MSDM :

PERTEMUAN 2 :

11-1 : Sartika ( Slide 1)

11-2 : Rizky ( SLIDE 1)

11-3 : Juanita ( Slide 2)

11-4 : Aisyah( Slide 3 )

11-5 : Desti ( Slide 4)

11-6 : Desti ( slide 4)

CASE : Ivan Joel (SLIDE 5

) More than 50 years after passage of the Equal Pay Act, women in America still earn about 80 cents for
every dollar earned by a man. That adds up to a loss for the average female worker of about $380,000
over a lifetime. The U.S. Department of Labor’s Office of Federal Contract Compli-ance Programs
(OFCCP) entered into an agreement with AstraZeneca, a large international pharmaceuticals firm, for the
company to pay some of its female sales associates a total of $250,000.146 AstraZeneca had a con-tract
valued at over $2 billion with the U.S. Department of Veterans Affairs to provide drugs to hospitals
around the country. That made it subject to Executive Order 11246, which aims to ensure that
employees of U.S. contractors and subcontractors with federal contracts pay their employees fairly
without regard to sex, race, color, religion, and national origin. After conducting a compliance review,
the OFCCP concluded that
AstraZeneca violated Executive Order 11246 by failing to ensure certain women employees were paid
fairly. According to the OFCCP lawsuit, an AstraZeneca Business Center had routinely paid some of its
female “primary care” and “specialty care” level III pharmaceutical sales spe-cialists an average of
$1,700 less than men with the same positions.
Continuing Case Carter Cleaning Company Written and copyrighted by Gary Dessler, PhD. The New Pay
Plan
Carter Cleaning Centers does not have a formal wage structure nor does it have rate ranges or use
compensable factors. Wage rates are based mostly on those prevailing in the surrounding community
and are tempered with an attempt on the part of Jack Carter to main-tain some semblance of equity
between what workers with different responsibilities in the stores are paid.
Carter does not make any formal surveys when determining what
his company should pay. He peruses the want ads almost every day and conducts informal surveys
among his friends in the local chapter of the laundry and cleaners trade association. While Jack has
taken a “seat-of-the-pants” approach to paying employees, his salary schedule has been guided by
several basic pay policies. Although many of his colleagues adhere to a policy of paying minimum rates,
Jack has always
Because of the company’s pay secrecy policies, many of the women didn’t know they were being paid
less. In addition to the financial settlement, AstraZeneca and OFCCP will review records of the firm’s
female employees in 14 states. If they find additional statistical evi-dence of wage discrimination, the
company must remedy it.

11-16. Although the case with OFCCP is closed, we wonder if there are any less-discriminatory
explanations possible for why our women sales reps on average earned less than men. If so, what are
they?
11-17. Our own company now uses a point method to evaluate jobs for pay purposes, and each resulting
job class also has a rate range associated with it. Sales associates are now paid a salary that is not based
on incentive pay. List three specific things we can do to ensure that a similar problem (inequi-table pay
based on gender) does not arise again, assuming they continue using the point plan.

11-18. What sort of compensation plan would you recommend for us, and why?
Pertemuan 3 :

12-1 : Juanita ( slide 1)

12-2 : Juanita (slide 1)

12-3 : Aisyah (slide 2)

12-4 : Desti (3)

12-5 : Rizky (slide 4)

12-6 : Rizky (4)

APLIKASI CASE : IVAN dan Sartika

12-14 : Ivan (slide 5)

12-15 : Sartika ( slide 5)

PERTEMUAN 4 :

13-1 : Aisyah ( Slide 1)

13-2 :Aisyah (Slide 1)

13-3 : Desti (Slide 2)

13-4 : Desti (Slide 2)

13-5 : Sartika (Slide 3)

13: 6 : Sartika (Slide 3)

Application Case :

13-9 : Ivan ( Slide 4 )

13-10 : Rizky (Slide 4)

13-11 : Juanita ( Slide 5 )

PERTEMUAN 5

14-1 : Rizky (SLIDE 1)

14-2 : Rizky (SLIDE 1)

14-3 : Sartika (SLIDE 2)

14-4 : Juanita (SLIDE 3 )

14-5 : Juanita(SLIDE 3)

APPLICATION CASE
14-15 : IVAN (SLIDE 4)

14-16 : Aisyah (SLIDE 5)

14-17 : Desti ( SLIDE 5)

CHAPTER 15

15-1 : Juanita (Slide 1)

15-2 : Juanita (slide 1)

15-3 : Desti (Slide 2)

15-4 : Desti (slide 2)

15-5 : Sartika (Slide 3)

15-6 : Sartika ( Slide 3)

APPLICATION CASE :

15-10 : Ivan (Slide 4)

15-11 : Ivan (Slide 4)

15-12 : Rizky ( Slide 5)

15-13 : Aisyah( slide 5)

CHAPTER 16 :

16-1 : Rizky (Slide 1)

16-2 : Rizky ( Slide 1 )

16-3 : Aisyah (Slide 2)

16-4 : Aisyah (Slide 2)

16-5: Aisyah (Slide 2)

16-6 : Desti ( Slide 3 )

16-7 : Desti (Slide 3)

APPLICATION CASE

16-11 : Juanita (Slide 4)

16-12 : Sartika (Slide 4)

16-13 : Ivan (Slide 5)

16-14 : Ivan (Slide 5)

CHAPTER 17 :

17-1 : Aisyah (Slide 1)

17-2 : Aisyah ( Slide 1)

17-3 : Juanita (Slide 2)

17-4 : Juanita (slide 2)

17-5 : Sartika (Slide 3)

17-6 : Sartika (Slide 3)

APPLICATION CASE

17-12 : Ivan (Slide 4)

17-13 : Desti (Slide 5)

17-14 : Rizky (Slide 5)

CHAPTER 18

18-1 : Rizky(Slide 1)

18-2 : Rizky (Slide 1)

18-3 : Rizky (Slide 1)

18-4 : Desti (Slide 2)

18-5 : Desti ( Slide 2)

APPLICATION CASE

18-9 : Ivan (Slide 3)

18-10 : Aisyah (Slide 4)

18-11 : Juanita (Slide 5)

18-12 : Sartika (Slide 5)