To gain workforce support and commitment, organisations should offer remuneration and rewards that are internally and externally equitable, as inequity in remuneration is the source of employee discontent and turnover. To succeed, organisations have to communicate the total value of rewards allocated to employees. Communication is the foundation of reward management and organisational success. Communication helps employees to understand that the rewards they receive are worth having. Remuneration and rewards communicate the value that organisations place on their employees. To deliver the proper messages, remuneration objectives and strategies should be aligned with the overall business strategy of the organisation. Alignment enables organisations to deliver the right type of rewards to the right people, at the right time, and for the right reasons. The only way the organisation can deliver the correct reward and remuneration, is to implement a total reward system together with a total pay system. Effective total pay system covers base pay, skills and competency pay, variable performance pay, recognition, and benefits. Total reward system cover investment in people, development and training, performance management, and career management. To motivate and retain employees, and to improve organisation’s profitability, a right mix of total pay and total rewards should be made available to employees as employees’ needs differ. With this information, an empirical study was developed and conducted at Lobels Bread in Zimbabwe. The results of this survey indicated that Lobels Bread uses traditional base pay system and benefits as a way of motivating and retaining its employees. This pay system seems to be insufficient to motivate and retain employees. To motivate and retain employees, the company should implement a total reward system, which includes total pay system, investment in people, career enhancement, open communications, involvement, and performance management.

Thesis presents a system for personal management and management of wages administration, Target 2100, and by means of it maps the content of wage accountant's work. It defines one of the possible processes how to work up the wages and solve problems. The thesis is finished by comparison the program Target2100 with a complex accounting system, that describes main advantages of the program Target 2100 as a professional instrument of the wages accounting.

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This study looked at the effects of the labor process on the occurrence to industrial disputes. In Marx's view, changes in the capitalist labor process result in an increase of industrial disputes. However, Dahrendorf envisioned that there is a decrease of industrial disputes, especially a decrease of intensity and violence of disputes in industrialized societies, in which rationality is a dominant value. Thus, the relative validity of the two major theoretical accounts was assessed. Samples were drawn from two developed countries, the United States and Japan, to add a cross-national comparative dimension to the assessment. The results suggest that neither theory consistently accounts for the relationship between labor process variables and levels of industrial disputes in both countries. However, Marx's view appears better fitted to the results for the United States. Dahrendorf's theory seems to be the least appropriate for both societies. / Master of Science / incomplete_metadata

Although scholars may disagree about the effectiveness of using money to motivate workers, few would deny the deleterious effects caused by employee perceptions of underpayment. Yet little is known about the process(es) through which individuals determine whether or not their pay is fair. Indeed, knowledge in this area largely is limited to the awareness that fair pay is a relative concept. That is, individuals judge the equity of pay not from the absolute size of the wage, but rather through comparisons of their wages to those of other people. In addition, pay referents such as the cost of living, also are used to evaluate pay. This use of relevant others is known as the social comparison process. This study investigated the relationship between certain attitudinal and job-related characteristics of 206 individuals, and their reactions to 18 different pay comparisons. It was determined that respondents' attitudes toward the organization's wage distribution rule, level of aspiration, desire for external movement (to other employers), and social interaction were related to the way individuals view these comparisons. A structural variable--job tenure--was not found to have a statistically significant association with the social comparison process. Unlike the six previous studies of this issue, this analysis was framed within the context of a theoretical model. Specifically, Goodman's two-stage model for the selection of pay referents was used to generate the variables of interest, the subsequent research hypotheses, and as a backdrop against which the results of the analysis could be interpreted. Perhaps the most significant result of this study was finding rather marked temporal stability of pay comparisons. Test-retest analyses showed that over a 3-month period only 5 of 54 pay comparisons demonstrated a statistically significant change in terms of the frequency with which they were reportedly made, the importance ascribed to each comparison, or in terms of the satisfaction felt with each comparison. Finding this element of stability suggests that equity theory may have been prematurely abandoned as a research paradigm. / Ph. D. / incomplete_metadata

by Kenneth, Kai-cheong, Luk. / Quenstionnaire in Chinese. / Thesis (M.Phil.)--Chinese University of Hong Kong, 1997. / Includes bibliographical references (leaves 78-84). / ABSTRACT --- p.i / TABLE OF CONTENTS --- p.iii / LIST OF TABLES --- p.v / ACKNOWLEDGMENT --- p.vii / Chapter / Chapter I. --- Introduction --- p.1 / Background of the Study --- p.1 / Theoretical Framework --- p.2 / Research Questions and its Significant --- p.5 / Chapter II. --- Literature Review --- p.9 / Pay Level and Gender --- p.10 / Pay Level and Academic Achievement --- p.13 / Pay focus and Achievement Motivation --- p.14 / Pay Base and Locus of Control --- p.18 / Pay Structure and Machiavellianism --- p.20 / Chapter III --- Hypotheses of the Study --- p.22 / Chapter IV --- Methodology --- p.25 / Sample --- p.25 / Measurement --- p.25 / Independent Variables --- p.25 / Dependent Variables --- p.28 / Controlling Variables --- p.29 / Dummy Variables --- p.31 / Questionnaire Design --- p.31 / Pilot Testing --- p.32 / Statistical Power --- p.33 / Statistical Analysis --- p.34 / Chapter V --- Result of the Study --- p.38 / Hypotheses Testing --- p.55 / Chapter VI --- Discussion and Conclusion --- p.58 / Limitation --- p.65 / Implication --- p.67 / Further Research Suggestion --- p.69 / Conclusion --- p.71 / Chapter Appendix 1 --- The Questionnaire --- p.73 / Bibliography --- p.78

This study of automatic wage adjustments to changes in price levels will do the following: (1) give the historical background of cost-of-living wage adjustments to changes in price levels; (2) show whether there is a need for adjusting wages to changes in price levels; (3) show whether or not industry can afford to pay wages that are automatically adjusted to changes in price levels; (4) list some of the contracts between labor and capital that contain an example of the automatic cost-of-living wage adjustment; (5) summarize the problem and draw conclusions from the study as a whole.

Using a national probability sample of approximately 1,000 Mexican American heads of household, we analyze a subsample of 253 Mexican American male wage earners and present evidence of the importance of phenotype, measured by skin color and physical features, on earnings, controlling for other factors known to affect earnings. Even after controlling these variables, individuals with a dark and Native American phenotype continue to receive significantly lower earnings than individuals of a lighter and more European phenotype. A decomposition of differences in earnings reveals that most of the differential in earnings between the darkest one-third of the sample and the lighter two-thirds is due not to differences in endowments but rather to labor market discrimination. When taken as a whole, Mexican Americans in all phenotypic groups remain far from having incomes comparable to those of non-Hispanic whites.

Estudar a estrutura de remuneração de um país é importante por várias razões. Talvez uma das principais seja porque a remuneração pode afetar a atratividade da carreira e a habilidade dos profissionais que exercem a função de professor. O presente trabalho buscou comparar a diferença do salário-hora entre professores e não professores graduados em carreiras tipicamente relacionadas à profissão docente: Ciências da Educação, Formação de Professores, Língua Materna, Matemática, Biologia e Química. O objetivo era entender como profissionais recém-graduados escolheram diferentes ocupações (docente versus não docente) levando ao aparecimento de um diferencial salarial importante já nos primeiros anos de vida profissional. Desta análise, sob a hipótese de ignorabilidade e a hipótese de preferências semelhantes antes do ingresso no ensino superior corretamente especificadas, pode-se concluir que aqueles que exercem a profissão de professor, tanto na média, quanto no quantil 10 e na mediana, possuem um diferencial de salário hora positivo com relação aos que não são docentes. Já no quantil 90, não há diferença de salário entre os grupos. Os resultados mostram também que a diferença é explicada majoritariamente pelo retorno às características que determinam o salário e menos por diferenças nos níveis de tais características. Existem duas implicações desses resultados. Primeiro, considerando-se salário como proxy para habilidade, pode-se inferir que os professores já são os mais habilidosos da amostra analisada. Sendo assim, aumentar o salário dos docentes não atrairia profissionais mais habilidosos para a profissão, dentro das carreiras estudadas, pois já são os profissionais mais habilidosos que são docentes. Uma alternativa seria capacitar esses profissionais de forma a aumentar a habilidade destes. Segundo, outra forma de aumentar a habilidade dos professores seria compreender como esse diferencial salarial afeta a decisão de ingresso na carreira docente, e buscar atrair profissionais mais habilidosos para o magistério antes da escolha da carreira a ser cursada no ensino superior. Isso poderia possibilitar que indivíduos com maior habilidade se interessassem pelo magistério. Em ambos os casos, para que seja efetivo para a geração de capital humano, um aumento salarial do cargo de professor deve estar atrelado à criação de condições para o aumento da habilidade dos profissionais que ocupam tal posição. / Studying the compensation structure of a country is important for several reasons. Perhaps the most important of them is because the compensation can affect the attractiveness of the teaching profession and the professional skill of performing the job. This study aimed to compare the difference in hourly wage between teachers and teachers in undergraduate careers typically related to the teaching profession: Education Sciences, Teacher Training, First Language, Mathematics, Biology and Chemistry. The objective was to understand how newly graduated professionals chose different occupations (teaching versus non-teaching) leading to the appearance of a major wage differential in the first years of working life. This analysis, under the hypothesis and the hypothesis ignorabilidade similar preferences before entering higher education properly specified, one can conclude that those who exercise the teaching profession, both on average and in 10 quantile and median of a positive differential hourly wage with respect to non-teachers. You quantile 90, there is no difference in pay between groups. The results also show that the difference is largely explained by the return of the characteristics that determine wages and less by differences in the levels of these characteristics. There are two implications of these results. First, considering salary as textit proxy for skill, it can be inferred that teachers are already the most skilled of the sample analyzed. Thus, increasing teacher salaries would attract more skilled professionals for the profession within the careers studied because they are already the most skilled professionals who are teachers. One such alternative would enable professionals to increase the ability of these. Second, another way to increase the ability of teachers would understand how this wage gap affects the decision of entering the teaching career, and seek to attract more skilled professionals for teaching before the choice of higher education. This could enable individuals with greater ability to be interested by the magisterium. In both cases, to be effective for the generation of human capital, a raise from his professorship should be linked to the creation of conditions for increasing the ability of professionals who hold such a position.