HRM 648

COMPENSATION AND BENEFITS

GROUP ASSIGNMENT

SO YOU WANT TO LEAD AN ORCHESTRA

PREPARED FOR:

MADAM NOOR AZURA BT DAHLAN

PREPARED BY:
NISHA SUHANA BINTI SHAHARIN 2017923331

NORZULAIKA BINTI ZULANI 2017918355

FARRAH AISYAH BINTI AHMAD FADZIL 2014232318

NORASMERA BINTI ZULKIFLEY 2016428708

GROUP : NBH7B

SUBMITTED ON : 30 MAY 2021

Introduction

A pay range structure also known as a compensation structure is a hierarchical grouping

of occupations and compensation ranges inside a company. Salary structures are sometimes
stated as pay grades or job grades that represent the external market worth of a position and/or
the internal worth to an organisation. A fairly pay structure is a significant factor to a success
of an organization to achieve their goals. Same as this Orchestra organization also have
different pay in every level. The employees are really concern how much they will be paid by
employer and also their job description. Based on the Orchestra organization, they employed
their musician and employees based in the skills and talented. The most skill employee will
pay higher compare to not experience employees.

Besides, the pay structure is determined by different work and also skills in a company
or organizations. The Orchestra employees have many levels of employees such as the
principal and the common level of staff. The scenario that we can found that principal have
highest fee compare to their subordinates. We can relate that the orchestra have highly
hierarchical pay structure, differentials between pay levels and also many pays level. This
combination of factors will influence the level of pay structures. The factors that influence the
pay is skills, work difficulties and also educational. The Orchestra are followed the pay
structures as they have different amount of fees pay to their employees. Even if they play the
same instrument, persons or musicians that have more parts in a performance, more expertise,
or are a lead role will most likely be paid more than others.

This also relates to the compensation disparity between musicians who play various
instruments. In this kind of scenario, we believe the wage disparity is due to individual
performance, the number of parts in the orchestra, and the importance of each member in the
entire performance. The employees themselves should aware and know which level they are in
the pay hierarchy as different position will received different pays and absolutely not same in
every level. Even though it just an orchestra, as a whole would have the advantages from an
egalitarian pay structure to turn into perception of fairness (equity theory). I feel the tournament
theory would better explain the very hierarchical pay structure in existence at this symphony.
As illustration, because of there are multiple violinist jobs available in this ensemble, the
compensation levels differ. The major instrumentalists earn the most since they have the
greatest experience and are in charge of certain instruments.
Question 1

In terms of levels:

In the orchestra pay structure, the hierarchical of the employees are rewarded based on
the position they are. Plus, list of different families affecting the level of pay structure they will
receive. Sometimes the pay structure issue is just not only in the orchestra structure, in fact it
also affecting many other structures such as sports and others. It is just weathered the structure
itself is beneficial to the organization or not.

The main issue in orchestra pay structure is that they do not have the integral pay model.
It surely will benefit the orchestra for the number of reasons. First and foremost, the musician
functions are considerably varied from each other and there are different expertise, abilities,
knowledge, and skills required for operating deferent musical Instruments.

Orchestra consist of list of families. Orchestra pay structure nowadays are narrowly
graded. In the orchestra, the narrowed graded pay structure is that where the single structure is
divided into list of families.

It is the most effective method of human resources management. To be frank, it is a

single- structured organization can facilitate training, supervision and it can also motivate the
employees on how they can achieve their own career goals.

In terms of Differentials:

The orchestra pay structure differential in terms of pay. It is defining the differences
between salaries of employees based on various factors like skills, knowledges, and experience.

On some situation, it is also depending on the occasion or event itself. Let say the
orchestra event theme is about the violin symphony. The violin lead will be the playmaker of
the shows and surely the lead will get extra pay from the position they are. Plus, the violin lead
is an expert in their position.

Many other factors that affect the structure of orchestra is the external factors,
organization factors, and internal factors. Based on the supply and demand, economic forces,
and the difference in the location itself. Organization factor including the strategy, employee
condition, and the cost of implication that come from performing. Internal structure includes
the differentials of all the instrumentalists, level of performance, and the criteria for each of
performer.
In term of person-based approaches:

The individual musicians that have more parts in a music performance, more
experience, or the team lead that will most likely be paid more and extra than others of the team
members even if they play the same instrument. Some complex instrument such as Violin may
receive more in pay than oboist and trombonist. Due to hard or complex of the instrument itself
or maybe because it is playing a more important part during show or performance.

The lead of a trumpet player gets more pay than the lead of cellist and clarinettist. It is
most likely because they base their pay off based on performance. Person-based structure will
give the idea that the lead trumpet player performs better than the lead cellist and clarinettist
but does not perform better than the lead viola and flute players.

I believe the difference in this pay structure is based off individual performance, the
number of parts in the orchestra, and the value of each person has in for the overall
performance. I do not feel that the relative supply versus the demand for violinists compares to
the supply versus the demand for trombonists in this orchestra structure. The only main reason
I feel this way is because of there is a higher demand for violinists. The demand for a trombonist
is slightly low, considering that the orchestra only need one for the team. It might be because
violins play more notes or it is because of they are one of the first and main instruments that
come to mind when thinking of a structured orchestra player.
Question 2

There are many factors that will be considered in employee’s pay which will depends
on their job scope and difficulties of work. Besides, the responsibility of an employee also will
determine their pay level. According to Susan M. Heathfield, the pay level is often determined
by the grade of the obligations done within the job description of the position, the power held
by the position, and the duration time employees performed the job. The case study's topic is
the disparity in musician compensation. This is due to the fact that music professionals are
more responsible for playing difficult instruments such as the principal of the viola. As
illustration, the payment structure will be determined in order to make an event go smoothly
as planning based on their job level which consist of employee that training the musician,
supervision, hiring and the condition itself.

Referring to the orchestra’s pays, the difficulties factor is the major reason for Violinist
1 received more payment compared to oboist and trombonist. Other factor that might be relate
is also the performance of Violin 1 that might be the reason of high payment. The economic
situation may have a role in why violinists get paid more. Perhaps there aren't enough people
who can play the violin on the music market, and there is a distinction made between
competence and competency. This may result in violinists being paid more than other
musicians. Differential pay is a term used to describe how an organization manages and
maintains differing pay levels among personnel. The higher level of performance will due to
high level of pays. The physically and mentally focus should be count for the difficulties of an
employees. Violin 1 will face extras focus using his mental and physical. In additions,
employees that committed with their job will surely receive more payment than others. That
would be a reason why Violinist gain extra compared to oboist and trombonist.

There are more reasons principal trumpet players are paid more than principal cellist
and principal clarinettist. One of the factors is trumpet players paid in terms of work they do
and their responsibilities in the groups. They act as music player, trainer, supervisor and also
coordinator. Besides, principal trombonist duty is supervising their trombonist compared to
principal cellist who is supervise two cellos player. This is shown that leader or supervisor
getting higher pay as they are a major supporter in terms of their job scope and difficulties of
work. In an organization, a higher-level employee is commonly having high education and
skills. Therefore, they will have high salary compared to their subordinate. Educational factors
in this orchestra are might be influence the level of pay between the others and principal viola
and principal flute. This is due to market demand, skills or quality of labour performance are
often a reasons why principal viola and principal flute get highly paid compare to others. Salary
structure are determining according relative marketability within the job market and normal
pay structure will make employer pay their employees.

We already know that violinist is paid more than trombonist and oboist in this orchestra
group. The reason is because their demands in the market is higher compare to other musician
or employees. So that we found that external influences might have an impact on the worker’s
remuneration. Besides, the violinist obtains extra pay compare to others are wrongly due to
note they play. The amount of note played are not related to the money they obtained. In
additions, violinist have put more effort to stand out, showing more determination and more
devotion compare to other musician. The bonus pays also rated by their hard-work and
performances. Good performances musician surely will have more pay from employer.

Last but not least, according to the arguments presented, musician compensation is not
the same in distributed since it is depending on their level of responsibility, work difficulties,
grade of performance, and also other factors.
Question 3

Based on the exhibit 1, the principal viola is the third highest pay value structure than
the highest pay viola with the amount of the gap amount of $2553. The hierarchy level in the
viola is based on the levels of the viola’s group. There are four viola players in different paid
levels and the principal viola is the player with more proficiency than the other level which the
principle is more experience with meet the criteria to be the paid as the principle.

The gap pay between principle trumpet and the highest pay trumpet is $ 595. Principle
trumpet and trumpet have the differences the level based on abilities, knowledge, and
competences. In the orchestra there are two players of trumpet in the orchestra makes them are
paid differently between another are relatively on the value of the experience of playing the
trumpet.

The principles paid higher than the others based on the egalitarian strategy. The
egalitarian strategy has put all level of the principle in one level than have the judgement of the
equal pay based on the job from other instrument. The principle gets higher pay is to avoid
high turnover due to the position in the orchestra. It also based on the profession enhance and
the experience they have.

The gap between the principle viola and the highest pay viola is high the hierarchy level
between them are high which have the differences in the pay level. While for the principle
trumpet and the trumpet gap are small because of the performance level since the player of
trumpet are only two in the orchestra.

The trumpet player and the viola player are different is because of the economic burden.
The value of trumpet player is higher than viola player, they need to have more technical and
skills to play. Not only that, the demand for trumpet is much higher that the violin due to their
skills required is higher than violin player. The cost impact in the orchestra also has contribute
the pay between the trumpet and violin. The trumpet has more skill to play rather the violin.
Question 4

According to Miltonic, Newman & Barry, Equity theorists, employees assess fairness
by three making some comparisons. Such as comparison is comparing with jobs similar to jobs,
comparing their jobs with other jobs in the same employer and comparing their employment
salary with external salary level. Furthermore, according to equity theory, there should be
justice also in compensation in such a way that all workers should be paid in relation to the
inputs and outputs produced by the workers. These include commitment, performance,
tolerance, hard work and employee responsibility.

What we can see in the case of this orchestra is in terms of an unbalanced pay structure
between employees. As an example, we can see in exhibit 1 which is orchestra compensation
schedule, where each player is paid a different amount. For example, the highest paid is Violin,
Concertmaster with 6,970 and the lowest is Violin II with 1,178. have different salaries.
Another example is different payment between Principal Viola and another viola which is the
highest payment with 5,036 and the lowest with 1,784. As we know the different payment
structures are seen not fair due on different wages payments between player. How much the
organization pay the structure in line with the similar employee is the fairness judged.

After that, as we know tournament theory is a theory in personnel economics used to

describe specific situations where the wages differences are not based on marginal productivity
but more on relative differences between individuals or employee. Tournament theory also
known as the different wages between the boss and employee due on their hard work and skills
due on to motivates employee to do the best on their work. This can be seen in exhibition 1,
we can see that they have different salaries between the players. For example, are trumpeters,
as we saw in exhibition 1 that they only have two people playing the trumpet. But we can still
see the difference in the salary structure which is the principle of the trumpet and the trumpet
player. Principle trumpets receive a salary of 4,233 and trumpet players receive a salary of
3,638. This is because the main trumpet holds a heavier responsibility than the others.

Thus, the tournament theory has focused on employee motivation and also employee
performance. The theory also suggest that suggests that salary increases and promotions
improve employee performance and reduce absenteeism. What we can see in the orchestra
situation is the hierarchy of different salary structures between players. To achieve higher
income, advance careers and also can earn more money when the players in the orchestra more
motivated their self to work harder. If such a correlation exists among orchestral employees
then we can conclude that tournament theory occurs because tournament theory emphasizes
the need for motivation to improve employee performance. Thus, the tournament theory
compensation model occurs directly on the orchestra.

According an institutional theory attend to the deeper and more resilient aspect of social
structure. It became established as authoritative guidelines for social behaviour when considers
the processes by which structures, including the schemas, rules and routines,. The institutional
theory also suggest that industry practices are used as structure which is the high differentials
of the competency-based system. Furthermore, in this orchestra situation it can be said the
custom and the tradition do play a role on this case.
Conclusion

The orchestra represents an organisation. The qualified players are representing the
worker's qualification can have an impact on his or her position. The greater the qualification,
the more likely they are to get promoted and make more money. Other jobs may require fewer
qualifications, which restricts their field of employment. This means that the organisation will
pay employees based on their qualifications.

The roles of musicians are also different. Different parts have different skills, abilities
and knowledge. The complexity of work tasks affects the remuneration paid to employees.
Usually, organizations will reward employees for technical, labour, or time-consuming work.
For example, musical notes may be more difficult to learn and play. Perhaps this is also due to
the complexity of the task. The content and value of different instrument player may be worth
more work and his or her contribution to the orchestra.

As we know, all orchestras consist of many instruments and different levels for all
instruments. The number of players also depends on the size of the orchestra which is the larger
the orchestra, the higher the demand for different instruments and the additional players will
increase. it also involves the organization and this stage greatly affects the salary structure of
the orchestra.

According to this case, we can see the different levels in a salary structure can make
the orchestra musicians more motivated to work hard to reach a higher income level, make
more progress and make more money in his career. In addition, another question is whether
there is any correlation between job satisfaction and the level of certification applied that they
have applied.

There are many factors that will be considered in employee’s pay which will depends
on their job scope and difficulties of work. Besides, the responsibility of an employee also will
determine their pay level. Our opinion, in this orchestra show me that they used two theory
which is equity theory and tournament theory.

The equity theory as known as a fairness in salary division and tournament theory we
know focused on the motivation and performance of employees. The harder a worker works,
the higher the salary and benefits received. These two theories have their advantages that we
can use in the organization or we can combine these two theories to. For example, is to pay
employees in fairness and also consider in terms of their hard work to increase their motivation
to be the best employees to improve their knowledge and skills.

Lastly, this orchestra situation as an example has given a lot of knowledge to be learned
in terms of how salaries are determined for each employee. We also look at the various theories
used. Which is equity theory, tournament theory and institutional theory that is used on the
orchestra situation. In each theory used has an important point can also be used by us.
 References

1. Compensation Sense: Pay Differentials: What They Are, Why They Matter, and How
to Use Them. (n.d.). Retrieved May 7, 2020, from

https://www.totalrsolutions.com/compensation-sense-pay-differentials-what-they-are-why-
they-matter-and-how-to-use-them/

2. Institutional Theory: Meyer & Rowan, DiMaggio & Powell. (n.d.). Retrieved May 9,
2020, from

http://faculty.babson.edu/krollag/org_site/org_theory/Scott_articles/rs_insti_theory.htm
 FACULTY OF BUSINESS AND MANAGEMENT
ASSIGNMENT/ PROJECT DECLARATION FORM

Student’s Name : Norasmera Binti Zullkifley

Student’s ID : 2016428708 Student’s I/C No. : 950618065586

Program Code : BM 243 Part: 9 Course Code : HRM 648

Course Name : Compensation and Benefits

Assignment/
Project No :1 Due Date: 30/5/2021 Submission Date: 30/5/2021

Assignment /
Project Title : ‘So you want to Lead and Orchestra!’

Lecturer’s Name : Noor Azura Binti Dahalan

I hereby declare that the work in this assignment/ project was carried out in accordance with the
regulations of Universiti Teknologi MARA. It is original and is the results of my own work, unless
otherwise indicated or acknowledged as referenced work. This assignment/ project has not been
submitted to any other academic institution or non-academic institution for any degree or
qualification.

I acknowledge that I have been supplied with the Academic Rules and Regulations for Universiti
Teknologi MARA’s Bachelor Degree students, regulating the conduct of my study and exams.

I hereby declare that this assignment/ project is written by me and:

i. is a result of my own work;
ii. has not been used for another assessment at another department/ university/ university
collegein Malaysia or another country;
iii. does not refer to/quote works of others or own previous writings without stating it both in
the textand in the reference list;
iv. mentions explicitly all sources of information in the reference list; and
v. will go through similarity check (Turnitin).

I am aware that disciplinary action (which may include the deduction of marks in the assignment/
project) will be taken against me if I am found to be an offender.

30/05/2021 Norasmera
Date Student’s
Signature

/ SAT FBM Sep 2020

 FACULTY OF BUSINESS AND MANAGEMENT
ASSIGNMENT/ PROJECT DECLARATION FORM

Student’s Name : NorZulaika Binti Zulani

Student’s ID : 2017918356 Student’s I/C No. : 951211106774

Program Code : BM 243 Part: 7 Course Code : HRM 648

Course Name : Compensation and Benefits

Assignment/
Project No :1 Due Date: 30/5/2021 Submission Date: 30/5/2021

Assignment /
Project Title : ‘So you want to Lead and Orchestra!’

Lecturer’s Name : Noor Azura Binti Dahalan

I hereby declare that the work in this assignment/ project was carried out in accordance with the
regulations of Universiti Teknologi MARA. It is original and is the results of my own work, unless
otherwise indicated or acknowledged as referenced work. This assignment/ project has not been
submitted to any other academic institution or non-academic institution for any degree or
qualification.

I acknowledge that I have been supplied with the Academic Rules and Regulations for Universiti
Teknologi MARA’s Bachelor Degree students, regulating the conduct of my study and exams.

I hereby declare that this assignment/ project is written by me and:

i. is a result of my own work;
ii. has not been used for another assessment at another department/ university/ university
collegein Malaysia or another country;
iii. does not refer to/quote works of others or own previous writings without stating it both in
the textand in the reference list;
iv. mentions explicitly all sources of information in the reference list; and
v. will go through similarity check (Turnitin).

I am aware that disciplinary action (which may include the deduction of marks in the assignment/
project) will be taken against me if I am found to be an offender.

30/05/2021 Zulaika
Date Student’s
Signature
 FACULTY OF BUSINESS AND MANAGEMENT
ASSIGNMENT/ PROJECT DECLARATION FORM

Student’s Name : FARRAH AISYAH BINTI AHMAD FADZIL

Student’s ID : 2014232318 Student’s I/C No. : 890415146210

Program Code : BM 243 Part: 12 Course Code : HRM 648

Course Name : Compensation and Benefits

Assignment/
Project No :1 Due Date: 30/5/2021 Submission Date: 30/5/2021

Assignment /
Project Title : ‘So you want to Lead and Orchestra!’

Lecturer’s Name : Noor Azura Binti Dahalan

I hereby declare that the work in this assignment/ project was carried out in accordance with the
regulations of Universiti Teknologi MARA. It is original and is the results of my own work, unless
otherwise indicated or acknowledged as referenced work. This assignment/ project has not been
submitted to any other academic institution or non-academic institution for any degree or
qualification.

I acknowledge that I have been supplied with the Academic Rules and Regulations for Universiti
Teknologi MARA’s Bachelor Degree students, regulating the conduct of my study and exams.

I hereby declare that this assignment/ project is written by me and:

i. is a result of my own work;
ii. has not been used for another assessment at another department/ university/ university
collegein Malaysia or another country;
iii. does not refer to/quote works of others or own previous writings without stating it both in
the textand in the reference list;
iv. mentions explicitly all sources of information in the reference list; and
v. will go through similarity check (Turnitin).

I am aware that disciplinary action (which may include the deduction of marks in the assignment/
project) will be taken against me if I am found to be an offender.

30/05/2021 FarrahAisyah
Date Student’s
Signature
 FACULTY OF BUSINESS AND MANAGEMENT
ASSIGNMENT/ PROJECT DECLARATION FORM

Student’s Name : Nisha Suhana Binti Shaharin

Student’s ID : 2017923331 Student’s I/C No. : 960312145216

Program Code : BM 243 Part: 7 Course Code : HRM 648

Course Name : Compensation and Benefits

Assignment/
Project No :1 Due Date: 30/5/2021 Submission Date: 30/5/2021

Assignment /
Project Title : ‘So you want to Lead and Orchestra!’

Lecturer’s Name : Noor Azura Binti Dahalan

I hereby declare that the work in this assignment/ project was carried out in accordance with the
regulations of Universiti Teknologi MARA. It is original and is the results of my own work, unless
otherwise indicated or acknowledged as referenced work. This assignment/ project has not been
submitted to any other academic institution or non-academic institution for any degree or
qualification.

I acknowledge that I have been supplied with the Academic Rules and Regulations for Universiti
Teknologi MARA’s Bachelor Degree students, regulating the conduct of my study and exams.

I hereby declare that this assignment/ project is written by me and:

i. is a result of my own work;
ii. has not been used for another assessment at another department/ university/ university
collegein Malaysia or another country;
iii. does not refer to/quote works of others or own previous writings without stating it both in
the textand in the reference list;
iv. mentions explicitly all sources of information in the reference list; and
v. will go through similarity check (Turnitin).

I am aware that disciplinary action (which may include the deduction of marks in the assignment/
project) will be taken against me if I am found to be an offender.

30/05/2021 NishaSuhana
Date Student’s
Signature