- Paperback: 188 pages
- Publisher: Abernathy & Assoc (Dec 1996)
- Language English
- ISBN-10: 0965527603
- ISBN-13: 978-0965527606
- Product Dimensions: 22.4 x 15 x 1.5 cm
- Amazon Bestsellers Rank: 815,895 in Books (See Top 100 in Books)
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Front Cover | Copyright | Table of Contents | Excerpt | Index | Back Cover
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3 reviews
5 of 6 people found the following review helpful
Excellent analysis of pay in a U.S cultural context.
2 Jun 1999
Format:Paperback
This book verbalized some of the problems that I, too, (as a compensation manager) had observed within employee populations at companies in which I worked. It was particularly effective at describing the pay for time culture that is rampant among U.S. workers. The easy to read text was divided into short chapters that described not only the problem but also provided a solution through a balanced scorecard approach. One of the best books on pay that I have ever read.
The Sin of Wages is Death...of Productivity
9 Mar 2012
Format:Paperback
I worked with Dr. Bill Abernathy in the 1990s wben he set up an OBM program at the bank I worked for. He made a persuasive case that incentive comp (rather than salary, which rewards employees for 'process' not output) was eminently sensible and produced terrific results. His book is a must-read for managers seeking to score gains in productivity and improve the work environment and morale. Abernathy is a brilliant and very creative Skinnerian adept (and a helluva piano/sax player, too). "The Sin of Wages" is a modern managerial classic.
3 of 5 people found the following review helpful
Pay for performance explained
13 Oct 2003
Format:Paperback
I first read this book for a graduate psychology class and have since referenced it in several papers and given several copies to business people I know. Basically, it solves the problem of how to align people's personal agendas (pay), with organizational agendas (profit). It also makes the manager more efficient because they no longer have to supervise employees as closely. It is important to note that the system described in this book is better than typical commission or piece-rate systems. Switching to this system will increase the profits of any company bold enough to fully implement the switch. Even if you are not a fan of pay-for-performance, the first seven chapters provide an excellent insight into why people rarely perform to their full potencial in modern organizations.
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