Scribd
Upload
890 views

Activity 3 Functions and Importance of Compensation, Wages and Performance Evaluation, Appraisal, Employee Relations and Movement and Reward System

This document discusses compensation, performance evaluations, employee movements, and relationships. It provides details on direct compensation, indirect compensation, non-financial compensation, and the purposes of performance evaluations such as administrative purposes and development purposes. It notes that financial needs and unfair management practices are common reasons employees join unions or engage in mass movements. The document also lists elements that can negatively impact employee relationships such as lack of trust, selfish attitudes, and cultural differences.

Uploaded by

studentemail
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
890 views

Activity 3 Functions and Importance of Compensation, Wages and Performance Evaluation, Appraisal, Employee Relations and Movement and Reward System

This document discusses compensation, performance evaluations, employee movements, and relationships. It provides details on direct compensation, indirect compensation, non-financial compensation, and the purposes of performance evaluations such as administrative purposes and development purposes. It notes that financial needs and unfair management practices are common reasons employees join unions or engage in mass movements. The document also lists elements that can negatively impact employee relationships such as lack of trust, selfish attitudes, and cultural differences.

Uploaded by

studentemail
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
You are on page 1/ 3

ACTIVITY 3

Functions and Importance of Compensation, Wages and Performance


Evaluation, Appraisal, Employee Relations and Movement and
Reward System
1. Complete the table by filling in what you have learned.
Types of Purpose of Types of Elements of
Compensation Performance Employee Employee
Evaluation Movements Relationships
Direct Compensation Administrative Financial Needs I discovered that there are a
-I discovered that Purposes -Workers' financial few roadblocks to excellent
direct compensation -Administrative needs are the most employee interactions :
comprises salary, purposes are met, common reasons why
incentive pay, according to what they join labor  Anti-Social
bonuses, and I've discovered, unions, according to Personality
commissions for through appraisal my research.  Lack of trust in
employees. evaluation systems Employees' concerns others
that give data that about earnings or  Selfish attitude
Indirect may be utilized to salaries, as well as  Lack of good self-
Compensation- make pay choices, perks provided by
esteem
Indirect promotions, management, are the
 Not a team player
Compensation, I transfers, and most common
learnt, refers to perks terminations. reasons why  Being conceited
provided by employees join labor  Cultural/Subcultural
employers in addition Development unions. differences
to monetary Purposes-I  Lack of Cooperation
compensation. discovered that Unfair Management  Communication
assessment Practices-Unfair problems
Nonfinancial evaluation methods Management  Lack of concern for
Compensation - I that give information Practices, as well as others welfare.
discovered that non- about an employee's employees'
monetary performance are perceptions of unfair
compensation used to satisfy or biased managerial
includes things like development goals. acts, are causes why
recognition programs, As well as their they join mass
being allocated to strengths and movements, I learnt.
fulfilling duties, or shortcomings, which
having management may be utilized to Social and Leadership
support, a great work determine their Concern - I
atmosphere, and training and discovered that some
flexible hours. development people join unions to
requirements. satisfy their urge for
belonging to a group
and the status that
comes with colleague
acknowledgment.

2. READ AND TELL.


―It was in 2007, when I heard from a friend that there is a fashion retailer called
H&M. I was looking for a room to grow and a happy working environment. Thus,
submitted my application on the H&M official website. At the beginning, I was a
Full Time Sales Advisor at the accessories department. Shortly after joining, I was
given the opportunity to provide support for a new store opening; 9 months later,
became the Department Manager at the kid’s and ladies departments of the said
organization.

I joined H&M in 2007, as a part-time Sales Advisor while studying in the


university. Upon graduation, I became as full-time Sales Advisor, and after
approximately 6 months, I seized an opportunity to become a Cash Office
Responsible. During this time, I had been very honest with my manager about my
wish to be able to work abroad. Shortly after this, invitations to support the store
opening in Japan and Turkey were offered to me. My advice is to always speak out
because there is so many opportunities at H&M.
Questions:
1. What lesson can we gain reading their stories?
The lesson of a narrative that I've learned is Be careful what you were doing and
be patient in every process because they want to wait and analyze your
personalities and attitudes before hiring you, and some stories have a specific
type of message called a moral, or a life lesson, such as what you're doing can
help you advance faster or you'll be biased by your managers or higher that
you're doing. To be promoted, you must work really hard. I believe the lesson I've
learned is not to be biased toward your staff since it is unjust to other employees.
2. What type of employee movement employed to their situation?
Unfair Management Practices because I'm not sure why he's getting promoted so
quickly, but I believe it's due to bias.
3. Is it rewarding for an employee to be promoted?
I believe it is not for me due of management or higher-ups' prejudices.

GOOD LUCK!!!

You might also like