Salaries, boss’s management style, job security, the opportunity for advancement, work environment, and level of teamwork for the job

Salaries, boss’s management style, job security, the opportunity for advancement, work environment, and level of teamwork for the job

1. The results indicated that I was satisfied with my pay levels, benefits, and pay structure and administration. However, I was partly satisfied with my pay raises. I was highly satisfied with my take-home pay in my last job as a sales representative in an automobile sales company. The company had instituted measures that ensured that most of its employees received better remuneration that their counterparts in the car sales industry. According to Hollenbeck (2015), employees often evaluate their pay relative to that of other employees in organizations. The HR department in our organization conducted a market survey through benchmarks to ascertain the pay levels in other organizations.
2. Consequently, employees in our organization received compensation 10% higher than the market average. The company did not only focus on salaries but also had a wide range of benefits and perks. There was flexible and paid leave, fully paid holidays and bonuses. I was also satisfied with the company’s job evaluation strategies, which resulted in several pay rises. However, the company instituted delayering and banding policies that arguably demotivated the employees. The managers seemingly had little say over my pay. Instead, my job evaluation defined the level of worker compensation.
3. The aspects of work that received a score of 4 and 5 are salaries, boss’s management style, job security, the opportunity for advancement, work environment, and level of teamwork for the job. Cash bonuses, commute, and location of the workplace received a score of between 1 and 2, and as such, they are least likely to motivate and influence my behavior in the workplace. I believe that a boss’s management and leadership strategy is a critical factor for employee motivation. For instance, I would perform better under a transformational leader committed to the well-being, growth, and development of employees. Transformational leaders provide their employees with opportunities for career advancement. I am not influenced by the physical location of an organization but by the work environment. A positive organizational culture that is anchored on trust and teamwork highly motivates me. While salaries and cash bonuses are vital, I value intrinsic rewards because they bolster commitment and pride in organizational goals.
4. It is undeniable that employee benefits play a critical role in attracting and retaining high-performance employees. The dependent care flexible spending account is a valuable benefit that I would consider when applying for a job. When I start a family, this benefit might be essential in offsetting my Child care of dependent expenses. I also think that working in an organization that permits one to bring a Child to work in case of emergency is essential. Such a gesture paints the organization as one that cares for the well-being of their employees.
5. Further, I think it is essential to have an on-site fitness center, casual dress days, subsidized cafeteria, and organization-sponsored teams. Most employees neglect their fitness goals because of their work and busy schedules. As such, having a fitness center within an organization might be critical in improving employees’ fitness. Similarly, a subsidized cafeteria is essential in saving costs for employees and might pose motivational effects. Organizational sponsored teams might be an avenue to bolster teamwork and identify talent. However, I did not find dry cleaning and self-defense as critical services.
6. I recorded a score of 43 on global skills assessment. I have high adaptability and flexibility, which enables me to work in new environments. I believe a global leader must assume a global mindset and fit in new experiences and working environments. Fundamentally, I possess high levels of emotional and cultural intelligence, which I believe are critical on the global stage. The global scene is characterized by diversity in cultures, beliefs, and opinions. As such, HR managers and leaders must develop cultural and emotional empathy towards others to avoid conflicts and disorientation. HR managers must learn to respect others’ opinions while also developing sensitivity to third emotions, feelings, and attitudes. They should institute delineate measures to embrace diversity and inclusivity. However, I often struggle to deal with ambiguous and uncertain events, which explains my low score of 3 in the assessment. Nevertheless, I am interested in improving my ambiguity skills because I believe that the global stage requires individuals to navigate intricate and alien experiences.
7. I believe that all actions on the assessment are unethical. Human resource requires individuals that exercise the highest levels of integrity and hold formidable values and ideals. Activities that pollute the environment in favor of profitability represent are unethical. Organizations, through their corporate social responsibility, must be committed to upholding environmental sustainability. Their activities must adhere to environmental standards and the well-being of the community. Tax evasion is also part of the action described in the assessment. I believe evading tax is part of corporate fraud and is likely to yield detrimental effects on an organization.
8. Further, promotions based on friendship and family relations are problematic because they defy the ideals of meritocracy. Accordingly, organizations cannot benefit from the best minds. Corruption is also unethical and represents one of the most significant challenges for organizations. A corrupt manager institutionalizes a toxic organizational culture and plants the seeds for destruction.