000 02204nam a2200229Ia 4500
003 NULRC
005 20250520100547.0
008 250520s9999 xx 000 0 und d
020 _a70182914
040 _cNULRC
050 _aHD 4909 .D86 1971
100 _aDunn, J. D.
_eauthor
245 0 _aWage and salary administration :
_btotal compensation systems /
_cJ. D. Dunn
260 _aNew York :
_bMcGraw Hill Education,
_cc1971
300 _axii, 468 pages :
_billustrations ;
_c23 cm.
504 _aIncludes index.
505 _aIntroduction and theoretical framework -- Compensation fundamentals -- Compensation theories -- Wage theories -- Motivation to work theory -- A synthesis of compensation theory -- Job design and analysis -- Objectives and policies -- Job design -- Job analysis -- Worker trait requirements -- Compensation practices and programs -- Job evaluation -- Wage surveys -- Wage criteria -- Pricing the job structure -- Incentive wage systems -- Profit sharing -- Selected supplementary (fringe) benefits -- Designing a compensation package -- Clerical professional, and managerial compensation programs -- Compensation design for clerical, professional, and managerial employees -- International compensation -- Total compensation systems -- Compensation analysis and control -- Total compensation systems design and collective bargaining -- A look to the future.
520 _aCompensation is a reward for services rendered. The subject of this book is the compensation of people at work. Its scope is broad in that it covers both the subject of compensation fundamentals and the subject of compensation policies, practices, and programs. The rewards package offered by organizations is a mix of extrinsic and intrinsic rewards. Extrinsic rewards are those controlled by the organization (i.e., wages, salaries, pensions, promotions, praise, and employee achievements). Intrinsic rewards are those an employee gives to himself for good performance.' The most important of these is the satisfaction that comes from the feeling of having accomplished something worthwhile.
650 _aCOMPENSATION MANAGEMENT
700 _aRachel, Frank M.
_eco-author
942 _2lcc
_cBK
999 _c7906
_d7906