Please review the final project information (below). Remember to use the APA formatted template in Word for your research paper. Make sure you include 5-8 cited sources (scholarly). Make sure you include an in-text citation when you use your cited source material. Remember this is 5-8 pages separate from the Title page, Abstract, and Reference page. The final project and remaining assignments are due no later than Thursday, October 17, 2019. Please familiarize yourself with the final project (see below) as it is a heavily weighted part of your grade in this course. Week Eight Final Project as this will carry a lot of weight with your grade overall-Due Thursday, October 17, 2019, by 11:59 pm!: Please write an essay by providing 5-8 pages around the following topic: Utilizing the library, text, and other credible resources, you will work the questions asked on page 695-696 of your book as it relates to ″Still Your Turn,″ Managing Compensation Costs, Headcount, and Participation/Communication Issues. Read through the scenario, then answer the questions that are asked in the two paragraphs: -What is the difference between these two sets of companies? -It is simply that one set of companies cares more about its employees than the other set of companies cares about its employees? -Or, is it also the case that Southwest, Nucor, and Lincoln Electric have set up their compensation strategies in a way that makes them abler (than Cisco, HP, American, and GM) to cut labor costs when times are tough? -(For more background, go to google.com or another search engine and conduct a separate search for each company using its name and the term ″layoff.″) -What about protecting investments in employees and employee relations? -What can an employer do to make labor costs flexible so that profits do not take as much of a beating during difficult economic times and so that fewer employees need to be laid off? -If you were in charge of designing a compensation system for a company that is relatively new but is now reaching a stage and size where it needs a formal compensation system, how would you design the compensation system to have labor cost flexibility? -To what degree would you have others at the company participate in the design of the new compensation system? -Who would attend? -Would you follow the policy of pay openness in communicating your compensation System? Provide a rationale for your decisions. Please don′t format your paper to list these questions one by one with an answer. Instead, work through all the issues in an excellent research paper flow in terms of presenting the information. Use the APA format for this paper, and you should not only utilize the text for cited source material but a minimum of 5-8 cited sources also. I have taken the liberty of inserting a link from Purdue Owl as a great resource of mentioned source material options when doing a research paper. I have also included the APA resource guide as well for your reference. Research Paper Resources APA Resource Part of the assignment in drawing upon real-world examples as well, so feel free to include some work experience in this paper to enhance the overall project. Please place this assignment in the following Assignment Submission Folder: W8: Final Project: Business Scenario – Managing Compensation Costs, Headcount, and Participation/Communication Issues This is the case study from our textbook Compensation/ Benefits Management Pages 695 – 696 Still Your Turn Cisco Systems, Hewlett-Packard, American Airlines, and General Motors are examples of companies that have cut employment or cut wages and/or benefits to reduce labor costs in hopes of becoming more competitive and more profitable. Indeed, American and GM went through bankruptcy in part to gain control over labor costs. In contrast, some companies- Southwest Airlines, |Nucor, and Lincoln Electric- have a no-layoff practice and do not appear to have cut wages or benefits even in years when sales have declined significantly (They have also not gone through bankruptcy). What is the difference between these two sets of companies? Is it simply that one set of companies care more about its employees than the other set of companies care about its employees? Or, is it also the case that Southwest, Nucor, and Lincoln Electric have set up their compensation strategies in a way that makes them more able (than Cisco, HP, American, and GM) to cut labor costs when times are tough? (for more background, go to google.com or another research engine and conduct a separate search for each company using its name and the term “layoff.”) What about protecting investment in employees and employee relations? What can an employer do to make labor costs flexible so that profits do not take as much of a beating during difficult economic times and so that fewer employees need to be laid off? If you were in charge of designing a compensation system for a company that is fairly new but is now reaching a stage and size where it needs a formal compensation system, how would you design the compensation system to have labor cost flexibility? To what degree would you have others at the company participate in the design of the new compensation system? Who would participate? Would you follow a policy of pay openness in communicating your compensation system? Provide a rationale for your decisions? Newman, J. M., Gerhart, B. A., & Milkovich, G. T. (2017). Compensation. New York, NY: McGraw-Hill Education. This project is worth 250 points This is what they don’t want: Plagiarism includes, but is not limited to: § The presentation of another’s published or unpublished work as one’s own. § Taking words or ideas of another and either copying them or paraphrasing them without proper citation of the source. § Using charts, graphs, statistics or tables without proper citation. Levels of Academic Misconduct and Sanctions The faculty member teaching the course has the primary responsibility for resolving allegations of academic dishonesty, though egregious violations will be resolved by the School administration, the Academic Misconduct Board, or some combination thereof. The final decision on the level of a violation rests with the Academic Misconduct Board. Options for resolving an alleged case of academic dishonesty range from dismissing the allegation with no negative sanction to being expelled from the university (Academic Misconduct Policy: Table 1). A negative sanction is defined as an action taken by the faculty member that affects the student’s grade for the assignment or his or her cumulative grade for the course. Anytime academic misconduct is detected, the procedures outlined in Academic Misconduct Policy: Table 1 should be followed. The incident will be maintained in a searchable database maintained by the Office of Academic Affairs. My personal wishes are to make a good passing grade on this and to turn this in by Oct. 17, 2019 11:59 p.m.
