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of leaving the organization. Another factor that could relieve employees’ dissatisfaction is the broadness and equity of the salary adjustment. Since the salary-cutting was due to the unexpected decrease in net profit, hence, as long as the procedure of salary adjustment was made fairly and objectively, and in accord with employees’ perception as much as possible, employees might not be dissatisfied when they compare themselves with co-workers inside HP (Self-Inside Comparison).

HP’s such across-broad cut is basically a result of Profit-Sharing Plans in which the employer shares profits with employees based on a predetermined formula. Similarly, an ‘Employee Stock Ownership Plan’ (ESOP) is another adoptable option to associate company’s profit with salary, and give employees a sense of ownership through ESOP. The next solution is to develop a flexible benefit package to allow each employee to put together a benefits package individually tailored to his or her own needs and situation. Moreover, another way to adjust pay structure is to use bonus. Unlike Profit-Sharing Plan, bonus reward employees for recent performance rather than historical performance.

Which one is the best for salary adjustment? As mentioned before, the world was still digging itself out of economic collapse in 2009, price-earning to ratio had yet to drop as low as previous recession, therefore the ESOP is less attractive since people were recognizing the reality of the weak performance during slumping economic. Hence, I would recommend a combined salary adjustment includes bonus and benefit package.
Based on the diversity of cultures, values, ages, personalities and personal situations, HP should design various benefit packages to fit into employees’ needs. There are three types of benefits plans: modular plans, core-plus plans, and flexible spending accounts. In order to make benefits plans fit into employees’ need, managers should particularly communicate with employees from different regions, age-ranges, and departments to acquire what employees need most according to Maslow’s Hierarchy of Needs Theory. As for bonus, managers need to set a base pay; this new base pay should be lower than prior one. Bonuses are designed to award recent performance rather historical performance, and only applied to individuals. Moreover, the process of awarding must entails balancing internal equity and external equity.

Allegations of sexual harassment and improper business conduct that 'exhibited a profound lack of judgment' by top executives

Be it an entry level employee or for that matter the CEO, violation of business conduct policies can lead to serious consequences. The recent HP sexual harassment scandal serves a perfect demonstration. Mark Hurd who had served as HP’s CEO for the last five years resigned at the Board’s request after an investigation concluding inappropriate behaviour that had violated HP’s behavioural standards. While HP did not find any facts that supported the sexual harassment complaint in general, they revealed that the Board would not tolerate any business misconduct. For HP, what began as an investigation in response sexual harassment complaint by a contractor ended with the company’s CEO resigning from his post. Sexual harassment is a crippling reality in the work place the effects of which ravage not only the victim and the alleged harasser, but the fellow emplo本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。