This study begins with a review of economic and industrial relations literature to identify changes to the workplace that will make industry more productive and competitive. It identifies the measures necessary for industry to take advantage of technological development and to make the workplace more flexible. Specifically it focuses on variable or flexible compensation plans. After identifying the key features of various forms of flexible compensation, it examines approximately 30 plans being used in British Columbia. The case studies assist in identifying the advantages and disadvantages of each type of plan, from the perspectives of the employer, the employees and the trade union. Finally it suggests steps that can be taken by government to encourage variable compensation. / Law, Peter A. Allard School of / Graduate

Compensation costs are among the most significant expenses incurred by organizations. To date, the theory and research on the effectiveness of financial compensation has been limited and has largely been based on subhuman species and on nonrepresentative subjects acting in simulated environments. There have been few tests of the theory in operating organizations. Management approaches to compensation have not been evaluated in terms of higher need satisfaction, need desire, general satisfaction, feelings of equity, job involvement, nor intrinsic motivation. This exploratory study investigated these relationships and examined the interrelationship of factors proposed by E.E. Lawler in a model of the determinants of pay satisfaction. Data was gathered by questionnaire from 15 junior management and supervisory level employees in one organization. Salary satisfaction was significantly correlated with opportunities for personal growth and development and with self-fulfillment. Satisfaction with salary was not significantly correlated with general satisfaction. The results indicated that if a salary administration program is to be effective, it must be manageable and understandable to the employees. Employees expect to receive feedback and when they do not they are critical of their supervisors. Similarly, employees expect that when they receive praise from their supervisors for performance well done, it will be translated into salary increases. Where this does not occur, employees are dissatisfied. In evaluating the equitability of their salaries, participants considered not only their absolute pay levels, but also the relative levels of input and outcome of comparison persons. The results did not support Lawler's hypothesis that female employees would be more satisfied with their salaries than male employees. Data on general satisfaction contradicted Herzberg's dual-theory constructs. Job involvement factors were found to be highly intercorrelated supporting Lawler's conception of a job involvement factor. The data did not, however, support the existence of an intrinsic motivation factor. Data on need fulfillment and need desire were inconclusive. / Business, Sauder School of / Graduate

The purpose of this study was to explore, analyze and attempt to answer a series of questions involving changes in the negotiated base wage rates in three British Columbia Industries during the 1958-1969 time period. The three industries were the lumber and logging industry, the pulp and paper industry and the construction industry. Changes in the industry base wage rates were examined from the point of view of the bargaining units. In total seven bargaining units were included. One of the units represented the lumber and logging industry, another unit represented the pulp and paper industry and the remaining five units represented the construction industry. The first question upon which the paper focused was how did the changes in the base wage rates compare with one another? After explaining the nature of the bargaining units and presenting the base rates, the base rates were then compared in both absolute and percentage terms. Among other results, it was found that the absolute base rate rankings remained unchanged during the 1958-1966 time period. But since that time the rankings and the relative positions of the construction industry bargaining units have changed quite markedly. It was also found that there was a positive correlation between the mean percentage increase in the base rate and the standard deviation of the base rates when all the industries were considered. The second question of concern was how did the changes in the base wage rates move in relation to one another? The statistical tool of correlation analysis was employed to find an answer to this question. The results of the analysis substantiated the often made assumption that the base rates in the lumber and logging and the pulp and paper bargaining units are closely related to one another. However the often made assumption that the base rates in the construction industry bargaining units are very closely related was not substantiated by the results of the correlation analysis. The third question the paper focused on was how did the changes in the base wage rates move in relation to changes in select economic variables? The economic variables studied were the consumer price index, employment, unemployment, profits and productivity. As in the previous question, correlation analysis was employed to measure the relationships. In general the results of the analysis indicated that base rate changes move in close relation to changes in unemployment. The lumber and logging and the pulp and paper units correlated well with the equivalent year changes in unemployment. The construction industry units, on the other hand, correlated well with the one year lag changes in the unemployment variable. The results also indicated that the consumer price index variable correlated quite closely with most of the bargaining units. The other economic variables, in the majority of cases, showed weak or nonexistent relationships with base rate changes. The final question upon which the paper focused was what was the explanation for the differences in the interindustry base wage rate changes? Five explanatory variables were considered. These were market or competitive conditions, productivity differences, differences in the degree of concentration and unionization and differences in the proportion of labour costs to total costs. After a discussion of each of these explanatory variables it was concluded that the market or competitive conditions explain the differences in the interindustry base wage rate changes. / Business, Sauder School of / Graduate

M.Ed. (Education Management) / Participation in extra-curricular activities ensures that pupils receive a balanced and comprehensive education. Involvement in sport and cultural activities definitely contributes to the formation of a positive self-concept and leadership development. Opportunities have to be created for scholars, by their coaches, to facilitate self-discovery whilst participating in sport and cultural activities. Extra-curricular activities also give rise to improved physical health, intellectual and spiri tual developmen t. It is essential for teachers to make certain sacrifices in order to enable scholars to achieve and develop in extra-curricular activities. In accordance with the policy of the organised teaching profession, a teacher is regarded as a professional person. Remuneration in exchange for a professional service comprises an all-inclusive package. Additional remuneration has never been recommended for teachers in respect of extracurricular activities as part of their broader job description. This rigid viewpoint is paradoxical if one bears in mind that teachers employed at schools for gifted children do,. in fact, receive additional remuneration for their involvement in these specialised'activities. As a result of rationalisation, larger classes make it more difficult for the teacher to participate in extra-curricular activities. Any sacrifices that are made by the teacher should be rewarded. Additional remuneration is also justified by the presence of the many risk factors that could be involved. Legal action could, for example, be instituted against a teacher who was guilty of negligence whilst coaching a particular activity. South Africa differs from many Western countries as far as the presentation of extra-curricular activities are concerned. These activities are usually supervised by teachers at the school. The teachers involved are expected to accept this additional responsibility without any extra remuneration.

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