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| Title | Labor Management in Agriculture: Cultivating Personnel Productivity - (2nd Ed, 2004) - Chapter 7 |
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| File Information | This chapter focuses on internal wage structures, the framework for establishing and maintaining pay relationships in a farm organization. An important feature of a well-designed pay system is the provision for rewarding performance achievements with increased pay, either within the present job or through a promotion. Pay is an important work reward for most people. Workers expect their wages will: (1) cover their basic living expenses, (2) keep up with inflation, (3) leave some money for savings or recreation, and (4) increase over time. Farmers can set wages based on (1) job evaluations, and (2) market values. In practice, results of job evaluations must often defer to market considerations. Once wages are set, pay structures must be continually evaluated to assure competitiveness in attracting, retaining, and motivating personnel. In Chapter 8 we will consider pay based on worker output rather than time on the job. |
| Author |
Billikopf, Gregorio
Area Farm Advisor emeritus
Labor management in agriculture: employee productivity (employee selection and testing, piece-rate pay design, incentive pay, internal wage structure and quality control); interpersonal mediation (co-worker mediation, supervisor-subordinate mediation, communication, interpersonal negotiation skills, effective listening); and supervisor training (employee discipline, praise, performance appraisal). |
| Publication Date | Jan 2, 2004 |
| Date Added | May 1, 2009 |
| Description | This chapter focuses on internal wage structures, the framework for establishing and maintaining pay relationships in an organization. |
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