Compensation Unit IV Test 1
The purpose of a survey is to collect data and information that are used in the uncovering of answers to specific and important questions raised by the researcher or an organization. The topics and questions that are used in a survey tend to vary depending on the objectives of the research (Lazear & Shaw, 2008). The questions used in a survey should be structured and planned in a manner that will assist in them receiving the most accurate data for the subject that is at hand. In order to uncover the answers smoothly, there is a need to ensure that the respondents in the survey are approached in a non-intimidating manner.
The best way to remove the intimidation is to give the respondents a degree of privacy, which is more likely to elicit honest and well detailed answers as compared to facing them directly during an interview or talking to them using a phone. A survey can also be used to evoke a discussion among the respondents. This helps the person conducting the survey to delve deeper into the survey topic and come up with clearer answers. Another function that is played by surveys to assist organizations or individuals come up with good decisions that are based on accurate observations as opposed to gut feelings. Lastly a survey can be used to gauge the attitudes and behaviors of a particular population, which then compared to others.
Designing a survey that would set the pay for welders would entail an investigation of how the competition is remunerating the workers (Pouliakas, 2010). There is also a need to consider the local authority policies with regard to the minimum wage in the geographical area where the organization is located. Having determined how the competition is compensating the workers with the same job description as the welders, the situation in the labor market is then considered. If there is limited labor, then that means retaining the employees might be a problem, the organization to set higher pay compared to the competition (Noe, 2013). If there is a surplus in the labor market, then the company would still be safe it makes savings on the labor cost. The respondents in this case include the welders from competing companies, the management of the competing companies and the local department of labor.
Designing a survey for financial managers is different from the approach that is used to set the pay for the manual laborers. This reason for this is that the financial managers have an influence on the running of the company and possess company secrets. They are not as disposable as the lower ranking employees (Lazear & Shaw, 2008). The major approach used in this survey is the use of the competition pay scale as a benchmark to decide on the pay to be given to the financial managers (Noe, 2013). Bonuses and incentives are then offered to these employees to ensure that they feel appreciated by the company. The financial managers are a part of the respondents used in the survey, and this is not just to get the facts regarding their pay but also on their level of satisfaction with the job.
The techniques that are used in the survey design for the setting the pay for the welders and financial managers are different, as the company has varying needs for each class of these employees. The survey done on the welders will have to be confidential and private in order to elicit honest answers from the respondents without having them fear about their job security. On the other hand, the survey done on the financial managers can be more explicit, such as interviewing them in person.
Lazear, E. & Shaw, K. (2008). The structure of wages (1st ed.). Chicago: University of Chicago Press.
Noe, R. (2013). Human resource management (1st ed.). New York: McGraw-Hill/Irwin.
Pouliakas, K. (2010). Pay Enough, Don’t Pay Too Much or Don’t Pay at All? The Impact of Bonus Intensity on Job Satisfaction. Kyklos, 63(4), 597-626.