Author: admin

 

U.S.A Masters Level – Compensation: Strategic Perspective
Content Pages – 4 pages
Direct quotes, paraphrasing, and references must use APA style.
References – 3 or more scholarly references
Paper: No abstract is necessary.
Textbook –Strategic Compensation, 9th Ed. – Joseph J. Martocchio

Assignment 3
Prepare a paper that explains the strategic differences between pay for performance and pay for knowledge systems. Include an analysis of how various

pay plans used for teams align with pay for performance and pay for knowledge systems.
• The paper should be presented in an APA format.
• The paper should be 4 pages in length, excluding the title page and reference list.

 

 

 

Why Banning Questions About Salary History May Not Improve Pay Equity
This article review assignment should contain an explanation of the article and an analysis and evaluation of its strengths and weaknesses.

E
Why Banning Questions About
Salary History May Not Improve Pay
Equity
By Lydia Frank
Sep 18, 2017
ditor’s Note: SHRM has partnered with Harvard Business Review to bring you relevant articles on key HR topics and
strategies. In this article, the author discusses the relationship between salary history questions and the gender pay
gap.
Last year, Massachusetts passed the first law in the U.S. banning employers from asking job candidates about their salary
history (https://www.nytimes.com/2016/08/03/business/dealbook/wage-gap-massachusetts-law-salary-history.html). Since
then, several other cities (http://money.cnn.com/2017/05/04/news/economy/salary-history-new-yorklaw/index.html) and states
(http://www.oregonlive.com/politics/index.ssf/2017/05/what_the_oregon_equal_pay_act.html) have followed suit or are
considering similar legislation. The topic has sparked some heated debates and even resulted in a lawsuit in one city
(https://www.bizjournals.com/philadelphia/news/2017/04/06/chamber-of-commerce-suing-philadelphia-over-wage.html),
brought by the Greater Philadelphia Chamber of Commerce.
The intent of this type of legislation is to address the
gender pay gap by ensuring that low pay doesn’t follow
women from job to job and compound over
time. PayScale (www.shrm.orghttp://www.payscale.com/),
the compensation data and software company where I
work, regularly examines trends and questions regarding
employee pay, so we conducted a survey to better
understand the relationship between the salary history question (http://www.payscale.com/data/salary-history) and the
gender pay gap. What we found surprised us and almost everyone we’ve shared the data with to date — from career
counselors to gender equity advocates to employers and employees who thought they were doing things right.
Between April and June of this year, we asked 15,413 job seekers who visited PayScale.com to evaluate an active job offer
whether they disclosed their pay at previous jobs at any point during the interview process. The possible responses were:
◾ (A) No, and the employer did not ask.
Why Banning Questions About Salary History May Not Improve Pay Equity Page 1 of 4
https://www.shrm.org/resourcesandtools/hr-topics/compensation/pages/why-banning-quest… 9/17/2017◾ (B) No, but the employer asked.
◾ (C) Yes, the employer asked about my salary history.
◾ (D) Yes, I volunteered information about my salary history.
◾ (E) I do not recall.
The respondents were also asked a number of detailed questions as part of PayScale’s ongoing employee
compensation survey (www.shrm.orghttp://www.payscale.com/wizards/choose.aspx) about themselves and the employer
they were considering — job title, location, years of experience, industry, age, gender, etc. When examining findings around
potential gender pay gaps, we controlled for all of these factors with the exception of gender to ensure we were comparing
similar individuals seeking similar jobs at similar companies.
The widely held assumption is that revealing your salary history, especially if the number is below market value, could
negatively influence the offer made by the employer with whom you’re interviewing. However, this study revealed that a
woman who was asked about her salary history and refused to disclose was actually offered 1.8% less than a woman who
was asked and did disclose. Meanwhile, if a man refused to disclose when asked about salary history, he received an offer
that was 1.2% higher than a man who did.
As with any data analysis, individual circumstances may vary, so it’s entirely possible that sometimes revealing your salary
does negatively influence your offer. However — at a macro level — that’s not typically what’s happening. These findings
seem to undercut the whole premise of banning the salary history question in order to level the playing field for women when
it comes to compensation.
But why would not talking about salary history impact a compensation offer negatively for women and positively for men?
Our analysis didn’t reveal the answer, but based on some well-known studies that exist around unconscious bias, I have two
hypotheses.
◾ People react negatively when women negotiate for higher pay. We know from numerous
(www.shrm.orghttps://hbr.org/2014/06/why-women-dont-negotiate-their-job-offers) studies
(www.shrm.orghttp://www.sciencedirect.com/science/article/pii/S0749597806000884) that women face a “social
cost” that men do not when they initiate salary negotiations, regardless of the gender of the person with which
they’re negotiating. By not disclosing their salary, the women in our study may have signaled to a potential employer
that they were intent on negotiating — and were punished for it. Women, it seems, may be penalized for sending this
signal, while men are not.
◾ Employers may assume women who refuse to disclose pay earn less. Whether it’s conscious or not, employers
may be jumping to conclusions about a woman’s salary when she declines to reveal it. The fact that a pay gap still
exists for women is well documented (www.shrm.orghttp://www.payscale.com/data-packages/gender-pay-gap); most
hiring managers are likely aware of this issue. Does the gender of the candidate refusing to disclose pay, then, affect
an employer’s perception of what that candidate is likely paid (i.e. that a woman likely has a low salary)? In the
absence of information, what information is being assumed?
In our study, both male and female refusers tended to earn more in their current jobs than the candidates who revealed their
salary history, regardless of whether they were asked or volunteered the information. What an employer didn’t know, in this
case, potentially hurt some of our respondents, as offers made to these women were less than those made to women who
disclosed salary.
Why Banning Questions About Salary History May Not Improve Pay Equity Page 2 of 4
https://www.shrm.org/resourcesandtools/hr-topics/compensation/pages/why-banning-quest… 9/17/2017There is a lot more research to be done on this topic

area at PayScale, but in the meantime, it’s clear that asking salary
history is having a negative impact on female job candidates, just in a different way than was previously believed. In addition,
it’s worth remembering that there’s likely a double standard taking place with any salary history request: When employers
ask about past pay, they’re asking for a level of transparency from the candidate that they’re often unwilling to meet
themselves. Try asking a group of recruiters or hiring managers whether they’d consider including salary ranges in their job
postings. I expect you’d be met with an awkward silence.
The bottom line is there’s a better way to approach this situation. The most typical reason employers offer for asking about
salary history is to ensure they’re not putting candidates through the interview process who are already earning more than
the budget available for the position. However, there are some misguided motives at play as well. Some employers are trying
to determine what to pay for a position by asking a handful of candidates. Other employers are hoping to save on budget by
lowering an expected offer based on a candidate’s current pay. These are not good reasons for asking salary history and
generally don’t result in the right outcome for either the candidate or the employer.
What can employers do instead?
◾ Stop asking the question. The relationship with a potential new employee should get off to a good start, so don’t
put them in the awkward position of having to decide what to reveal about their previous pay. Avoiding the question
gives a better impression about the way pay is set at the organization.
◾ Price the job, not the person. A candidate’s current salary should have no bearing on what an employer is willing to
pay for a particular position. Compensation should be a data-driven decision based on the current value of a given
position in the talent market. Certainly, a candidate’s unique skills may place them lower or higher in the predetermined range, but their current

salary shouldn’t be the basis for determining their pay.
◾ Tweak the process for setting pay expectations. If the reason for asking salary history is to establish whether a
candidate is above the available budget for a position, there are other ways to get to that same answer. Employers
could ask about a candidate’s salary expectations. Or they could consider a bold step and try sharing the range for a
position. They can make clear that the candidate will be placed in the range based on their specific skill set or
experience level.
The negotiation process is an opportunity to start a healthy conversation about the way pay is established and managed at
an organization. Rather than approaching it as a way to save money, employers and hiring managers can use pay
negotiations to build trust with a candidate — man or woman — right from the start.
It remains to be seen whether legislation banning employers from asking the salary history question will have any positive
impact in terms of closing the gender pay gap. On the one hand, if what’s happening is unconscious bias from employers
toward women who refuse to answer the question, then not being able to ask may alleviate some of the gap we’re seeing in
offers to female disclosers versus refusers. If, however, the real issue is around employers filling in the salary blanks
differently based on gender when candidates don’t share their current salary, a ban on asking for pay history may not get the
job done.
Lydia Frank (https://hbr.org/search?term=lydia+frank) is Vice President of Content Strategy for PayScale, the leader in
modern compensation data and software. PayScale creates products that help employees and employers understand
market pay and have more open and mutually beneficial conversations about compensation.
Why Banning Questions About Salary History May Not Improve Pay Equity Page 3 of 4
https://www.shrm.org/resourcesandtools/hr-topics/compensation/pages/why-banning-quest… 9/17/2017Contact Us (www.shrm.org/about-shrm/Pages/Contact-

Us.aspx) | 800.283.SHRM (7476)
© 2017 SHRM. All Rights Reserved
SHRM provides content as a service to its readers and members. It does not offer legal advice, and cannot guarantee the accuracy or suitability of its

content
for a particular purpose.
Disclaimer (www.shrm.org/about-shrm/Pages/Terms-of-Use.aspx#Disclaimer)
Why Banning Questions About Salary History May Not Improve Pay Equity Page 4 of 4
https://www.shrm.org/resourcesandtools/hr-topics/compensation/pages/why-banning-quest… 9/17/2017

 

 

 

The Importance of Innovation Architecture
In Innovation as Usual: How to Help Your People Bring Great Ideas to Life (2013), Miller and Wedell-Wedellsborg discuss the importance of

establishing systems within organizations that promote not only the creativity that results in innovation, but also make it possible for employees

to bring innovative ideas to fruition. Miller and Wedell-Wedellsborg argue that a leader’s primary job “is not to innovate; it is to become an

innovation architect, creating a work environment that helps . . . people engage in the key innovation behaviors as part of their daily work”. Such

a work environment must be reinforced by innovation architecture—the structures within an organization that support an innovation, from the

brainstorming phase to final realization. The more well developed the architecture and the simpler the processes involved, the more likely employees

are to be innovators.

For this assignment, you will research the innovation architecture of at least three companies that are well-known for successfully supporting a

culture of innovation. Write a 1,500-word paper that addresses the following:

What particular elements of each organization’s culture, processes, and management systems and styles work well to support innovation?
Why do you think these organizations have been able to capitalize on innovation and intrapreneurship while others have not?
Based on what you have learned, what processes and systems might actually stifle innovation and intrapreneurship?
Imagine yourself as an innovation architect. What structures or processes would you put in place to foster a culture of innovation within your own

organization?

Include in-text citations to at least four reputable secondary sources (such as trade journals, academic journals, and professional or industry

websites) in your paper.

Prepare this assignment according to the guidelines found in the APA Style Guide. An abstract is not required.

 

The Greatest Generation
For this section of the book explore the lives of these famous people by answering the following questions for each one—use both your book and the internet to explore their lives, but make sure your answers are in your own words!
A) What did you know about them before reading this section of the book or looking them up on the internet?
B) Give a brief biography on each one including when they were born, are they still living, what did they do after the war to become so “famous”?
C) And for each one, explain in detail if you think the war really changed and impacted their lives.

1) George Bush, Sr.
2) Ben Bradlee
3) Art Buchwald
4) Andy Rooney
5) Julia Child

The Greatest Generation, by Tom Brokaw

 

 

In this assignment, you will demonstrate your mastery of the following course outcomes:
• Comprehend at a practical level the importance and benefit of applying theoretical principles to individual and family financial

planning techniques
• Calculate and present basic short-term financial analyses which complement the lifelong support of individuals and families
• Compare and apply various long-term planning strategies for assessing successful retirement, estate, and investing choices, including

basic tax effects
• Examine basic economic theory and apply to consumer spending and investment decisions for lifelong financial success

This assignment will require you to establish a personal financial plan, reflecting your learning to date in the course. Now that you have an

appreciation for designating long-term and short-term goals, you will be able to plan appropriately and make adjustments to benchmark your

intentions for an objective view of your present status, as well as outline steps to make necessary changes to achieve your goals.
Your completed financial plan will consist of all prior submissions completed in Parts One and Two. Part One detailed short-term planning and

day-to-day financial needs as Part Two detailed long-term planning and future financial needs for assets such as a personal residence. As part

of the final submission, you will also include any long-term retirement needs. This includes filling out and submitting the Retirement Planning

and Personal Financial Goals Summarized worksheets.
In the Retirement Planning worksheet, you will plan for retirement. You will likely identify a gap between your personal financial goals for a

home, vehicle, and retirement planning versus the availability of your present resources. The objective is to develop an investment strategy, as

a suggestion, with stocks of your choosing and/or mutual funds, which support your future financial needs.
If any of the prior spreadsheets or files require updates as per your recognition of dynamics in your personal financial plan or suggestion by

your instructor, incorporate those changes and revise your spreadsheets.
In order to measure the amount required to fund a future mortgage, vehicle purchase, and retirement plan, the net present value of these amounts

will have to be summarized. You will then need to take account of your present net assets from your personal balance sheet; include the values

of any retirement accounts you presently have, such as a 401(k). This will allow you to determine the gap between your present wealth and your

future needs.
Next, select five mutual funds, including at least one U.S. stock mutual fund, one bond mutual fund and one international mutual fund, along

with two others of your choosing. In an Excel spreadsheet, collect the following information on these funds: Fund name, ticker symbol, objective

category, fund family, and 5-year average return. Presume you would invest 20% equally in these mutual funds and find the average annual return

on this portfolio over the previous5 years.(Related reminder: Past results are no guarantee of future returns.)
You will also complete a new Personal Financial Goals spreadsheet. Finally, you will summarize and describe your analysis and intentions.

Mention each spreadsheet specifically, and indicate how the purchase of these new goals will affect your prior plan submitted in parts one and

two. Describe your opportunities and challenges. Will you have to make changes? Indicate how you might revise your plans.
Requirements of Submission: Submit a final encompassing all prior submissions from Parts One and Two, plus the Mutual Funddataand Retirement

Analysis. The total submission will includeall completed spreadsheets plus three to five pages of commentary for the qualitative review and

observations of your plan.
You will submit the spreadsheets and mutual fund information on Blackboard as before. You will submit the final analysis and commentary on

Chalk & Wire.

Note: If you do not wish to disclose personal financial information to your instructor, please change your information or provide an alternative

name with the information realistically portrayed. In doing so, the experience of preparing a financial plan for another individual will prepare

you to accurately complete your own plan when you are ready. Also, do not disclose the information of an individual other than yourself;

remember to keep private information private.

If you were writing an essay on abortion, how could you incorporate the following quotations into your own paragraphs? Your goal is to make

sure that your quotations or paraphrases are relevant to your thesis, are commented on, and are blended with your own words. (In other

words, the reader should understand why you chose to incorporate this material into your own writing.)
Chemerinsky, E., & Goodwin, M. (2017). Abortion: A Woman’s private choice. Texas Law Review, 95(6), 1189-1247. Retrieved from https://prx-

herzing.lirn.net/login?url=https://search-proquest-com.prx-herzing.lirn.net/docview/1916145922?accountid=167104
1. Abortion rights in the United States are in serious jeopardy. Despite the fact that a legal abortion is medically safer than

carrying a pregnancy to term in the United States, that right may soon be more illusory than real. Both before and after his 2016 election

as President of the United States, Donald Trump expressed the view that Roe v. Wade should be overruled. Mr. Trump predicts that the

Supreme Court will reverse itself on abortion rights, and after, states will determine women’s access to abortion; some states will ban the

procedure and others may allow abortion services. (page 1189)
2. Estimates vary, but reports suggest that about one million illegal abortions took place each year, prior to Roe v. Wade, with

hundreds ending in death and numerous others requiring emergency hospital interventions. (page 1189)

Redden, M. (2017, Feb 25). Could Roe v Wade be overturned and abortion outlawed in the US? In The Guardian. Retrieved February 13, 2018

from https://www.theguardian.com/world/207/feb/25/could-roe-v-wade-be-overturned-and-abortion-outlawed-in-the-us
3. Norma McCorvey is the real name of the woman known as “Jane Roe” in the landmark US Supreme Court case on abortion rights, Roe v

Wade. The 1973 case established a right for US women to have abortions. McCorvey became the plaintiff after she met with two lawyers

looking for a test case to challenge Texas’s abortion ban. That was in 1970. At the time, McCorvey was pregnant, unwed, unemployed and

unable to obtain an abortion legally or otherwise. (page 30)
4. Making it harder for women to pay for abortions also seems to have an impact. Since 1976, when Congress blocked Medicaid —

insurance for those on low-income — from paying for abortions, more than a million women have been blocked from access. (page 30)

Critical thinking
Read Case 1-2 “Performance Management at Network Solutions, Inc.” in the textbook. Write a paper that addresses the questions following the case, as

well as those listed here.

Provide a brief overview of the case and detail the overlap between Network Solutions’ systems and the ideal system.
Based on the description of the system at Network Solutions, what do you anticipate will be some of the advantages and positive outcomes resulting

from the implementation of the system?
Based on the description of the system at Network Solutions, what do you anticipate will be some of the disadvantages and negative outcomes

resulting from implementation of the system?

 

You have the choice of selecting 1 of 3 topics to write about:
1.Minimising the risk of obstetric haemorrhage in paramedic practice
2.Strategies for the prevention of workplace violence towards paramedics
3.Risks and benefits of treatment with epinephrine in cardiac arrest

If more information is required about writing literature reviews:
http://www.citewrite.qut.edu.au/write/litreview.jsp

You must adhere to the marking rubric (Determines my grade) and instructions (See additional materials) And you must cite references using a program

like EndNote or Mendeley (No cite this for me). Citations must be done in Vancouver referencing.

Remember you are writing for an Australian student. So Australian writer is preferred but not necessary. Please don’t hesitate to message if you require

more information.

Evidence-based Research Methods (CAA209) Semester 2, 2017
Assessment task 2 – Literature review (50% of final mark)
This is your major assessment task for the semester and there is a lot of weight placed

on the report you
submit (50% of your overall mark). Please ensure you give yourself enough time to complete this

report by
the due date.
Task description: Part of being involved in the health and research industries requires being

“information
literate”, i.e. having research skills that enable you not just to locate or collect information related

to a
topic, but to also critically evaluate, process, integrate and apply that information (which may

be collected
from a range of different sources) to a specific situation or within a specified context.

For your main
assignment, each student is to choose one of the topics below to write a literature review/report.

For this
exercise you will need to seek out research papers on the chosen topic and put together

a literature review
using the papers as your primary supporting material. You may use figures from papers to support

your
assertions where appropriate, but ensure that you reference them as you would any other piece of
information in the review. Please make sure you use at least 5 primary scientific publications to

support
your work, not just text books. References should conform to the Vancouver style as produced

by
EndNote (or your preferred citation manager). The three topics to choose from are:
1. Minimising the risk of obstetric haemorrhage in paramedic practice
2. Strategies for the prevention of workplace violence towards paramedics
3. Risks and benefits of treatment with epinephrine in cardiac arrest
You should use the link from Module 1 Week 3 (http://www.citewrite.qut.edu.au/write/litreview.jsp) to
help clarify how a review article is written. Note: it may be worthwhile doing some reading

into all three
topics prior to making your choice. Remember a good place to start is reading a review article

to get an
overview and some leads on relevant publications.
Please submit your report as a Word file. Your report should also include a cover page containing:
1. Your name and/or student number
2. A heading (the chosen topic will suffice)
3. The word count
4. The course you are enrolled in.
You may work with others but ensure that the work you submit is your own. Any plagiarism

will be
detected using the Turn-It-In software. We advise you to check the similarity with other published

work
via the ‘Academic Honesty’ module on MyLO prior to submitting.
Please ensure you check the marking rubric for this task as it will guide you in what is expected
Due date: Monday 11th of September, 5pm (Dropbox will be provided on MyLO for submissions)
Word Limit: 2000 words – this excludes the reference list
Percentage weighting: 50%

 

 

 

PLEASE see worksheet for the assignment along with instructions attached. All work is to be completed on worksheet

Part 1: Identify a specific organization that exemplifies having a Marketing Strategy (Big M) mindset. Provide specific evidence of how the organization legitimately satisfies at least 3 of the 5 action elements required for successful Marketing (Big M). You may use an organization you work for, providing evidence from your own experience, or you can use a different organization, using information you find online.
The class textbook discusses these action elements and the difference between Marketing (Big M) and marketing (little M) on pages 17-19.

Part 2: Provide evidence that the organization you identified in part 1 is having success, at least in part, because of its marketing strategy. Possible pieces of evidence you might cite include (but are not limited to):
• The organization’s financial or stock performance relative to a close competitor (possibly found on a finance-related website),
• Growth in its net profits over recent years (possibly found in the 10K report of public organization),
• High consumer preference relative to competitors (possibly found via Consumer Reports or other such 3rd-party source)
• Market share growth (possibly found in an annual report or internal records if you report on an organization for which you work).
Writing Assignment1 (15 points)
MKTG 601

Module 1 learning objectives:
1. Identify factors influencing marketing strategy and planning.
2. Evaluate marketing’s value to an organization.

This module’s two learning objectives help you work towards achieving two of the Course Learning Objectives:

1. Describe marketing concepts, frameworks, and methods related to organizational decision making.
2. Evaluate how strategic marketing decisions influence organizational performance.

Purpose of the assignment:
This assignment is designed to improve your ability to describe some key elements of marketing strategy (Big M) and evaluate how those elements influence an organization’s effectiveness.
What to do:Answer each of these questions
Part 1:Identify a specific organization that exemplifies having a Marketing Strategy (Big M) mindset. Provide specific evidence of how the organization legitimately satisfies at least 3 of the 5 action elements required for successful Marketing (Big M). You may use an organization you work for, providing evidence from your own experience, or you can use a different organization, using information you find online.
The class textbook discusses these action elements and the difference between Marketing (Big M) and marketing (little M) on pages 17-19.
Part 2: Provide evidence that the organization you identified in part 1 is having success, at least in part, because of its marketing strategy. Possible pieces of evidence you might cite include (but are not limited to):
• The organization’s financial or stock performance relative to a close competitor (possibly found on a finance-related website),
• Growth in its net profits over recent years (possibly found in the 10K report of public organization),
• High consumer preference relative to competitors (possibly found via Consumer Reports or other such 3rd-party source)
• Market share growth (possibly found in an annual report or internal records if you report on an organization for which you work).
Formatting Guidelines.
Please type your answers into the Writing Assignment 1Worksheet, provided in Class Module 1.

Table 1: Writing Assignment 1 Rubric
Poor Acceptable Excellent
Formatting 0 Points
Some formatting guidelines are not followed and/or the submitted work is not uploaded using the Assignment 1 Worksheet. 2 Points
Assignment 1 Worksheet is uploaded and the formatting guidelines are followed.

Part 1 0 Points
Either 1 or 0 pieces of evidence are provided,

OR, Only 1 or 0 pieces of evidence properly represent the criteria for which it is listed. 6 Points
2 pieces of evidence are provide, and each piece of evidence properly represents the criteria for which it is listed.

Or, 3 pieces of evidence are provide, but at least one does not properly represent the criteria for which it is listed.

9 Points
At least 3 pieces of evidence are provide, and each piece of evidence properly represents the criteria for which it is listed.

Part 2 0 Points
The answer fails to provide a legitimate piece of information supporting the claim that the organization is having success.

4 Points
The answer provides a legitimate piece of information supporting the claim that the organization is having success.

Writing Assignment 1Worksheet

Name (please type your name):
Instructions Type your answers into this worksheet and upload your completed worksheet to the “Submit Writing Assignment 1” link in Class Module 1. Please type your answers in a non-bold font following each respective portion of the assignment, outlined below. This worksheet provides headings, in bold, to help you organize your answers. Please keep these headings in bold.

Part 1: Elements of Marketing Strategy (Big M)
1. Name of the organization that exemplifies Big M:

2. List of (at least) three legitimate pieces of evidence that the organization satisfies elements required for successful Marketing (Big M).
Evidence that…
1. People throughout the organization have a customer orientation:

2. Internal processes and systems aligned around the customer:

3. CEO or other top leader is a champion of Marketing (Big M):

4. Concern for the customer is present across departments:

5. The company pursues market-driving (not just market-driven) strategies:

Part 2: Marketing Strategy’s (Big M) Influence on Organizational Effectiveness

Evidence that the organization you identified in part 1 is having success, at least in part, because of its marketing strategy.

PLEASE ADRESS ALL QUESTIONS BELOW! One long paragraph

“For a moment assume that Descartes’ argument works in proving God’s existence, does the ultimate conclusion follow as stated in premise 6? Can

Descartes be certain that God would not allow an evil demon or computer to systematically deceive humanity? Maybe God has a reason or needs to

teach humanity a lesson.”