BUS 434 ASSIST professional tutor/bus434assist.com

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BUS 434 ASSIST professional tutor/bus434assist.com

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BUS 434 Entire Course (Ash)

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• BUS 434 Week 1 DQ 1 (Employee Satisfaction)
• BUS 434 Week 1 DQ 2 (Global Wage Rates)
• BUS 434 Week 1 Quiz
• BUS 434 Week 2 DQ 1 (Compensation System)
• BUS 434 Week 2 DQ 2 (Job Descriptions)
• BUS 434 Week 2 Quiz
• BUS 434 Week 3 DQ 1 (Job Evaluation Methods)
• BUS 434 Week 3 DQ 2 (Survey Preparation)
• BUS 434 Week 3 Assignment Employee Relations
  Manager Paper

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BUS 434 Week 1 DQ 1 (Employee Satisfaction) (Ash)

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• "Employee satisfaction relates directly to income
  obtained from work performed and the lifestyle
  opportunities made available to the workers and
  their families from this work-related income."
  Elaborate on the link between work-related income
  and employee satisfaction in today's workplace

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BUS 434 Week 1 DQ 2 (Global Wage Rates) (Ash)

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• Wage rates in the United States are higher than
  similarly skilled workers in other countries such
  as China, Mexico and India. Consequently, many
  U.S. businesses have outsourced their
  manufacturing and
• production needs to take advantage of these lower
  wage rates. Discuss how, working collaboratively,
  the federal government and U.S. businesses can
  modify employee compensation packages to become
  more globally competitive.

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BUS 434 Week 1 Quiz (Ash)

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• 1. Question All but which one of
  the following conditions will influence jobs and
  job-related opportunities in the future?
• 2. Question Which of the
  following is a noncompensation benefit rather
  than a compensation benefit?

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BUS 434 Week 2 DQ 1 (Compensation System) (Ash)

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• A basic premise of a market-based economy is that
  each individual has the opportunity through
  education, experience, hard, work, etc. to
  improve his or her job earning potential. As a
  result, some employees may enjoy greater earnings
  than their colleagues. Assess how an
• organization can create a fair,
  market-competitive compensation system that
  provides greater rewards for those who earn it,
  yet is viewed as fair and equitable by the
  organization.

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BUS 434 Week 2 DQ 2 (Job Descriptions) (Ash)

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• Today, there is considerable debate whether job
  descriptions should be broader and more generic,
  versus narrow and more specific. Distinguish
  between the advantages and disadvantages of each
  approach, and which you see as the more
  preferable approach.

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BUS 434 Week 2 Quiz (Ash)

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• 1. Question An organization's
  _____________ describes in broad or general
  value-laden terms what the organization wishes to
  accomplish in the long termthe kind of product
  it intends to provide and how it intends to
  provide it.

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BUS 434 Week 3 Assignment Employee Relations
Manager

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• The most effective compensation strategy is one
  that develops a clear link between
• Work that an employee is expected to perform
  (typically detailed in the job description)
• Work that the employee performed (typically
  detailed in a performance evaluation)
• and, finally, pay provided to each employee
  (typically determined through external survey and
  internal equity).

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BUS 434 Week 3 DQ 1 (Job Evaluation Methods) (Ash)

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• There are two general types of job evaluation
  methods those that investigate the job as a
  whole and those that investigate the job from a
  variety of components. Choosing one job
  evaluation method, examine how that method would
  be the preferable approach to attain comparable
  worth throughout the organization, and where it
  would not be the preferable approach.

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BUS 434 Week 3 DQ 2 (Survey Preparation) (Ash)

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• Surveys are an important tool to assess the
  competitive forces in the marketplace regarding
  pay practices. The most critical step in the
  survey process is obtaining the proper job match.
  For an organization you are familiar with,
  identify a position that would be the match to
  utilize in your survey, including a brief
  discussion on the limitations of using this
  position to determine your organization's overall
  salary competitiveness in the market.

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BUS 434 Week 3 Quiz (Ash)

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• 1. Question The term going
  rate implies that there is
• 2. Question In the following
  array of data, which value is the 9th decile?
• 3. Question Many specialists who
  make extensive use of survey data believe that
  _______ values provide valuable information for
  establishing minimum and maximum pay values for a
  job or a grade.

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BUS 434 Week 4 DQ 1 (Performance Standards) (Ash)

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• Describe the relevance of performance standards
  for today's knowledge-directed workers, and how
  their use will result in a more competitive
  compensation and benefit strategy.

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BUS 434 Week 4 DQ 2 (Performance Incentives) (Ash)

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• To Compare and contrast when it would be
  preferable to motivate employee performance
  through short-term incentives versus long-term
  incentives, and vice-versa.

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BUS 434 Week 4 Quiz (Ash)

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• 1. Question The National
  Association of Suggestion Systems claims that a
  dollar spent in rewarding suggestions
• will return ______ dollars in improved operations
  to the organization.

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BUS 434 Week 5 DQ 1 (Executive Compensation) (Ash)

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• Construct an argument supporting your position
• The market trend towards escalating executive
  compensation reflects the critical importance of
• an executive to an organization's long-term
  viability.

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BUS 434 Week 5 DQ 2 (Benefit Packages) (Ash)

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• Today's globally competitive business environment
  has caused many U.S. businesses to reduce
  thevalue of their employee benefit packages.
  Examine how an organization can maintain its
  costly benefit structure while remaining
  competitive against countries whose companies do
  not offer such benefits.

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BUS 434 Week 5 Final Paper Holland Enterprises
Compensation

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• Final Paper
• Attracting and retaining the most talented
  employees is essential for long-term
  organizational success. An important component
  to attracting and retaining such employees is the
  design and implementation of an effective
  compensation and benefit system.

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BUS 434 ASSIST professional tutor/bus434assist.com

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