Organizational Analysis and Career Projections Based on a Level-of-Responsibility/Equitable Payment Model.

摘要

Following an explanation of the level of responsibility/equitable pay function, applicability is demonstrated to the analysis, design, and re-design of organizational hierarchies. It is shown how certain common dysfunctional anomalies can be avoided by structuring an organization along the principles outlined. A technique is developed for assessing the differential capabilities of incumbents to successfully discharge responsibilities at different levels of an organization. Growth in capacity to shoulder responsibility is continually taken into account. Examples are given of how such methods have been used in managerial manpower planning, for preventing the loss of key managers, for providing for management succession, and for filling vacancies from within and outside the organization. (Modified author abstract)