Chapt. 1
• Compensation & Organizational Strategy– Support the strategic plans/actions of organization
Accomplishing organizational strategy begins with determining:
1) Work that must be performed
2) Kinds and levels of knowledge/skill required
3) Quality of people needed
4) Rewards the organization can offer
Social Structure and Income
• Upper– Ultra rich > $ 1,000,000 < .05 of 1%– Wealthy 250,000-1,000,000 < 2%
• Middle– Upper Middle 100,000-250,000 6%– Middle Middle 60,000-100,000 25%– Lower Middle 35,000-60,000 37%
• Lower– Working Poor 19,000-35,000 17%– Poverty to 19,000 13%*Family of Four
Chapt. 2
• Page 16 – Compensation System
• Page 18 – Compensation Dimensions/Components
• Page 21 – Noncompensation System
Chapt. 3
• Major parts of compensation program
– Base wages and salaries– Wage and salary add-ons– Incentive programs– Benefits & services
Determining Rates of Pay
• Kinds/levels of KSA’s
• Kind of business– Page 28 & 29
• Union-nonunion status
• Capital intensive vs. labor intensive
• Size of business
• Philosophy of management
• Total compensation package• Geographic location
– Page 31
• Supply & demand of labor• Profitability of firm• Employment stability• Gender difference• Employee tenure & performance
Jobs & Pay in U.S.
• Global environment– Page 35
• Deregulation & takeovers– Airlines– Trucking– Communications
Major Economic Theories
• Page 39
• Classical wage theories
• Wage control theories
• Justification theories
• Behavioral economics theories
• Organizational economics theories
• Wage supply/demand theory– Page 42
Top Related