6.You are the human resource manager of a small hotel. You have two chefs that you employee. Your organization is too small to have formal pay structures. The first chef has three years of experience, has taken advanced culinary training and has the job title chef. The second chef has eight years of experience, has not taken advanced culinary training and has the job title of head cook.

Both chefs perform the exact same tasks: managing other kitchen workers, preparing meals, and basic clean up. The chefs work the same amount of time each week. Their performance is roughly equivalent.

Would you pay these employees similar wages, or would you pay one of the chefs more (if so which employee would you pay more). Provide a justification for your answer.

7.You are the new compensation manager for a firm that uses several very reliable external market sources to help benchmark your positions and then set your pay structures for your respective job families based on this market data.

You have just received the following e-mail from a line manager delivering the following message "My people have been way underpaid for years, and now that you are here, you need to correct it so they don't walk, and also because they deserve it! The market compensation data we use is inaccurate. I know what you have to pay in this market and its way more than your market data says. This particular job has a micro-pay-market all its own that isn't captured in the more broadly assessed job titles that are surveyed in market data surveys."

What steps would you take to address this issue that has been presented to you?