Paying For Good Employee Relations

CASE:PAYING FOR GOOD EMPLOYEE RELATION

I. VIEWPOINT
CEO

II. TIME CONTEXT
Present

III. DEFINITION OF THE PROBLEM
honour of Managers for good employee relations resulted to intuitive appeal

IV. OBJECTIVES
MUST
To determine the weight of employee attitudes in incentive pay program and to be able to come forward the extent of linkage of pay incentive to employee attitudes
WANT
To maintain employees overbearing attitude in browse to promote organizations success

V. AREAS OF CONSIDERATION
1. Employee relation is an grand part of companies competitive advantage
2. There is an issue that whether an incentive plan that explicitly rewards employee satisfaction get out evolve only intended consequences or might also pull in unintended, less desirable consequences.
3. It is more advantageous for the company to course exercise having good employee relation.

VI. ALTERNATIVE COURSES OF ACTION

1. ACA #1: Top worry should directly link compensation to customer and employee satisfaction
gain: Managers will treat their subordinates fairly since employee satisfaction is needed in order to reward managers.




Disadvantage: There are more important things that managers should think about rather than employee satisfaction

ACA #2: Top oversight should formulate a more effective employee relation indemnity and other incentives that would help build a strong prove system between the company and the employees. This will lead to symmetrical relationship and be able to provide customer satisfaction.
Advantage: Will build a strong employee relations
Disadvantage: pull to both Managers and employees

VII. RECOMMENDATION
I hereby recommend ACA #2.

VIII. ACTION PLANS

|ACTIVITIES | obligation |TIME |
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