From an early age, kids are shown that they need to acquire university education to receive a job. That they need basic skills learned in school to have a superior level of comprehension for the job. The search begins for the ideal job. While companies are eagerly waiting to refresh the line-up of fresh, creative faces into their organization, the question of how much they pay is glorified. Thereby, the degree of pay a person can accumulate from a job is stemmed by the Government and not the companies. Collectively, it has been agreed upon that in Ontario “The general minimum wage rises to $11.25 an hour, from $11” (Herhalt, 2015, para.2). Obviously there is a decision to be made of how many contemporary employees to be hired. To companies
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I concur that it does. Minimum wage is not a lifestyle nor it can be because “it is the lowest wage rate an employer can pay an employee” (Minimum Wage, 2015, para.1). This differentiates between a continuous career as it implores a beginning portal into the company. This topic compels me because when I worked for Tim Hortons in 2013 I encountered many female coworkers living off of minimum wage and I assumed that it is not sustainable, but they seemed to not mind. Also, they actively chose to negate the manager’s efforts to promote them due to the flexibility of the entry level hours. This led me to believe that as long as the co-worker is productive in the position that they are in, it does not matter where their result is in the company. That the employer will reap the benefits which will in turn outweigh the costs. Then I remembered something, Tim Hortons is familiar for hiring many students and new Canadians. Nevertheless, through this employer branding, which is the “image or impression of an organization as an employee or based on the benefits of being employed by the organization” (Dessler, Chhinzer & Cole, 2014, pg. 144). Thereby, there is no effort to advertise that the company is hiring which saves money on the inevitable hire of an modern worker at the minimum wage in Ontario. In conclusion, I believe that all companies should be willing to take the risk and hire generation Y employees since no matter how much they incur the cost, eventually successful employees come and expunges the history of
I concur that it does. Minimum wage is not a lifestyle nor it can be because “it is the lowest wage rate an employer can pay an employee” (Minimum Wage, 2015, para.1). This differentiates between a continuous career as it implores a beginning portal into the company. This topic compels me because when I worked for Tim Hortons in 2013 I encountered many female coworkers living off of minimum wage and I assumed that it is not sustainable, but they seemed to not mind. Also, they actively chose to negate the manager’s efforts to promote them due to the flexibility of the entry level hours. This led me to believe that as long as the co-worker is productive in the position that they are in, it does not matter where their result is in the company. That the employer will reap the benefits which will in turn outweigh the costs. Then I remembered something, Tim Hortons is familiar for hiring many students and new Canadians. Nevertheless, through this employer branding, which is the “image or impression of an organization as an employee or based on the benefits of being employed by the organization” (Dessler, Chhinzer & Cole, 2014, pg. 144). Thereby, there is no effort to advertise that the company is hiring which saves money on the inevitable hire of an modern worker at the minimum wage in Ontario. In conclusion, I believe that all companies should be willing to take the risk and hire generation Y employees since no matter how much they incur the cost, eventually successful employees come and expunges the history of