Job Description

Since I have only had one job that was an internship due to me being an athlete all of my life I limited on work experience. With that being said I can use the internship that I did for this job description blog post.

The last job that I had was as a marketing intern for the Corvallis Knights. During this internship search I was looking for a marketing internship and came across this opportunity. I was suppose to help with selling and promoting tickets for games as well as help set up vendors and think of game themes. There was not much of a job description to go off of on paper but just what was told to me in person and in my interview.

With that being said I did a lot more tasks than what I was originally told. I built sports knowledge with a wide range of preseasons and summer assignments through customer service, ticket sales, and marketing promotions. I organized and ran game day stadium operations including in game entertainment, promotions, team merchandise sales and fan engagement. To sum it all up I ended up doing a lot more than what I had original thought but really enjoyed it. The opportunity allowed me to learn and gain so much more by doing such a large variety of areas.

In my situation I just really needed an internship so I was not to worried about the job description. Though I have been able to learn I should have that in writing so I know what I am suppose to be doing and getting compensated for. In my case I really enjoyed my experience even though I did way more than I had originally expected. I can see the job description really mattering in the future more so I know what I am getting myself into before I sign the contract. I had to do a lot more physical and grunt work than I had expected. Examples like helping set and tear down stadium each gameday. Going through and checking inventory answering calls in the office, and lastly I had to drive the team mascot to an event that took a few hours away from my day that was last minuet on a day off.


Experiences with Discrimination

Well the topic of discrimination has been in the headlines for some time now. As it should be for the amount of discrimination and wrong doings that have been going on in our country especially and still going on today. I am a person of color and this past year especially has been quite amazing to see the social injustice that has occurred and things that are trying to change. At the end of the day people just need to be treat equally and have the right to the same opportunities as everyone else.

Especially when it comes to jobs and jobs of power the discrimination of peoples ethnicity is eye opening. During the hiring process these aspects should never impact the hiring the decision. It should come down to who is the best applicant for the job. I have spoken to job recruiters that I think are taking the discrimination things to far. Recruiters in interviews have told me that they are looking for people of color because their company/industry has a lack of it. I feel like the intent is good but the morals and ethics behind this are not.

If I was looking at a company that has claims of discrimination I would be turned off for sure. I would be taken back and look elsewhere because no job is more important than any type of discrimination or wrongdoing. I would absolutely consider to stop supporting that company and choose to take my business elsewhere. Depending on the claim and situation but it would impact my decision to apply or ever work for that company in the future. I feel this was because at the end of the day this is not okay. No job or salary makes discrimination or wrong doing of any kind okay.

Before I make any decision I would need to make sure I had all the facts of what happen to make an educated decision moving forward. Things to consider was it just one employee that was accused of such wrong behavior. Or was it the companies core structure and main leaders all acting this way? Because the severity of the infraction or whatever you want to call it does matter.


The Case for Staffing and Recruitment Selection

How to Create a Smart Staffing Plan | Robert Half
Staffing Options – AAA Team Technologies

I certainly have a counter argument for Professor Hardy’s belief that “recruitment and selection is any companies most important function and that failure to effectively staff your organization will inevitably result in its failure”. I can agree that the concept of recruitment and selection is important to the success of a company but it is not the most important or key factor. Of course there is many factors that play a role in the success of a company but I personally believe management and leadership within a company is the most important.

But first in answering the question to why might organizations decide to allocate more resources toward marketing or product design rather than using those resources to do a great job of employee recruitment and selection?

I can see companies deciding to make this decision because they can see the extra money being spent on marketing or a better product design making up for employees not being the best. Lets say you hire an average salesman to sell a car. If you have a basic car and average salesman than not a lot of cars will be sold. Though you can use the angle of if you have the top product and best car on the market than an average salesman can sell and sell and sell. When people really want a product because it’s the best or everyone knows about the product then this makes up for the quality of recruitment and selection practices a organization uses.

When a organization decides not to prioritize recruitment and selection in favor of other aspects of the business it comes with potential strengths and weaknesses. To start off with some of the weaknesses they include the potential of lost hiring expenses, lost business, lost time due to correcting mistakes of bad employees, dissatisfaction among the organization is contagious, and also litigation fees. All of these potential weaknesses/negatives have to do around a cost argument. Though potential strengths are possible by the organization focusing on marketing and product design. Like I said before having a stronger focus on either of these areas can certainly help make up for maybe not having the best employees.

With that being said even if either of those areas doesn’t help you cans till focus on those because it will only help. I also think by focusing on management and leadership within the company will elevate everyone’s performance. Most heavily improving those employees who were not the best hire and use leadership qualities to guide, inspire and initiate action moving forward. Just because the employee’s selected in the process didn’t turn out to be the best fit they can be groomed into where they need to be.


Job Application Experiences

So for myself I have never had a job or even applied for a job before. I grew up and my parents always wanted me to just be a kid and always told me I will have plenty of time to work when I am older. Now that I am older I am fortunate enough to have been able to experience this and have a much better understanding of why my parents felt that way. I was able to just focus on school, sports I was involved in, and social life with friends and family around me.

In terms of sharing my experiences from the perspective of an applicant for the last job for which I applied has not happen. Though I can speak from experience about the process I am currently in now looking for job postings and getting ready to apply for jobs. As I am finishing up school soon and finally ready to make that first step and becoming an applicant for various jobs I have interest in. As of right now currently I have had the toughest time finding jobs that I will qualify for and meeting those requirements/qualifications that are necessary. For my trying to determine if the job is even worth my time applying for has been a challenge in my process.

My experiences from interactions with companies in the job application process have impacted my desire to work for them in the future. With companies that I have talked with some have been pushy and I have not liked that. After a few conversations with a recruiter I have felt the companies style and the job they are looking to fill doesn’t match up with who I am as a persona and what I would enjoy doing. Throughout the process I have learned to be patient and keep networking and not trying to force finding and applying for a job that isn’t going to be right. When company culture values, and the job itself line up with what I am looking for no doubt my interest and desire goes up tremendously for that company and I have found that to be true for a few companies in the industry I am looking to get into in the near future. One last note I want to mention is it is okay to say no or move on from a company if you are not feeling comfortable or right moving forward. In my past experiences it has been easier to let companies know that I appreciate everything but I want to head in a different direction.

How to Write the Perfect Job Application Email | Elegant Themes Blog


Future Expatriate Compensation Considerations

As I look into my future I can see myself working in a competitive sales role in the future with a large international company. Lets say after a few years I work my way up to being one of the top salesman in the west coast and potentially one of the top rising salesman in the country not only in my company but the industry that I am in. imagining this has happened an I have been presented with a huge career opportunity for the long term. This opportunity would have to do with expatriate compensation and thank you to my MGMT 549 class back in college has prepared me for this decision. I now know some of the factors that I would be looking for and considering in making my decsion to pursue this huge opprotuntiy.

Some of the factors that I would be looking at when considering whether to pursue this opportunity or not includes how the base pay would be set between the home and host country, various elements of compensation, and look to avoid repatriation. When I look at the factor of my base salary I would not want it to based off of either home or based pay really. I would want to be paid more than what I am currently am in the new foreign place. For me pay would be a big factor in my decision. As I am not a big fan in moving/relocating I would need to make really good money and even more than before to really consider this. Money talks. These various elements are things like incentives, allowances for housing and utilities, goods and services as well as standard and enhanced benefits. These incentives are really important to me and are a extra benefit and I see them as another form of compensation. Lastly for repatriation If I go back home and to nodal I don’t want for it to be to much of a drop off and difference if possible in term of compensation. Like I learned in my MGMT 549 course some expatriate treat the return home like a punishment. So I would want to make sure my agreement would be I wouldn’t feel this way to much when taking on the new opportunity. If I don’t feel comfortable with the move than I don’t have to do it. What would convince me moving forward would be to hear of the awesome opportunities it can bring me. Also probably most importantly is the safety of the opportunity making me feel more comfortable.


Is Executive Pay Appropriate?

When thinking about the question of is executive compensation excessive or appropriate? I immediately knew what my answer was going to be. After I thought about the question more and looked up some different information I still believe that the executive pay is appropriate. Yes I can see the enormous pay gap that has grown and continues to between the compensation a average employee receives and the CEO of a company. Just like in the PBS segment on executive emphasizes the point of the pay gap that exists.

When looking at the PBS segment that is slightly outdated being done back in 2002 it discussed and displayed a chart of the CEO Pay: Worker Pay change over the years. In 1973 CEO were paid 45 to. In 1991 CEO were paid 140 to 1. When the video was made in 2002 CEO made 200 to 1 to the average worker pay. I am sure now in 2021 this gap is even larger. Example’s of Dennis Kozlowski from Tyco from 1999 to 2001 made $332 million as the CEO and potential made 600 million allegedly redirected for his personal use. Another even larger example of Oracles Larry Ellison made $795 million is this same time period with $706 being made in 2001 alone. Yes if you are thinking what I am thinking this is a lot of money for these CEO’s to be making. This make bring about the question on how this is fair wile a majority of employees are making enough to live paycheck to paycheck. These CEO’s took advantage of selling stock options before the companies went down. In the PBS segment it is shared that it is a great idea to have people like a Bill Gates that make a lot more money then everyone else. Reasonings being it will motivate everybody else to work harder and be more productive which will create more jobs and create a more vibrant economy along with much more.

Though a man named Rakesh Khurana from Harvard was dubious of CEO’s being able to make all this extra money relative to other general employees. He does make a valid point of how corporate America has been preaching les hierarchy and more shared responsibility but CEO’s continue to make more and more money. I believe it is possible to try and make an argument for any controversial topic like this one. On whether or not executive compensation is excessive or appropriate.

I absolutely believe that the way executives are being paid is appropriate. I believe that CEO’s are the head of a company and if they are able to run a company so successfully than they deserve to reep the reward. It is difficult to run a business and especially keep it sustainable and reach those type of numbers. If it was easy everyone would run and business and make big money right!? In any industry people try to run their own business and start it up and may have some success but to maintain that is even tougher. CEO’s and people in these high positions should not have to miss out on the opportunity. Also it takes a lot of hard work and time to even have the chance to reach a job at this level. Like the video talks about I also believe that by having these jobs it makes people work harder and if they want to have a shot at being the big boss and be a CEO making the big bucks they need to work for it. Everyone needs a goal to work to and even though they might not make it to CEO they can still work like they are trying to get there. Also another reason why it is appropriate for executives to be compensated so well is at the end of the day everything falls on the CEO and the executives. They are faced with making the biggest and toughest decisions moving forward and with that responsibility should come a bigger reward. For example dealing with Covid – 19 has been tough to manage for every industry and no one was trained on how to deal with a pandemic like this. Do I beleive that the average empoyee should be compensated more when a company can afford too yes they should. But CEO’s should not have to take away from their pay to pay employees more in my opinion.

The component of compensation as to what is most essential to recruit executives and motivate them to lead companies toward competitive advantage is that their pay should be based on profits of the company and not based on the size of the company. It should not matter how large the company is to determine the pay structure it should be determined by the performance of the company it self. When recruiting executives you need to make this know especially being a smaller firm. You can say hey I know we are smaller but you can make just as much money here he larger companies if not more if you work for it. Your compensation is all based on the performance of the company. Making it attractive and you need to give the CEO the power to make the decisions and run their system. If not then the job will be less attractive because CEO’s and executives will be controlled in some type of way and want to be let loose. In doing these things will give a company a competitive advantage by being able to get the best leaders for it’s company as possible even though they might be the smaller firm or whatever the case might be. It allows for the potential of growth moving forward.

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The Discretionary Benefits You Should Eliminate First

Companies are constantly faced with decisions on what they should offer for its discretionary benefits for its employees. These decisions are tough because funds necessary to keep up the benefits become more and more costly each year. Discretionary benefits are put into three categories that include protection programs, paid time off, and services. Protection programs involve disability insurance, life insurance, and retirement. These protection programs don’t do much at the time you are working but when needed at some point later on they are very valuable. Paid time off allows for employees to have a good work and life balance by being compensated while not being at work. The last category includes services like employee and family assistance, tuition reimbursement, and even transportation services. These service discretionary benefits seem like extra luxury benefits.

So after some background information about the three categories of discretionary benefits I truly believe it is pretty clear and obvious on which benefits need to be first eliminated and lastly eliminated. The category of service benefits needs to be the eliminated first because it is all really nice to have but none of it is needed. It’s a really nice gesture to provide family assistance for employees for families that are struggling but a company that is in a tough financial situation doesn’t need to be spending money on this. There is many more important areas the money can be and should be going The 2nd category of discretionary benefits that should be eliminated is the paid time off. Yes having a work and life balance is important but not a must have for a company that is struggling with funds. Paying employees for time they are not working is nice for the employee but as for a company it is costly. The last category to be eliminated would be the protection programs. In my opinion these are really what matters. If something happens to you and lets say you become disabled those few days of PTO will not even be of interest anymore. You will want to have that disability so you can still support your family. Yes you may go years and years and never need the disability insurance and PTO and other benefits may sound much more attractive. At the end of the the protective programs are much more important. For a company they should look to preserve its discretionary benefits in this order when funds are limited and benefit areas need to be dropped.

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The Ultimate Person Focused Pay Structure Job

When I think about a person focused pay structure I think of a skill based pay (SBP) compensation system. I have a very large background in the sports world and could not look at the National Football League as a prime example of a SBP. In this type of structure it has been taught that the pay is determined by that persons characteristics or skillset from our classes learning materials. Rather than just the job itself. I use the NFL as example because its players are paid based on their skillset and athletic capabilities. The higher skilled the athlete the more they are generally paid. A good way to measure this is based on production and statistic the individual athlete produces. For example before this NFL season the Kansas City Chiefs Quarterback Patrick Mahomes signed a $500 million dollar contract. Becoming the highest paid football player in history because of many factors. He has been able to put of some amazing production, winning lots of games and even the super bowl. Doing all of this and at an early age has made this contract possible for himself. The contract is paying him for what he has already done and for what he can do in the future. In essence saying hey you are doing great and please keep it up and we want to reward you for your work and kind of bribe you to keep it up. He was able to set his own salary and if the Chiefs refused to offer him this deal another NFL team could and the Chiefs could lose their most important player. If another pay structure was used it just wouldn’t work. The athletes who are the employees would more than likely not support the idea. For the most part to get top level football played and win you need to pay based on skillsets. This is not like paying a cashier who you can easily be replaced and receive the same production. A cashier has no leverage to demand more pay. Where a NFL quarterback can because its like saying good luck finding someone to do what Patrick can because you probably wont. Now the players benefit from this greatly but the NFL would make even more money then it already does if they could just set a pay structure and the players had no option. Though if this was the case it would not make football what it is today.

National Football League - Wikipedia
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Chiefs' Patrick Mahomes an NFL great in the making - Sports Illustrated

Compensation Motivation

When thinking back to a time where I was in a situation where compensation was a motivating factor was last summer. I started a small side hustle which was washing cars. I grew up washing cars and wash my own car about once a week. I had a lot of free time this past summer that I normally don’t have and was looking for something to do. I wanted to find a way to make some extra cash and do something I enjoyed and was good at. As I started washing these cars I found it a great feeling to make some money after each wash that I did. I was so use to just washing my own car and putting money into the products to do so and the end result was a clean car and that’s it. After being able to make some cash as a side hustle I low key enjoyed cleaning others cars more than myself because of the monetary reward I received at the end of each wash. I think compensation motivated me to do a good job and want to keep going and grow the hustle because of the monetary rewards I was receiving. I also enjoyed the intrinsic rewards like the relationships I was able to build and connect with people. Me especially being a college student would not pass up on a opportunity to make some extra cash in something that was easy and I felt comfortable with. It was a great couple months that I was able to do it and felt this was a great example that aligned with this course and first lecture.


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