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Woodrow has been awarded a paid day off because he delivered his product development project ahead of schedule. Does this mean every time someone delivers a job in advance of the deadline they should be given a paid day off?

A. Maybe. If the situations are the same or similar, the reward should be the same.
B. Maybe. Assuming that the employees had the same amount of service and their projects were similar in difficulty, they should all be given a paid day off.
C. Maybe. With an eye on illegal discrimination, the employer should err on the side of providing a day off with pay to anyone who completes work ahead of schedule.
D. Maybe. If the employer can describe the reward as "special" based on the circumstances, it needn't create a precedent that must be followed in each future instance.

User Nitzan
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1 Answer

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Final answer:

The provision of a paid day off as a reward for early project completion, like in Woodrow's case, ties into efficiency wage theory, where higher rewards can increase productivity and employee retention. However, whether such rewards should be given to other employees depends on several factors, including the similarity of their work, achievements, and the importance of avoiding discrimination.

Step-by-step explanation:

The question fundamentally deals with the concept of work incentives and rewards in a business environment. The scenario described where Woodrow is given a paid day off for delivering a project ahead of schedule raises questions about whether this should set a precedent for all employees who meet or exceed expectations.

From an efficiency wage theory perspective, providing better pay or rewards such as paid time off can increase productivity and motivate employees to work harder and stay with their current employer. However, applying such a reward system uniformly can be complex, as mentioned by Davis and Moore, where recognition of the importance of work through differential rewards encourages people to work harder.

Nevertheless, caution must be taken to prevent any form of illegal discrimination, and rewards should ideally be based on measurable performance criteria to maintain fairness and motivation across the workforce.

Different factors play into whether such a reward should be replicated for others, including the similarity of the job's nature, the level of accomplishment relative to job expectations, and the potential for discriminatory practices. While rewarding employees can be beneficial, it is crucial for employers to consider these factors carefully to sustain an equitable and motivating work environment.

User Mahan
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