Interclean

Overview

Interclean New Compensation Plan for the Employment Essay. As a result of changes within Inter Clean, a new need arises to align the compensation plan with the new organizational features. The changes implemented would succeed if adequately supported by staff and by readdressing compensation issues to gain employee support during organizational change.

• A guaranteed minimum wage established for all team members.
• Additional wage increases based on specific employee features, such as experience, loyalty to the firm, or level of education acquired.
• Premiums and bonuses based on performance.
• Non-financial compensations, such as flexible working schedules or the offering of training programs.

The pay system increases the likelihood of supporting organizational goals. For instance, the minimum wage guarantee reduces concerns among staff.

The document discusses aspects of compensation related to equal employment rights and non-discriminatory practices, with plans to implement differential wages based on professional characteristics to reflect expertise and contribute to motivation and performance.

Some sections indicate that portions of the document are hidden; the remaining content describes how the components above may contribute to alignment with organizational goals.

References include:

• Carlson, D.S., Bozeman, D.P., Kacmar, K.M., Wright, P.M., Mcmahan, G.C., 2000, Training motivation in organizations: an analysis of individual-level antecedents, Journal of Managerial Issues.
• Lamm,
  
  E., Gordon, J.R., Purser, R.E., 2010, The role of value congruence in organizational change.
• Mellor, E.F., 2002, Shift work and flexitime: how prevalent are they? Monthly Labor Review.

Document type notes and edition references are listed for citation formats (APA 7th Edition, MLA 9th Edition, Chicago 17th Edition).