Running head: Research plan

Research plan

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Research plan

11-18. Yes, the company needs to be setting up a formal salary structure based on the
performance of the employees. This is because the business must have a defined wage system.
The more complex jobs should be paid more than the less complex jobs (Nyberg & Moliterno,
2019). Employees in top jobs should be paid more than employees in lower job positions. This is
because their positions require more skills, expertise and responsibility. Managers ought to be
paid better than casual laborers. The wage system helps set up the wages of employees with
reference to the difficulty of the job. Job evaluation based on the salary structure helps reward
structure that recognizes hardworking employee’s performance as by rewarding top performers
helps motivate employees.

11-19. Yes, the policy by Jack Carter of paying 10% more is good as it helps not only motivating
the employees but also maintaining them (World at Work, 2021). This is because the company’s
rate is greater than the market rate. Employee turnover is normally aggravated by low pay rates.
Once the company has done a market survey rate to determine the employee salaries, then it
should evaluate the employee’s jobs. The company’s pay rate is determined by surveying the
market rate. If the market rate is paying 100$ for the job and Jack Carter is paying 10% more
than the company’s pay rate will be 10%* 100=$10. Jack Carters company will pay such an
employee 110%.

11-20. Jack Carter’s male-female biasness is a not a good idea. The nature of Jack Carters
business seems to be a laundry business as it involves washing cleaning garments and
maintaining office duties. Such tasks can be performed by both male and female employees. For
this reason, the company will be violating the law prohibiting work place discrimination (Ma &
Ma, 2021). Since there are jobs that only either gender can handle such as air-hostess for females
and truck loading for males then its beats sense to discriminate female workers due to their
nature of their profession. Females are nowadays becoming equally competitive as male workers
and ought not to be discriminated in their work place as they hold similar responsibilities
(Timberlake, 2019).

11-21. Jennifer ought to establish a proper payment plan that allows for fair compensation of
employees. She should continue doing regular market surveys and analyzing employee jobs by
considering their abilities, responsibilities, and expertise so as to obtain an optimal pay structure
in relation to the firm’s ability to pay its employees and in turn avoid imbalances in payment
Research plan

(Bainbridge et al., 2018). Jennifer ought to replace the 10% compensation plan with other reward
systems such as incentives and bonuses to motivate employees while working. She should
henceforth eliminate the 20% pay for male employees to maintain gender equity and avoid
discrimination. Paying such discriminatory salaries would lead to demotivation among the
discriminated gender and would lead to lowering employee morale or even employee turnover
(Ambachtsheer, 2016).
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References
Ambachtsheer, K. P. (2016). John Wiley & Sons.
Bainbridge, S. M., Anabtawi, I., Kim, S. H., & Park, J. (2018). Cambridge University Press.
Cihon, P. J., & Castagnera, J. O. (2016). Cengage Learning.
Ma, K., & Ma, X. (2021). Female employment and gender gaps in China. Springer Nature.
Nyberg, A. J., & Moliterno, T. P. (2019). undefined. Edward Elgar Publishing.

Timberlake, D. E. (2019). Payroll answer book (9th ed.). Aspen Publishers.

WorldatWork. (2021). The WorldatWork handbook of total rewards: A comprehensive guide to

compensation, benefits, HR & employee engagement. John Wiley & Sons.