Week 1 – Compensation Management
A situation that comes to mind of someone that engaged in a set of behaviors and compensation was a motivating factor is through my Mom and a decline of a job offer. My mom declined a job as an Executive Assistant within a fortune 500 company to be able to continue as an Operation Manager for a DEI organization composed of less than 50 workers.
One reasoning for the decline of the job was based on the motivation of intrinsic compensation which is the psychological mindset those results from performing a job (Swift, 2021). She felt the work that she was already doing mattered more and it was more rewarding than accepting the other job offer. She felt more connected to her colleagues, the work that she produces is valued and highly recognized when working in a smaller organization. In combination, factors such as her prior work experience, skills, and demands of the job offer were not worth her time as she felt that she was overqualified for the position.
To add on, another reason for the decline in the job can be the extrinsic compensation for the new job offer which had less monetary and nonmonetary rewards (Martocchio, 2017). In comparison, the compensation that her current job was more appealing and comprehensive based on the core compensation elements (Martocchio, 2017). Her decision to turn down the job offer was further analyzed as she weighed out the pros and cons of the compensation packages the organization offered her which ultimately lead her to decline the new job offer.
References
Martocchio, J. J. (2017). Strategic compensation: a human resource management approach. Pearson.
Swift, M. (2021). Introduction to Compensation [Lecture recording]. Canvas@Oregon State University. https://canvas.oregonstate.edu/courses/1842591/pages/week-1-learning-materials?module_item_id=21647282
