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College of Administrative and Financial Sciences
Assignment 1
Deadline: 15/10/2020 @ 23:59
Course Name: Organizational Behavior
Student’s Name:
Course Code: MGT301
Student’s ID Number:
Semester: 1st
CRN:
Academic Year: 1441/1442 H
For Instructor’s Use only
Instructor’s Name: Dr xxxxxxxxxxxxxxx
Students’ Grade: Marks Obtained/ 05
Level of Marks: High/Middle/Low
Assignment 1
Question 1
I support Bock's perspective that compared to the average performers, the top performers should
get a lot more compensation. The top performers are the cream of the company and are responsible for
most of its productivity. The case study state that the star 5 percenters are responsible for a substantial
amount of its productivity. To be more specific, they bring about roughly 25 percent of its productivity.
There is a need for the firm to do whatever it can to motivate such employees. One way the company
can do that is by giving the star performers a considerable pay compared to the average performers. It
will make them feel appreciated and valued, and the chances of them leaving the company will be very
minimal. However, if the start performers perceive that their effort/sweat result in just a little more
pay, they may feel they are not appreciated and either decide to lower their efforts or leave the firm
altogether. Also, by paying the start performers much more than the others, it may act as an incentive
for average performers to pull up their socks so that they can also get the considerable pay allocated
to the star performers.
Based on Bock's belief, persons who score 5s and 4s in their evaluation should not receive the same
compensation package or salary raise as those who scored 3s. For instance, if a person who scored 3
is allocated a salary raise of 2 percent, those who scored 4’s and 5...