Compensation and Benefits / Servant Leadership

Compensation and Benefits / Servant Leadership

(Module 6 Part 1)

How does this information help you understand the concept of job structure? Relate your response directly back to the information retrieved from the Salary Wizard.



 

Software Engineer I

Software Engineer II Software Engineer III

Median Salary

$58,363

$73,565

$86,881

Salary + Bonus

$59,060

$74,749

$88,611

 

 

 

 

Value of Benefits

 

 

 

Social Security

$4,518

$5,718

$6,779

Disability

$620

$413

$523

Healthcare

$6,507

$6,507

$6,507

Pension

$5,671

$3,780

$4,784

Time Off

$10,906

$7,269

$9,200

According to the comparative chart above, it is analyzed that Salary, Bonus, Benefits of Disability, Healthcare, Pension and paid vacations of different levels of software engineers (I, II, III) in the area code of 85017 are based upon the following factors:

Work Required

This is the basic denominator on which the salaries and these benefits depend on. The more intricate and complex work pays off with more salary and benefits to the person.

SE I is required to do simple tasks with zero complexity or ideas involved.

SE II has a more strenuous task requirement with less area for creativity or thinking.

SE III is required to work complex things with creative thought process involved.

Education

The higher the level of education obtained, the better the basic salary, bonus and Benefits awarded.

SE I are seen to be majorly High School Graduates or College graduates.

SE II is seen to be either Bachelors or College graduates with low percentage of high school graduates or university grads with a masters degree.

SE III is observed to be majorly Masters and bachelors. May have multiple masters degree.

Work Experience

Greater amount of work experience pays off with much more salary and benefits.

SE I are major under 2 years of work experience.

SE II workers have work experience majorly under 2-5 years.

SE III is majorly seen to have work experience between 5-10 years.

How would you use this information to help you begin to develop a pay structure?

More recent research suggests that compensation may not be as different for employees as was originally believed. The differences in terms of overall compensation for employees appear, on further analysis, to be mostly accounted for by geography, employee qualifications, and occupation (Leete, 2006). This seemingly confirms the idea that employees do not donate their labor and instead are compensated more or less on a par with other employees who perform similar tasks.

However, differences in terms of compensation persist for executives and managers (Manzo, 2004). The apparent pay differences for executives have not been as comprehensively examined as sector wide compensation differences. The difference in executive compensation may result from a combination of factors including gender, regulation, and ethical concerns. Surveys of executives in the sector have revealed that they place a higher premium on nonmonetary aspects of their jobs, including intrinsic benefits and fringe benefits (Ban et al., 2003).

The debate surrounding the issue of executive compensation in is still unsettled but may be explained in part by the nurturing and caring required of many jobs. The need to include caring as a function of a job is known as emotional ...