Performance-related pay and the prospects for gender pay equity

Article Abstract:

Equal pay for work of equal value has come to be almost inextricably associated with the application of job evaluation. Current trends towards performance-related pay systems pose a potential threat to the pursuit of greater gender pay equality as discretion in pay determination increases and there is no clear relationship between earnings and job grade. This paper examines the basis for this view drawing upon the now widespread literature and research into performance-related pay. The argument is made that the problem for gender equality lies both in the nature of the payment system and in the context in which it is being applied, including the changes in the nature of employment relationships that are accompanying these developments. While some women may benefit, overall the moves towards a widening income dispersion and the increased importance of management discretion and appraisal are likely to disadvantage women. However, the individualization of pay is likely to lead to further fragmentation of the interests of women, reducing the likelihood of collective resistance. Opportunities to monitor pay trends will also decrease as the spread of performance-related pay reduces the transparency of the labor market. (Reprinted by permission of the publisher.)

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Worthy adversaries

Article Abstract:

Comparable worth, a concept advocating equal salary ranges for jobs held by men and women that are dissimilar in nature but of equal worth, requires employer solutions that take into account free-market influences, social values, and job evaluation. In this review, topics pertinent to the personnel management dilemma of resolving the comparable worth issue are discussed including: sex-segregated job categories; salary discrimination; external factors such as individual choice, cultural influences, and market demand; and how an employer may reduce the risk of comparable worth litigation. The awareness of the potential for illegal discrimination is valuable to every employer, especially since legislators may be forced to resolve this issue if employers cannot.

Economic aspects, Laws, regulations and rules, Wage payment systems, Employee rights, Employment discrimination, Pay structure

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The role of salary and incentives in the new product function

Article Abstract:

Salary and incentives can be utilized to improve and compensate an employee's effort during the process of product development. However, there was only a 9.6% increase in company compensation from 1989 to 1993. This finding reflects the minor role of incentives in employee motivation. Data also indicate that rewards through compensation are mostly based on company status, education and length of tenure.

Evaluation, Employee incentives, Employee motivation

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