Alternative Courses of Action
1) The management team recommends that Superado will push through in paying the employees the full amount of their annual bonuses in spite of the ongoing nationwide recession. As what Superado’s human resources director mentioned, the company’s sales figures would have been in a more unfavorable state had it not been for their highly-motivated employees who provide utmost customer satisfaction. This option will address the aforementioned objectives, which are: ✓ 95% Retention of employees for the next six months – Considering that their competition is recruiting more employees with the promise of a “signing” bonus, Superado can ensure that they can retain their employees. ✓ 100% Customer satisfaction – The bonus will serve as a positive reinforcement tool for all employees to continue serving with utmost dedication. ✓ 100% Hit in sales target – Motivated employees can be more creative and suggest ways in how to better improve the sales operations of their respective store. 2) Another option is for management team to pay out half (50%) of the guaranteed annual bonus amount to the employees; and the remaining half will be under a goods-exchange deal, wherein employees can get products from the supermarket worth 50% of their bonus. Furthermore, human resources should talk to the employees and make them aware of the ongoing recession and its aftereffects. Through this option, employees can still attain incentive cash and goods by the yearend, and at the same time, the company can retain a significant amount of money in hand in case the recession will worsen. ✓ 95% Retention of employees for the next six months – Employees should be aware that the replacement of the 50% amount of their annual bonus with supermarket goods has been done for the long-term stability of the company. With this in mind, employees will be motivated to stay with Superado, since it is a company that considers their...
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