Thesis (Ph. D.)--University of Wisconsin--Madison, 1970. / Typescript. Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references.

M.A. / Aihoewel die tradisionele organisasie oor die algemeen 'n soliede vergoedingstelsel met 'n sterk fokus op koste-effektiwiteit en administratiewe presisie gehad het, het die moderne organisasie, wat gekenmerk word deur platter organisasiestrukture, groter buigsaamheid, 'n meer deelnemende bestuurstyl en 'n groter mate van openheid, ander vereistes gestel aan die tradisionele vergoedingstelsel. Die modeme vergoedingstelsel, wat die modeme organisasie kenmerke ondersteun, word beskou as 'n stelsel wat uitset gerig is, met min salarisvlakke, wat min of geen status simbole bevat, wat groter deursigtigheid bevorder en waar meganistiese beheer stelsels vervang word met analitiese bestuursbeheer. Dit het aanleiding gegee daartoe dat nuwe moderne vergoedingspraktyke, onder meer ook bandverbreding, die lig gesien het. Die verhandeling het ten doel om bandverbreding, wat gedefinieer word as die vermindering van posvlakke en die dienooreenkomstige verbreding van salarisbande, om sodoende 'n platter organisasiestruktuur te skep wat groter aanpasbaarheid en dinamika tot gevolg sal he, te verken en te omskryf. Die fokus val veral op die ontwerp en die proses van implementering van bandverbreding binne 'n Suid-Afrikaanse organisasie. Die tradisionele posevalueringstelsel, wat die hart van enige vergoedingstelsel gevorm het, het sterk onder die vergrootglas gekom nadat die bandverbredingsproses bekendgestel is. Die invloed van bandverbreding op die onderskeie posevalueringstelsels asook op die plek daarvan binne 'n holistiese vergoedingstrategie word van naderby bekyk en beskryf Die teoretiese oorsig dek ook onder andere die redes waarom organisasies bandverbreding implementeer, die gereedheid van organisasies vir die bandverbredingsproses, die praktiese probleme waarmee organisasies gekonfronteer word wanneer bandverbreding geimplementeer word en mites aangaande die proses. Twee Suid-Afrikaanse organisasies binne die finansieledienste bedryf wat bandverbreding in sy voile omvang geimplementeer het, het die basis gevorm van die ondersoek. Die faktore wat aanleiding gegee het tot die implementering van bandverbreding, en wat die gereedheid van die organisasie beinvloed het, die potensiele struikelblokke, die ontwerp van die bandverbredingstrukture asook die implementeringsproses wat beide organisasies gevolg het, het die navorser in staat gestel om 'n aanbeveling to maak aangaande 'n implementeringsmodel. Die implementeringsmodel, wat beskou kan word as 'n opsomming van die bevindinge van die navorsing, beveel aan dat bandverbreding as deel van 'n holistiese vergoedingstrategie geimplementeer word en dat die proses deur 'n vergoedingsfilosofie, wat die bandverbredingsfilosofie komplimenteer, ondersteun word. Dit is egter duidelik dat alhoewel die bandverbredingskonsep 'n groot bydrae kan maak tot die vestiging van die modeme organisasie, die sukses daarvan opgesluit le in die effektiewe implementering en toepassing daarvan.

Bibliography: pages 296-303. / This dissertation involves a case study in the application of job evaluation in the City Council of Cape Town. The purpose was to gain insight into the dynamics of the process in a local government environment from the point of view of principal actors - political office bearers, senior officials, trade unions, compensation specialists and employees at large. The methodology was that of "participant-as-observer" and "complete participant". Complementing this was extensive use of primary documentation. A survey using a structured questionnaire was administered to other major local authorities to identify job evaluation usage. The introductory chapter provides an overview of the concept of job evaluation, its principles and practice and the different methods employed. The historical and contemporary usage of job evaluation both abroad and in South Africa is covered in the following chapter. The most prevalent systems are described including the Five Factor System applied in the City Council. Methodological issues are aired in the following chapter whilst Chapter 4 provides context to the study through an analysis of the structure and function of the constituent organisational parts and a review of policies and practices relevant to the personnel/remuneration process. In Chapter 5 the background to formal job evaluation in the organisation is traced by focusing on the salary and wage negotiating process 'leading in' to the decision to introduce formal job evaluation. A review of an earlier evaluation of senior management posts using the Hay method is also presented. Chapter 6 provides an overview of the principles and practice of Council's job evaluation programme, primarily from the perspective of the compensation specialists. It describes the rationale for the choice of procedures and provides further insight into the method adopted. Each phase is considered in the light of accepted practice. Chapters 7, 8 and 9 are focal points in the study and deal with senior management response, union perspectives and employee reaction to the plan. The analysis oscillates between micro and macro issues, examining the interplay of system content, procedures and differing value orientations. Perspectives of senior management are critically examined and assessed where possible against objective evidence. Discussion of the issues brought forward by management is pursued in order to place these within a framework of principle and practice. The contrasting roles of the two trade unions provide the central focus in Chapter 8. One adopted a participative approach aimed at monetary benefit; the other showed a preference for negotiation based on results of the job evaluation, emphasising factors not included in the formal system. Chapter 9 examines employee grievances as an indicator of employee acceptance applying equity theory. Grievance factors are analysed and mini case studies of responses to perceived inequity are illustrated. In the concluding chapter some specific recommendations for improvement to the system and its application are made as well as conclusions applicable to job evaluation in general. The overall conclusion reached is that deficiencies in systemic, procedural and value dimensions led to partial attainment of objectives - this attributable to an absence of commitment. The absence of organisational consensus created tension in the equilibrium of the organisation. With the new structure installed, secondary benefits of a more conscious corporate approach are being manifested through system maintenance.

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This research extends the work of Donlin (1990), which found that individuals are biased toward recalling negative feedback. Two self-motive theories, self-enhancement theory Jones & Gerard,1973), and Competence motivation theory (White, 1959) were tested in an attempt to determine which of these two theories could best account for the Donlin findings. Self-enhancement theory predicts that individuals want to see themselves in the best possible light, and will therefore, recall positive information about themselves. Donlin argued self-enhancing subjects may attempt to discount the validity of negative feedback in order to facilitate the maintenance of a positive self-image, which leads to deeper processing of negative information. Competence motivation theory predicts that people are selfmotivated to master their environment, and will recall information that helps to attain this goal. It was hypothesized that if recall of performance appraisal feedback was tested in both an immediate and a delayed recall condition, at time one, both theories would predict superior recall of negative information. At time two, competence motivation theory would predict superior recall of negative information, self-enhancement theory, however, would predict superior recall of positive information because negative information should have been successfully discounted. The results do not support the findings of the Donlin study, and indicate a surprising trend. Subjects seem to recall information consistent with their self-image after a time delay. Subjects low in self-reported expectancy for success on the performance tasks recalled more negative information, and subjects high in self-reported expectancy for success on the performance tasks recalled more positive information. These findings provide support for another self-motive theory, self-consistency theory (Ross, Lepper, & Hubbard, 1975). Possible explanations for these unexpected findings and its implications for the performance appraisal process are discussed. / Master of Science

The purpose of this study was to determine the effects of rating purpose and anonymity on the psychometric characteristics of self-ratings. Employees of the United States Marshals Service rated their proficiency on 66 job-related knowledges and skills, and on overall performance. Instructions stated. that the purpose of the ratings was either administration, research, i.e. training needs assessment. In addition, subjects were either required to sign their names or to remain anonymous. Each employee's immediate supervisor also provided ratings for each subject. Self-rating leniency did not vary as a function of anonymity. Self-ratings made for training purposes were less lenient than ratings made for administration or research. Self-ratings demonstrated less halo than supervisor ratings. In addition, self-ratings exhibited less variance and more leniency than supervisor-ratings. It is suggested that self-ratings may be a useful method of identifying training needs when used in conjunction with supervisory evaluations. / M.S.

toc / Business Administration / Master / Master of Business Administration

對企業來說，組織內部的公平，關係著整體企業是否能有效的運作，而職位評價就是以此為目標，透過各職位的相互比較，建立起組織內公平的薪資率及薪資幅度。過去雖有許多學者提出許多不同的職位評價因素，但隨著全球產業環境的快速變遷，所需的職位評價因素是否會隨著產業別、組織規模等企業特性而有所改變，值得進一步探討。因此，本研究提出企業特性與職位評價因素兩變數進行深入探討，並以企業所屬產業別及組織規模作為企業特性之操作變數，藉此來衡量與職位評價因素之關係。 本研究對國內人力資源管理功能主管，以問卷方式收集樣本來進行分析，結果發現企業所屬產業與組織規模確實會影響對職位評價因素的選項，亦即企業特性會影響組織的職位評價因素。本研究在進行交集分析後，更找出廣泛使用且所有產業均適用的職位評價共同因素，以及過去未被重視但部分特定產業所應具備的職位評價獨特因素。最後，本研究利用分析的結果，提出管理上之建議，供各界作為參考。 / The job evaluation factors have been researched by many scholars and experts in human resource filed from the 1920s to the present. However, most researchers focused on values inside the organization by using evaluation of job descriptions, and the most research results seemed less consideration with the influences of the global environment has on many different organization situations . For realizing the diverse aspects of job value in different enterprise’s characteristics which including industry categories and organization scope, this research hereby attempts to analyze (1) if the characteristics of industry category and organization scope can influence the job evaluation factors of a enterprise (2) which job evaluation factor suits for every kind of enterprises (3) which job evaluation factors were not given weight on before but useful for specific industries at present. The method of this research was to collect data by sending questionnaires to the human resources management department executives in domestic companies. Through the feedback of questionnaires, this research finds the different characteristics of industry categories and organization size can really influence the job evaluation factors in different enterprises. After cross-analyzing the collected data, this research finds the common factors which have widespread used in various enterprises and that are suitable for all jobs in every industry. In the meantime, this research finds out the unique factors which had not been given weight to in the past but should have importance currently for some specific industries. In the end, this research utilizes the analysis results as a way to put forward the managerial suggestions and to offer a useful reference for the further relevant research and practice.

by Lam Shun, Tai Yuk-po. / Summary in Chinese. / Thesis (M.B.A.)--Chinese University of Hong Kong, 1980. / Bibliography: l. 94-95.