Hank does not have any other option but to accept that wage disparities do exist within the framework of “Right Now!” What he needs to do next is to build upon those wage disparities. The three factors that have been the reason for the wage disparities have already been outlined earlier and Hank should devise a wage determinant table. The concept is somewhat similar to a mathematical problem where answers to the equation are available and only part of the equation is known. In such cases, the already known answers and partial knowledge of the equation is used to determine the entire equation. In Hank’s case, he needs to use the factors he knows influence the salaries of employees and shape them into a policy that “Right Now!” can then use further on as well.
The policy will help to explain current salary disparities as well as any salary disparities that can emerge in the days to come. An Employee Evaluation Policy of sorts. Since an employee’s salary is a quantitative element, therefore Hank will have to assign quantitative values to these factors. This will yield two fold results. For instance, Arkady will see where his performance was suffering and what factors he needs to improve on in order to obtain a salary package similar to that of Josh’s. Max will be able to understand where his performance is lacking and which factors are allowing the aggressive marketers to earn more than him.
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