ORGANIZATIONAL COMPENSATION AND BENEFITS --AT&T CELL PHONE COMPANY

AT&T Cell phone company

Introduction

It is not entirely true that employees relate only satisfaction with pay, because you must remember that economic benefits are present in the collective agreement or individual contract, play an important role in the workplace. What is certain is that the trend in recent years, is inclined to satisfy the need to earn more money, but this does not meet the collective association of quantity with quality, is rooted in conscious or unconscious understanding of loss of purchasing power due to inflation (Rodrigues, 1996).

People want to have a compensation that allows them to purchase goods and services without implying additional sacrifices. Therefore, when the company increases the salary, staff shows their dissatisfaction, knowing that the increase does not cover loss of value of your income and often unaware of the company makes efforts to implement the measure.

This leads to some questions: What more satisfying: the amount of money earned or received purchasing power of wages, that pay a lot or you can buy a lot with what they pay, benefits provide a space to reverse the gains or only serve to add? What should be more, that can be selected as required according to the stage, or that the company says it takes for him?

The prevailing paradigm suggests that people do not give value to the training, benefits, recognition, communication, etc., when the reality is different: it is worth much, but the way they manage those resources is weak, subjective and inappropriate. In times of crisis, people will worry more about money because the economy depressed, and day to day needs are greater health, education, transportation, equipment, services, etc., And yet, organizations direct their efforts to give incentives, such as courses or nominal awards for the situation, contribute little to the worker. Without neglecting the soft part, companies should make use of the "strategic alliances" more often to try to "cheapen" the cost of living of their workers, thus improving the purchasing power of wages earned by their work (Griffin, 1998).

There are few companies that offer alternative or "combos" that meet individual needs without detriment to its domestic economy. These companies manage the demand for benefits, increasing, decreasing, ignoring or maximizing elements according to the expectations of employees. Because people no longer worth the work, the place they occupy in the process, or academic level, as being the rank of knowledge and how it is implemented to add value, you can continue to offer benefits and compensating echoing the old paradigm.

Discussion

Total compensation model of AT&T

Remuneration

AT&T appreciates good work done by employees through recognition and rewards. To ensure that they offer an attractive total compensation model that attracts talented people and permanently binds and motivates the existing workforce to realize their full potential, they perform a continuous evaluation of the market. They offer competitive basic salaries, cut a comparison with the competition is always positive.

Performance incentives

Certain positions at AT&T also entitle depending on individual or ...