Human Resource
Compensation structure gone wrong
Let’s use a hypothetical case study to show why you may need to rethink your compensation structure.
Assume your body is an organization. Let’s also assume the body parts are individuals. They perform their respective functions needed for the organization to exist. The following is the list of 12 critical employees your organization needs to function effectively, for the purpose of this case study. Note: The list is already long and I do not want to stretch it anymore that I need to.
- Brain
- Heart
- Hand/s (includes fingers)
- Leg/s (includes toes)
- Intestines
- Liver
- Kidney
- Muscles
- Blood
- Eyes
- Ears
- Nose
If you were to pay the body parts for services provided, what compensation structure would you assign to each of the above?
Constraint
- You do not perform any function yourself. You just compensate the body parts to perform the above functions; i.e. you are a passive shareholder and are devising the compensation structure.
- If any body part is unhappy with the compensation structure, they are free to leave your body and provide their services elsewhere - just like any employee can leave an organization and seek employment elsewhere.
- They can all go on strike, if they choose to, if they are not happy with the compensation structure.
- You have to convince respective body parts if they get a lower compensation structure than another part.
What will you do?
What compensation structure will you devise to ensure all body parts are happy and you function as an effective human being?
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