Age discrimination is an issue today, perhaps more than ever in an era when companies seek to avoid having to pay retirement or medical benefits and do so by firing older employees who might be about to invest in their pension or who might need medical attention. Another reason is that older employees may be paid more than new hires, so companies replace older workers with new workers just for that reason. This type of change is in addition to those who are simply biased against older workers and who take any opportunity to remove older works and bring in new blood. There are some reasons why such discrimination occurs. Experienced workers, some who already reach their golden age would cost more to the company, because of their high salary due to experience and exposure to the company where they know well about what is going on.
Profit Sharing - Result controls may serve well with congruence between employees’ and company’s objectives, but employees take for granted the law-required 10% profit sharing of the company’s income and so their motivational effect seems little. Salary Increase – The semi-annually salary increase is subjective and irreversible, and so may be inconsistent with performance and fails to motivate employees to work harder. Internal competition – Although assigned the
Those employers work overtime but did not get the pay that they deserve. Instead, employers who came late to work will not be tolerated. This has caused many employers to get stressed out, leading to suicide attempts. The reason may be because the labor costs in foreign countries are cheap compared to United States. However, I think it is wrong to take advantage of those employers’ lives by not providing those employers fairly.
Of course the normal person would love to have thirty days of paid time off that rolls over if not used. It sounds like a very good career but the average person doesn’t see the grueling and intense deployments these young men/women have to endure. I have experienced for myself and I believe that there is little balance between there work and the enjoyment of recreation in their life. If anything these sailors are underpaid and over worked. The government needs to implement a plan where there is more time at home and less time out to sea without jeopardizing the United States sea power.
The importance of creating healthy and balanced work-life situations may not fall into these categories as the expectation of wage in comparison with hours per week worked does not create a personal or economic benefit. For these individuals working in these fields the expectations will be that they work long hours where possibly the agree wage does not equal out to in terms of time. Many employees get the same wage regardless if they work the 32 hours or 55 hours a week. It is argued that the Fair Work Act does not allow for concessions when it comes to these employees and that many companies take an unfair advantage of this expectation. It is an accepted practice.
Employees surveyed had a high regard for the Recruitment/Selection and Induction/Orientation steps to the HRM Approach, but felt somewhat slighted during the Socialization process, claiming that “managers were so busy doing their own jobs that they could not deal with the individual concerns of new employees.” Despite their threefold process, Telesouth currently suffers a high turnover rate, estimating, at minimum, the cost of turnover at $20,000 per person. Telesouth’s turnover rate should not be so high. Telesouth has no problem attracting a large number of applicants – it is a reputable company within the community. Nearly a quarter of the turnover was in the first six months and 50 per cent in the first year. This means that employees may be disgruntled about the socialization process, and not by the job itself.
What is the business, political, and social impact of not digitizing medical records (for individual physicians, hospitals, insurers, patients, and the U.S. government)? Many smaller medical practices are finding it difficult to afford the costs and time commitment to upgrading their record keeping systems. EMR systems cost a lot from individual physicians and hospitals. Although stimulus money should eventually be enough to cover that cost, only a small amount of it is available up front. Small providers are less likely to have done any preparatory work digitizing their records compared to their larger counterparts.
Supporters argue that it is unfair that people can work hard, and put in a 40 hour work week, but still not make enough to support their families. Critics of the wage increase say that raising minimum wage would force employers to fire employees, lower their hours, or used automated machines rather than human workers. Some critics also contend that the jobs that pay minimum wage do not require skill, are for uneducated workers, and are not meant to support a
But this irreprehensible customer service does not come easily. It requires very dedicated employees that go above and beyond to ‘wow’ the customers. Ironically, the same elements that enabled Nordstrom’s success are responsible for its current misfortune. The controversial Sales Per Hour System (SPH), the decentralized management structure, and the not very clear distinction between working hours and non-working hours, have had very damaging consequences for Nordstrom. This firm’s significant earnings growth came to an end in the late 80’s when employee complaints, union allegations, law suits and regulatory orders began to arise.
Successful Employee Recruiting and Retention There are several factors that are influencing companies to change their recruiting and retention methods. One of the biggest impacts to the workforce is the retiring workforce. Currently, a large population of baby boomers is retiring, leaving a large gap in the workforce that must be filled. The dilemma here is that these employees take with them many years of knowledge and experience, leaving firms with a young (though well educated) and inexperienced workforce. The result is a labor shortage.