工资和薪酬管理和工资理论和解 毕业论文外文翻译.doc

毕业论文题目：XX企业薪酬管理及对策研究 英文文献原文： Wage and Salary Administration and Wage Theory: A Reconciliation By MAURICE C. BENEWITZ MANY INDUSTRIAL WAGE and salary administrators believe that they can determine wage and employment levels for their firms by use of criteria different from those of economic wage theory. Industrial programs differ from the approach of marginal theory mainly in their failure to employ the economic criterion of value productivity of labor. This paper will contend that revenue (or value) productivity does, nevertheless, dominate the activities of operating firms with respect to wage rates and employment levels. Therefore, it will be argued, wage theory describes more fully the forces affecting firm decisions than does wage and salary administration analysis. Both the wage theorist and the business firm seek to determine: 1. relative wage structures within the firm; 2. the absolute dollar wage which will be paid for each type of labor employed in the firm; 3. minimum labor cost per unit of output (for whatever output is chosen) within the limits imposed by techniques and availability of of other sources; 4. the proper level of employment within the firm. The operating firm and the firm in the economic model determine these magnitudes in similar ways if allowances are made for the restrictions placed upon the businessman by lack oi data, presence of frictions, and the like. This similarity of solutions is not always apparent, however, because functions which are combined in a single process in the economic model are scattered among a number of administrators in the medium- or large size firm. In the model, the entrepreneur hires labor and other resources, directs the production process, decides upon the combination of products to be produced, engages in the sale of product, and undertakes future planning for these procedures. All of these activities are involved in the determination of wage rates and the level of employment. These procedures are scatter