Hr Case Study

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Case Study Analysis Chapter 11: How does Compensation Fairness Affect Employees’ Motivation? 1. Do you think employees can be objective enough in measuring their own worth to reach accurate conclusions about the fairness of their pay? How can an employer address biases in employees’ perceptions about pay? I have a great example of this topic. I started my new job back in June with exceptional qualifications and skills. I came on as a dental assistant making more than the normal new hire would. Shortly after I moved to front office for several reasons and was planned to not get a change in pay. I was alright with that since I was already getting more than “normal”. I got a better job offer with better pay from another office and I let my current job know that. The doctor decided that I was beneficial and they needed to keep me. They gave me a pay increase to stay. I was caught off guard, I didn’t expect that, but it made me want to work even harder to prove to them that I was beneficial to the company and that my skills and qualifications were needed. Now as I’m learning more and more and being offered an even higher position, I think I was right to measure my own worth and reach goals for the fairness of my pay. I do know that they aren’t always fair though, I know a person in a higher position than me now that should be making more than she is. I don’t know the exact of her pay, but I know that it’s not much more than me. Now that we have an HR manager, she does reviews for the employees. This helps make the employees aware of the performance and their perceptions about pay increases. 2. If you worked for a small business that wanted to promote a valued employee but had no more money in the payroll budget, how would you address the issue of fairness in this situation? How would you expect the employee to respond? Honestly, that’s a tough question. As

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