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Additional Case 11.2 Richland Manufacturing Uses an Individual-Based Pay-For-Performance Plan for Employees

question 15

Multiple Choice

Additional Case 11.2
Richland Manufacturing uses an individual-based pay-for-performance plan for employees.
Manager input in the form of performance evaluations primarily determines individual employee rewards. Performance appraisals at Richland are used for multiple purposes including compensation, training, and work planning. Since implementing the plan, many managers have noticed that employees tend to play it safe by setting modest rather than challenging goals for themselves. Employees have also been avoiding important tasks, such as satisfying the needs of customers and keeping work areas neat. In addition, most employees express disbelief that pay and performance are actually linked. As a result, Richland is considering making modifications to the system.
The HR Director wants a system that will reward all employees based on the entire company's performance because he wants to increase employee commitment. The VP of Operations wants to reward specific productivity and quality improvements with a simply structured system that considers labor costs as well as other production expenses. The VP of Operations also believes that labor and management should work together to allocate the rewards.
-Refer to Additional Case 11.2.The VP of Operations would most likely favor a:

Definitions:

Periodic Payment

Recurrent payments made at regular intervals over a period of time, such as monthly mortgage or rent payments.

Ordinary Annuity

Regular payments of the same amount made at fixed intervals, where interest is added to the total at the end of each period.

Periodic Payment

Payments that are made regularly at set intervals, such as monthly or annually, often seen in loans and annuities.

Ordinary Annuity

A pattern of comparable payouts at the conclusion of adjacent periods within a set term.