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"Setting wages isn't an exact science, but we like to think that our workplace performance provides an objective basis for pay. You're Paid What You're Worth offers a bold theory to the contrary, arguing that pay is decided in contests over interests and ideals-that social conflicts, not economic metrics, determine who gets how much"--

Pay equity --- Equality --- Performance standards --- Wages and labor productivity --- Merit pay --- Annual improvement factor --- Labor productivity and wages --- Wages --- Industrial engineering --- Labor productivity --- Productivity bargaining --- Job performance standards --- Work performance standards --- Work standardization --- Employees --- Goal setting in personnel management --- Egalitarianism --- Inequality --- Social equality --- Social inequality --- Political science --- Sociology --- Democracy --- Liberty --- Comparable worth --- Equal pay for comparable work --- Equal pay for work of comparable value --- Equity, Pay --- Worth, Comparable --- Rating of --- Merit increases --- Merit pay programs --- Merit pay systems --- Merit-type salary schedules --- Pay for performance --- Salary schedules, Merit-type --- Variable pay --- Performance awards --- #SBIB:316.334.2A330 --- #SBIB:316.334.2A340 --- #SBIB:316.334.2A60 --- #SBIB:316.334.2A520 --- Arbeidssociologie: regionale arbeidsmarktstudies --- Arbeidssociologie: ongelijkheden op de arbeidsmarkt: algemeen --- Economische sociologie --- Organisatiesociologie: arbeidssituatie en arbeidsomstandigheden: algemeen