Carter Cleaning Company

Continuing Case

July 24, 2021

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 Chapter 9

9.20. Is Jennifer right about the need to evaluate the workers formally? The managers?
Why or why not?

Jennifer is correct; her father Jack conducted many informal appraisals because of not knowing
a way to couple or because other things were more important to him like boosting sales and
lowering cost. irrespective of things, an appraisal is critical because it measures employees
current or past performance. Workers is potentially mistreated in areas like promotion, pay
increases or recognition for employment well done if appraisals don't seem to be formally
conducted. Evaluation also can help management identify the subsequent step in their
development process like career path. In another hand, managers should even be appraised;
they're the leaders of various departments within a company. Therefore, specific
responsibilities fall on their shoulders like coaching, maintaining, motivating, company goals,
productivity, and sales. As Jennifer stated before, managers have an inventory of quality
standards, and that they should be appraised per their performance also.

9.21. Develop a performance appraisal method for the workers and managers in each
store.

Performance appraisal method for workers, the simplest option on behalf of me personally is
that the 360-degree feedback, information collected comes from all sources such peers,
supervisors, internal and external customers. The 360-degree’s primary purpose is for
development rather than salary purposes in step with the textbook. i believe some companies
can still use it for pay determination like increases or promotion selection.

Chapter 10

10.19. What would be the advantages to Carter Cleaning of setting up a career planning
program?

The advantages of putting in place a career planning program at carter cleaning would be the
discovering of every personal skill, knowledge, and motivation. Career planning is an open
door for information about opportunities and choices. It establishes action plans to achieve
specifics goals. Jennifer mentioned that such programs haven't been implemented within the

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workplace, and a few people are working for the corporate for several years, i feel is merely
fair to convey those people a chance to excel and understand if this is often a career path they'd
prefer to continue. Having a transparent understanding if this is often the correct job for you,
attending career planning programs will end in employee retention.

10.20. Who should participate in the program, and why? All employees? Selected
employees?

Career planning is that the process by which one selects career goals and also the path to those
goals. the foremost focus of career planning is on assisting the staff achieve a higher match
between personal goals and therefore the opportunities that are realistically available within
the organisation.
I believe career planning is optional. But it should be recommended to all or any employees,
in order that their short-term growth and development objectives are aligned and supported by
their managers or supervisors and their long-term career expectations are realistic.

10.21. Outline and describe the career development program you would propose for the
cleaners, pressers, counter people, and managers at the Carter Cleaning Centres.

Carter Cleaning must consider its overall direction and goals so as to assess the competencies
that they have from their workforce to achieve success. it's equally important that they take into
consideration an employee’s motivation to succeed as a private.
Each employee should have a career plan that has been discussed with their manager.
Generally, this might occur during the performance review process.
The career plan includes an assessment of the “gaps” or training requirements. The career plan
should be reviewed on an ongoing basis. This ensures that both the employee’s and therefore
the organization’s needs and objectives are adjusted over time.

Designing of career planning might include the following:

• Current job: Does the worker have the abilities to satisfy the responsibilities of their
current job?
• Gaps: Assess the person’s current levels of competency and their future requirements.
this may reveal what gaps have to be addressed to develop their skills in order that they
can meet future job requirements

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 • Future aspirations: Where does the worker see themselves within the future? What
business results do they hope to achieve?
• Career plan: Develop a roadmap that allows the worker to accumulate the skill set
needed for his or her current job and for the longer term. Use a career plan template as
a part of the performance review process. The template should include:
- Areas of development
- Development goals: Action steps, Expected completion date, Obstacles and
solutions, and Evaluation criteria.

Chapter 11

11.18. Is the company at the point where it should be setting up a formal salary structure
based on a complete job evaluation? Why?

Yes, because there are many advantages for creating a formal salary structure such as:
• It gives a framework for fair, consistent and effective decisions around compensation.
• It gives a solid grounding of knowledge to justify pay decisions, making defending any
quite grievance or legal claim much easier.
• It helps avoid discrimination claims or equal pay claims within the first place by
reducing the likelihood of inequalities creeping in.
• It reduces inconsistencies in pay creeping in, which happens more often where quite
one manager is making decisions about pay and ends up in resentment and possibly
grievances.
• It provides reassurance to employees that decisions around their pay are fair and
consistent, reducing distrust of management.

11.19. Is Jack Carter’s policy of paying 10% more than the prevailing rates a sound one,
and how could that be determined?

Jack’s policy may increase the availability of candidates, increase selection rates of qualified
applicants, increase morale and productivity, decrease turnover or discourage unionization
efforts. However, before implementing a lead compensation strategy, he should identify the
expected benefits, keeping in mind that this kind of structure will increase overall labor costs.
This strategy is usually most appropriate for organizations located in highly competitive labor

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markets. Employers that adopt such a method will must monitor it closely to work out whether
the anticipated benefits of the strategy are being realized.
However, by matching the pay rates of its competitors, Carter Cleaning ensures its
compensation structure remains competitive, therefore improving its ability to draw in and
retain top talent and to raised manage labor costs.

11.20. Similarly, is Carter’s male-female differential wise? If not, why not?

No, I think it's not wise pay male employees over their female counterparts due to several
reasons such as: Equal pay can be from a justice perspective, Higher wages for girls, Gender
pay gap are often reduced, Overall working conditions for ladies may improve, Better working
atmosphere, Higher incentive for ladies to figure within the corporate world, Equal pay may
help to stay talented women during a company, and will be able to reduce poverty.

11.21. Specifically, what would you suggest Jennifer do now with respect to her
company’s pay plan?

Jennifer should be prepared to do the following:

• Survey employees regarding the incentives they might value.
• Explain to employees how the incentives work, including what level of performance is
important for them to profit.
• Check in with employees regularly to measure their satisfaction with the plan.
• Interview employees who are leaving the organization voluntarily to seek out if the
inducement pay program had anything to try and do with their decision to go away.

Examples of common short-term incentive pay plans Jennifer can use include: Annual
incentive plan, Discretionary bonus plan, Spot awards, Profit-sharing plan, Gain-sharing plans,
Team/small-group incentives, Retention bonus, Project bonus.