Duplox Copier Case: Phase/Part I

This assignment relates to the following Course Learning Outcomes:

1. Discuss the components of a total rewards system and their connection to an organizations strategy
2. Explain the theories regarding employee behavior and motivation and be able to categorize them.
3. Identify the problems that can be caused by an ineffective total rewards system
4. Analyze internal and external factors and how they influence the design of an organizations rewards strategy and how they are intertwined

Overview

With the Duplox Case, your approach is to act as a consultant who has been hired to analyze your client firm, identify the sources of the problems the firm is facing, recommend any necessary organizational changes, formulate a new compensation strategy, and design and implement a compensation system that will maximize your clients success. Due to the magnitude of this task, you will complete this project in several phases. At the end of each phase, you will submit a report to your client.

In Phase/Part I, you will be challenged to use and apply concepts from Chapters 1 6. Your submission will need to address and use the following sections:

Section A: Identification of Current Organizational Problems (15 marks)

In this section, you need to identify the underlying strategic and structural factors (including the reward and compensation system) that are causing the problems that your client is experiencing. Use the key concepts from Chapters 1 -3. This section is foundational for other sections and phases of the case study.

Section B: Strategic & Structural Recommendations (15 marks)

Describe the proposed strategic and structural solutions that flow from your analysis in the previous section. Be specific in explaining what you would do and why. For example, if you think a different managerial strategy is required, exactly what are you suggesting, and how would you implement it? If you think some jobs need resign, which jobs should be changed and exactly how should they be changed? If you think teams are needed, who would be the team members and what would be their responsibilities?

Section C: Reward and Compensation Strategy (20 Marks)

Next develop your reward and compensation strategy by following the first four steps in Figure 6.1 (page 194 of the textbook). You need to define the type of employee behaviours that your client firm needs, define the role that compensation will play in producing those behaviours, determine the compensation mix, and determine the compensation level.

If different behaviours are required from different job families, then you need to repeat this process for each job family. The outcome of all this should be summarized for each job family in a compensation strategy template, which is provided. All jobs listed on the same compensation strategy template will have the same mix of compensation elements ad the same compensation level relative to the market (i.e., lag the market by a %, lead the market by a %, or match). Note, however, that this does not mean that all jobs on the template will receive the same dollar amount of pay; it just means they are all subject to the same compensation strategy. Figure 6.2 (page 227 of textbook) provides an example of a filled in compensation strategy template. You should carefully read the example that surrounds Figure 6.2.

You will need at least two compensation strategy templates one for jobs that you are putting under a pay-for-knowledge (PKS) system and at least one for the jobs you will be putting under a job evaluation (JE) system (you will not be putting any jobs under market pricing). In fact, it is likely you will need three or four templates for your job evaluation jobs. Every job listed in the partial listing of job descriptions (separate document) must appear on a compensation strategy template (except any jobs you may eliminate by job redesign). For any new jobs that you create, you must prepare a job description and that job must appear on a compensation strategy template.

In creating job families, the first thing to decide is which jobs will be included under the pay-for knowledge system (material in Chapter 4 will be useful in making this decision). The remaining jobs will fall under JE, and you need to consider how many distinct groupings of behaviours (job families) you should have. Please realize you DO NOT have to include top management the CEO and the two Vice Presidents- in a job family. Those three jobs will not be included in your compensation system.

Bear in mind that creating a high number of job families creates a very complex compensation structure but that too few job families may result in an inappropriate compensation strategy for some jobs. In this case, fewer than 3 job evaluation families is likely too few, while more than 5 job evaluation families are too many.

To successfully complete this section, you will need to use the concepts found in Chapters 4-6. The quality of this section (and the mark you receive for it) depends on how well you demonstrate the application of these concepts. Incidentally, dont forget to include the behavioural objectives you are setting for the compensation system (see Table 6.2 on page 200 of the textbook).

Organization of your report/format/writing/clarity (10 Marks)

Instructions for Submission

Remember your submission is that of a consultant to a client. The language and layout of your submission should be professional and well organized. Please ensure that you include a cover page with your name(s), the title of the assignment and the due date. You must use a professional font and use 1.5 or 2.0 line spacing (helps in reading submissions).

In organizing your submission, it should include the following sections:

Introduction

This section should provide an introduction and overview of the reports objectives and some of the background on how/why consultant services were obtained.

Section A:

As explained in the overview section.

Section B:

As explained in the overview section

Section C:

As explained in the overview section

Conclusion

In this section, briefly summarize the significant findings of your report. Identify those further steps will follow in the development of a compensation strategy and system (this segues to other parts that you will complete for the case)

Appendix

Should you create new/revised job descriptions they should be inclDuplox Copier Case: Phase/Part I

Rubric for Phase I of Case

Section A: Identification of Current Organizational Problems (15 marks)

Score 8 and less Fails to identify, summarize or explain the main problems within the organization. Represents the issues inaccurately or inappropriately. Fails to use or apply concepts from Chapters 1-3 accurately or appropriately. Score 9 or 10 Depth and/or accuracy of analysis problematic. Identifies some, but not all the main issues and does not summarize or explain them clearly or sufficiently. Potentially some errors in analysis or application of concepts from Chapters 1- 3. Score 10 12 Successfully identifies and summarizes the main problems/issues. May lack an explanation of why/how they are problems for the organization. Good effort at applying concepts from Chapters 1 3 with a few oversights or application errors. Score 13 and above Clearly identifies and summarizes main issues; successfully explains why/how they are issues for the organization. Excellent application of concepts from Chapters 1 -3. Clear connections are made between the case details with accurate application of the frameworks and theories from the course. Extremely thorough and complete work that is clearly communicated.

Section B: Strategic & Structural Recommendations (15 Marks)

Score 8 and less No clear linkages made between the analysis completed in Section A and recommendations in this section. Discussion is lacking around structure and strategic recommendations. Significant and ongoing issues in application and understanding of concepts Score 9 or 10 Connections between analysis and/or conclusions in Section A do not clearly or accurately support recommendations in Section B. Discussion around structure and strategic recommendations is at a basic level. Several issues present in application and understanding of concepts Score 10 12 Recommendations link back and are mostly supported by analysis completed in Section A. Discussion and outline of recommendations around structure and strategic recommendation are good with a few minor errors or oversights. Application and understanding of concepts are good. There may be a few minor issues but in general, the report demonstrates a good grasp of concepts in chapters 1 3. Score 13 and above Recommendations clearly linked and supported by analysis completed in the Section A. Very detailed discussion and outline of recommendations around structure and strategic recommendations. Application of content is accurate and complete with virtually no issues.

SECTION C: Compensation Strategy (20 Marks)

Score Below 12 Significant gaps in the required documents and discussion (incomplete or missing). Very little demonstrated understanding of concepts from Chapters 4 to 6. Reward and compensation strategy has significant flaws or is incomplete. Little to no linkages made between the behaviours required and the role compensation will play in producing those behaviours. Score 12 to up to 14 Job families identified but the rationale for their formation may not be entirely clear or connected. Reward and compensation strategy is developed with some discussion around linkages to types of employee behaviours required and the role compensation will play in producing those behaviours. Discussion is very superficial without full exploration of issues and incorporation of detail. Errors and flaws in application and linkages of content may be present. The compensation mix and level presented is mostly complete and/or may not entirely reflect the discussions related to behaviour and compensation. Some understanding demonstrated in the application of concepts from Chapters 4-6 Supporting documents required for this submission are mostly complete but may have accuracy issues. Score 14 up to 16 Job families clearly identified with an explanation that may not clearly articulate their formation Reward and compensation strategy is developed with a discussion around linkages to types of employee behaviours required and the role compensation will play in producing those behaviours. There may be some errors and flaws in application and linkages of content. The compensation mix and level presented is complete and links back to the discussions of behaviour and compensation. Solid demonstration of knowledge and application of concepts from Chapters 4-6 with a few minor errors/issues. All supporting documents required are complete and accurate. Score 16 to 20 Job families clearly identified and the explanation clearly supports their formation. Reward and compensation strategy developed with clear and logical linkages to types of employee behaviours required and the role compensation will play in producing those behaviours. The compensation mix and level is complete and presented clearly. Its composition is clearly derived from the discussion of the behaviours required and the role compensation plays. Strong demonstration of knowledge and application of concepts from Chapter 4 6. All supporting documents required are complete and accurate. Organization of Report/Format/Quality/Clarity/Writing (10 marks) Score 5 and less Significant grammatical/writing errors are present. Some content/sections are missing and the suggested format was not followed. Flow of information is extremely poor and difficult for the reader to follow. Presentation of information is not professional in language or layout. Score above 5 to up to 7 Some ongoing issues with grammar and writing throughout the report. Flow of information throughout the report is a little disjointed which may require extra effort on the part of the reader to follow. Presentation of information is, for the most part, professional in language and layout. Score between 7 and 8 Writing is clear and easy to follow with only minor issues of grammar, structure, and spelling. All sections present and well organized. Information from each section flows well and it is quite easy for the reader to follow. There may repetition that could have been edited out. Presentation of information is professional in language and layout. Score above 8 Writing is exceptional with virtually no mistakes in grammar, structure, and spelling. (fewer than 5 spelling/grammatical mistakes) All sections are presented and extremely well organized. Each section of the report flows well in a logical, organized progression that is informative and makes it easy for the reader to understand and follow. Presentation of information is very professional in language and layout.