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Pay Differentials (pay + differential)
Selected AbstractsRank-Order Tournaments and Incentive Alignment: The Effect on Firm PerformanceTHE JOURNAL OF FINANCE, Issue 3 2009JAYANT R. KALE ABSTRACT We investigate simultaneously the impact of promotion-based tournament incentives for VPs and equity-based (alignment) incentives for VPs and the chief executive officer (CEO) on firm performance. We find that tournament incentives, as measured by the pay differential between the CEO and VPs, relate positively to firm performance. The relation is more positive when the CEO nears retirement and less positive when the firm has a new CEO, and weakens further when the new CEO is an outsider. Our analysis is robust to corrections for endogeneity of all our incentive measures and to several alternative measures of tournament incentives and firm performance. [source] Workforce Segregation and the Gender Wage Gap: Is "Women's" Work Valued as Highly as "Men's"?,JOURNAL OF APPLIED SOCIAL PSYCHOLOGY, Issue 6 2008Christine Alksnis This study focuses on gender segregation and its implications for the salaries assigned to male- and female-typed jobs. We used a between-subjects design to examine whether participants would assign different pay to 3 types of jobs wherein the actual responsibilities and duties carried out by men and women were the same, but the job was situated in either a traditionally masculine or traditionally feminine domain. We found pay differentials between jobs defined as "male" and "female," which suggest that gender-based discrimination, arising from occupational stereotyping and the devaluation of the work typically done by women, influences salary allocation. The ways in which the results fit with contemporary theorizing about sexism and with the shifting standards model (Biernat, 1995, 2003) are discussed. [source] Governing through Teamwork: Reconstituting Subjectivity in a Call Centre*JOURNAL OF MANAGEMENT STUDIES, Issue 7 2003David Knights ABSTRACT This article focuses on teamworking as a form of governmentality whereby management seeks to govern by distance. This involves mobilizing the support and commitment of employees to teamworking and organizational goals by appealing to their autonomy, unity, sociability and desire for a more enriched work experience. It is the struggle over subjectivity that is of concern here, for teamworking can be seen as a technology that aims to transform individuals into subjects that secure their sense of meaning and significance through working as a team. We will explore through a case study of a call centre in a large building society how a discourse of teamworking has begun to impinge upon individuals so as to shape not only how they behave but also how they think, derive meaning and understand the world. In turn, we consider some of the tensions and inconsistencies of teamworking in relation to the secrecy of pay differentials, and the return to productivity pressures after a period of relaxation and trust. Ultimately the article examines how individuals respond to, agonize over, resist and baulk against the imposition of ,team lives' when this rubs up against what they understand to be their ,private lives'. This will involve considering gender tensions that have so far been largely neglected in relation to call centres and teamworking. Teamworking, we will argue, reflects a will to govern rather than a mechanism of government. [source] How and Why Has Teacher Quality Changed in Australia?THE AUSTRALIAN ECONOMIC REVIEW, Issue 2 2008Andrew Leigh International research suggests that differences in teacher performance can explain a large portion of student achievement. Yet little is known about how the quality of the Australian teaching profession has changed over time. Using consistent data on the academic aptitude of new teachers, we compare those who have entered the teaching profession in Australia over the past two decades. We find that the aptitude of new teachers has fallen considerably. Between 1983 and 2003, the average percentile rank of those entering teacher education fell from 74 to 61, while the average rank of new teachers fell from 70 to 62. We find that two factors account for much of the decline: a fall in average teacher pay (relative to other occupations) and a rise in pay differentials in non-teaching occupations. [source] Graduate density, gender, and employmentTHE BRITISH JOURNAL OF SOCIOLOGY, Issue 3 2002Malcolm Brynin ABSTRACT The expansion of higher education is often viewed as reflecting increased demand for skills, whether related to technological change or the growing complexity of the economy. It is also linked to widening pay differentials between the poorly and highly educated. There are reasons, however, to question these associations. Even if demand for graduates is growing the supply of graduates might as a result of the status derived from having a degree still exceed this. The demand for graduates itself need not be wholly tied in with upgrading of the labour force. Graduates could be part of a more flexible workforce who increasingly undertake non-graduate work, thus downgrading their labour-market position. LFS (Labour Force Survey) and BHPS (British Household Panel Study) data are used to show that there has been no major shift in the distribution of graduates in the British labour market, that career starts are increasingly at a lower status point, and that there is a negative effect of graduate density on wages. There are also redistributional effects. There has been a large increase in the social demand for higher education by women, and they have gained from this expansion while men have lost out. In addition, graduate density is positive for non-graduates, who gain from the reduced rewards accruing to graduates. The results call into question the simple idea of a trend towards a demand for increasing levels of skills and qualifications. More attention should be paid to the distribution of skills and to complex interactions within this. [source] | ||||||||||