Develop an overall compensation plan for a small business. Instructions Read 2G Robotic Case Study.Links to an external site. Complete study questions: Describe and assess the advantages and disadvantages of the direct compensation/pay system at 2G Robotics. Also, the benefits (i.e., dental) provided by the company. What are the benefits and dangers of implementing a stock option plan or an employee trust (i.e., something that gives employees a stake in the company)? What are some of the non-financial rewards that are available to employees who work at this company? How important are pay and benefits, including an employee trust, versus non-financial rewards in motivating employees at 2G? What do you think should be the company's general approach to compensating employees in pay, including an employee trust, and benefits? Should Gillman try to improve pay levels? Why or why not and in what specific ways? Do you think 2G should use a more formal pay system? Why? What changes would you suggest and what would be the benefits of those changes? Should the company change its employee benefits? Why? If yes, what would you specifically change and what would be the impact to the company? Should Gillham implement an employee trust and, if so, what rules should he attach to its distribution? If you were Gillham, what would be your preferred package of pay and pay systems, employee trust, benefits and non-financial rewards? What would you expect to gain for the company by implementing this? How should Gillham approach the meeting with Lin?

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

Instructions

Read 2G Robotic Case Study.Links to an external site.

Complete study questions:

Describe and assess the advantages and disadvantages of the direct compensation/pay system at 2G Robotics. Also, the benefits (i.e., dental) provided by the company.
What are the benefits and dangers of implementing a stock option plan or an employee trust (i.e., something that gives employees a stake in the company)?
What are some of the non-financial rewards that are available to employees who work at this company?
How important are pay and benefits, including an employee trust, versus non-financial rewards in motivating employees at 2G? What do you think should be the company's general approach to compensating employees in pay, including an employee trust, and benefits?
Should Gillman try to improve pay levels? Why or why not and in what specific ways?
Do you think 2G should use a more formal pay system? Why? What changes would you suggest and what would be the benefits of those changes?
Should the company change its employee benefits? Why? If yes, what would you specifically change and what would be the impact to the company?
Should Gillham implement an employee trust and, if so, what rules should he attach to its distribution?
If you were Gillham, what would be your preferred package of pay and pay systems, employee trust, benefits and non-financial rewards? What would you expect to gain for the company by implementing this?
How should Gillham approach the meeting with Lin?

Expert Solution