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What this book knows
Compensation and total rewards are strategic instruments that align employee value, market data, and organizational goals into measurable business outcomes.
work-as-meaning
Reward employees with decent dollars for compensation, add top-notch health care and retirement benefits, and voila! People came, people stayed, and people worked.
PA_WORLDATWORKHANDBOOKCOMPENSATION-RC-001Business leaders increasingly regard employees as drivers of productivity, rather than as relatively interchangeable cogs in a larger wheel.
PA_WORLDATWORKHANDBOOKCOMPENSATION-RC-004ambition-and-status
High performers receive larger increases than average performers. Employees whose pay is significantly below market receive larger increases.
PA_WORLDATWORKHANDBOOKCOMPENSATION-RC-062The best-designed pay program can fail to attract, retain, align, and motivate top performers if it is not communicated well or understood.
PA_WORLDATWORKHANDBOOKCOMPENSATION-RC-122obedience-and-authority
If men and women are paid different rates for substantially the same work, these differences must be shown attributable to one of the allowable differences.
PA_WORLDATWORKHANDBOOKCOMPENSATION-RC-093The National Labor Relations Act of 1935 was enacted to create a better environment for collective bargaining and more equitable labor-management dispute resolution.
PA_WORLDATWORKHANDBOOKCOMPENSATION-RC-0916 published passages · book excerpt · research analysis
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