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Essay / Research Paper Abstract
This 8 page paper looks at what is meant by a fair payment system in the context of the employment relationship. The paper uses both theory and evidence to considers how and why this is subjective, the views ion different approaches to pay systems and includes discussions on collective pay bargaining, individual negotiations and performance related pay to consider how and why they may be seen as fair or unfair. The bibliography cites 10 sources.
Page Count:
8 pages (~225 words per page)
File: TS14_TEfairpay.rtf
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Unformatted sample text from the term paper:
revolve around what is seen as a fair or unfair payment system, which may include the level of pay, perks or benefits and the level of work that is expected
for that pay. The difficulty is in determining what is a fair system of pay; this cannot fail to be subjective and different between those receiving the pay and those
making the payments. If we look at the development of employment relations and the way that collective bargaining, so there is equality is pay for all employees, or individualism so
individuals can be reward separately according to results indicates one of the main areas of divergence. This paper has the aim of trying to determine what is meant by
a fair payment system. For the purposes of the paper we are looking at payments to employees, and the payments will include all aspects of remuneration, not limited to monetary
wages but also benefits in kind and facilities provided for the use of employees at or through a workplace. To consider fair payments we can look at the way
in which there has been a history of collectivism and collective bargaining in the twentieth century. The development of the unions took place over a period of time in which
the balance of power resided with the employer and the way that pay systems were used reflected this asymmetry of power. Unions
and collective organisations have served multifaceted purposes in the workplace in the past, they have given power to the employees and acted as a social coherent seeking to redress the
balance of power and empower employees to assert their rights (Kessler-Harris, 1987). Collective solutions used to be sought with agreement from unions, and can be seen as having positive influences
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