You are on page 1of 7

Assignment

On

Compensation Management
Submitted to:
Mr. Muhammad Shakhawat
Hossain
Faculty of Business
Administration
MBA Program
East West University

Submitted by:
Md. Yeahyea Kabir
2012-1-95-065
HRM 508
Section:01
MBA Department
EAST WEST UNIVERSITY

Q1: Are employees showing their total disenchantment by leaving as quickly


as they can? Is morale and motivation are non-existent?
Answer:
Disenchantment is the state of disappointment or disillusionment. During
first stage of disenchantment employees tries to settle the factors in a
positive way. After becoming total disenchantment employees starts to
search new job. After getting the job, employees left the organization for the
new job. Most of the times this is the common situation happens in all
organization. But some disappointed employees remains in the organization
for a long time. They dont have the scope or dont want to leave the
organization. They dont have other option against their current job. Even
though they are disenchanted they stay in the organization.
Morale and motivation exists within organizations employee for a short
period. Employees that are happy and positive at work are said to have
positive or high employee morale and motivation. Companies that maintain
employees who are dissatisfied and negative about their work environment
are said to have negative or low employee morale and motivation. If
employees became disenchantment moral and motivation doesnt work for a
long time.
During my previous employment in Silkways group I became disenchanted,
thus reduced morale factors. Morale and motivation failed to work after a
short period of time. In the end I left my job because I was demotivated and
dissatisfied with my job. Other type of employees those stay in the
organization for a long time morale and motivation doesnt work for them.

Q2: Are employees unhappy and grumble frequently about the non-existence
of a remuneration system? Do they openly talk about the problems instead
of getting on with their work?
Answer:
Due to non-existence of a remuneration system in an organization,
employees of the organization became unhappy. If employees became
unhappy, frequently they complain due to non-existence of the remuneration
system. Employees tries to establish their complains to the other employees
of the organization whenever employees feel that I am not getting actual pay
at that time employees became unhappy and starts complaining. Yes them
2

openly talks about the problems instead of getting on with their work.
Employees talk with fellow colleagues, outsiders.
In Silkways group employees are unhappy and grumble frequently due to
non-existence of a remuneration system. Employees openly talks about the
problems. That might not reach to the appropriate authority. After several
complains employees started to work with a negative motivation because
complain doesnt led to good result for the employee.

Q3: Are employees unhappy and comment frequently about the nonexistence of a remuneration system? Do they openly talk about the problems
instead of getting on with their work? Does a work ethic exist and they do
some work?
Answer:
A good remuneration system ensures all employees proper evaluation. If it
doesnt work that lead to inappropriate evaluation of each employee. Yes
employees became unhappy and comment frequently about non-working
remuneration system. Non- benefitted employees remains unhappy and
comment frequently for this reason. In Silkways group proper remuneration
system was absent. Thus employees were unhappy and they comment
frequently for the remuneration system implementation.
A strong work ethic is vital to a company achieving its goals. Every
employee, from the CEO to entry-level workers, must have a good work ethic
to keep the company functioning at its peak. A work ethic is a set of moral
principles an employee uses in his job. Certain factors come together to
create a strong work ethic.
1.
2.
3.
4.
5.

Integrity
Sense of responsibility
Emphasis on quality
Discipline
Sense of team work

Negative work ethics may be the behavior of a single individual. Due to


proper remuneration system employees shows negative work ethics. In
Silkways group unhappy employees reduces work ethics through,
1. Lack Of Productivity
2. Attendance
3

3. Politics
4. Bad Mouthing

Q4: Do the employees believe that management controls and manipulates


the system? Do they continue on regardless? But they do not like it?
Answer:
Yes employees believe that management controls and manipulates they
system. All the decisions came from management. All employees doesnt
benefitted by the compensation system, because it is controlled and
manipulated by the management. As an example in Silkways group- One
employees performance was good and he didnt get is reflected in his
compensation plan. As it is controlled and manipulated by management.
Employees continues to work unless getting another job or settling mind to
work in his organization, because that job is the only hope for that employee.
In silkways group a large number of employees exist because this job is the
only option for his living.

Q5: Are employees aware of a remuneration system but do not see it


working for them? Does it cause some dissatisfaction?
Answer:
Most of the employees are aware of the remuneration system. If the system
doesnt work for the employee creates severe dissatisfaction. By
remuneration system employees pay and other benefits increases time to
time. But some of the employees might not get the anticipated benefit and
pay rise. Those employees became dissatisfied. By this they lose the
motivation to work, creates an impact in the attendance.

In Silkways Group most of the employees are aware of remuneration system


which increases their salary and benefits. Some employee was satisfied
because their remuneration system works for them. Others are dissatisfied
because the system doesnt works for them.

Q6: Do the employee believe the remuneration system is working, others


believe it could be better targeted to their particular situation?
Answer:
The employees believe that remuneration system works only for
management level employees in most of the time. During yearly increment
management level employees salary increases whether other employees
salary increases or not.
Incremental percentage is also variable for
management in most of the time. In Silkways Group other employees salary
increases by 5% but management level employees can increase their salary
according to their decision. Proper system is not followed in silk ways group.
In other word during recruiting a management level position proper fixed
remuneration package is not followed. So employees believe that the
remuneration system only works for management always.
Q7: Do some employees believe the remuneration system is working, others
believe it could be better targeted to their particular situation?
Answer:
Some employees believe that the remuneration system is working. The
reason is that they are benefitted by the remuneration system. In other word
they are in the good book of management, So that their demands are
handled properly than other employees. Not all employees are in the good
book. They might not get the good benefit through the system. They think
that their current situation should have been analyzed before the
performance evaluation.
In Silkways Group production people are well benefitted by the remuneration
system. They are recruited at a high salary. They get high percentage in
performance evaluation. In other situation Accounts department employees,
they are getting low percentage in performance evaluation. So they are
getting least benefit. Thus some production employees believes that
remuneration system is working and Accounts department employees
believes that it could be better targeted to their particular situation.
5

Q8: A comprehensive system is in place. Position value and remuneration is


fairly evaluated and most are well compensated. Areas for improvement are
recognizing individual and team contribution fairly. This system is reviewed
regularly.
Answer:
For a comprehensive remuneration system in organization position value and
remuneration should be equally evaluated. All the employees should be
compensated according to the position value and remuneration equally.
Individual and team contribution should be recognized properly. The system
should be reviewed regularly for any required change.
In Silkways Group position value and remuneration should be equally
evaluated which is absent in the system. All the employees didnt
compensate according to the position value and remuneration equally.
Rather the employees are compensated unequally most of the time. System
must be reviewed regularly for a good remuneration system.

Q9: Is a comprehensive system in place? Does a position value and


remuneration is fairly evaluated and nearly all are well compensated? Are
individual and team contributions recognized? Will higher achievement come
from better implementation?
Answer:
In Silkways Group comprehensive system is not in place. Position value and
remuneration system is not fairly evaluated. Thus most of the employees are
not compensated well. Individual and team contribution doesnt evaluate by
management. Areas of improvement dont identify and communicated to the
employees. So employees do not know what their performance deficiency is,
areas for improvement. The system is not reviewed regularly. Once the
system is build it runs for a long time. It should be reviewed once or two
twice in a year. In addition employees must know what are the goal and
6

areas of improvement. So employee performs well. A proper implementation


leads to high performance achievement.

Q10: Does everyone from the CEO dont believe that the remuneration
system is working well and being equitably administered? Are individual and
team contributions recognized and rewarded accordingly?

Answer:
No, In Silkways group everyone from the CEO down does not believe that
remuneration system is working well and being equitable administered.
Management believes that employees are getting a good compensation and
equitable, where most of the employees believes opposite.
Individual and team contributions do not recognized and rewarded
accordingly. In silkways group most of the employees believes that the
system is not working well. Equally employees are not compensated.
Contributions are not recognized and rewarded, so silkways groups
employees are dissatisfied.