Please respond to each part. 150 words each part and any references you used must be in APA format including in-text citation.  Your participation must be substantive; this means that you must be furthering the discussion, not just responding with, “I agree.” 

Part 1 

 Yes, there is a link between compensation and higher levels of performance. The three reasons for my answer are employee retention, motivation and job satisfaction. Compensation does not only consist of money, it also includes adjustable benefits. Some of these benefits are medical care, dental care, vision care and employee perks. The only way that an Organization will be able to ensure that employees are performing their best (without being monitored) is to have a good compensation package. A good compensations package guarantees employee retention. The reason why a good compensations package guarantees employee retention is, that employees will be more inclined to stay with the company, because they feel that they are being well compensated for the work that they do. This will also eliminate the Organization having to pay expenses from turnovers.

Next, a strong compensations package will also motivate employees. Compensation is know for being the main reason why employees work hard and strive for greater heights. It gives the employees the power to push themselves. Resulting in, an increase in efficiency and effectiveness. Lastly, job satisfaction will be increased. When employees are happy with their compensation package, there are fewer mishaps and customers are treated extremely well. Employees will be more inclined to treat customers and each other with kindness, because they do not feel unappreciated and unimportant. The organizational market influences the compensation philosophy, because the compensation philosophy has to document the Company’s position pertaining to employee compensation and why the Organization pays the employees a certain amount.  

Reference

Sharp, Brian. (2017, August 23). How Compensation Affects Employee Performance. Retrieved from: hrsoft.com/blog/how-compensation-affects-employee-performance/

Part 2

Yes, there is a link between compensation and higher levels of performance. The three reasons for my answer are employee retention, motivation and job satisfaction. Compensation does not only consist of money, it also includes adjustable benefits. Some of these benefits are medical care, dental care, vision care and employee perks. The only way that an Organization will be able to ensure that employees are performing their best (without being monitored) is to have a good compensation package. A good compensations package guarantees employee retention. The reason why a good compensations package guarantees employee retention is, that employees will be more inclined to stay with the company, because they feel that they are being well compensated for the work that they do. This will also eliminate the Organization having to pay expenses from turnovers.

Next, a strong compensations package will also motivate employees. Compensation is know for being the main reason why employees work hard and strive for greater heights. It gives the employees the power to push themselves. Resulting in, an increase in efficiency and effectiveness. Lastly, job satisfaction will be increased. When employees are happy with their compensation package, there are fewer mishaps and customers are treated extremely well. Employees will be more inclined to treat customers and each other with kindness, because they do not feel unappreciated and unimportant. The organizational market influences the compensation philosophy, because the compensation philosophy has to document the Company’s position pertaining to employee compensation and why the Organization pays the employees a certain amount.  

Reference

Sharp, Brian. (2017, August 23). How Compensation Affects Employee Performance. Retrieved from: hrsoft.com/blog/how-compensation-affects-employee-performance

Primary Discussion Response: Within the Discussion Board area, write 300–500 words that respond to the following questions with your thoughts, ideas, and comments. This will be the foundation for future discussions by your classmates. Be substantive and clear, and use examples to reinforce your ideas.

Watch the following videos:

• Video 1
• Video 2

Read the following article:

• Article 1

Using the articles and video as resources, address the following questions:

• Do you think businesses have an ethical obligation to support the needs of families? Consider issues families may encounter, such as doctor appointments, school conferences, and so on.  
• Do you feel that both men and women should be given the same amount of leave for the birth of a child? Why or why not? 
• Which ethical theories from your course readings (such as utilitarianism, the categorical imperative, and so on) best support your ideas and perspectives?

A minimum of 1 reference should be used to reinforce your thoughts. Be sure to include it both as an in-text citation and on your reference list at the end of your discussion post.

Peer Responses: Respond to at least 2 of your fellow classmates with at least a 100-word reply, and consider the following questions:

• Do you agree or disagree with your classmate’s perspectives on gender and parental leave in the workplace? Why or why not?

References

Preston, C. (2015, September 11). Yahoo’s CEO lost her chance to rethink parental leave. Fortune. Retrieved from http://fortune.com/2015/09/11/yahoo-marissa-mayer-parental-leave/

TEDGlobal. (2013, June). Anne-Marie Slaughter: Can’t we all just get along? [Video file]. Retrieved from http://www.ted.com/talks/anne_marie_slaughter_can_we_all_have_it_all?language=en

TEDxSMU. (2015, October). The US needs paid family leave – for the sake of its future [Video file]. Retrieved from http://www.ted.com/talks/jessica_shortall_how_america_fails_new_parents_and_their_babies

For assistance with your assignment, please use your text, Web resources, and all course materials

Twenty-five years ago where I currently reside, an incident similar to this scenario took place.  The case was West Oaks Hosp. v. Jones, 2001 Tex. App. LEXIS 718.  In a brief summary, in 1993 a mental health patient suffering from bipolar disorder left the hospital against medical orders and ultimately committed suicide.  In reviewing the case, I think there were some very vital mistakes made by the hospital staff and had those missteps not been made, then there might have been a different outcome for the patient and their family.  

In the scenario for this discussion, the circumstances are very similar.  The first question to address is whether the hospital, Dr. Simon, or any other healthcare professionals have any liability for Mr. Jones’s departure and his demise.  From what I’ve found and read, the answer is yes.  And because Dr. Simon and the other medical staff are employees of the hospital, the hospital can be found liable of negligence regardless of who was involved directly with the care and monitoring of Mr. Jones.

To ensure that Mr. Jones could not leave the facility they could have put together a small nursing team to place on watch duty.  The staff could have worked in small shifts to monitor Mr. Jones, as well as render medical help if needed.  Also, considering Mr. Jones’s history of mental illness and lack of local family to take care of him, the hospital could have taken the appropriate legal steps to opt for restraining Mr. Jones. “Some psychiatric disorders result in severe behavioral changes that necessitate rapid and dramatic action, including restricting a person’s freedom. Such action may be necessary in order to protect the person either from self harm or from harming others.” (Rubin, 2010).  It is a process, and takes about 4 days for the legal process to hold a patient under involuntary psychiatric hospitalization.   However, it was an option that could have been exhausted.

When it comes to detaining a patient, I think that if a patient poses a threat to themselves or others, then a hospital should be able to hold them at the hospital until the patient is deemed mentally fit, aware, capable, and stable to be released.  Even then, I would think that they should be released to a designated family member or care provider.

In regards to the discovery of Mr. Jones’s and his condition upon discover, I would hate to be an administrator handling this situation.  The facility as a whole definitely dropped the ball, and responsibility has to be taken at some level.  The only thing I could do at this point is to set up the proper measures to take so that this type of incident doesn’t happen again.  There will be some disciplinary actions taken, in-service re-training, and a plan of action set in place to deter any future occurrences.

References:

Rubin, E. (2010, October 28). Can the Mentally Ill Be Hospitalized Against Their Will? Retrieved from https://www.psychologytoday.com/us/blog/demystifying-psychiatry/201010/can-the-mentally-ill-be-hospitalized-against-their-will

Explain why different people need different training methods. Use examples from your workplace training experience when appropriate.

PLEASE EXPLAIN WHY YOU AGREE WITH MY CLASSMATE RESPONSE TO THE ABOVE QUESTIONS? (A MININUM OF 125 WORDS)

                                                         CLASSMATE’S POST

Different people have different methods of learning things and because people learn things in different ways such as visual, manually, or other means, there has to be several approaches to training to encompass the different type employees.  Most people can be shown something and pick up the method without much problem.  Others need to be told in a class room and then shown to connect the method correctly.  Still others can hear the method and the description and figure it out from there.  People have learning abilities that are governed by their genetic intelligence, life experiences, and education and experiences.  People lean on these combinations of things to develop their own way of learning.  Trainers need to recognize that they will have audiences that have varying ways of learning and incorporate a combination of the different types of learning methods into their presentations.  A mix of videos, notes, PowerPoints, and hands on practical exercises is a tried and true method of reaching all levels of learners and this also reinforces what you are teaching by getting the ideas out the way each person learns and reinforcing it with the other ways they are not as good at learning.  

By preparing thorough and diverse presentations that encompass many facets of learning a trainer will always reach the maximum amount of his audience as possible while providing a diverse and hopefully interesting presentation that will encourage participation and learning.

In our classes that I teach for in-service training, I incorporate discussions, PowerPoint slides, videos, scenarios, and practical exercises to try and keep things interesting and to stimulate learning and interest in all of the audience I am training.  Most of our instructors do similar methods in their classes.  There are few things worse than “Death by PowerPoint”.  

Should you work with the analyst in the sales office to improve the sales compensation program or simply take all of the work under the HR office’s control to improve the program, and why?

For any company to prosper and excel in their field, department leaders should be willing and able to consult with each other and evaluate programs to better suit the organization. (SHRM, 2017) It is unfortunate that the sales analyst had avoided a discussion on the matter until an outside source was presented and informed the HR Director of the rules. Being that now I have gained the knowledge on what regulations are in place, I will communicate with the sales department of what is needed to make the compensation program more efficient and fair for our employees. Upon developing a basic outline of what the sales department needs, I will suggest to have the whole compensation program moved under the HR office’s control. A sales representative will be appointed to participate in any sales department related meetings to ensure their team’s wellness is our priority. 

Would you recommend consolidating all the compensation functions under one operational area of the organization? Why or why not?

Yes I do recommend to consolidate all the compensation functions under one area with trained specialists who handle different aspects of compensation. Such branches would include commission based, raises, bonses, exempt/non exempt employees, salary/hourly based staff, etc. (Dessler, 2017) This would be the best solution because we will have everything under one umbrella which facilitates issues that may arise and we can handle interdepartmentally. 

What alternative approaches might you consider to address your organization’s sales force compensation challenge?

An alternative I might consider is bringing an outside resource such as the friend who works at the World of Work Association and manages our certifications to teach us some background knowledge in sales force compensation programs that are already established and we can review. We should also establish a monthly meeting with each department leader to review unsatisfactory complaints from current employees and discuss ways we can increase engagement. With a combination of external resources, internal evaluations and discussions, and input from current employee’s, we are bound to create programs that will align our employees personal career goals with the organizational expectations.