Santanville and its Five Issues Case Study Example | Topics and Well Written Essays - 500 words - 94

Santanville and its Five Issues - Case Study ExampleOn the other(a) hand, the employees do not trust their supervisor with the evaluation process since they feel that he favors some individuals. The employees overly believe that their jobs have evolved thus they be advocating the organization to upgrade their jobs. Another issue from the case teaching is how the supervisor treats the Union Workers. He grants permission to other employees to front some chores, but denies an employee who wanted to attend to a family issue to attend the daughters play. The action has prompted the Union steward to request a meeting with Santa.There is also a problem with the toy designer who is threatening resignation if the lodge does not offer him pay increment. The Sales Manager is pointing at the abandonment of the companys base salary with lower limit discretionary bonus and focus on incentive-based payment approach to the sales staff. The Manager is having difficulties in retaining or recruit ing candidates with the inadequate payment plan. Lack of payment incentive is, therefore, the reason as to why many employees are leaving after a short period (Sathyanarayana, & Maran, 2011). There is also a problem with underpayment of workers. For instance, the northeasterly Pole and South Pole salary ranges are different. The employees suspect that company is not adhering to the National attention Salary Range Act Book.Before deciding on the compensation plan, the company should consider the import of poor remuneration to the companys performance (Sathyanarayana, & Maran, 2011). Better still, Santa can avoid the secretarys demands by implementing a new compensation policy that will ensure that employees receive more insurance benefits. However, before arriving at the decision, it is imperative to consider implications on the companys competitive advantage. If an increment on employee overtime can convince them to stay, then(prenominal) it will be best to implement it since rep lacing talents is always difficult. About job evaluation, the supervisor should mappingperformance-based evaluation strategy rather than depend on the ranks of employees (Sathyanarayana, & Maran, 2011).