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Internal and External Pay Equity

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Address the importance of managing pay equity (both internal and external) and the consequences for not doing so. Address the role of pay equity and employee job satisfaction and motivation from a strategic perspective.

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It is important to manage pay equity both internally and externally. Internally, there should be a matching of employee knowledge, skills, and abilities with pay. Employees with similar knowledge, skills, and abilities should be grouped together and their pays should be similar. If matching of knowledge, skills, and abilities and pay is not done then the consequences can be disastrous. According to J. Stacey Adams in his Equity Theory, an employee ...

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The response provides you a structured explanation of Pay Equity . It also gives you the relevant references.

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Pay Systems within Organization: Internal/External Equity

Describe your personal experiences (or a friend's experiences) with an organization's pay system. In your opinion, did the system possess internal and external equity (i.e., were employees compensated fairly)? What factors determined the level of pay employees received and how pay increases were determined? What factors should have determined the level of pay and how pay increases were determined? Discuss whether or not the pay system motivated employees to increase their productivity levels. What improvements do you suggest be made in the organization's pay system?

Bring in at least 2 library sources to help strengthen and support your discussion.

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