This compelling and innovative book is a must read for business professionals who are tired of the counterproductive environment fostered by the conventional wage and salary system. The current pay structure is guilty of undermining organizational success in countless companies. It has led to organizations with unmotivated and uninterested employees, poor strategic alignment, and ineffective management styles. In his thought-provoking book, Dr. Abernathy identifies the roots of this problem and offers a solution.
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Dr. Abernathy is a leading authority on performance measurement and performance pay and has addressed hundreds of trade and professional associations. He has worked with large and small organizations in banking, insurance, manufacturing, distribution, retail, healthcare, and others. Dr. Abernathy is the author of two books: The Sin of Wages (1996) and Managing without Supervising (2000), and has published numerous articles. He is an editor of Journal of Organizational Behavior Management and a member of the American Compensation Association, the Association for Behavior Analysis, and the International Society for Performance Improvement. He received his doctorate in organizational psychology from Ohio State University. He is employed by Aubrey Daniels International, Inc., where he is Vice President of the Abernathy Performance System.Excerpt. © Reprinted by permission. All rights reserved.:
"It is the conventional wage system that constrains employee productivity. 'When you pay for time, you get time... Time-based pay isn't natural. It isn't the way people manage their own lives. The result of time-based management is to restrain the natural desire of the individual to become more efficient; to find better ways to do things. When the employee is, in effect, punished for applying timesaving skills, one can only guess at the effects of this unnatural state of affairs on employee morale and initiative." Chapter 3 "If you want employees aligned with organizational goals, you must create an environment that supports these goals." Chapter 14
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