My very first part-time task in my life was actually my very first job. It was an unpaid part-time internship in one of the local industrial banks in Baku, Azerbaijan. Mainly internships in Azerbaijani banks are not paid; hence the financial part of the task was not my primary chauffeur and motivation to work. As it was my first job, I was really enthusiastic and inspired to reveal my best to the team I was assigned to. Moreover, my coach in the group utilized to be an intern as well, and he knew that it was extremely tough for the interns to stay determined all the time, as the business did not spend for it.

He constantly discovered a brand-new task or assignment for me, so I might remain interested all the time. One of the primary factors for low productivity was that the employees just were lazy and did not strive to work. “”A few of the professionals spend too much time playing pinochle” specified one of the managers.

” (Hall B., Lazear E., Madigan C., 2001). Another factor is discovering the correct location of the customer.

In some cases the chauffeur is not instructed properly about the place, or the specialist forgets to utilize the manifest and etc. Moreover, 10-20% of the of the time the technician learnt that they have actually been given the incorrect part in the warehouse, which usually causes a reschedule with the customer, while sometimes the customer might simply cancel their order in favor of the competitor.

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On top of that, the workers complained about inaccurate job department amongst the staff. The proposed PPP plan is basically based upon the problems with the low efficiency of the business. The PPP plan is resolved to resolve the issue with the performance.

The manager of the company already has experience in this kind of situation from which he benefits in Safelite. The PPP plan on top of the above mentioned, also introduce new problem for the HR department: “Safelite also offered truck privileges for a time, but later ended them, because of the liability involved with allowing employees to drive trucks after hours. The loss of the truck privilege caused recruiters in HR to worry about how they could ever get technicians from other companies to come to Safelite.” (Hall B., Lazear E., Madigan C., 2001) One of the pros of the PPP is that part of the employees was already familiar with this type of compensation program. As a part of the program, lowering the guarantee rate for the employees after 12 weeks of work might result in a huge turnover.

One of the problems of this system is that some situations which lower technician’s productivity were not in his control such as weather, scheduling errors and etc. Moreover, as mostly the busy periods are spring and summer, in winter low demand, hence the employees will get paid less, which might increase the probability that the technician will leave to a job with a guaranteed wage. Overall, Safelite installers are not good candidates for piece-rate pay, as the workers themselves first of all are “lazy”, and PPP system does not guarantee increased motivation and will to work among the employees. In my opinion the company should better set a guaranteed wage for the installers.

First of all, the division of the job should be done by the ability of the employee to install the window. The faster the worker, the higher wage. The installers should be divided into several categories or gredes, which shows how fast the employee can install the wind based on his past performance, and for each category there should be a fixed salary. To keep the employees far from laziness, there should be an average monthly minimum norm, which a technician should install according to his grade, which depends on the season of the year as well.


  1. * Hall, B & Lazear, E & Madigan, C. (2001). Performance Pay at Safelite Auto Glass. Harvard Business Journal. – (4), 80-90

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Safelite Auto Glass. (2017, Jan 09). Retrieved from

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