A discussion of who should reap the benefits from technological innovation through a case study of the Duval Research Center.
Written in 2002; 1,243 words; 1 sources; MLA; $ 42.95
Paper Summary:
This paper discusses the issue of to what extent the creators of technology should be compensated if that technology is created under the aegis of a company. As an example it takes Duval Plastics, a 100-year-old company located in Delaware, that for many years operated on a dual career track, someone could come into the company on the sales and management side, or on the technical side. It looks at how members of the technical side feel that the marketing and management side of the dual ladder receive greater and faster compensation and how this strikes the technical people as unfair since it was their research and application that created the products that the company is selling. Through an analysis of key issues and factors, it attempts to determine who really should be compensated for the success of technological innovation.
From the Paper:
"If the company decides to go on a one-ladder program, it will be initiating more problems, perhaps, than it will be solving. The company must keep two separate programs going. If the advancement up the technical ladder is predicated only by time spent with the company (as some researchers feel) then they are being rewarded solely for time spent. The sales and marketing people, on the other hand, must constantly keep finding new or expanded markets for the same product. Assuming that the company does go on a single career track, that prospect can be analyzed using a SWOT analysis."
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