case study 1
1.Describe the orchestra’s pay structure in terms of levels,differentials and job or person base approach.
There is a lot of information is lacking in the orchestra case which make it difficult to draw the persuasive conclusions about the Orchestra compensation strategy. Let’s assume that internal and external factors are normal and the orchestra is operating their business under favorable circumstances. Under these circumstances, the orchestra pay structure is hierarchical, narrowly graded, vertical and horizontal, broad band pay, and supervisory. The pay structure possess different characteristics, therefore it is important that I should explore all possible pay structure models from where these are drawn.
I believe that pay structure is not single integrated pay model or egalitarian.The pay structure is not a single integrated pay model if all employees are given equal salary. In the orchestra, the employees are rewarded according the position in the hierarchical pay structure and there are different families within that pay structure which are also awarded different pay levels. Issue is whether it is beneficial for the organization, like orchestra, not to have integral pay model. I think that a single integrated pay model shall be beneficial for the orchestra for the numbers of reasons. First and foremost, the musicians’ functions are considerably varied from each other and there are different skills, abilities, and knowledge (KSAs) required for operating different musical instruments. Secondly, in my opinion, if the entire orchestra is structured on a single pay model, it shall affect employees’ performance and motivation.
I believe that the orchestra pay structure is a narrowly graded. The narrowed graded pay structure is that where the single structure is divided into various families. In the orchestra, the single structure is divided into various families i.e. principal voila, principal violin I, II, III etc. The advantage of these families are that
There is a lot of information is lacking in the orchestra case which make it difficult to draw the persuasive conclusions about the Orchestra compensation strategy. Let’s assume that internal and external factors are normal and the orchestra is operating their business under favorable circumstances. Under these circumstances, the orchestra pay structure is hierarchical, narrowly graded, vertical and horizontal, broad band pay, and supervisory. The pay structure possess different characteristics, therefore it is important that I should explore all possible pay structure models from where these are drawn.
I believe that pay structure is not single integrated pay model or egalitarian.The pay structure is not a single integrated pay model if all employees are given equal salary. In the orchestra, the employees are rewarded according the position in the hierarchical pay structure and there are different families within that pay structure which are also awarded different pay levels. Issue is whether it is beneficial for the organization, like orchestra, not to have integral pay model. I think that a single integrated pay model shall be beneficial for the orchestra for the numbers of reasons. First and foremost, the musicians’ functions are considerably varied from each other and there are different skills, abilities, and knowledge (KSAs) required for operating different musical instruments. Secondly, in my opinion, if the entire orchestra is structured on a single pay model, it shall affect employees’ performance and motivation.
I believe that the orchestra pay structure is a narrowly graded. The narrowed graded pay structure is that where the single structure is divided into various families. In the orchestra, the single structure is divided into various families i.e. principal voila, principal violin I, II, III etc. The advantage of these families are that