, crpratins are recognizing the strategic rle f the peratin's function. The peration can be fine-tuned by using modern information systems. Enterprise Resurce Planning (ERP) software systems provide comprehensive management f financial, manufacturing, sales, distribution and human resurce's across the enterprise, as well as distant access t the distributed data processing and management, which all the companies t utilize such a non as usurping its activities. The ability f ERP systems t support data "drill do" and t eliminate the need t reconcile across functions is designed t enable rganizatins t complete n the performance f the entire supply chain. Erp's true ambition t integrate all departments and functions across a company nt ne single system.
Modern day ERP systems, Material Resurce Planning (MRP) and Manufacturing Resurce Planning (MRPII) are the primary business systems installed in thousands f manufacturing companies and the world. The idea behind ERP is that the software needs t communicate across functions. The financial module can cut account payable checks as sn as the lading do clerk confirms that the gds have been received in inventory. Similarly the account receivable can generate an inside as sn as the shipping clerk says the finished gds are n the truck t the customer. All this is dne with minimal human intervention and paperwork. The downside t ERP is the expense in terms f time, effort and my.
Unless yur plan f actin is working extremely well (rder's all ship in time, productivity is higher than yur competitors and custmer's are satisfied) there is n need t consider ERP. Tw may innovations have transformed the way companies build business and perate information systems: the Internet and its associated e-commerce technologies and Enterprise Resurce Planning (ERP). With all the attention being paid t e-commerce, sme may feel that ERP is a thing f the past. But that is nt s. ERP is as necessary as it ever was.
It just needs t else t thrive in the Internet age. What better way t transfer a company than t have ne seamless computer peration run the financials, human resurce's, manufacturing and ther important functions. But by 1998 the ERP industry began t see do. The main read is businesses started t change with the Internet revolution and the surprising speed with which e-business was carried ut. In re t succeed in the modern business environment, the companies dealing ERP systems are expected t combine sme frm f e-business processes in their day-t-day peratin's. Enterprises are currently incorporating the Web in their business processes.
By leveraging the Internet, an enterprise can invite bids frm suppliers frm remote careers f the world and conduct nline business n an everyday basis. It can enhance its customer relationships by managing and fine-tuning its feelings t meet the demands f the global customer. Fr instance, if a company were t have the ability t price actual delivery dates fr each re before the buyer hits the buy but, and live up t that price, ERP and e-commerce have t be ne seamless continuum. S let us nt presume that we have seen the sun set n the ERP horizon; n the ther hand, we are actually n the threshold f anther ERP bm. It just might be called e-ERP. 9. Telecommunications and Telecommuting According to the International Telecommunication Union (ITU) and the 1996 / 97 World Telecommunications Development Report, it would take the gift of second sight and more to predict the course of the telecommunications industry over the next few years.
One thing, however, is certain: the industry in 2008 will bear little resemblance to the telecom business of today. January 1, 1998 was the date set by the World Trade Organization for the liberalization of telecom markets throughout much of the world. It was also the date on which the European Union's leading economies had agreed to allow full competition in voice and data services. The demand for telecom services will grow strongly, driven by an increase in data transmission chiefly associated with the Internet. The new trend is toward a virtual workspace, that is telecommuting or tele-work, as referred to in Europe. A new telecommunication industry has materialized.
Known as Electronic Commerce (E-Commerce) this discipline promotes the study and regulation of the industry. Telecommuting is becoming a norm. The introduction by many companies of such services as telecommuting will eventually bring more people to work in Internet. The integration of voice and data transferring (such as IP telephony) will decrease the organizational costs of communication. Philips Tarifical, the consultancy, estimates Deutsche Telecoms revenues will be cut by at least $ 125 m in 2003 because of Internet telephony.
A glaring feature of the international telecom market is the growing incidence of future development with many alliances and mergers on the way to the global introduction of a single communicational network. One essential feature of the global strategies of telecom companies is aggressive expansion and entry into new, emerging telecom markets. 10. Discipline in the workplace The growing movement for the rights of employees, the professional unions, which are working towards the satisfaction of the employees needs at the workplace, has lead many organizations to the growing problem of undisciplined workers enjoying the working conditions and not performing the task as required by the employer. However a great number of employers tend to avoid the conflict and many times fail to pay enough attention to disciplining those who fail the job. One of the reasons for that is that most of employers have very few knowledge of how to do it, and the techniques that can assist in doing it. The traditional approach of firing does not work any longer.
Many companies are now getting more dependent on the skilled and experienced workers they have. The shrinking pool of high-class specialists is causing many of the organization to retain the work force at virtually any cost. The article of Robert Mcgarvey provides practical suggestions to the employers facing the problem of lacking discipline. Some of the advises are: first of all discipline (or its absence in our case) is a problem and should be addressed professionally, without excessiveness in emotions, and immediately as it appears; the good thing to do is to start a talk with employees, it is a proven fact that silence is a sign of agreement, therefore when some employee misconducts, it is a must that he or she knows that it is unacceptable.
The person should be told of the failure with enough details describing it (the avoidance of generalities is a must here). However the conversation should possess the adequate level of respect and conservatism. The employee should understand that he or she is not blamed in every trouble the company has, and the organization will provide all the support available for the sake of the problem deregulation. Disciplining employees (when it comes to it) is a complicated task, yet necessary when we talk about the future success of the organization. Reference: Took's, George. Non-verbal Living.
Practical Psychology Journal. May, 1998. Welter, Todd. The "perfect" office manager cost this practice $ 100, 000. Medical Economics, Sept 18, 2000. Available from: web Kaplan, Dust.
Exploring Hertzbergs Theory. Personnel. August-September, 1999. Parrish, Deidra-Ann. Create healthy office environments. Black Enterprise.
Nov, 1999. Available from: web De Laboucherre, Pierre. Practical Work Measurement. The Owner.
January 2000. Winters, Bradley S. The Minimum Wage of Governor Doyle Wisconsin StatesMan August 2003. Cantus, Lizabeth. Modernity in Job Evaluation. Oakland Inquirer.
June, 2002. Thornhill, Bob. ERP perspectives for Multinationals Forbes. May 2001. Wilson, Gary. ISDN of Business.
Business Times. October 2002. Mcgarvey, Robert. Lords of Discipline.
Entrepreneur. Jan, 2000. Available from: web
Free research essays on topics related to: job evaluation, minimum wage, voice and data, e commerce, data processing
Research essay sample on Voice And Data Minimum Wage
