One of the most essential components of the management of compensation policies, processes, and strategies is managing the message (i.e., communication). As your book says, compensation signals what (and who) is important to your organization and what (and who) is not. Based on all of your introductory posts, it seems like everyone has some sort of work experience on which to draw to answer this prompt. If you do not have relevant work experience, then think about the job you'd like to get upon graduation when answering. In your most recent job, did you know what your coworkers of equal, lesser, and greater responsibilities earned? If you did, did the similarities or differences make sense? If you didn't, why not? Did someone in management or HR ever take the time to discuss the organization's compensation strategy, including pay ranges, raises, or other facets of the compensation program? Finally, how would you have responded to a coworker asking you what you made