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Thesis (Ph.D.) - Carleton University, 2005. / Includes bibliographical references (p. 294-319). Also available in electronic format on the Internet.

Thesis (doctoral)--Uppsala universitet, 1990. / Summary in English. Includes bibliographical references (p. 371-379) and index.

Thesis (MTech (Public Management))--Cape Peninsula University of Technology. / Since the merger, changes occurred within CPUT and within its salary structure as a whole. Measures had to be taken in order to harmonise the two salary structures to produce a single in order to eliminate disparities and as to ensures equity among the different categories of employees and their respective levels of appointment. When the researcher discovered that there were disparities within our merged systems, the researcher decided to do a researcher concerning disparities with the new merged salary structure. When most of the employees also discovered that some of their counterparts in other campuses were on a higher salary grade than them, they felt disgruntled. This was understandable as the two campuses had different salary structures inherent from the previous technikons. The researcher was done as employees’ salaries might affect productivity and their tenure with the organisation. When there are disparities it must not be taken for granted as it is the desire need to be fairly treated by the organisation, making development in the salary programme as it is very important for the human resource department.

Magister Legum - LLM / This paper compared the South African concepts of pay equity and equal pay for work of equal value with those of industrialised countries, including the United States, the United Kingdom, Australia and Canada. The study considered how South Africa recognized the right to promote equal pay, in the absence of a proper legal framework which expressly includes such a right. The paper also focused on the impact of statutes and case law on the developments of equal pay in the aforementioned industrialized countries. It also considered the impact of the decisions of the European Court of Justice on such developments as well as it impact on the interpretation of equal pay in these industrialised countries. The purpose of such comparison was not to transplant the legal system of these industrialised countries but to assist South Africa in remedying its weaknesses by creating legal rules for the promotion of equal pay for work of equal value. / South Africa

The notion of Decent Work has been broadly advocated since 1999 by means of various International Labour Organisation (ILO) Conventions. Through these Conventions and as part of its Decent Work Agenda, the ILO strives to foster the creation of social and economic systems, capable of ensuring basic security and employment and adaptable to rapidly changing local and global economic circumstances. The Decent Work Agenda has been widely accepted as an important strategy to eradicate poverty and enable socio-economic development. It is submitted that the concept of Decent Work as contemplated by the ILO, firstly focuses on the payment of an income, which allows the working individual a good life. It secondly strives to ensure that everybody has an equal chance to develop themselves; that working conditions are safe; that there is no instance of child and forced labour; and that discrimination does not occur. The elimination of discrimination in the workplace is not only an ever-evolving pursuit, given that it continues to manifest in innumerable forms, but it has also proven to be an extremely pervasive pursuit as evidenced by the jurisdiction-specific literature review in this study. The jurisdictions focused on in this study are the United States of America, the United Kingdom and Australia. This study concerns itself with pay-related discrimination which strains ILO Conventions No 100 and 111. Convention 100 focuses on equal pay for equal work and Convention No 111 focuses on the elimination of all forms of discrimination in the workplace. In spite of extensive legislative developments in the various jurisdictions which form part of this study, enhanced by the creation of various practical mechanisms to enable the elimination of pay-related discrimination, the stubborn problem of discriminatory pay practices has survived structured and deliberate attempts to get rid of it. In South Africa, the amendment to section 6(4) of the Employment Equity Act, assented on 1 August 2014, specifically describes a difference in conditions of employment between employees of the same employer performing the same or substantially the same work or work of equal value based on any one or more of the grounds listed in section 6(1), as unfair discrimination. This amendment therefore seeks to prohibit such unfair discriminatory practices. Based on the newness of this amendment and the fact that courts have not yet delivered judgments arising from litigation related to this particular amendment, a sense of uncertainty exists with respect to the adequacy of the amended section 6 in the Employment Equity Amendment Act. If progress in the other jurisdictions in this regard is anything to go by, there is no reason to believe that the amendment to section 6 will be a panacea capable of addressing all alleged discriminatory pay practices.

No description available.

No description available.

Research on reward allocations has consistently found differences in the manner in which men and women allocate rewards between themselves and others (Kahn, O'Leary, Krulewitz, & Lamm, 1980; Major & Adams, 1984; Major & Deaux, 1982). Overall, the research seems to suggest that when asked to divide a reward between themselves and a partner, men tend to use the equity norm to allocate rewards; whereas, women tend to use the equality norm to allocate rewards. However, a number of studies have been conducted which seem to demonstrate that a variety of situational g factors mediate the gender of allocator effects such as input level of the allocator and his/her co-workers, gender of the co-worker, expectancy of future interaction with the co-worker, and type of reward allocation. The purpose of the present research was two-fold: (1) to examine individual differences influencing an allocator's choice of an allocation strategy, such as how anticipation of future interaction with the recipients of an allocation decision would influence an allocator's reward allocation; and (2) whether a person‘s self-esteem level might impact on how an individual might allocate a reward. In general, the results of the current research suggest that previously observed differences between men's and women's allocations may not reflect true underlying differences between the gender; in terms of their preferences for allocation strategies. Allocation strategies appeared to vary as a function of the gender and input levels of the recipients of the reward and whether the type of allocation decision was a joint or independent situation. Both men and women tended to allocate rewards either equitably or using a compromise between equity and equality. Self-esteem was also found to influence the amount of the reward men and women allocated to the high performer and to themselves. Unfortunately, disclosure of allocation was not found to have a major effect upon how subjects allocated rewards. Several alternative explanations for these results are discussed. / Ph. D.

This research attempts to identify factors that influence wage and gender-related wage differentials across organizations. Specifically, the purpose was to investigate the role of ability to pay, willingness to pay, and organizational characteristics in wage determination and the development of gender-related wage differentials at the organizational level. The sample chosen for the study included 160 doctoral-granting, public universities across the United States. Average wages at three levels of full, associate and assistant professor ranks were examined. Results of the study indicate that ability to pay and willingness have a significant positive impact on wages across organizations. The organizational characteristics of size, geographic location and unionization also have a significant impact on wage determination. Results also indicate that even after accounting for the influence of ability and willingness to pay and organizational characteristics on wages, the percentage of women in the organization still has a significant negative effect on wages at all ranks, and on the wages of both men and women. Findings further suggest that there is a significant differential between the average wages of men and women both within and across the universities that is not accounted for by the structural characteristics of the organization. / Ph. D.