Section C- Case Study - Answer all Questions (2 x 3 marks = 6 marks)It's Too Little or Too Much?Khalfan Al Tawqi , HR specialist was working with SWIFTCompany since 1998. The company is engaged in providingcosmetics and garments to various other business. SWIFTconsidered to be as one of the best main supplier in the market.Khalfan, throughout the years of his service with the companyfound that the company have progressed positively, and theirfinancial performance looks very good. Despite the increments anincrease in the salary he received during the years of his services,in 2019, Khalfan decided to recruit a fresh graduate candidate to beas HR specialist in his place before retirement. After selecting thenew candidate, Khalfan start to train him on various aspects relatedto handling the job and understanding the role, duties andresponsibilities. From the date you as new candidate handled thiswork , lots of complain raised in relation to employees salary andcompensation returns are concern. You started handling the worksuccessfully, and just finished analyzing information for thecurrent compensation and benefits program. You find that somechanges should be made, as the majority of employees (you have150 employees) are not happy with what is being offered. In fact,the plan had not been revised in over fifteen years, making it datedand definitely ready for some changes.Employees feel the current system and package of salary andcompensation need to be modified. for example, one employeesays, "I often come to work sick, so I can still have my vacationtime for my vacation." Another employee says, "I have given nineyears to this organization, but I receive only three days more thansomeone who has just started.". the third employee says, "I haveworked with this organisation for more than five years and I have adegree specialisation still I am receiving less than new candidatesalary", and so on...You are receiving on daily basis various complains and issues withthis regard and it is a challenging task for you, whereby the topmanagement requested you to overlook and find out differentsolution and alternatives for this issue.8. In brief reflect on the case, and show the main issues facingemployees at SWIFT company. Highlight the importance ofdesigning a good compensation package toemployees and their performance.motivate

SWIFT is engaged in the business of cosmetics and garments and it is one of the best in…

8. In brief reflect on the case, and show the main issues facing employees at SWIFT company. Highlight the importance of designing a good compensation package to motivate employees and their performance.

8. In brief reflect on the case, and show the main issues facing employees at SWIFT company. Highlight the importance of designing a good compensation package to motivate employees and their performance.

Understanding Business

12th Edition

ISBN:9781259929434

Author:William Nickels

Publisher:William Nickels

Chapter1: Taking Risks And Making Profits Within The Dynamic Business Environment

Section: Chapter Questions

Problem 1CE

See similar textbooks

Similar questions

Performance management requires remembering that your employee’s performance usually reflects more than just whether he or she is “motivated.” Do you agree with this statement? Please use relevant examples to explain your idea.
As a Compensation and Benefits officer in a Human Resource Department of a big company, your HR Manager asks what organizational incentives would best motivate the employees. What do you plan to tell your HR Manager and the organizational incentives that would best motivate employees?
Based on the various theories, people need motivators to satisfy their needs. How do these theories drive the compensation process? Should rewards be based on equity “what goes on in a person’s head”, expectancy “the probability a task can be completed” or performance?
Motivation theories include theory of needs, hygiene motivator theory, expectancy theory, equity theory, and goal-setting theory. How would you explain each and show how they would contribute or how they can be integrated within a performance management plan. Thank you.
11. According to the formula for the motivating potential score of a job, the most important elements in deciding motivation potential are a) skill variety and autonomy. b) task significance and task identity. c) autonomy and feedback. d) skill variety and feedback.
Explain the three elements of expectancy theory and how they can be improved in a training situation.