This is an example of 1 efficiency wage labour demand

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salaries than domestic servants. This is an example of 1 efficiency wage labour demand theory 2 labour demand exceeding labour supply 3 union interference in the determination of wages 4 compensating differentials labour demand theory 5 labour supply exceeding labour demand The correct alternative is option 4. See exhibit 7.6 in the prescribed book. According to the compensating differentials labour demand theory, work with negative characteristics requires higher pay to attract workers. This must be taken into account in job evaluation. 9 Vusi must evaluate the work of a group of design engineers in a company that is responsible for the design and manufacturing of components for the telecommunications market. He should use the following approach to job evaluation: 1 skills-based 2 job analysis 3 job evaluation 4 competency-based 5 performance appraisal The correct alternative is option 4. See exhibit 5.15 in the prescribed book. According to this exhibit, the approach to follow when the worth of technical positions (such as those of design engineers and scientists) must be determined is the competency-based (person-based) approach and not the job-based job evaluation approach. 10 The final result of job analysis and job evaluation is: 1 a job hierarchy 2 a job description 3 a job specification 4 a job incentive system 5 a job assessment value The correct alternative is option 1. Refer to “The final result: Structure” in the prescribed book. The final result of the job analysis- and job evaluation process is a structure, a hierarchy of work. This hierarchy translates the employer’s internal alignment policy into practice. 5 CONCLUDING REMARKS We trust that you have found these explanations helpful. Should you experience any problems with your studies, you are welcome to contact us. Good luck with your studies! Kind regards Mrs J Botha Lecturer for MNH306-K DEPARTMENT OF HUMAN RESOURCE MANAGEMENT Unisa
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