Raven began by asking the investors for $100,000 to advance her business in return of 25% equity of The Painted Pretzel. According to Raven, her painted pretzels are fun, yummy, unique, high quality, and have unlimited flavor combinations. The painted pretzels cost approximately $7.00 to make and they sale for $14.50, which would make a profit of $7.50 for every painted pretzel sold. Sales were $75,000 for the past twelve month, $64,000 for the previous week and Raven has $140,000 worth of orders she could not fill. Her online sales sell out in less than a week.
In his words she was “…absolutely captivating…very articulate, obviously quite bright, and most important, very enthusiastic about assisting with the start-up of a new venture…he was determined that, somehow, Cathy Brannen would be his first employee” (Cousins, 1992, p. 2). Mr. Finley decided that to make the position attractive to Ms. Brannen, he would offer her a slightly below market salary augmented with a two percent sales override. Mr. Finley’s company was successful and grew to seventeen employees over the first seven years. After seven years it was brought to Mr. Finley’s attention how much Ms. Brannen was being paid for her services that prior year, $127, 614.21. Some key aspects of the case will be described later but we will mention one key quote here to complete the introduction to this case.
Herman Miller top executive salaries were not more than 20 times the average wage of the line worker. A concern I would have is if Herman Miller can continue to attract and retain top executives or would someone from within want to become an executive knowing that more responsibility does not mean more pay. Parts of Henry Miller’s beliefs are that all employees are supposed to be leaders and are to perform at the highest level possible. Something must be working right because the top executives took twice as much of a pay cut in 2009 as all other employees. Strengths • Fortune Magazine’s “100 best companies to work for” list • A committed workforce that has such a great reputation that applicant’s line up for job openings.
Trader Joe provides this to his employees. Trader Joe increases job satisfaction and performance for his employees by hiring manager only within the company, offering medical, dental, vision and my favorite; company paid retirement, it is rumored that, he pays his managers over $100,000 per year, what a great perk! Trader Joe’s managing process includes buying high end products and he is still able to sell them at a lower price, which allows him pay more to his employees. Kowitt states, (2010) by offering substantial salaries, Trader Joes say,” Happy customers spend more and visit the store more frequently. This attitude is rare in the retail industry at large, where employees are often seen as expendable (p.86).
A CRO industry publication listed 18 top players in North America with total contract research revenues of 1,7 billion. The top 5 public companies comprised in 1,5 billion in revenues in 1996. Kendle is still able to keep up with the main industry peers. Its CAGR revenue and net income growth rate is 71.8% and 39.1% respectively compared to the 46.8% and 12.9% total CAGR revenues and net income of the largest 6 companies. Kendle Net Income margin of 5.3 % in 1996 is much higher than 1.6% of the Quintiles which is considered to be the “golden standard” of the industry and more than double more than 2.2% net income margins average.
In a recent news article of CNN (CNN, 2014), Ford said it will pay an average of $8,800 to about 47,000 hourly U.S. workers, up about $500 from last year. They are going to pay record profit sharing checks to United Auto Workers members after posting record profits in North America (Isidore, C., 2014). Ford also took a very innovative approach for motivating employees, which is ‘ONE Ford Approach’. While they have many types of employees and work arrangements, all of their employees together create a skilled and motivated team aligned around their overall ONE Ford objectives. Their ONE Ford plan aligns our efforts toward a common definition of success: having ONE Team, ONE Plan and ONE Goal for an exciting, viable Ford that delivers profitable growth for all (Ford Corporate, 2013).
Let me explain. As shift manager in a plastics factory, Gary supervises 81 employees, 19 of whom do not speak English and who comprise 23% of his workforce. When one of these employees (predominantly of Hispanic or Latino heritage, but also Vietnamese and Korean) needs to communicate something to him or to a coworker, they can’t do it without disruption. Shifts are all about productivity; the number of parts produced per shift (PPS). These numbers play a huge part in Gary’s yearly salary increase and Christmas bonus.
Rhoades must create a team based on these five core values. This was no easy task considering the fact that JetBlue hired 1000 employees within their first year and projected to hire 5000 people within the next 4 years. Rhoades was given a task to hire people at a rapid rate without jeopardizing the core values of the company. This means selecting the best people in an incredible pace. Studies show that happy employees are more productive and organizations with more satisfied workers are more effective than organizations with fewer (Robbins & Judge, 2013).
PSE 4UI - Portfolio #1 Bonnie Schumacher September 18, 2008 This article highlights the vast differences in how much male athletes and female athletes make as professionals. For example, in a review of the top 10 highest paid male and female athletes, the highest paid female, Maria Sharapova made only $26 million, whereas the 10th-highest paid male playing the same sport, Roger Federer made $35 million. There are many reasons why men get paid more than women in sport: their training costs more; there is more media attention around male sports, and equipment, etc. costs more. I find this topic of interest because it is interesting that after so many years of struggling for equality with males, females have still not found a balance in all aspects of life.
With the economy in the shape it is, it makes those full-time jobs seem like only part-time jobs. “We are spending more money fighting poverty than ever before, yet poverty is up,” said Michael D. Tanner, a senior fellow at the Cato Institute. “Clearly we are doing something wrong.”( Poverty Stats Show the Damage) Specialists say the government needs to rethink their calculations of poverty. According to Carol Morello’s article, “Poverty Stats Show the Damage,” about 44 million Americans (one in seven) lived in homes at the poverty level. For a family of four that level is $22,000 annually or less.