“Performance Appraisal Processes” discussion question

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Please respond to the following: first discussion writing produce 200 words about both bullet point. please place answers under each bullet point. In Addition a response must be given back (100 words) to the other student Christina Miller.

  • From the case study in Chapter 3 of your textbook, discuss two (2) issues associated with Precision’s current performance appraisal process that may pose a challenge for Jackson to implement a merit pay program. Provide support for your response.
  • Referring back to the case study in Chapter 3 of your textbook, recommend the most appropriate appraisal process that you believe will provide a reliable assessment to support a merit pay program at Precision. Support your rationale.

Christina Miller

RE: Week 2 Discussion

One high paying industry Skadden Arps ranks in a Median total compensation: $182,000, and a Median base salary: $170,000. This massive law firm ranks at the top of the heap when it comes to high-paying jobs. Founded in 1948, it now has about 2,000 attorneys and offices across the world. One famous (and infamous) alumnus includes former New York Governor Eliot Spitzer. The law firm doesn’t hire only attorneys, of course. Current openings include staff positions such as a technology support analyst in its Los Angeles office. Now, on the lower end of the paying scale I went with a company called good.com which has a Median total compensation: $147,500 and a Median base salary: $136,250. This mobile security provider might not be a household name, but more than 6,200 organizations in more than 190 countries use its technology. Typical jobs are focused in software engineering and sales, while the Sunnyvale, California-based company currently has openings in positions ranging from account managers to financial analysts. While only 10 percent of the information security industry’s workers are women, Good Technology has been lauded by Info Security Magazine for the fact that 40 percent of its executive team and 27 percent of its total workforce are women.

Some jobs pay more because they are less desirable. They may be hazardous, dirty, and employment may be sporadic or seasonal. For instance, construction pays more than retail sales because of these compensating differentials, which are nonmonetary differences between jobs where higher or lower wages are paid because of differences in the desirability of the job itself. Most retail jobs take place in air-conditioned or heated stores where the worker can wear nice clothing, stay clean, engage in friendly conversations with customers, and expend little physical effort. By contrast, construction workers may perform hazardous work, will become dirty during the job requiring them to spend additional time cleaning up afterwards, and will often have to work long hours to get the job finished, and they may not get work during the winter months. Hence, to attract enough workers to construction, the industry has to pay more. In many cases, status or power, or the lack thereof, may also be a compensating differential. After all, you never hear a kid saying I want to grow up to be a garbage collector. On the other hand, much more money is spent to elect someone to the presidency of the United States than they will ever earn at the job, and many lawyers earn more than Supreme Court justices, yet few of those lawyers would turn down an appointment to the Supreme Court.

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