Examine the flexibility in compensation design

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Reference no: EM131898816

Question: If we use a framework in classifying positions, then how does an organization justify paying a Millennial more over a tenured person (Baby Boomer or not)? In other words, if the framework so consistent and tight that it does not allow for flexibility in compensation design, is that in the best interest of the organization to maintain its competitive edge?

Reference no: EM131898816

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