Essays on Effective Compensation System as an Important Element to a High Performing Organization Case Study

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The paper "Effective Compensation System as an Important Element to a High Performing Organization" is a great example of a Management Case Study. The compensation system plays a critical role in the management of human resources in any organization. Employees are the most important assets in an organization. They need to be motivated and rewarded accordingly in order to perform optimally. If an organization has poor reward schemes; it might not achieve its strategic goals and objectives in the long run. An evaluation of Marshall & Gordon’ s current compensation system. Marshall & Gordon Company is committed to pursuing a diversification strategy that will enhance the services offered by the company.

The traditional PR environment has witnessed a big switch from the normal way of operations. Marshall & Gordon intends to incorporate an Executive Positioning Practice-EPP program in its operations. The main objective of the new strategy is to boost the new company's strategic objective and attract more clients to the EPP program. However, the company is faced with a multitude of challenges in its endeavor. The performance management tools used for EPP programs are the old PR tools, and the reward system is also the same despite EPP execution is very different from PR.

There are no guidelines on how the fees splitting and reconciliation should be made. There are Inherent challenges in developing a compensation system that addresses the two sides of the businesses. The current environment is challenging, the company employees need to be motivated in order to support the new strategic objective of the EPP program. The new compensation system may have a negative impact on the top performers who are comfortable in the current environment.

All they need is their bonuses when they deliver revenues. The worst scenario is that all the consultants below the level of principal and nonconsulting staff are paid salaries only. The reward for performance by practice Directors is arbitrary, and there is no clear cut formula to execute the rewards.

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