What are the arguments for and against a two percent raise

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BUS 323 Introduction to Organizational Behavior - Westcliff University

Comprehensive Learning Assessment

Read Google on pages 162 & 186-187, and PWC on page 83. In a 4- to 6-page written report, address the following questions:

Question 1. Compare the findings described above for Millennials to your own views on Millennial characteristics. What surprises you about the findings? What doesn't surprise you?

Question 2. If you think about the three types of commitment-affective, continuance, and normative-which do you think is most changed among Millennials (or twenty-somethings)? In what way?

Question 3. Consider all the initiatives and programs Google uses to inspire employee loyalty. Do most of those seek to "move the needle" on affective commitment, continuance commitment, or normative commitment?

Question 4. Do you agree with Bock that star performers should get a lot more-not just a little more-than average performers? If someone earning a 3 on Google's evaluation system gets a two percent (2%) raise, what should employees earning 4's and 5's get?

Question 5. Given the budget issues created by giving star performers more, should someone earning a 3 get a two percent (2%) raise-or should they get less? What are the arguments for and against a two percent raise level for average performers?

Question 6. Consider all the things Google's People Operations group does to motivate its employees. Which motivation theories do they seem to be leveraging, and how?

Reference no: EM133032924

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