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HRM591 Discussions Week 2 - Critical Learning Discussion
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  • Course
  • HRM591 (• HRM591)
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  • DeVry University
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  • Strategic Human Resource Management

Week 2 - Critical Learning Discussion Dear Class: Please post what you found to be the most informative or interesting aspect of this Week's discussions, reading or WebEx. For students attending on-site or participating in the WebEx, please post one substantive paragraph. For on-line students ...

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  • April 20, 2021
  • 33
  • 2020/2021
  • Case
  • Elaine f.b
  • A+

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  • • hrm591
  • strategic human resource management

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Week 2 - Critical Learning Discussion
Dear Class: Please post what you found to be the most informative or interesting
aspect of this Week's discussions, reading or WebEx. For students attending on-site or
participating in the WebEx, please post one substantive paragraph. For on-line
students or those not participating in the WebEx, please post two paragraphs.

,  Collapse SubdiscussionKeith James
Keith James
Nov 4, 2019Nov 4, 2019 at 10:05pm

Manage Discussion Entry

Professor Leadlove-Plant showed two Infographics in class (which are posted in
Files) regarding employee Reward & Recognition. I was at first very distracted by a
statistic which seemed to suggest employees preferred a more prestigious job title
over receiving increased wages. The visual graphic suggested this, but a closer
examination of the typed data showed that only 1 in 5 preferred the title over the
pay. This could have been better presented visually as the inverse … that 4 in 5
preferred the raise over the new title. The data, then, was exactly as I had expected,
it just took more in-depth inspection to correctly interpret the Infographic. The data at
the bottom middle and bottom right of the page reinforced the money-first premise
and was presented in a way that was easily perceived. Monetary bonus was the top
perk employees preferred. And among both men and women, ‘More Money’ was
ranked above ‘Higher Title’. It was interesting to see data which confirms it's all
about the money!
o




Edward Miller

Edward Miller

Nov 6, 2019Nov 6, 2019 at 7:26pm

Manage Discussion Entry

Keith,
This is a hot take on a very similar situation that I am facing today.
In fact, I am currently entertaining two offers--the first being for an organization that
would be a better title (Senior Manager) than what I have today (Manager), but with
pay and responsibilities staying roughly the same. The second being the same exact
title, but with a lot more responsibility, oversight and exposure with fairly the same
wage. While I firmly believe that more money is always nice, the reason why I am
considering these moves are for long term growth, so potentially more money in the
next few years based on new opportunities that may come, verses where I am
today.
But then, I feel like I am a bit against the normal here. For bonuses, they are just that
to me--strictly a bonus that isn't ever guaranteed. Working for companies who have
paid out anywhere from 0%-150% bonuses, you tend not to get too caught up on if
one position offers 10% and another offers 15% in the negotiation stage since it isn't

, always a sure thing. In fact, I would actually prefer to get a higher wage initially, with
little to no bonus, as it'll be more materialized in my mind.
o




Erinn Nowlin

Erinn Nowlin

Nov 6, 2019Nov 6, 2019 at 9:44pm

Manage Discussion Entry

Keith,
I agree with you that at most companies, the incentive of more money drives and
motivates almost everything that employees do and/or work for. As Edward
mentioned in his response to your original post, a change in job titles usually means
more responsibility and room for growth but also the potential for even higher
earnings in the long run. Understandably, money is a factor as employees do need
to live and the cost of living seems to get more expensive every hour. I think it is
important that Edward pointed out that at most companies, a bonus is not
guaranteed. Typically they are based on company performance, which employees
only have some control over and subject to the success of the business overall and
on the market (if publically traded).
At my former employer, it was always about the money and the metrics and while
they are important factors, as the amount each employee received depends on their
performance rating, it also drove a lot of bad behaviors amongst my colleagues. I am
a person who focuses more on professional and individual growth, I am more
interested in job titles and have taken jobs with the exact same pay simply to learn
and gain more skills. It is something that interests me and makes me feel fulfilled.
While I know I am in the minority in these numbers, I am not interested in promotions
for the sake of more funds and/or the authority over others that it can come with. I
have also always been sort of a free spirit so there could also be that.



o




Stephen Ludden

, Stephen Ludden

Nov 9, 2019Nov 9, 2019 at 8:45am

Manage Discussion Entry

Keith - I understand your situation fully. I have actually always based my moves from
one company to another base on responsibilities within the job description and base
salary. Since I have adopted this approach, I have been able to take positions that
include more responsibility (which boosts my resume significantly) with an increased
salary, but not necessarily a title promotion. I have actually stepped down in position
title in moving to other companies to increase my salary and responsibility level.
Since enacting this method of movement within my field, i have more than doubled
my salary within 5 years and am currently in consideration for a position that is more
high profile and extremely lucrative. Best of luck with your future ventures!



Collapse SubdiscussionJacob Dain

Jacob Dain
Nov 5, 2019Nov 5, 2019 at 9:43am

Manage Discussion Entry

Hello Professor and Class,


In Mondays class we talked about different management positions and employee
rewards. The management positions were more or less what should a line manager
do compared to the CEO for rewards and recognition of the staff. We discussed
how often the lower level management should have a meeting or weekly / Monthly
briefings. We discussed how often the CEO should make an appearance and meet
the line level staff and get face time with them. Basiclay we talked about the
motivation of employees to want to work better for the company or just do the
regular every day job with out any motivation to produce a higher outcome.
Managers/ supervisors need to try and motivate and reward line level staff to want to
go above and beyond their work load and make a difference in the company. I feel at
my current employer they really don't want you to do more then your actual Job if
you are going to do something extra you need a supervisors approval or on needs to
be with you. At my current employment we used to get reviews every 6 months from
our line supervisors, which this will go in your file and show how hard you have been
or not been working I have not seen a review in over 8 years, I think this is because
the staffing is so high and the manager turnover rate is constant your current
supervisor cannot give an accurate evaluation because they might not know you, or
you may have had a position that might not have been as busy or need for that year.
o

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