Job Description Discussions Paper.
order#J21852139
Discussion 11 HR
pages: 1
deadline: 8hrs
Name a job field and explain which end of the continuum of compensation philosophies (as shown in Figure 7-3 in the etext) you feel best describes the compensation process of that job. Explain how each of the two motivation theories apply to your job choice and reasoning.
Figure 7-3 is attached
Job Description
The chief financial officer is a job of my choice, and I will analyses it as per the confines of compensation philosophies. The position aligns itself with the continuum segment of entitlement. An individual selected to be the chief executive officer in a company is entrusted with running the firm’s financial accounts. Arguably their salary is based on seniority as per the size of the organization on matters geographical and branches. On most occasion, their wage is raised annually based on contract agreements (Dikolli, Heater, Mayew & Sethuraman, 2020). Performance is independent, and they are not obliged to receive pay cut once the organization fails to perform as per the expectations. Bonuses are attached based on allowance existing in almost all segments of off-duties. For instance, during any meeting to represent the company, chief financial officers are offered benefits.
McClelland’s Human Motivation Theory conforms to the job since it classifies an individual as an owner of power, affiliation, and achievement as part of their motivation. In most cases, chief financial officers are motivated by progress, but the categorization is aligned according to individual preference and choice. Chief financial officers tend to be problem solvers and goal-oriented towards the organization’s needs and requirements. Dually, Herzberg’s two-factor theory serves to be applicable within the confines of the job. On most occasions, chief financial officers tend to perform within a naturally pleasant job environment (Richter, Gendolla & Wright, 2016). Therefore, organizations are considered vital in enhancing satisfaction since they function to furnish the offices and rooms occupied by the officers. In most occasions, dissatisfactory factor operates independently, and they are erased at all cost since they are not subject to motivation.
References
Dikolli, S., Heater, J., Mayew, W., & Sethuraman, M. (2020). Chief Financial Officer Co-option and Chief Executive Officer Compensation. Management of Science. doi: 10.1287/mnsc.2019.3519
Richter, M., Gendolla, G., & Wright, R. (2016). Three Decades of Research on Motivational Intensity Theory. Advances In Motivation Science, 149-186. doi: 10.1016/bs.adms.2016.02.001