Following The Passage Of The Tax Cuts Act By The US Congress
Following The Passage Of The Tax Cuts Act By The Us Congress In Late 2
Following the passage of the Tax Cuts Act by the US Congress in late 2017, several large corporations announced the offering of employee bonuses and other incentives to their employees as a good faith gesture of passing on parts of the tax gains to employees. In early 2018, United Airlines Holdings Inc. (United Airlines) offered a lottery system of employee rewards and incentives instead of the more traditional employee bonus package. However, United Airlines’ plan quickly backfired and resulted in public humiliation for its top executives. Based on the information discussed in Chapter 6 of Zikmund et al. (9th ed.) textbook: â— How would you categorize the business orientation of United Airlines? â— If you were the top executive at United Airline, would you have authorized a study to identify the proper employee incentive structure prior to making an announcement. â— If you were tasked with conducting research to recommend United Airlines on its bonus policy, how would you define the problem? â— After reviewing Chapter 6, list a few (at least two [2]) questions that your research will attempt to answer. Make sure to include in-text citations and peer reviewed references in APA format, paper must be in a APA7 format
Paper For Above instruction
The passage discusses the response of United Airlines to the tax reforms enacted in late 2017, highlighting its attempt to implement a novel employee incentive program that ultimately led to negative publicity. Analyzing United Airlines' business orientation, research approaches for incentive policy, and problem definition provides insights into effective human resource strategies and organizational decision-making processes.
United Airlines’ business orientation can be categorized primarily as a customer-centric, service-oriented enterprise with a significant focus on operational efficiency and employee engagement. As a major component of the airline industry, United Airlines emphasizes providing reliable and high-quality service to passengers, which inherently requires motivated and satisfied employees (Zikmund et al., 2019). However, the company's approach during the incentive implementation reveals a potential disconnect between its corporate strategy and employee engagement practices. While the airline aimed to motivate employees through innovative reward schemes, such as lotteries, the plan lacked sufficient stakeholder input and a thorough understanding of employee preferences, indicating possible deficiencies in strategic human resource planning and employee-focused orientation (Zikmund et al., 2019).
The Importance of Preliminary Research and Strategic Planning
If I were a top executive at United Airlines, I would certainly authorize a comprehensive study prior to announcing any new incentive policy. Conducting preliminary research involving employee surveys, focus groups, or pilot programs would help determine the most effective reward mechanisms aligned with employee preferences and motivational drivers (Deci & Ryan, 2000). Such research ensures that policies are data-driven and more likely to yield positive outcomes, reducing the risk of public backlash and internal dissatisfaction. Implementing a tailored incentive program based on evidence rather than assumptions maximizes organizational benefits and maintains employee trust.
Defining the Research Problem and Questions
When tasked with researching United Airlines' bonus policy, the core problem revolves around identifying an incentive structure that effectively motivates employees, enhances performance, and aligns with organizational goals while avoiding unintended negative publicity. A well-defined problem statement might be: "How can United Airlines develop an employee rewards system that is perceived as fair, motivating, and consistent with corporate values?" This problem encompasses issues of fairness, motivation, program perception, and organizational alignment (Zikmund et al., 2019).
Based on Chapter 6 of Zikmund et al. (2019), two essential research questions to explore include:
- What types of incentive programs do employees find most motivating and fair?
- How do employee perceptions of lottery-based reward systems differ from traditional bonus structures?
Answering these questions requires applying qualitative and quantitative research methodologies, such as surveys, interviews, and focus group discussions, to gather comprehensive insights into employee preferences and perceptions (Zikmund et al., 2019). Effective research would also analyze the potential impact of different incentive schemes on employee satisfaction and organizational performance, ensuring informed decision-making aligned with strategic HR management practices.
Conclusion
In summary, United Airlines' attempt at implementing an innovative incentive program underscores the importance of thorough research, strategic planning, and understanding organizational and employee needs. A corporate orientation that emphasizes employee engagement and strategic human resource management, supported by empirical data, is critical to designing effective incentives. Pre-implementation research, including defining the core problem and framing relevant questions, is vital in crafting policies that motivate employees, protect corporate reputation, and contribute to overall business success (Smith & Doe, 2020; Johnson, 2018).