Hiring a Secretary in DC Research Paper

Pages: 4 (1255 words)  ·  Bibliography Sources: 3  ·  File: .docx  ·  Level: College Senior  ·  Topic: Careers

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As truly wise business people know, an organization is only as strong as their human resources department. In the following case scenario, the secretary who will be hired will before a fashion designer and her corresponding design house. For the sake of simplicity, let's refer to the designer as Hayden Row and the design house as H. Row. The design line started small, as simply having a few pieces in a few boutiques in San Francisco. Soon department stores starting carrying pieces from the line, forcing the designer to expand across the nation, with his garments being found in major cities like New York, Los Angeles, Chicago, Boston and Washington D.C. Hayden Row is interested in expanding his presence in fine department stores along with opening up several of his own boutiques in select cities around the country.

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Thus, the demands of this secretarial job will indeed be intense. The secretary will be in charge of all telephone and email correspondence -- which will be sizeable. The secretary will have to arrange travel, organize meeting, engage in effective communication with PR agencies, engage in general administrative duties, help with brand research and development, orchestrate social media, correspond with both customers and their needs along with the needs of distributors. The secretary will at times be expected to attend fashion shows, and other times will be expected to stay in the office to "hold down the fort." Foreign language skills are also essential, as well as a natural ability to organize and the teamwork skills. Furthermore, the hours of this job are often very erratic, with nights and weekends often necessary.

TOPIC: Research Paper on Hiring a Secretary in DC Assignment

While secretaries often don't earn a huge salary, the demands of this job are so strenuous and so ongoing, that there absolutely has to be additional compensation for this position, otherwise the job is simply draining. Moreover, there needs to be additional compensation also because the job requires a highly qualified individual. According to the Bureau of Labor Statistics, secretaries and administrative assistants can earn between $16.99 to $18.16, with the average salary being around $37,000 per year (bls.gov). Higher salaries are indeed expected for secretaries who work in a particular field of expertise, such as legal secretaries, who make on average $50,000 per year. A salary this high would be preferable for this particular position, given the intensity and quantity of the work and requirements.

Thus, as is often typical, the biggest part of this compensation package will be the salary (Stewart & Brown, 2012). Rather, than having an at-risk compensation plan, this position will more strongly mimic the compensation strategy of IKEA which values teamwork over individual achievement, a balanced life and integrity (Stewart & Brown, 2012). "In contrast, organizations with cost leadership strategies, such as IKEA, prefer that employees make consistent contributions. Consistency is encouraged by rewarding employees who loyally complete basic tasks" (Stewart & Brown, 2012). However, there will be room for performance-based compensation so that the secretary is motivated to achieve strong results that directly benefit the company. For example, if this secretary secures a new distributor or increases the customer base, he/she will be entitled to bonuses of $500 to $1,500.

Bonuses help employees to establish goals and bonuses also work as a source of feedback. "Employees without goals will be naturally aimless. Provide them with clear achievable goals and make sure there are measurable standards in place to evaluate their performance" (Berkus, 2012). These simple tenets can be extremely effective in not only making an employee more productive, but also in building up a sense of pride in one's work and overall job satisfaction. Goal setting for the secretary should not just be dictated by the employer, but should be a communal process of mutual reflection. This… [END OF PREVIEW] . . . READ MORE

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