I need help in these questions. Please do this case very carefully. Please do it correctly

The reward system is a core policy in your company. As a CEO you consider that you should be totally involved in the decision of the pay increases, especially for the managers ( 300 people out of a total payroll of 1000). You conducted thorough interviews with the heads of departments in order to know better the ten young key talents of your company who have been recruited two years ago. These ten individuals were awarded the same level of a degree at the university but in different academic areas. They were recruited as managers and they all are at the same level in the classification table of the company. For the first year they all recelved the same salary of 40000. At the end of the first year they all got the same increase of 2500f on a yearly basis. The policy is now to have a fully individualized policy for the pay increases of managers and you must decide how much each one will receive and which arguments you will put forward in order to justify the decision. You are allocated an amount of 18000 for the sum of the increases dedicated to the ten young managers. The provisional rate of inflation is 1%. The company has abandoned the policy of an identical general pay increase for managers since the early 2000s. Of course some other HR decisions may complete the monetary reward, such as training, promotion, mobility that you should also consider for each of them. You should not forget that these ten young managers know each other very well, they regularly talk to each other especially about the decisions that concern them directly. You are personally committed to make fair and coherent decisions that will clearly confirm the policy of the company to reward performance and results. For each of the ten managers, you should point out the main arguments that will be put forward during the interview when you will present your decision. Ahmed He is a marketing guy and works as an assistant product manager. A few heads of department are sometimes annoyed by his somehow pretentious style but everybody acknowledges that he is such an energetic person. His presentations are outstanding even though he may sometimes not take enough care of the statistics and hard data, which puts some suspicion on his analysis and conclusions. Clearly, if he improves on this particular point, he has a genuine high potential. Bob Bob is also an assistant product manager. He is a nice and modest person and he knows how to persuade people in a very gentle way. He knows how to push forward every project in a very meticulous way by evaluating the available facts and data at each stage of the process. He is such a trustworthy and reliable person. He is an excellent deputy but we can wonder whether he will be constructive enough to reach the highest positions in such a dynamic company. Carmen She is a very sympathetic, open-minded, joyful and easy-going person. Everybody likes her: she is in charge of a workshop in one of the most dangerous and inconvenient areas of the plant. The people who work there are rude and not very friendly; they do accept the difficult working conditions only because it allows them to get high bonuses. When she compares her job against the one of her colleagues who are also in the manufacturing, Carmen is convinced that she got the most difficult one and she expects that the company will take that into account and reward her accordingly. The company wishes to maintain her at this position for the next two or three years. Dorothea Dorothea is an electrical engineer, specialized in instrumentation and control systems. She is a specialist and has considerably improved her expertise in the company: she has brought a lot to the mechanical development team and her record is genuinely outstanding given her limited experience. She is an enthusiastic hardworking person who is not very interested in people. Her lack of tact has irritated so many executives and staff, and we can really question her potential to manage people in the future. Edward Edward is also an engineer. Technically speaking, he happens to be very solid but not bright. After being 20 months on a first job he has now moved for four months to a position of assistant to the head of production in a plant. He has been the first university graduate to be appointed to such a job in that plant and he sometimes irritates his colleagues who consider him as a rookie without any experience who will outstrip them soon. For the same reasons Edward also irritates the operators and they do not make his life easy consequently. However he never gave up and he is step by step gaining consideration in the plant, thanks to his courage and competency. Fadhila She is an engineer and works as a designer. Her colleagues have a similar academic background and they welcomed her well. She is a bright technician and her contribution to the team is satisfactory. Fadhila is pretty happy with her current position and she is apparently not aspiring to higher hierarchical positions. Gilberto Gilberto has been a sales manager for one year. He leads a team of 12 salesmen. It was really tough for him to be recognized by his subordinates who were all older and more experienced than himself. The head of sales considers his results as satisfactory even though they remain inferior to those obtained by his colleagues who are all self-educated. His subordinates are progressively realizing that his academic background may compensate his lack of experience and allow in some cases to solve emerging problems with some customers. Hamid Hamid, like Carmen, is in charge of a workshop in the manufacturing. His results are good and she seems to have real potential. He sees herself as very ambitious and does not consider to remain in this job for a long time. He let her boss know that he intended to move up rapidly and that another company had made him enticing proposals for a new job. Indira Indira has benefited a top-level course in system analysis in the company and she wishes to have a career in this industry. The quality of her work is average for an analyst at this stage of a career and she is only 80% of the average speed of her colleagues. She is the slowest in the department. However, the company is missing analysts and the average salary of a two-year experienced analyst on the market is higher and higher. John John is working in the administration department and he is preparing the examinations for becoming a chartered accountant. The company is helping him in allowing him some time off. At the end of the first year he easily passed the first two certificates and he got pretty good results. Now his grades are no longer that good and his professional record is far from satisfactory. His boss has informed us that his father died three months ago, leaving his mother and a young sister. He has some financial problems. polisy interm of how to increase we have to make desition how much thay should get A amout what is your rational ingiving him this amut. B. sum explain how did you do it? 18,000 The reward system is a core policy in your company. As a CEO you consider that you should be totally involved in the decision of the pay increases, especially for the managers ( 300 people out of a total payroll of 1000). You conducted thorough interviews with the heads of departments in order to know better the ten young key talents of your company who have been recruited two years ago. These ten individuals were awarded the same level of a degree at the university but in different academic areas. They were recruited as managers and they all are at the same level in the classification table of the company. For the first year they all recelved the same salary of 40000. At the end of the first year they all got the same increase of 2500f on a yearly basis. The policy is now to have a fully individualized policy for the pay increases of managers and you must decide how much each one will receive and which arguments you will put forward in order to justify the decision. You are allocated an amount of 18000 for the sum of the increases dedicated to the ten young managers. The provisional rate of inflation is 1%. The company has abandoned the policy of an identical general pay increase for managers since the early 2000s. Of course some other HR decisions may complete the monetary reward, such as training, promotion, mobility that you should also consider for each of them. You should not forget that these ten young managers know each other very well, they regularly talk to each other especially about the decisions that concern them directly. You are personally committed to make fair and coherent decisions that will clearly confirm the policy of the company to reward performance and results. For each of the ten managers, you should point out the main arguments that will be put forward during the interview when you will present your decision. Ahmed He is a marketing guy and works as an assistant product manager. A few heads of department are sometimes annoyed by his somehow pretentious style but everybody acknowledges that he is such an energetic person. His presentations are outstanding even though he may sometimes not take enough care of the statistics and hard data, which puts some suspicion on his analysis and conclusions. Clearly, if he improves on this particular point, he has a genuine high potential. Bob Bob is also an assistant product manager. He is a nice and modest person and he knows how to persuade people in a very gentle way. He knows how to push forward every project in a very meticulous way by evaluating the available facts and data at each stage of the process. He is such a trustworthy and reliable person. He is an excellent deputy but we can wonder whether he will be constructive enough to reach the highest positions in such a dynamic company. Carmen She is a very sympathetic, open-minded, joyful and easy-going person. Everybody likes her: she is in charge of a workshop in one of the most dangerous and inconvenient areas of the plant. The people who work there are rude and not very friendly; they do accept the difficult working conditions only because it allows them to get high bonuses. When she compares her job against the one of her colleagues who are also in the manufacturing, Carmen is convinced that she got the most difficult one and she expects that the company will take that into account and reward her accordingly. The company wishes to maintain her at this position for the next two or three years. Dorothea Dorothea is an electrical engineer, specialized in instrumentation and control systems. She is a specialist and has considerably improved her expertise in the company: she has brought a lot to the mechanical development team and her record is genuinely outstanding given her limited experience. She is an enthusiastic hardworking person who is not very interested in people. Her lack of tact has irritated so many executives and staff, and we can really question her potential to manage people in the future. Edward Edward is also an engineer. Technically speaking, he happens to be very solid but not bright. After being 20 months on a first job he has now moved for four months to a position of assistant to the head of production in a plant. He has been the first university graduate to be appointed to such a job in that plant and he sometimes irritates his colleagues who consider him as a rookie without any experience who will outstrip them soon. For the same reasons Edward also irritates the operators and they do not make his life easy consequently. However he never gave up and he is step by step gaining consideration in the plant, thanks to his courage and competency. Fadhila She is an engineer and works as a designer. Her colleagues have a similar academic background and they welcomed her well. She is a bright technician and her contribution to the team is satisfactory. Fadhila is pretty happy with her current position and she is apparently not aspiring to higher hierarchical positions. Gilberto Gilberto has been a sales manager for one year. He leads a team of 12 salesmen. It was really tough for him to be recognized by his subordinates who were all older and more experienced than himself. The head of sales considers his results as satisfactory even though they remain inferior to those obtained by his colleagues who are all self-educated. His subordinates are progressively realizing that his academic background may compensate his lack of experience and allow in some cases to solve emerging problems with some customers. Hamid Hamid, like Carmen, is in charge of a workshop in the manufacturing. His results are good and she seems to have real potential. He sees herself as very ambitious and does not consider to remain in this job for a long time. He let her boss know that he intended to move up rapidly and that another company had made him enticing proposals for a new job. Indira Indira has benefited a top-level course in system analysis in the company and she wishes to have a career in this industry. The quality of her work is average for an analyst at this stage of a career and she is only 80% of the average speed of her colleagues. She is the slowest in the department. However, the company is missing analysts and the average salary of a two-year experienced analyst on the market is higher and higher. John John is working in the administration department and he is preparing the examinations for becoming a chartered accountant. The company is helping him in allowing him some time off. At the end of the first year he easily passed the first two certificates and he got pretty good results. Now his grades are no longer that good and his professional record is far from satisfactory. His boss has informed us that his father died three months ago, leaving his mother and a young sister. He has some financial problems. polisy interm of how to increase we have to make desition how much thay should get A amout what is your rational ingiving him this amut. B. sum explain how did you do it? 18,000