Mini Case: Climbing the Legal Ladder" Analysis
The compensation structure of the Sullivan & Cromwell is
lock-based or seniority based compensation structure in nature. The
compensation structure is linked with the years of experience, and skills &
competencies of the employees. With the increase of job tenure, the skills and
experience of the employees are expected to increase. Help in homework
The skills and abilities as well as performance if the
employees are assumed to increase with the increase of job tenure
(Torres-Coronas & Arias-Oliva, 2013). The senior employees receive more
salaries and benefits than that of the junior employees. This salary structure
of the Sullivan & Cromwell can be considered as fair. This salary structure
is widely followed in most of the organizations (Torres-Coronas &
Arias-Oliva, 2013). Given circumstances and condition of the law service
industry (demand and supply of the law graduates and employees), and industry
condition (post financial market condition), the lock-based or seniority based
compensation structure of the Sullivan & Cromwell will be seemed to fair to
the prospective and existing employees. Assignment Help
As compared to the merit based compensation structure as
followed by Dewey & LeBoeuf in the existing market, the lock-based or
seniority based compensation structure is more stable and flexible in the post
financial crisis market condition. Homework Answers
Majority employees always prefers and prioritizes stable
salary and compensation pay over volatile large pays (Edwards Gibson, 2015).
Also, with lock-based or seniority based compensation structure majority of the
employees convinced for with the idea that their salary will be increased with
the seniority level as compared to that of uncertainty in the salary increase
attributed by performance uncertainty with merit based compensation structure
(Jarrett-Kerr, 2009). Beside these, the employees will consider the fact that
under merit based compensation structure, average employees are discriminated
as senior employees are considered more important, and less replaceable than
that of the junior counterparts (Paauwe, 2014). Also, the merit based
compensation structure can pit employees against each other, and lead to unfair
employee competition (Kumar, 2015). Essay Service
The pay structure of
the Sullivan & Cromwell are expected to motivate some work behaviors that
are wholesome to the organization’s overall performance. These work behaviors
are as follows.
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