Case Analysis of Farrington Lingerie Company
Introduction
Lee, Dewaena
MGT 331- Management of Human Resources – Professor Kelly Schuttig
Case Analysis of Farrington Lingerie Company
Introduction
This case analysis is based on a job evaluation committee for the company Farrington Lingerie Company. The committee is being torn by apart by differing opinions.
Background
Farrington Lingerie Company’s compensation manager David Rhine is a good natured and relaxed person. He is the head of the committee to reevaluate several jobs. These jobs have been a pay grade of 3. The office manager Ben is upset that one position in particular is not higher. Ben has now involved two executives that are on the committee to back his position. This is dividing the committee.
Current Situation
The situation currently is that the position in question is the job of a receptionist. The current receptionist is Marianne. She has been with the company for twelve years. This is long that any of the committee members. Marianne does a great job in her work. The problem is that Ben is looking at this from the person perspective not the job itself perspective.
These concerns have prompted a meeting to settle the pay grade assignment for this job. At the start of the meeting, one of …show more content…
Farrington Lingerie Company could look at spot bonuses for Marianne for her effort (Mondy, 2012, pgs. 250). The performance based pay could assist in gaining additional monies if the company was willing to give her additional merit pay based on her performance evaluation. The ultimate way to increase the rate of pay is to encourage Marianne’s development into a job that has a higher pay grade. The first step in doing this is to find out what is important to Marianne. Money may not be a contributing factor in her happiness at work. Setting the proper expectations will make all involved
Introduction
Lee, Dewaena
MGT 331- Management of Human Resources – Professor Kelly Schuttig
Case Analysis of Farrington Lingerie Company
Introduction
This case analysis is based on a job evaluation committee for the company Farrington Lingerie Company. The committee is being torn by apart by differing opinions.
Background
Farrington Lingerie Company’s compensation manager David Rhine is a good natured and relaxed person. He is the head of the committee to reevaluate several jobs. These jobs have been a pay grade of 3. The office manager Ben is upset that one position in particular is not higher. Ben has now involved two executives that are on the committee to back his position. This is dividing the committee.
Current Situation
The situation currently is that the position in question is the job of a receptionist. The current receptionist is Marianne. She has been with the company for twelve years. This is long that any of the committee members. Marianne does a great job in her work. The problem is that Ben is looking at this from the person perspective not the job itself perspective.
These concerns have prompted a meeting to settle the pay grade assignment for this job. At the start of the meeting, one of …show more content…
Farrington Lingerie Company could look at spot bonuses for Marianne for her effort (Mondy, 2012, pgs. 250). The performance based pay could assist in gaining additional monies if the company was willing to give her additional merit pay based on her performance evaluation. The ultimate way to increase the rate of pay is to encourage Marianne’s development into a job that has a higher pay grade. The first step in doing this is to find out what is important to Marianne. Money may not be a contributing factor in her happiness at work. Setting the proper expectations will make all involved