Compensation

How to Create a Good Compensation Package
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Compensating your sales force presents a particular challenge because packages must be extremely competitive and should provide adequate incentives to motivate employees to do their best.The key to creating a good compensation package is balance. Most salespeople dont want to be solely dependent upon[pic][pic][pic][pic][pic][pic]Ads by Google
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www.salescompsolutions.comeither commissions or salary. Plus, providing adequate and competitive compensation thats based exclusively on either salary or commission most likely wont attract or retain talent, motivate your sales staff, or allow your company to achieve its maximum profitability.
Striking a balance between salary and commission is probably as much art as science, as it depends on your goals. A compensation package that emphasizes salary over commission will allow you to make greater demands on your salespeople and how they spend their time. A pay package that emphasizes commissions will motivate your salespeople to spend more time selling and booking new orders rather than other work that wont result in new sales.Although businesses compensate salespeople in a wide variety of ways, most use a combination of salary and incentive components, along with common benefits such as health insurance, a retirement savings plan, and paid time off.Base Salaries
Providing a base salary that assures salespeople a steady income is a good idea. A guaranteed salary provides salespeople the comfort of knowing that despite good and bad economies, streaks and slumps, they can maintain their current lifestyle.Salaries alone, though, are not the brass ring. And salespeople wont necessarily push themselves without additional incentives. At the same time, salespeople want to know that if they make the extra effort they will be adequately rewarded for their hard work.Incentive Compensation
The most common way to motivate and reward salespeople for closing big deals or meeting goals is through bonuses and commission. Consider offering your salespeople a set salary and guarantee a minimum level of pay with rewards for higher levels of performance.Or offer them a salary with a bonus tied to their quarterly or annual objectives. Bonuses can be set at increments to give bigger rewards for greater performance. Profit-sharing plans can be used too, but these reward team effort, not individual performance.Your compensation program should be easy to understand and implement. Performance measures should be as objective as possible, and formulas to calculate commission or bonuses should be based on concrete, determinable numbers.For example, use gross profit as opposed to net profit to compensate a salesperson, as net profit can have hidden costs, such as overhead. Incentive compensation is important to motivate sales staff and to retain the best performers, those employees who may otherwise feel that they are not making as much as they could elsewhere.

Compensation

To have this type of system four tools to use are: Updated job descriptions, job evaluation, pay surveys, and a pay structure. The main tools to help in designing the pay system is the job descriptions, and job evaluations which helps in identifying characteristics of a job, and the raking jobs (Cascio, 2006).
Compensation plan chosen will be based on a system of merit-pay. This pay system has been avoided because it is not used properly or due to failure. The merit pay system will work because it allows team members to feel some kind of ownership of the company. For a successful compensation plan a five-step process will be used. The five steps used are: 1) Performance standards that are a standard of performance that are high, and low expectations that are self fulfilling. Two is a performance appraisal system that is accurate, and focuses on employee behavior and outcome criteria. Step three will be to train the supervisors on how to give feedback on performance appraisals. Step four is to tie rewards to performance by considering semi-annual performance reviews for merit increases, and finally step five to make pay increases meaningful (Cascio, 2006). The merit pay system will work in respect to those who support the pay system because the sales jobs are interrelated and team incentives are appropriate (Cascio, 2006). For this plan to be successful the plan will be properly designed to increase motivation thereby improving performance and using recognition for motivating the sales team.
According to Cascio, (2006) there are effective ways to have a successful compensation plan. One the meaning is to make sure to keep rules brief and clear. Keep employees clear on what is expected of them. Last, when he or she has a compensation plan such as the merit-pay system, there must be accomplishments detailed or money is wasted. For the merit pay system, employees must be able to work and deal with inflation, and increasing salaries is a must. Raising salaries requires an effective strategy to maintain competitive hiring rates.
Benefits Package
InterClean has a new sales team being assembled, the components are made up in three sections of the reward package will need to be effectively communicated to the sales team. It is the employer??™s responsibility to let employees know about his or her benefits and keep them updated on any changes to the benefits. Benefits fall into three specific categories: security and health, payments for time off, and employee services. Employees have to understand the benefits to use them properly and to ensure confidence in the information provided to convince the employees of the value of his or her hidden paycheck (Cascio, 2006).
Components of a total rewards package to motivate employees should integrate full compensation, total benefits, and work-life balance with training, and personal growth opportunities. Total compensation consists of two parts, base pay and incentives (???Construction Business Owner,??? 2007). Incentives are payments received for a measured output of work. Benefits are the second of the three components and is necessary as part of total rewards to obtain key talent and retain that key talent. Another component is work-life balance that the organization offers the employees opportunities for flexible scheduling, childcare, and tuition reimbursement, just to name a few. This component provides flexibility and modest indirect costs to the company. By offering a total rewards package a company shows employees appreciation for improvement. The loyalty and motivation eventually shows an increase in productivity and profit in successfulness of the company (???Construction Business Owner,??? 2007).
Plan Benefits
The compensation benefits to the individual team members is a realization that the company values the individuals employment with the organization, and wants to offer compensation as a means of reward. This company also offers benefit chances for higher education, career development, and recognition. The benefits will be retaining top talent, by offering employees good compensation therefore, the employees lives will be more comfortable creating an employee who can focus on job performance with little or no worries about his or her benefits.
Summary
In summary a compensation package, is the result for retaining the best employees within the organization. Even with a passion toward a job, there is an outcome that shows dedication and commitment for the company.

History

Year Ten History Assessment Task
Topic 7: Australia as a Global Citizen 1a) who was Dr Herbert Evatt
Herbert Evatt (1894-1965) politician and judge, was born on 30 April 1894 at East Maitland, New South Wales. His father was a publican from India. He died when Herbert was 7. Bert attended East Maitland Superior Public School and from 1905 Fort Street Model (Boys High) School, Sydney, matriculated brilliantly in 1911 and entered St Andrews College, University of Sydney , where he achieved excellent results in mathematics, logic, philosophy and English, and won a swag of medals and awards.
He edited Hermes, tutored at his college and presided (1916-17) over the University Union. He was denied for service in World War I because of sightlessness. At first he supported conscription, but was let down with the Yes arguments in the referendum of 1917. His anti-conservatism was backed up by the influence of his profound friend? Gordon Childe. In 1918 Evatt published Liberalism in Australia? (a thesis on the evolution of Australian politics towards liberal democracy) and became a part of the Australian Labour Party. After a period as associate to? Sir William Cullen, chief justice of New South Wales, he was admitted to the Bar on 31 October 1918.
b) Write a recount explaining Dr Herbert Evatt??™s involvement in the United Nations.
Dr Herbert Evatt served in many important roles in Australian law and politics- as a high court judge, attorney-general, minister for external affairs and as leader of the labour party. He led Australia??™s delegation to the meetings to establish the UN??™S mandate and draw up its charter. The United Nations Charter, signed on 26 June 1945, created UN??™s organ/the general assembly, the Security Council, the econo0mic social council (ESOSOC), the trusteeship council, the international court of justice, (ICJ) and the secretariat. In 1947, those ???DOC??™ Evatt chaired the United Nations Palestine commission. He served as president of the general assembly from 1948-49, was the first chair person of its atomic energy commission and contributed to the drafting of the UN??™s 1948 Universal Declaration of Human Rights.) Locate information on the charter and structure of the un9united nations) and:
a) Describe the aims of the UN.
The aims of the United Nations:
* To keep peace throughout the world.
* To develop friendly relations between the nations.
* To work together to help people live better lives, to eliminate poverty, disease and illiteracy in the world, to stop environmental destruction and to encourage respect for each other??™s rights and freedoms.
* To be a centre for helping nations achieve these aims. The principles of the United Nations:
* All members??™ state have sovereign equality.
* All members??™ states must obey the charter.
* Countries must try to settle their differences by peaceful means.
* Countries must avoid using force or threatening to use force.
* The UN must not interfere in the domestic affairs of any country.
* Countries should try to assist the United Nations.

b) List the principle organs.
* The general assembly: – the assembly where all the member nations are presented. It makes political and economical decisions and goals and establishes committees e.g. UNESCO (UNITED NATIONS EDUCATIONAL, SCIENTIFIC AND CUTURAL ORGANISATIONS).
* The Security Council: – makes decisions about world security. For example if the UN decides to send troops to settle problems or keep the peace. The Security Council??™s makes this decision. Five countries can ???veto??™ the council??™s decisions- meaning they can cancel the action decided upon. The five countries include: US, Britain, France, China and Russia
* Economic and social council: -At the 2005 World Summit, Heads of State and Government mandated the Economic and Social Council to hold Annual Ministerial Reviews (AMR) and a biennial Development Cooperation Forum (DCF).
* Trusteeship council: – Under the Charter, the Trusteeship Council is authorized to examine and discuss reports from the Administering Authority on the political, economic, social and educational advancement of the peoples of Trust Territories and, in consultation with the Administering Authority, to examine petitions from and undertake periodic and other special missions to Trust Territories.
* International court of justice: – A new wing built in 1978 behind the Palace accommodates the Court??™s Deliberation Room and the offices of its Members. It was extended in 1997, notably to house the increased number of judges? ad hoc. That same year, the attic of the Palace was renovated to provide new offices for Registry staff.
* Secretariat: – the secretariat an international staff working in duty stations around the world. – carries out the diverse day-to-day work of the organisations. it services the other principle organs of the united nations and administers the programmes and policies laid down by them. At its head in the secretary general, who is appointed by the general assembly on the recommendations of the Security Council for a five year renewable term.
* UN commission: – write up agreements/ charters that member nations signs. Usually address world problems such as refugees. c) Identify three UN agencies and write a paragraph about each agency. One of the three must be UNESCO. UNESCO: – UNESCO works to create the conditions for dialogue among civilizations, cultures and peoples, based upon respect for commonly shared values. It is through this dialogue that the world can achieve global visions of sustainable development encompassing observance of human rights, mutual respect and the alleviation of poverty, all of which are at the heart of UNESCO??™S mission and activities.
UNESCO??™s unique capability in education, the sciences, culture and communication and information contribute towards the realization of those goals.
UNESCO??™s mission is to contribute to the building of peace, the eradication of poverty, sustainable development and intercultural dialogue through education, the sciences, culture, communication and information. The Organization focuses, in particular, on two global prioritiesWHO: – WHO is the directing and coordinating authority for health within the United Nations system. It is responsible for providing leadership on global health matters, shaping the health research agenda, setting norms and standards, clear evidence-based policy options, providing technical support to countries and monitoring and assessing health trends. In the 21st century, health is a shared responsibility, involving equitable access to essential care and collective defence against transnational threats.
ILO: – The ILO is the international labour organization responsible for drawing up and overseeing international labour standards. It is the only tripartite United Nations agency that brings together representatives of governments, employers and workers to jointly shape policies and programmes promoting Decent Work for all. This unique arrangement gives the ILO an edge in incorporating real world knowledge about employment and work.d) Provide an explanation of Australia??™s involvement in at least one UN programme.
Australia??™s permanent Mission in Nairobi is officially recognised to UNEP, and staff from the Mission represents Australia at various meetings held in Nairobi, including the Committee of Permanent Representatives. Australias High Commissioner to Kenya is also the Australian Permanent Representative to UNEP.
Australia has been actively involved in UNEP activities since its, including through the supplying of funding. We have been particularly active at various times with UNEP on issues such as cleaner production, sustainable consumption, marine environment, chemicals and ozone. Australia has assisted UNEP with work in our region, including contributing funding for regional meetings on specific issues. We have also had major involvement at various times with some of the sector-specific work of UNEP.
Officers from the Department of the Environment, Water, Heritage and the Arts, and from other Departments as relevant from time to time (particularly the Department of Foreign Affairs and Trade), represent Australias interests at various UNEP meetings, including Governing Council and Global Ministerial Environment Forum and meetings/workshops related to specific issues.e) Explain Australia involvement in at least two UN conventions. International covenant on civil and political rights: – (ICCPR) is the primary international legal instrument on civil and political rights.? 
? Australia became a signatory to the ICCPR in 1972 and ratified it in 1980. ? The ICCPR has not been formally incorporated into Australia??™s domestic law.?  However ICCPR is attached as a schedule to the? Human Rights and Equal Opportunity Commission Act 1986.
This schedule empowers the Australian Human Rights Commission to investigate alleged violation of rights covered in the ICCPR, though the Commission??™s findings are not binding.
The Human Rights Committee (CCPR) is the treaty body which monitors ICCPR. ? The Committee meets three times a year to monitor and provide recommendations (known as concluding Observations) on how State parties are implementing the provisions of ICCPR.? ? The Human Rights Committee? also produce General Comments on interpretations of the Convention.?  The Committee is made up of 18 independent experts who are elected for a term of four years. ? Committee members serve in their personal capacity and do not represent their country.? 
International Covenant on Economic, Social and Cultural Rights: – (ICESCR) is the primary international legal instrument on economic, social and cultural rights.? ? Australia became a signatory to the ICESCR in 1972 and ratified it in 1975.? 
The Committee on Economic, Social and Cultural Rights (CESCR) is the body of independent experts that monitors implementation of the ICESCR by its States parties.? 
The Committee meets twice a year in Geneva to discuss and perform its monitoring functions, and also produces its interpretation of ICESCR provisions, known as General Comments.3) Select and asses an achievement of Australia??™s role within the UN. For example: a peace keeping mission or its work with an UN agency such as UNESCO.Australia??™s military forces have contributed to over 20 UN peacekeeping operations.
This role began in 1947 when Australia sent four men to act as observers at the UN commission for Indonesia during Indonesia??™s fight for independence from Dutch rule. In the years since, Australia??™s forces have provided both peacekeeping and humanitarian??™s aid in Afghanistan, Cambodia, Iran, Iraq the middle east, Namibia, Papua New Guinea, Rwanda, the Solomon islands, Somalia and Zimbabwe. During his time as foreign minister, Gareth Evans promoted the expansion of the UN??™s peacekeeping role.In 1999, Australia responded to the UN??™s request for it established and leads INTERFET, a multinational peacekeeping force in East Timor. Australia sent more than 5000 military personnel, and 21 other countries contributed to the remainder of the 10 000- strong coalition force. This has now given way to the United Nations Mission of Support in East Timor (UNMISET), which is maintaining the UN??™s peacekeeping role in East Timor as well as assisting with the establishment of a civil administration system.
In 1947 Australian military observers were the first UN peacekeepers, serving in Indonesia.MILAD ALRAMADAN 10H1

Compensation

Career Development Plan IV ??“ Compensation
Name
University of PhoenixCareer Development Plan IV ??“ Compensation
One of the first things to do after the merger of InterClean Inc. and EnviroTech is to consider compensation. Job Analysis and Selection, Career Develop Plan and Team Appraisal are components that can be used in desiding employee compensation. In the article Delivering Incentive Compensation Plans That Work ???A good plan will encourage cooperation among staff in different functional areas, and will prompt employees to work hard and be innovative without engaging in questionable ethical behavior.??? (Bolten, R.) In the United States we are a country filled with fortune five hundred companies. In order to compete for the best talent competitive pay and in some instances extrinsic perks must be used. The merger of InterClean Inc. and EnviroTech wants to offer a competitive base pay rate. In addition to the competitive base pay rate we would also like to offer sales commission and health insurance.
New compensation plan for the new employment team
The compensation plan that we developed will be based on merit. According to Managing Human Resources obtaining an higher rate of compensation could possibly include these components i.e. Establish high standards of performance, Develop accurate performance appraisal systems, Train supervisors in the mechanics of performance appraisal and in the art of giving feedback to subordinates, Tie rewards closely to performance, and Use a wide range of increases; Make pay increases meaningful. Initially hiring individuals focused on meeting the minimal requirements. The way will determine compensation will be based on the minimal to exceeding requirements of education and experience. As a member of the merger of InterClean Inc. and EnviroTech sales force these individuals must realize that they are part of the front line (initial contact). If sells (bring new business) are not made we can become stagnate. Entry-level sales person has a basic knowledge of the industry while meeting the minimal requirements. Sales persons who are considered to be a experienced sales person have to pose an expanded knowledge of the industry and at least five years of experience in the sales.
Employees of the merger of InterClean Inc. and EnviroTech have opportunity to earn 3% sales commission. Individuals have the opportunity to earn Holiday bonus based on prior year profits. Also, the last piece of compensation plan would be in health insurance, which we feel at Enviro Tech, is a human right. According to Wage and Benefit Changes in Response to Rising Health Insurance ???higher health insurance premiums must induce changes in the composition of total compensation–either in lower after-tax wages or in decreased contributions to other benefits.??? (Goldman, D., Sood, N., & Leibowitz, A.)
Why the pay system will work.
The pay system that we developed will work because it is competitive package. The pay system I created gives employees the opportunity to strive to make it to the next level in their career. The meaning behind the next level it is gaining the discipline to move from entry to experienced level the career. If an outsider can come into the merger of InterClean Inc. and EnviroTech as an entry-level employee and make it the experienced level it shows that they are building a customer base. If the sales person is building a customer base therefore developing experience with customers and earning sales commission. Also, at the merger of InterClean Inc. and EnviroTech we want to ensure that the are employee know that the sky is the limit and if you push yourself you can go from five figures to six figures.
Three components of a total rewards package
The merger of InterClean Inc. and EnviroTech has three components that contribute to the total rewards package that motivates employees to reach peak performance levels. According to Benefit packages and individual behavior: choices over discrete goods with multiple attributes ???An increasingly significant component of the overall compensation is the employees benefits package.??? (Van Boening, M., Blackstone, T., McKee, M., & Rutstrom, E.) The first component of compensation is the base pay rate. What contributes to base pay rate is the level of work experience, education and industry knowledge. Sales commission is the second level of compensation. Sales commission is compensation as well as a motivational tool to drive sales toward the company goals. Finally, the third level of compensation is the holiday bonuses. Holiday bonuses is the extrinsic way of given back the employees and their families around the holidays.
Describing your compensation plan??™s benefits to the individual as well to the company
Overall, the compensation plan benefits the employee as well as the company. Here at Enviro Tech we wanted to develop a competitive plan that rivals some of the best companies in the country. With the base pay we wanted to present a wage that was decent and would draw potential experienced sales persons to our company. For those individuals that are self managed and those looking to advance their careers we set up sales commission. Sales commission benefits individuals because they earn extra money and they are not limited to the base pay. The Holiday bonus is a way of letting our employees know that we do appreciate them and what they do for the company.? ReferencesVan Boening, M., Blackstone, T., McKee, M., & Rutstrom, E. (2006). Benefit packages
and individual behavior: choices over discrete goods with multiple attributes.
Managerial & Decision Economics, 27(6), 511-526.
http://search.ebscohost.com.ezproxy.apollolibrary.com, doi:10.1002/mde.1285? Bolten, R. (2009). Delivering Incentive Compensation Plans That Work. Financial
Executive, 25(7), 52-54. http://search.ebscohost.com.ezproxy.apollolibrary.comGoldman, D., Sood, N., & Leibowitz, A. (2005). Wage and Benefit Changes in Response
to Rising Health Insurance. RAND Forum for Health Economics & Policy, 8(1), –
15. http://search.ebscohost.com.ezproxy.apollolibrary.com

History

Journal Entry 1:
The first African slaves were brought to Jamestown, Virginia in 1619. The English settlers treated these captives as indentured servants and released them after a number of years. This practice was gradually replaced by the system of race-based slavery used in the Caribbean. As servants were freed, they became competition for resources. Additionally, released servants had to be replaced. This, combined with the still ambiguous nature of the social status of Blacks and the difficulty in using any other group of people as forced servants, led to the relegation of Blacks into slavery. Massachusetts was the first colony to legalize slavery in 1641. Other colonies followed suit by passing laws that passed slavery on to the children of slaves and making non-Christian imported servants slaves for life. My name is Grace and I am African American. And I was born a slave, and have been a slave until now. We have lived on the plantations since I can remember. A lot of times families get separated because of their owners, but we are owned by the same family. Since we were told that we have to move. It has been very difficult and confusing for me. My family and I have had to move to America on a boat. My family has always been together , this situation is difficult. Because of the move most of my family has been separated, but I am still here with my grandmother, mother and two sisters. I do not know why we are moving from the plantations, but we were told we had to go. We are migrating to the America. Things hasn??™t changed for us slaves in America. I don??™t fully understand why that is, I can only pray things will change, I imagine a place where everyone is no longer segregated. I can remember when I used to sneak and play with the slave owners daughter, we would have should a good time , jumping rope and dancing around in the yard, but once her father found out we could no longer play together. Everything I do I have to do with my own race because interacting with the other races is not permitted.
My grandmother would tell me stories all the time about our ancestors, and how it came to be this way. She told me that our history starts a long time ago when our ancestors, the first slaves from Africa, were brought from Africa also on a Dutch ship (African Americans). She also told me that an English Colony was founded at Jamestown, Virginia years before the ship sailed. She told me that she overheard our slave master saying that we slaves are essential to the economy of Virginia, which is where we lived. There was another race that used to be slaves also, but are not as much anymore, but because of reasons that we do not know, they are not really slaves anymore. They were slaves mostly in the South Americas. After hearing all of these stories I became even more confused. I do not understand why all of this is happening to us. And I would just more question, and more question, and she would just tell me that one day things will change, and one day there will be no more slavery and that we will all be free and equal to one another. I can only imagine the day. I asked her how this will happen. She told me that one day people will see us as equals. That means that we will be able to eat at the same place, sit together, use the same restrooms, and also be friends no matter the color of our skin.
I talked to my grandmother often because I did not know when they would come and take her away from me. One day my mother and I were out shopping for our owner and I had to use the bathroom, and I made a mistake and went into the wrong bathroom an older lady saw me and told my slave master. And I thought I would lose my family, because I have seen it happen before I was afraid. I did not lose my family, but my mother had to remind me of which restroom to use again. I did not understand why I had to use that bathroom. So I ask my mother why we have to have different bathrooms because I did not understand what made us different. She told me that it is, just the way it is. After talking with my mother, I just tried to think about the future with things are no longer separated by race.African Americans: A Brief History
??? Page name: African-American history
??? Author: Wikipedia contributors
??? Publisher: Wikipedia, The Free Encyclopedia.
??? Date of last revision: 31 August 2011 20:16 UTC
??? Date retrieved: 6 September 2011 19:01 UTC
??? Permanent link: http://en.wikipedia.org/w/index.phptitle=African-American_history&oldid=447716632
??? Primary contributors: Revision history statistics
??? Page Version ID: 447716632

Compensation

Career Development Plan Part IV ??” Compensation
K. Srini
MGT HRM/531: Human Capital Management
William Young
March Eighth 2010 The broad meaning of Compensation is something (like money) given or received as payment or reparation (as for a service or loss or injury). Compensation has a lot of different components and it is important that the InterClean management is able to prepare a compensation plan which will be totally satisfying and motivating to the employees, meet their immediate needs, factor in future needs, and will be aligned with the company??™s goals and strategies.
To succeed in an increasingly competitive environment companies must have a well-designed compensation plan that motivates employees, controls compensation costs, and ensures equity. The best compensation plans mirror the culture of the organization and is linked with the strategic goals of the business, as depicted in the figure 1.1.Fig 1.1 ??“ Total Rewards [pic] At InterClean the compensation plan will help motivate sales staff at daily behaviors such as new business generation, maximum account penetration, team selling, and cross-selling.
The new sales compensation plan focuses on three areas:
1. Takes into account the profitability of InterCleans various products and services, 2. The team composition, their skill sets and job descriptions. 3. Motivate desired sales behaviorsCompensation Plan A good compensation plan will be one that will:- ??? Take into consideration the strategy , goals and efforts of the individuals and the company
??? Motivate the sales staff to perform better, and help the company to retain and recruit the best talent
??? Makes sure that the sales and professional goals of the sales team are aligned with that of the company.
??? Focus on the diversity and culture of InterClean to ensure growth and profitability
??? Make sure that there is a proper mix of fixed and variable components of compensation.
??? Ensure that the compensation plan covers all areas, but at the same time is flexible and strategic changes can be implemented quickly. Taking into consideration the points discussed above the system of compensation suitable for InterClean sales staff will be a combination of Merit Pay and Team Incentives.Merit-Pay Merit-Pay systems links performance with rewards, the new sales team which has a mix of experience and exuberance will find Merit-Pay rewarding as it gives them a chance to earn more. It is important that the teams believe in a sense of ???ownership??? of the system and are part of the plan creation from its inception. The components of the Merit-Pay compensation plan include a. Base Salary: The base salary will be arrived at by taking into consideration the Job Description, attitude, experience and knowledge of the individual with respect to the services offered by InterClean.
b. Commission: Their will be a commission component on the sales made, incentive calculation will take into account the deals closed, invoice raised and also effort and pipeline of the individual sales person.
c. Other Benefits: The compensation plan will include a basket of benefits and each individual will be able to get a customized sales plan. The cultures at InterClean believes in wealth sharing and growth, to motivate its sales team, promote team work and generate more sales, a Team Incentive plan will be integrated along with the component of Merit-pay system.Team Incentive: The management at InterClean and the Sales team will formulate “goals” and “targets” that will reflect effective performance outcomes, these will include:
??? Quantifiable measurements of the success and contribution of the individuals to the team, and the team as a whole.
??? Challenging but achievable goals and targets.
??? Significant opportunity to make extra incentives over the Merit-Pay.
Based on targets achieved a team incentive shall be paid out, this will be half yearly for the first year.Why Pay-System will work This pay system is a combination of compensation plans, with inputs from the team, and accounts their motivators and needs. The pay-system which the paper discusses will work because:1. It will establish high standards of performance; thus provide employees with and intrinsic rewards system2. It has been linked to the appraisal system that focuses on job-specific, results-oriented criteria;3. It ties rewards closely to performance; hence gives sales team an opportunity to excel and benefit more through extrinsic rewards4. It provides a wide range of possible pay increases in the future; it acknowledges high performance and promotes teamwork and motivation.Three Components of a total rewards package
Total rewards comprises of many elements, the top three included in InterClean that will motivate the sales staff to reach peak performance includes programs, practices, elements and dimensions that collectively define the company??™s strategy to attract, motivate and retain employees. These elements are:
??? Compensation: A combination of both extrinsic and intrinsic rewards
??? Benefits and Incentives that will include healthcare, 401K and bonuses.
??? The Work Experience
o Acknowledgement of high performance and teamwork.
o Balance (of work and life)
o Diverse Culture
o Development (career/professional)
o Environment (workplace)
Fig 1.2 Three Components
[pic] As figure 1.2 illustrates these three components which is a mix of both intrinsic and extrinsic rewards will help motivate the sales team in continuously meeting targets, motivating them and help InterClean meet its strategic goals.Benefits to the individual and the company The InteClean Compensation plan has been designed to be a ???Win-Win??? both for the individuals and the company. Some of the benefits of the plan are, For Individuals
??? Provide long-term wealth creation for key employees without disrupting continuity or creating a funding hardship for the enterprise;
??? Maximize tax advantages to its employees;
??? Enhance the quality of company benefits plan by providing a wide array of meaningful benefits to employees at all levels.
??? Will give individuals an opportunity to try and better themselves through a combination of intrinsic and extrinsic rewards. For the company
??? Maximize tax advantages to the company
??? Increase profitability by cutting administrative costs and tying compensation to variables that keep compensation overhead within industry norms while advancing business initiatives
??? Create team of loyal, motivated and charged sales person
??? Help achieve the strategic goals of the company in a timely manner.Conclusion This paper tries to arrive at a compensation plan that will help InterClean, implement one that will help drive sales, motivates its sales staff, reduce the trust gap between the ???Field Soldiers??? and the ???Generals??? and ultimately help the company achieve its strategic goals. Designing successful compensation plans is a mix of both science and psychology, one that has to continuously tweaked and reviewed, to ensure that it meets both the goals of the individual and the company. This attempt is the first step toward that, and we shall revisit the success or failure of this plan during the appraisal review done at the end of the second quarter.ReferencesFig 1.1 Total Rewards: World At Work ??“ Total Rewards Program. (www.worldatwork.org)Fig 1.2 Three Components: World At Work ??“ Rewards Model (www.worldatwork.org)Sales Compensation Plan: Beat the ???80/20 Rule??? in Sales Performance, Alan Rigg. (www. 8020salesperformance.com)Compensation: Merit Pay, Cascio: Managing Human Resources: Productivity, Quality of Work Life, Profits (p.436-p.440)A guide to team incentive Systems, Jody R. Hoffman and Steven G. RogelbergTrust Gap: Cascio: Managing Human Resources: Productivity, Quality of Work Life, Profits[pic][pic][pic][pic][pic][pic]

History

Essay
Signs of the first party system began during the Declaration of Independence. George Washington did not want any form of separation; however, from the time of the Declaration of Independence there was a separation of political views. These views are now what we know as Federalist and Republicans.
The first signs of party-like activity began with the Patriots and the Tories (Loyalists). The Patriots were loyal to their country; which is America. The Tories were loyal and kept their loyalty to Britain.
The emergence of the first party system began during George Washington??™s administration. In this party system you had the Federalist and the Antifederalist. Alexander Hamilton was the architect of the Federalist Party. Thomas Jefferson on the other hand was an Antifederalist.
As mentioned before Alexander Hamilton was a Federalist. He is one of the main reasons that the factions increased. He created what was called Hamilton??™s Fiscal Plan. The First Component was Assumption which meant that the central government would assume individual debt of the state. The Second Component was to create a Bank of the United States and for every one to have one set currency. The Third Component was National Industrial Economy and Federal Political Coalition.
The Federalists were proponents of the Constitution and still sided with Britain. These men in the Federalist Party were wealthy men, not middle wealth farmers. The Federalist wanted the capitol closer to the South in the Chesapeake. They endorsed the Neutrality Proclamation because they didn??™t want to be pulled into the war with England and France; they didn??™t want to have to choose sides. They also supported Jay??™s Treaty because they felt Britain had more to offer to the country. They wanted a strong national government and wanted everything centered around the government.
The Republicans wanted to block the Constitution; they felt that it gave the government way too much power. They believed in strict construction. They were made up of Southern planters and Northern farmers. Thomas Jefferson wanted everyone involved in the government, not just those with money. They supported the French Revolution despite the violent excesses because the French was a democratic society and they helped America in the war. The Republicans opposed the Alien and Sedition Acts for the same reason that they wanted to block the Constitution. These Acts violated the First Amendment of the Constitution. They wanted the Bill of Rights to be made because they wanted to make sure that the people??™s rights were not taken away. Once again the Republicans did not want the majority of the power to be centered around the government.
Although Washington did not want factions involved, they were already there before he came to presidency. There would always be a political split because not everyone would be satisfied. The Federalist and the Republicans were as different as night and day on most issues, however, both parties tried to do the best that they felt necessary for their country.

Compensation

There are many forms of business structures. The most common forms of business are the Sole Proprietorship, Partnership, Limited Liability Company and Corporation.
According to Bonny Ablo, a ???sole proprietorship??? is a business that runs under either the entrepreneurs name or a fictitious one. The most common of business structure, sole proprietorships account for more than three quarters of all businesses in the US, according to U.S. Census data from 1990-2004. There are quite a few advantages to choosing a sole proprietorship business structure. The taxes are simple, the startup cost is less and there is less paperwork. The drawbacks are that having a sole proprietorship brings with it liability issues. The owner is responsible for any product liabilities. As there is no regulation on the financial statements that need to be provided to the government, many entrepreneurs fail before they realize they are in trouble.
Bonny Ablo describes a ???partnership??? as a business structure that joins two or more people in a legal partnership. Each person who owns a portion of the business is called a general partner. There are several benefits to using a partnership business structure. A partnership can divide up the business responsibilities between partners, ensuring each individuals strengths are catered to. In a general partnership, all parties have equal liability, meaning that if the business should fail; all parties will be responsible for the same amount of loss, with no limit. But in a limited partnership, one or more parties are only responsible for the amount of money that theyve invested into the business. All business partners must agree on the focus with which the business will take. Creating a partnership agreement before the start a partnership business will assist greatly in diffusing and potential debates.
A Limited Liability Company is a business structure authorized for use in certain US states that allows both the owners and managers to have only limited liability for the financial aspects of the business. An LLC is not a corporation however, even though some entrepreneurs call this business structure a Limited Liability Corporation. Additionally, owners are called members, and there can be an infinite number of them. The disadvantage is that LLC??™s can not take their business public.
A ???corporation??? is a legal entity separate from the persons that forms it. Business transactions are carried out via officers and directors for the benefit of its shareholders. A corporation consists of a director, officers and shareholders. Anyone who holds any of these positions within a corporation is not liable for the corporations financial liabilities. There are several significant benefits to choosing a corporate business structure. Shareholders are not liable for the debts or lawsuits of the corporation, and both the officers and directors have no personal liability for any actions taken by the corporation. Shareholders vote amongst themselves to appoint a Board of Directors, who make the managerial decisions about the company on a larger scale. However there are drawbacks of a corporation. Unlike all of the other business structures, corporations are required to file numerous, regular reports with regards to their formation, contact information, registered agent, officers, directors and others. There are many more activities that are required by the state when running a corporation, such as adopting bylaws, holding annual general meetings, electing board members, appointing officers, drafting resolutions, taking and archiving minutes of each and every corporate meeting, maintaining a registered agent, and paying taxes.
Riordan Industries is a corporation and therefore has to comply with the legalities of a corporation. The existence of a corporation requires a special legal framework and body of law that specifically grants the corporation legal personality. Corporate statutes give Riordan Industries the ability to own property, sign binding contracts, pay taxes in a capacity that is separate from that of its shareholders.
As a corporation, Riordan Industries owns properties which can be divided in to two categories: tangible and intellectual properties. Tangible property is the type of property which can be seen and touched. Delivery trucks, desks, computers, inventory, and the building and land owned are all forms of tangible property (Jennings, 2006). Forms of intellectual property include patents, copyrights, trademarks, trade names, and trade dress. Protections include federal rights, international protections, and common-law rights of action for the damage to or taking of these forms of intangible property. Any process or tools that Riordan industries have developed need to be patented and protected. For example, the chemical process for the plastic molding is intellectual property and is patented. The ERP system is an intellectual property and should have a copyright.
As a corporation, Riordan Industries is also subjected to enterprise liability and product liability. Enterprise liability, also known as market-share liability, is a legal doctrine under which individual entities can be held jointly liable for some action on the basis of being part of a shared enterprise (Wikipedia). Enterprise liability is a form of secondary liability. For example, if someone was injured by the manufacturing activity at Riordan Manufacturing, a court might apply the enterprise liability doctrine to allow recovery from Riordan Industries, which holds all the assets.
Product liability is the area of law in which manufacturers, distributors, suppliers, retailers, and others who make products available to the public are held responsible for the injuries those products cause. Product liability claims can be brought under a number of theories. Liability arises from a mistake or oversight in the design of a product, which makes it dangerous when used as intended, or when used for another reasonably foreseeable purpose. Liability also arises from a defect that results from the manufacturing process. A marketing defect involves such issues as inadequate warning labels or instructions, which, for example, prevent a user from recognizing a defect in the product, or from being aware of how to safely use or apply the product. Riordan Industries has to assure that the products it manufactures adhere to the manufacturing process and meets specification and does not cause any harm to the consumer. Products should have labels notifying the consumer the consequences of misuse of the product. Distributors, suppliers and retailers must also be notified of the same to avoid liability suits. Products should go through a vigorous quality assurance program.
Business laws and trade laws have always played an important role in developing trade and business transactions. With the advent of market globalization and electronic commerce, not only trade laws and international trade laws are playing greater roles but complete new areas are being developed particularly as it relates to intellectual property rights and dispute settlements. International law is the law governing relations between States. It regulates the global commons, such as the environment, sustainable development, international waters, global communications and world trade. Riordan Industries has a manufacturing site in China that manufactures plastic fans. Litteral and Finkel should advise Riordan Industries about the international laws. In order to avoid any disputes, Riordan Industries should understand and abide by the various international laws that apply while doing business in China.
Despite taking all the precautions and complying with the law, there are times when disputes arise. These disputes may arise due to liability issues, human resources issues, infringement on tangible or intellectual property just to name a few. Due to the increasing caseloads, rising costs of litigation, and time delays continue to plague litigants, more companies have begun experimenting with ADR programs. Alternative dispute resolution (ADR) offers parties alternative means of resolving their differences outside actual courtroom litigation and the costly aspects of preparation for it (Jennings). ADR typically includes arbitration, mediation, early neutral evaluation, and conciliation. Riordan Industries should first entertain an ADR program before going to court.
According to Ian Jones, corporate governance is the system by which business corporations are directed and controlled. Riordan Industries should structure and specify the distribution of rights and responsibilities among different participants in the corporation, such as, the board, managers, shareholders and other stakeholders, and spell out the rules and procedures for making decisions on corporate affairs. By doing this, it will provide the structure through which the company objectives are set, and the means of attaining those objectives and monitoring performance.

History

The early search for
Americans
In 1888 the civil war was over and people were looking for land, farm, new homes, and new ways of life. In mountains and high deserts a big search took place for gold and silver as well that was over too.buiseness were digging up the mines instead of it being open to the stasis.aman named Richard Wetherill was 30 years old when he and his younger brothers and sisters still lived with there parents and there married sister still lived close by. Some times during the winter richer and his family members would go and ride of to the cliff dwellings. One day when his sister??™s husband was looking for stray cattle he found a cliff dwelling that had never seen before then he went to that place and named it cliff place because this place had the largest cliff dwelling.snow fell and the men were cold but that did not stop them from going on there journey. they figured were town square was. 182large cliff dwelling and many other small cliff dwellings.
it was June and still exploring but he knew that his brother would only be able to go not much longer .baron believed that this cliff??™s were there for along time. And that machine had dug most of it. The tree was lead to believe to be 62 years old. many others had to discover the cliff dwellings also. the people did many things such as hang yang??™s and cloths. They also found mummy sans skeletons and dry bones but to have cased a war over death.

Compensation V. Ethical Models

Compensation Versus Ethical Models
Background
When analyzing the executive compensation the way it should be? justified, many aspects must be established. First, as Plato suggested for an ideal society these individuals were not receiving four times the number of their lowliest employee. With their high amounts of compensation that was received, it can now be understood as to why many of these companies drove our economy into what it has become today. Although I do not agree with the moral decision that agreed upon? by the government with the bailout plan for these companies, it will be discussed different thought processes that could have taken place to recompense the leaders of these businesses.Milton Friedman Ethnical Analysis
The hypothesis that is discussed? to us from Milton Friedman is that a corporate executive is supposed to run their business with the mind set being an employee of the company. They are not to take any advantages of the people that they may be doing business. ???Freidman argues it is wrong for managers to use corporate resources to deal with problems in a society at large??? (Halbert & Ingulli, 2012). This shows that these executive must have an understanding that they must be law abiding, and completely responsible to all corporate policies and procedures. When dealing with the compensation part under this ethical thought process, it would be best to apply it in a way in which all executives would be compensated through job performance. This would enable the executive for the company to increase the revenue, which would show complete satisfaction to the stakeholders of the business. Therefore, the person would be completing their function within the company at maximum capacity of their ability.
Utilitarianism Ethics
Using utilitarianism as an ethical basis for making decisions on compensation, the decision maker are compelled to specify the costs and benefits for various alternatives; and, such specification clarifies the argument and promotes rational discussion. ???According to the principle of utilitarianism, the right way to behave in a given situation is to choose the alternative that is likely to produce the greatest overall good??? (Halbert & Ingulli, 2012). With such wording written, an individual can make a statement that to ascertain an executive??™s compensation salary it would be best to see how profitable they are for the business. When this analysis were to be managed, the stakeholders would want to see both the short-term and the long-term benefits of the decision they would be making. If they were truly beneficial with the work that would be accomplished by the prospectus candidate, then they would receive a high salary than those that less proficient.Deontology Ethics
When looking to use the deontology model of ethics for compensation then we need to ask the question if everyone in the world behaved the same way ???In contrast to utilitarian concern with consequences, and with maximizing social welfare, deontological ethics is marked by steadfastness to universal principles ??“ for example, respect for life, fairness, telling the truth, keeping promises, – no matter the consequences??? (Halbert & Ingulli, 2012). Unfortunately, this is not the case in today??™s business world. Not all employees get paid the same amount of money for the same amount of work done in the office. With the design being used in compensation aspect every individual should get paid the same amount of money. There seems to be no ethical justification for this process to be used for compensation of executives.Virtue Ethics
The use of the virtue ethics model gives us the basis of compensation of an individual??™s character. This shifts focus from what a person should do to who the person is. ???Virtue ethics, on the other hand, directs our attention to what human beings are capable of being on how the can cultivate the habits of good character that will naturally lead them to their fullest potential??? (Halbert & Ingulli, 2012). If this were to be used with the compensation model for executive, then you have a potential problem for those that have character flaws. There can always be more that one right answer that can cause a moral dilemma when facing a business decision, and if the executive make the wrong choice should they be punished.Ethic of Care
Using the model of ethic of care for making compensation decisions, we first have to look at the connections between the people making them. If the executive is related to or has a past history with the person, this may lead to positive or negative feedback. ???While most men had an individualistic focus on abstract rights and justice, women tended to focus on caring, on supporting on human interconnectedness??? (Halbert & Ingulli, 2012). If this is the case, then the men that are in the executive status will be receiving a higher pay scale that the women. This makes it difficult to understand that if men are more focused on themselves, work and justice; then their compensation would be at a greater scale. If women are more caring, supportive and related the individual personnel; then they may receive a lower pay. As we now know it today in business, women are essentially seeing the same payscale as men.Conclusion
The thought process that Milton Freidman uses seems to be the best option when figuring out a compensation process for executives. With this design, the executive must be compensated through job performance. There would be some disadvantages to using the utilitarian method for the compensation method due to the counting, measuring, comparing, and quantifying is very difficult. To figure out the cost to benefit ratio all of this would have to be figure out to get the understanding if the end justifies the means. The disadvantage that can be seen with the deontological process for compensation is there is no agreement about the scope and range of ethics based rights. There will be multiple problems in applying theory to real-life situations thinking that everyone in the workplace should get the same pay because everyone lives and behaves the same way. There would be some concerns with virtue ethics for us to consider since moral character of individuals and how different personality traits can contribute to, or obstruct, a happy and meaningful personal life. Lastly, when dealing with the care of ethic model for compensation methods you would have to consider the gender of the executive. It has been noted that a male seems to be more driven in the field by his work, and the female has more of a nurturing basis. Both of these attributes can be beneficial when dealing with employees and closing deals in business. So, this process could be used in a compensation factor for executives for the performance shown to increase revenues.
References
Halbert, T., & Ingulli, E. (2012).? Law & ethics in the business environment. (7th ed.). Mason, OH: South-Western.