1. Compensation Management (Original Content Only) (400 words per reply) DO NO

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1. Compensation Management
(Original Content Only) (400 words per reply)
DO NOT USE ARTIFICIAL INTELLIGENCE
(APA citations) (in-text citations are a must)
(AT LEAST 2 SCHOLARLY SOURCES, AND 3 INTEGRATED BIBLE VERSE)
(MUST INCORPORATE BIBLE VERSES IN RESPONSE TO THE TOPIC AT HAND)
(Any sources cited must be peer-reviewed and have been published within the last 3 years)
MUST USE/LIST THESE SOURCES:
Martocchio, J. J. (2020). Strategic compensation: A human resource management approach (10th ed.). Upper Saddle River, NJ: Pearson
Moody, K. (2020). Productivity, crises and imports in the loss of manufacturing jobs. Capital & Class, 44(1), 47-61. https://doi.org/10.1177/0309816819852755
BACCINI, L., & WEYMOUTH, S. (2021). Gone for good: Deindustrialization, white voter backlash, and US presidential voting. The American Political Science Review, 115(2), 550-567. https://doi.org/10.1017/S0003055421000022
1. Jolonda Jones
Aug 8 11:56pmLast reply Aug 9 2:55pm
Manage Discussion by Jolonda Jones
Reply from Jolonda Jones
Shifting Economic Foundations
The US economy lost most of its manufacturing jobs to service sector jobs due to various factors like technological advancement and increased productivity. During the period since the 1990s, there has been technological advancement and increased productivity relying on technologically advanced machines in the manufacturing industries. Technologically advanced machines cut down the workforce by a huge number. One machine for instance could replace several workers, the machines are also faster in their execution of tasks (Martocchio, 2019). This indicates that manufacturers can produce the same share of output faster by relying on a smaller workforce. Another problem that arose with the implementation of these machines, is that the manufacturing sector became a skill-based industry only available to well-educated employees who can operate these machines (Martocchio, 2019). This made it harder for less-educated workers to find jobs in the manufacturing sector and thus they had to look for jobs in the service industry sector.
Additionally, Globalization is also a key reason for the high adoption of services sector jobs in the United States. Companies in the US moved their production facilities to countries with less costly but expansive labor (Tootell, 2020). Countries like China, and Mexico have huge labor at cheaper costs which presents good opportunities for US companies to outsource labor. Outsourcing labor enables these companies to stay competitive in the global market.
Impact on Wages
The impact on wages and employment brought about by transitioning from manufacturing to service sector jobs has been complex with both positive and negative effects. Some workers move to better jobs with higher wages, while others face challenges adapting to new technologies or industry shifts (Kim, 2022). Some workers may have been forced to accept lower-paying service sector jobs in order to make ends meet. Shifting to the service sector also expanded the labor market for US citizens due to entrepreneurship and discover new markets. An example is software as a service industry SaaS that grew as a shift from traditional manufacturing jobs (Walko et al., 2020). This shift generally signifies progress and higher living standards for the average American, specifically those in well-paying service jobs. Unemployment Rates
Unemployment rates have a huge influence on the wage levels of a country. The impacts of unemployment rates are due to the dynamics of demand and supply in the market. Decreased unemployment rates in the labor market tend to bring about a high demand for workers. High demand leads to increased competition among employers to attract and retain talents in their companies (Martocchio, 2019). This Increased competition among employers leads to higher wages for employees as employers are willing to pay more to secure skilled labor. On the other hand, high unemployment rates indicate a surplus of available labor, which can reduce wage levels as the supply of workers exceeds demand (Martocchio, 2019). In such scenarios, employers may offer lower wages since job seekers have fewer options and are more willing to accept lower compensation to secure employment.
Biblical Perspective
From a biblical perspective, we can correlate the change from manufacturing to service jobs as part of the changing nature of society. The Bible reminds us that change is a constant in life. According to the Bible “To everything there is a season, a time for every purpose under heaven” (Ecclesiastes 3:1). This transition can be seen as the agricultural and economic changes that occurred throughout Biblical history. Just as ancient societies had to adapt to new farming techniques or shifts in trade, today’s workforce must adapt to technological advancements and global economic trends. The Bible emphasizes the dignity of work and the importance of using one’s skills wisely, which applies to both manufacturing and service sector jobs. However, it also stresses the responsibility of society to care for those who struggle during times of transition. “If among you, one of your brothers should become poor, in any of your towns within your land that the Lord your God is giving you, you shall not harden your heart or shut your hand against your poor brother” (Deuteronomy 15:7).
Conclusion
In conclusion, the change from manufacturing to service sector jobs in the US economy was mainly driven by technological advancements, increased productivity, and globalization. This transition led to job losses in manufacturing roles but also created new opportunities in the service sector and high-skilled manufacturing positions.
References
Kim, Y. M. (2022). Minimum wage effect on the manufacturing and service industry: Wage and employment structure. SSRN Electronic Journal. https://doi.org/10.2139/ssrn.4205337Links to an external site.
King James Bible. (2017). King James Bible Online. https://www.kingjamesbibleonline.org/ (Original work published 1769)
Martocchio, J. J. (2019). Strategic compensation: A human resource management approach. Pearson Education India. https://mbsdirect.vitalsource.com/books/
Tootell, G. M. (2020). Globalization and U.S. inflation. Handbook of Monetary Policy, 577-592. https://doi.org/10.4324/9780429270949-43Links to an external site.
Walko, J., Olney, M., & Hunt, D. (2020). The rise of SaaS ERP solutions. Management in Healthcare: A Peer-Reviewed Journal. https://doi.org/10.69554/eovs9236Links to an external site.
2. Compensation Management
(Original Content Only) (400 words per reply)
DO NOT USE ARTIFICIAL INTELLIGENCE
(APA citations) (in-text citations are a must)
(AT LEAST 2 SCHOLARLY SOURCES, AND 3 INTEGRATED BIBLE VERSE)
(MUST INCORPORATE BIBLE VERSES IN RESPONSE TO THE TOPIC AT HAND)
(Any sources cited must be peer-reviewed and have been published within the last 3 years)
MUST USE/LIST THESE SOURCES:
Martocchio, J. J. (2020). Strategic compensation: A human resource management approach (10th ed.). Upper Saddle River, NJ: Pearson
Moody, K. (2020). Productivity, crises and imports in the loss of manufacturing jobs. Capital & Class, 44(1), 47-61. https://doi.org/10.1177/0309816819852755
BACCINI, L., & WEYMOUTH, S. (2021). Gone for good: Deindustrialization, white voter backlash, and US presidential voting. The American Political Science Review, 115(2), 550-567. https://doi.org/10.1017/S0003055421000022
2. Kelsey Sandoval
Aug 8 11:55pmLast reply Aug 10 3:59am
Manage Discussion by Kelsey Sandoval
Reply from Kelsey Sandoval
The United States shifted away from manufacturing as the predominant industry following a series of recessions which started in the 1970s and eventually became what is known as a service economy, which encompasses industries such as retail, transportation, real estate, and government (Martocchio, 2020). Between 1980 and 2000, the US manufacturing sector observed a loss of 2 million jobs while between 2000 and 2017, an additional 5.5 million manufacturing jobs were eliminated (Charles et al., 2019). Consider that a lot of this has to do with the introduction of automation and work process improvement, meaning it takes far less labor to produce goods. Thus, services are now the central area where human labor can be useful. However, what has resulted is an unfortunate loss of livable wages and stable benefits. For lesser-skilled employees, such as those with a high school education or lower, the previous manufacturing economy had provided attractive wages for work that, while difficult, did not require a large degree of technical prowess or post-secondary education (Rose, 2021). What this means is that an employee in the pre-service economy could obtain a job with stable benefits and wages appropriate for the cost of living right out of high school whereas now new university graduates are coming out of college with plenty of student debt and less lucrative prospective pay and often little to no benefits.
Following this shift from manufacturing to services, the US has also experienced a significant move from regular full-time employment to contingent employment, which includes categories of workers such as part time employees, temporary staff, independent contractors, and gig-workers (Martocchio, 2020). This can save a company a substantial amount of money but can be harmful to members of the workforce and their respective livelihood. This is because contingent workers are regularly paid less, earn fewer (or no) benefits, and even result in higher instances of poverty and occupational safety risk (Tran & Sokas, 2017). For example, Martocchio (2020) estimates that the total per-hour cost of benefits for a full-time employee is $12.72 but just $3.72 for part-time workers, that the use of part-time or contract labor greatly reduces the cost of overtime during peak periods, and that temporary workers earn an average hourly rate more than $6/hr less than regular full-time workers. While employers save and profit margins grow, the labor market begins to suffer. Workers must learn more, obtain specialized skills, and/or increase their working capacity/outputs to increase their value to employers if they hope to earn a livable or attractive salary.
Contingent work can be used for companies to save costs in areas like low-skilled, routine work, in high-skilled labor that is difficult or expensive to employ internally, and where tasks are either low-involvement enough that high turnover rates will not cause major work process disruption or where the complexity and/or interdependency with core activities is relatively low (Benassi & Kornelakis, 2021). This will ensure that the momentum of operations is not at risk by focusing transient labor in areas not tied to core activities while simultaneously relieving the organization of costly training/development expenses. However, while this certainly can benefit the employer, this can lead to instability and even exploitation of low-skilled employees. Employers need to think about ethics and responsibility to the community when deciding how and when to use contingent labor. Ephesians 6:9 states “Masters, do the same to them and stop your threatening, knowing that he who is both their Master and yours is in heaven, and that there is no partiality with him” (English Standard Version Bible, n.d.). This speaks to the fact that despite being an employer to workers, there is but one above us all who expects accountability, justice, and fairness. Exploitation for monetary gain is a risky business with Him and employers must seek to treat their workforce with the fairness expected by God.
There is an overall inverse relationship between employment rates and wage levels in the economy. There is an economic concept known as the Phillips curve, which describes this relationship – that is, as unemployment rises, wages get lower, and the inverse is also true, which follows a typical supply-demand economic relationship (Crump et al., 2024). This can be used to correlate the drop in manufacturing sector jobs to the current state of wages. As automation and work process improvement has skyrocketed, human hands do not go as far therefore are not as necessary. As advancements like automation and AI spreads to other industries, the lower skilled workers suffer the most. However, this even creeps into higher-skilled job markets as machine learning and AI begins to efficiently replace the need for human labor in service areas as well. There is nothing wrong with this shift, as it is important to continually improve efficiencies and redundancies, but it does mean that people too have to be willing to adapt and grow in new ways in order to remain competitive within the workforce. As noted, employers need to be careful to maintain ethical standards for employing and compensating people, however they alone are not responsible for economic principles like supply and demand. That said, where they have influence, they must remain careful not to exploit.
References
Benassi, C., & Kornelakis, A. (2021). How do employers choose between types of contingent work? Costs, control, and institutional toying. Industrial & Labor Relations Review, 74(3), 715-738. doi:10.1177/0019793920944910
Charles, K. K., Hurst, E., & Schwartz, M. (2019). The transformation of manufacturing and the decline in US employment. NBER Macroeconomics Annual, 33(1), 307-372. doi:10.1086/700896
Crump, R. K., Eusepi, S., Giannoni, M., & Sahin, A. (2024). The unemployment-inflation trade-off revisited: The Phillips curve in COVID times. Journal of Monetary Economics, 145, 103580. doi:10.1016/j.jmoneco.2024.103580
English Standard Version Bible. (n.d.) ESV.org. https://www.esv.orgLinks to an external site.
Martocchio, J. J. (2020). Strategic compensation: A human resource management approach (10th e.d.). Pearson Education, Inc.
Rose, E. L. (2021). The decline of US manufacturing: Issues of measurement. Management and Organization Review, 17(1), 24-28. doi:10.1017/mor.2020.82
Tran, M., & Sokas, R. K. (2017). The gig economy and contingent work: An occupational health assessment. Journal of Occupational and Environmental Medicine, 59(4), e63-e66. doi:10.1097/jom.0000000000000977

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