Management and Organizational Studies 3342A/B Chapter Notes - Chapter 3: Workflow, Human Capital

• School: Western University
• Department: Management and Organizational Studies
• Course: Management and Organizational Studies 3342A/B
• Professor: Jody Merritt

Document Summary

In many organizations, an employ"s pay (and by implication their pay growth over time) depends on both the nature of the job and job level (and thus, the promotion rate) Compensation strategy: internal alignment: setting objectives is our first pay policy issue in a strategic approach. Internal alignment or internal equity is our second. Structures vary between organization: an internal pay structure is defined by, the number of levels of work. In reality, both are used in every pay structure, almost never just one or the other. What factors shape internal structures: external factors (economic pressures, stakeholders, etc. ) Organization factors (strategy, technology, hr policy, etc. ) Structure: jobs are well defined, with detailed tasks or steps to follow, the difference in pay between jobs is relatively nothing, being very agile, constantly changing flexible structure is called loosely coupled. Internal pay structures are sometimes adopted because they have become so-called.