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View Testimonials & Reviews for Three Monkeys Tattoo
Add new testimonial
Three Monkeys Tattoo
#7-20 Mcleod Ave.
Spruce Grove AB , T5X 3Y1
Went here earlier today and everything was amazing! Black did my tattoo and it turned out absolutely beautiful. Great customer service and good prices! 10/10 recommend!
Rebecca Friesen
26 Apr 2019
I had my beautiful cherry blossoms done last week by Brian Prince. I would definitely recommend Three Monkeys Tattoo & Lifestyle Apparel to anyone looking for quality artists. Will definitely be going back! Super comfortable, clean, friendly staff & environment. 5 stars!
Amanda Batchelor
23 Apr 2019
I went there for a scar cover up and after the three hours I couldn't believe my eyes. I feel like I have finally got rid of my past. Thank you guys so much
Sonya Marie
20 Apr 2019
The ambiance
Welcoming atmosphere and great artists!
Kim Bolch
19 Apr 2019
These guys are seriously freakin awesome!!! Great welcoming atmosphere and friendly staff! Nice clean professional settings with amazing artists! Was welcomed in to discuss a custom piece I wanted done and they were more than happy to help me work my idea into an actual tattoo! No judgement, but great guidance on how to pull things together! Already have more ideas in the works!!!
Lori DeBruyn
04 Apr 2019
Looked around for someone to do a cover up from a tattoo over 10 years old. Was referred to the shop. Dudley came up with a better idea than I had and with only the outline done so far (my time was limited but he went above and beyond.) I am nothing shy of impressed. Convo was as great as you would expect form the guys at the shop, atmosphere was amazing. Cant wait to get some color and show of his ability to cover up old, bad tattoos
Christopher Wruck
25 Mar 2019
been inked for the second time by Dudley, will 100000% go back to him and i definitely recommend three monkeys if you want a tattoo :) (especially for first timers)
Emma Bondrager
23 Mar 2019
Just wanted to say thank you to Black! Showed up for a walk in last night to get a tattoo done, not only did he do a great job but stayed late to get it finished! Very clean shop and awesome people! Thank you again!!
Taylor Irvine
21 Mar 2019
Allison McFadden
19 Mar 2019
Always accommodating to anyone who's willing to reach out and take time out of there day to visit us ....
Billy Hamc
19 Mar 2019
the guys at three monkeys are a wonderful group great artists very professional and friendly I've had 2 tattoos done by Dudley and very impressed will definitely go to these guys for the rest of my artwork
Sara Beggs
18 Mar 2019
great staff and amazing artwork
Tiana DeCosta
12 Mar 2019
Had A Spur Of The Moment Idea For A Tattoo! Stopped In Met The Crew Was Awesome Atmosphere And Great Guys!! Totally In Love With My New Ink! Big Thanks To Dudley For It!
Crystal Rain
11 Mar 2019
Came in for a last minute piece, and came out thoroughly impressed. I can not wait to come back and get more done!
Mackenzie Bertrand
06 Mar 2019
just got a small tattoo yesterday and i am absolutely amazed by the way i was treated and how quick but perfect the results were. 10/10 will come back.
Chelsea Marie
24 Feb 2019
This place is amazing, highly recommended
Kayla Van
13 Feb 2019
check them out if you're in the area
Sabrina Mackay
12 Feb 2019
Fantastic shop!! Great service and awesome staff! Went for an 8 hour sesh and it flew by. It's a place where a person can feel comfortable when getting work done. Lots of merchandise as well. SUPPORT local business!!!!
Jesse Bussey
04 Feb 2019
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Gianina De Sousa lived her whole life hiding from pretty much everybody she knew. She lived in a little cage of her own making, running away every time she thought her secret could come to light.
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Amanda Gurley, Broker and Co-Owner
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Stacy is a graduate of the Mississippi Realtor Institute and is excited about serving her community in the field of real estate. As a lifelong resident of Monroe County and an insurance agent for eleven years, Stacy offers well-rounded knowledge of home ownership to her clients.
Stacy is a graduate of Amory High School and earned her BA in Education from the University of Mississippi. She worked as an educator for twelve years and is an active member of First Baptist Church. Stacy has three grown children: Rob and Addie of Nashville, TN and Wesley and his wife Caroline of Oxford, MS.
Renee Stafford, REALTOR®
Office: 662-256-3723
Cell: 662-889-4071
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Renee recently earned her real estate license and is a member of the National Association of Realtors and the Golden Triangle Association of Realtors. She is excited to begin her new adventure as she serves the people of the Golden Triangle area. As a resident of Columbus and Caledonia for 24 years, Renee has been an active member in her community, school, and church while raising her children, Jesse and Clara.
Renee earned her bachelor's degree in Elementary Education from Mississippi University for Women and master's degree in Science Education from Walden University. She is also a National Board Certified Teacher, and has been employed with the A rated Lowndes County School District for 22 years, where she teaches sixth and seventh grade science at Caledonia Middle School.
She is eager to help her clients eliminate the stress associated with selling and purchasing a home as she guides them through this exciting and often unfamiliar process. She looks forward to establishing a relationship with clients through open communication, integrity, and her commitment to meet their individual needs.
Dale Stafford, REALTOR®
Office: 662-256-3723
Cell: 662-315-8264
Fax: 662-256-9300
Born and raised in Monroe County, Dale is a proud graduate of Hatley High School, Itawamba Community College, and Mississippi University for Women where he earned a B.S. degree in Kinesiology-Physical Education. After teaching and coaching football, Dale worked at State Farm for 19 years in homeowner claims. This gave him a unique understanding and broad experience in both home and commercial construction. During this time, he was called into the youth ministry and served at New Center Point in Greenwood Springs for almost 15 years. He presently works full time as a hospice chaplain for Encompass Health in Columbus, MS.
Dale lives with his wife, Renee (Allen) Stafford in Caledonia, where Renee has taught for over 20 years. They have five children (Lyndsey, Jesse, Courtney, Clara, and Mary), along with two grandchildren and are active members of New Salem Baptist Church.
Having recently acquired my real estate license, Dale is excited to be working with Amory Realty and is a member of the Golden Triangle Area Realtors as well as the National Association of Realtors. He will work diligently to meet the real estate needs of his customers in both the Golden Triangle area and all of Northeast Mississippi. He is ready to help you sell your home or find and purchase the home of your dreams!
Please give him a call or send him an email so he can go to work for you!


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Americas Society
Council of the Americas
Uniting opinion leaders to exchange ideas and create solutions to the challenges of the Americas today
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Roberto Setubal is co-chairman of the board of Itaú. He started his career at the bank in 1980, having held various positions until being appointed as CEO in 1994, role held until 2017. Setubal is a member of the International Monetary Conference. From 1997 to 2000, he was the elected President of FEBRABAN (Federação Brasileira de Bancos) and from 2011 to 2017 he was also chairman. He is a member of the Board at the IIF (Institute of International Finance), being vice-chairman from 2003 to 2014. In 2002 Roberto Setubal also became a member of the International Advisory Committee of the Federal Reserve Bank of New York and in 2003 he was appointed a member of the Brazilian Economic & Social Development Council (CDES), position held until today. Since October 1st, 2017, Roberto Setubal is a member of Shell's Board of Directors. He is also a founding member and president of the Executive Committee of Fundação Itaú Social, that develops social initiatives focused in education in partnership with UNICEF and other NGOs. Roberto is also a member of the executive committee of Instituto Itaú Cultural, the group's arm focused in democratizing and valuing Brazilian culture. Roberto Setubal has a degree in production engineering from Escola Politécnica of the University of São Paulo (USP) and has a Master of Science in engineering from Stanford University.


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(Paper) Aptitude Questions and Answers ( Set - 2 )
Aptitude Questions and Answers ( Set - 2 )
Section - A
Three pipes, A, B, & C are attached to a
tank. A & B can fill it in 20 & 30 minutes respectively while C can
empty it in 15 minutes. If A, B & C are kept open successively for 1 minute
each, how soon will the tank be filled?
For a motorist there are
three ways going from City A to City C. By way of bridge the distance is 20
miles and toll is $0.75. A tunnel between the two cities is a distance of 10
miles and toll is $1.00 for the vehicle and driver and $0.10 for each passenger.
A two-lane highway without toll goes east for 30 miles to city B and then 20
miles in a northwest direction to City C.
1. Which is the shortest route from B to C
(a) Directly on toll free highway to City C
(b) The bridge
(c) The Tunnel
(d) The bridge or the tunnel
(e) The bridge only if traffic is heavy on the toll
free highway
Ans. (a)
2. The most economical way of going from City A to
City B, in terms of toll and distance is to use the
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(b) bridge
(c) bridge or tunnel
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(e) bridge and highway
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3. Jim usually drives alone from City C to City A
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III. Location of one's homes in the center or
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IV. Desire to save $0.25
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(b) II only
(c) II and III only
(d) III and IV only
(e) I and II only
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Section - B
The letters A, B, C, D, E, F
and G, not necessarily in that order, stand for seven consecutive integers from
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B is the middle term
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(c) 12
(d) 14
(e) 16
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(e) Cannot be determined
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5. An integer T is as much greater than C as C
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(c) 4
(d) 5
(e) Cannot be determined
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6. The greatest possible value of C is how much
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(a) 2
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To Achieve Universal Health Care, Invest in Nurses and Midwives›Dot-Mom // Guest Contributor // October 10, 2019 // By Sydnee Logan & Ann LoLordo
Universal health coverage, a sustainable development goal championed by Dr. Tedros Adhanom Ghebreyesus, Director-General of the World Health Organization (WHO), won a key vote of confidence during this year's United Nations General Assembly in New York City. The member states endorsed primary health care as a means to reach more than 4 billion people who lack essential care—a critical gap to the achievement of universal health coverage by 2030.
Empowered Midwives Could Save More Lives›Dot-Mom // August 14, 2019 // By Sarah Barnes
"Midwifery is what women want and what the world needs," said Anneka Knutsson, Chief, Sexual and Reproductive Health Branch, United Nations Population Fund (UNFPA) at the Fourth Global Midwifery Symposium held at Women Deliver on June 2, 2019. More than 200 people, mostly midwives and global midwifery experts, attended the symposium titled, "Empowered Midwives, Transformed Communities." Organized by UNFPA, the International Confederation of Midwives (ICM), and World Health Organization (WHO), in collaboration with Jhpiego, UNICEF, Laerdal, and the Canadian Association of Midwives, the all-day symposium highlighted how the midwife-led continuity of care model and women-centered care can improve outcomes for women, their newborn, and their families. The discussion also focused on the importance of enabling environments and productive collaborations between midwives and other health professionals.
Eliane Razafimandimby: Improving the Quality of Maternal and Child Care›Dot-Mom // Friday Podcasts // October 12, 2018 // By Elizabeth Wang
"Even in a weak system without a quality improvement structure, it is possible to support district managers and facility providers to measure and improve quality care," said Eliane Razafimandimby, Chief of Party of USAID's flagship Maternal and Child Survival Program (MCSP) in Madagascar, at a recent Wilson Center event on improving the quality of reproductive, maternal, newborn, and child healthcare (RMNCH).
Everybody Counts: Maternal Mortality›Dot-Mom // Friday Podcasts // August 10, 2018 // By Wilson Center Staff
It's 2018, so why are women still dying in childbirth? This episode of Everybody Counts, hosted by Jennifer D. Sciubba, a professor of political demography at Rhodes College, explores why maternal mortality is a global issue, what policy solutions can keep mothers healthy, and why valuing women is at the heart of the issue.
"It Can Be Done": Address Malata's Dream for Safe Motherhood in Malawi›Dot-Mom // Friday Podcasts // January 11, 2018 // By Yuval Cohen
"Women still die…and they die preventable deaths," said Address Malata, vice chancellor of the Malawi University of Science and Technology, at a recent Wilson Center event honoring the 30th anniversary of the Safe Motherhood Initiative. Malata—a midwife and the former vice president of the International Confederation of Midwives—told the heart-wrenching story of a pregnant woman who, like so many others, died waiting for transportation.
The 30th Anniversary of the Safe Motherhood Initiative›Dot-Mom // From the Wilson Center // January 4, 2018 // By Sarah Barnes
Since 1987, the number of women dying during pregnancy and delivery has dropped by 43 percent, saving hundreds of thousands of women's lives—and changing the lives of their families—around the world. "Our achievement in making maternal mortality an injustice that needs to be recognized by health ministers, by heads of state, by heads of agencies, has been, I think, the single greatest achievement of the Safe Motherhood Initiative" since it began 30 years ago, said Ann Starrs, President and CEO of Guttmacher Institute, at a Wilson Center event marking the anniversary of this important effort.
Innovations in Midwifery Save Mothers' Lives: Q&A With Geeta Lal›Dot-Mom // Q&A // November 9, 2017 // By Yuval Cohen
To prevent maternal mortality, we need new approaches to this very old problem. The United Nations Population Fund (UNFPA)'s Midwifery Programme, which operates in 120 countries, recently launched an innovative tool to improve training for maternal health workers. Dot-Mom, the column of the Maternal Health Initiative on New Security Beat, recently spoke with Geeta Lal, global coordinator for the Midwifery Programme, about the challenges of developing innovations in maternal health and new projects on the horizon for UNFPA.
A Little Respect: Improving Maternity Care›Dot-Mom // On the Beat // August 21, 2017 // By Yuval Cohen
"Disrespect and abuse during facility-based childbirth is a very widespread phenomena with different manifestations," said Rima Jolivet from the Maternal Health Task Force (MHTF) during a recent webinar hosted by MHTF and Ariadne Labs on the need for respectful maternity care (RMC). Jolivet was joined by Katherine Semrau from Ariadne Labs, Rose Molina from Beth Israel Deaconess Medical Center and Ariadne Labs, Saraswathi Vedam from Birth Place Lab, and David Sando from the Harvard T.H. Chan School of Public Health.
Showing posts from category midwives.
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Doing a series of pawprints with metal clay and I really wanted to post them. But first I wanted to ask if anyone has ever had White Sangria? I live in Saint Augustine Florida, and there is a restaurant here called Columbia House that will make it for you tableside. They make the standard Red Sangria as well. But my favorite is the white. It is made from fresh fruit, lemons, limes, oranges, and the standard cherries, and is blended with a very good Champagne, an orange liquor and some sort of fruit brandy. That seems to be a secret. I wish I had a jug right now!
I wish I had some now……..


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At this site we maintain a list of the 5000 Largest Known Primes which is updated hourly. This list is the most important databases at The Prime Pages: a collection of research, records and results all about prime numbers. This page summarizes our information about one of these primes.
field (help)value
Description:7707 · 2528051 + 1
Verification status (*):Proven
Official Comment:
Proof-code(s): (*):L1204 : Brown1, PSieve, Srsieve, PrimeGrid, LLR
Decimal Digits:158964 (log10 is 158963.07712572)
Rank (*):32459 (digit rank is 1)
Entrance Rank (*):4653
Currently on list? (*):no
Submitted:7/20/2010 20:29:30 CDT
Last modified:7/20/2010 21:20:22 CDT
Removed (*):8/8/2010 11:46:05 CDT
Database id:93653
Status Flags:none
Score (*):40.9816 (normalized score 0.0454)
The Top 5000 Primes is a list for proven primes only. In order to maintain the
integrity of this list, we seek to verify the primality of all submissions.
We are currently unable to check all proofs (ECPP, KP, ...), but we will at least trial
divide and PRP
check every entry before it is included in the list.
machineDitto P4 P4
notesCommand: /home/ditto/client/TrialDiv/TrialDiv -q 7707 2 528051 1 2>&1[Elapsed time: 9.723 seconds]
modified2011-12-27 16:48:39
created2010-07-20 20:35:21
machineRedHat P4 P4
notesCommand: /home/caldwell/client/pfgw -t -q"7707*2^528051+1" 2>&1PFGW Version 20031027.x86_Dev (Beta 'caveat utilitor') [FFT v22.13 w/P4]Primality testing 7707*2^528051+1 [N-1, Brillhart-Lehmer-Selfridge]Running N-1 test using base 5Using SSE2 FFTAdjusting authentication level by 1 for PRIMALITY PROOFReduced from FFT(65536,20) to FFT(65536,19)Reduced from FFT(65536,19) to FFT(65536,18)Reduced from FFT(65536,18) to FFT(65536,17)1056136 bit request FFT size=(65536,17)Calling Brillhart-Lehmer-Selfridge with factored part 100.00%7707*2^528051+1 is prime! (1461.8600s+0.0000s)[Elapsed time: 24.58 minutes]
modified2010-10-13 12:41:36
created2010-07-20 20:53:01


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Additional Information
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The cup size is the top bust minus the under bust. The top bust is measured around the fullest part of the bust. If your bust tends to droop, you will need to use both hands to hold your bust up into the "with bra" position, and have somebody measure round the fullest part.
Please make sure that you've entered a valid question. You can edit your question or post anyway. Skip to main content.
The Bye Bra breast lifts are made in cooperation with world-class medical adhesive producer 3Mavailable in cup sizes up to H. The Bye Bra lifts are of premium quality, easy to apply and come with two types of nipple covers. The Bye Bra breast lifting tapes are a simple solution for a quick and effective enhancement of the female breasts without the need for surgery, or even a bra!
Looking for a pretty bra that fits you like a glove? The perfect bra offers superior comfort and support without weighing you down. Find a bra that will give you the fit you love and makes a classy addition to your intimates drawer. Ultra-light and comfy, our range of bralettes, demi bras and strapless bras have smooth silhouettes and is ideal for layering beneath tees and tank tops.
Australian Women's Weekly. I grabbed my car keys and checked my watch. As she wandered down the stairs ready for school, I did a double take.
Shop our full cup bras with a choice of padded, non-padded, underwired and non-wired styles. Perfect for everyday wear, the collection includes pretty printed styles with lace and sheer detailing. Pick your perfect style here.
There are a great many brassiere designs that are suitable for a wide variety of business and social settings and suitable to wear with a variety of outer clothing. The bra's shape, coverage, functionality, fit, fashion, fabric, and colour can vary widely. Some bras are designed to offer basic, practical support and coverage while others are purposefully sexual, sensual, or revealing.
Shop our full cup bras with a choice of padded, non-padded, underwired and non-wired styles. Perfect for everyday wear, the collection includes pretty printed styles with lace and sheer detailing. Pick your perfect style here. Refine your search… clear all.
Size guide. All orders that contain pre-ordered items will be shipped as a whole order when the pre-ordered items are ready to be dispatched. You will receive an e-mail or sms confirmation when your order is ready to collect.
I love my body. I believe my body is a magnificent work of art -- a canvas painted brown, stroked with curves, accented with dimples and decorated with stretch marks. She looked like art, and art wasn't supposed to look nice; it was supposed to make you feel something. There are times my reflection empowers me and there are times I'm overly critical.


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HorrorPops - Caught In A Blonde album flac
- Performer: HorrorPops
- Album: Caught In A Blonde
- FLAC: 1292 mb | MP3: 1898 mb
- Released: 2005
- Style: Psychobilly, Rockabilly
- Rating: 4.3/5
- Votes: 721
- Format: MP2 AUD VQF RA AAC MMF AC3
Tracklist Hide Credits
|Caught In A Blonde
Written-By – Kresge*, Stendahl*, Gaarde*, Day*
Companies, etc.
- Phonographic Copyright (p) – Hellcat Records
- Copyright (c) – Hellcat Records
- Published By – HorrorPops Publishing
NotesIn plastic sleeve with full colour insert.
For Promotional Use Only.
Taken from the new album "Bring It On". Out September 12 on Hellcat Records.
Barcode and Other Identifiers
- Rights Society: ASCAP
Track 11 Artist Horrorpops Album Bring It On! GENRE Psychobilly.
Watch the video for Caught in a Blonde from HorrorPops's Bring It On! for free, and see the artwork, lyrics and similar artists.
This song is by HorrorPops and appears on the album Bring It On! (2005). I've got nothing to sayI'm out of feelingYou're out of the gameGo have a whole lot of nothingWith he. y head is spinningMy tears are drained. But you've been tamedYou turned your whole lifeInto something she can holdJust when I thoughtNothing was wrongYou let me down againJust when I thoughtWe had it downJust when I thoughtYou would stayYou changed your mindYou chose wrong.
Song: Caught in a Blonde Band: Horrorpops Album: Bring it On! Bassist: Patricia Day. Please tell me if there are errors. i'm sure there are. I have this sick feeling that it's all terribly off. So tell me instead of just whining to yourself, so that others can enjoy the fruits of your trained ear. o. .on with the show! Intro: G- D-0-0- A- E-
Song: Caught in a Blonde Band: Horrorpops Album: Bring it On! Bassist: Patricia Day.on with the show! Intro: G. D. 0 0.
Horrorpops - Caught in a Blonde Songtext. i've got nothing to say i'm out of feeling you're out of the game go have a whole lot of nothing with her. my head is spinning my tears are drained. but you've been tamed you turned your whole life into something she can hold just when I thought nothing was wrong you let me down again just when I thought we had it down just when I thought you would stay you changed your mind you chose wrong
Bring it On! is the second album by the Danish psychobilly band, HorrorPops. It was released on September 13, 2005 on Hellcat Records. It was recorded in Sound City Studios, Van Nuys, California during 2005. It was produced by Brett Gurewitz. All tracks by Day, Gaarde, Kresge & Stendahl. Freaks in Uniforms" – 2:45. Bring It On!" – 2:17. It's Been So Long" – 3:27. Crawl Straight Home" – 2:50.
HorrorPops – Caught In A Blonde. Label: Hellcat Records – 1222-2A. Format: CDr, Single, Promo. In plastic sleeve with full colour insert. For Promotional Use Only. Taken from the new album "Bring It On". Out September 12 on Hellcat Records. Rights Society: ASCAP.
Прочитать перевод текста. 1. Horrorpops - Thelma & Louise.
The horrorpops are a psychobilly band from Denmark, and they are wonderful. This album is more upbeat, less serious, more pop'ey than previous albums. Because of that, it took a while for me to transition from the other albums. After a few listens, I have to say this album is great- it sounds like a more rough, grittier B-52s. Published on February 29, 2008.


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barrels of fun!May 13th, 2010 in member junk
sandyrae, member
My husband brought me these barrels home from his job. They were headed for the landfill. He figured I could do something with them. I've used them for everything from seating at a grad party to toy boxes and storage conatainers.
Pattern or design used: My own design
posted in: member junk, container, furniture
Comments (5)
AtticusFinch writes: Those are more fun than a "barrel of monkeys". Got recycle.
Sheri Posted: 1:00 pm on May 19th
Sheri Posted: 1:00 pm on May 19th
Prior writes: What a great uses! You gotta' good hubs! Lezlee Posted: 8:35 pm on May 16th
georgiamoon writes: Very, very cool uses for these. Georgia Posted: 2:09 pm on May 14th
MakinItHappen writes: Unbelievable what gets thrown in the landfill. These are very cool. So many uses... Posted: 5:34 pm on May 13th
RustyDiva writes: How cool is that! Love the way you jazzed them up too. Good hubby! Posted: 3:46 pm on May 13th
You must be logged in to post comments. Click here to login.


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|2 brosses de nettoyage pour embouchure Soundman® (2 pièces) pour Cuivres (Trompètte, Cornet, Bugle, ...
2 brosses de nettoyage d'embouchures. Evitent de la humidité et prolongue la longévité de
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ER Wait Times in Maricopa County HospitalsAverage wait times at hospital in Maricopa County show the time patients can expect to spend. Actual wait times will depend on many factors, such as severity of the injury, time of day, and staffing. Patients are quickly evaluated as part of a triage process, so the most severe cases can be treated first. Depending on the hospital, this initial wait can run from a few minutes to over an hour. The times below also include wait times for initial treatment, since there can be many delays after the triage process. Choose an ER with a shorter wait time to get seen more quickly.
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Join the community to find out what other Atlassian users are discussing, debating and creating.
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The link 'see the JIRA 7.2.x platform release notes.' under the 'Upgrade notes' section links to JIRA Software, not JIRA Platform.
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The Nationwide Heart for Complementary and Various Medication (NCCAM) is the Federal Government's lead company for scientific research on complementary and alternative medicine (CAM). Journal of Alternative & Complementary Drugs, 10 (1), 123-131. Sometimes even when there is a placebo group, the research aren't blinded, that means that the researchers know who is getting placebo or commonplace treatment. Armstrong AR, Thiébaut SP, Brown LJ, Nepal B. Australian adults use complementary and various drugs in the treatment of chronic sickness: A nationwide research.
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Discuss Project on Compensation Management within the Human Resources Management (H.R) forums, part of the PUBLISH / UPLOAD PROJECT OR DOWNLOAD REFERENCE PROJECT category; plz send me the any project report. i need it urgently. Advertisements...
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Re: Project on Compensation Management
Re: Project on Compensation Management - December 16th, 2008
Wage is a monetary payment made by the employer to his employee for the work done or services rendered. It is a monetary compensation for the services rendered. A worker may be paid Rs. 100 per day or Rs. 4500 per month. This is wage payment. The worker gives his services and takes payment called wage payment. Industrial workers are paid remuneration for their services in terms of money called wage payment. Wages are usually paid in cash at the end of one day, one month or one week. Money wage is the monetary compensation or price paid by the employer to his employee for the services rendered. Such compensation is also called wage or salary or reward given by an organisation to a person in return to a work done.
Generally, compensation payable to an employee includes the following three components:
Basic compensation for the job (wage/salary)
Incentive compensation for the employee on job
Supplementary compensation paid to employees (fringe benefit and employee services)
1. To worker:
Wage payment is important to all categories of workers. Wage is a matter of life and death to workers/employees. Their life, welfare and even social status depend on wage payment. It is only source of income to large majority of workers. They and their unions always demand higher wages and other monetary benefits.
Majority of labour problems and disputes are directly related to wage payment. The efficiency of workers and their interest and involvement in the work depend on wage payment. Even their attitude towards employer depends on wage payment. In brief, wage payment is a matter of greatest importance to workers. Wage problem is the most pressing and persistent problem before the entire labour force.
2. To employer:
Wage payment is equally important to employers as their profit depend on the total wage bill. An employer in general is interested in paying low wages and thereby controls the cost of production. However, low wages are not necessarily economical. In fact they may prove to be too costly to the employer in the long run. E.g. In garment manufacturing company if tailors are not paid properly then it is difficult for the company to retain them. An employer has a moral and social responsibility to pay fair wages to his worker as they are equal partners in the production process. He should give fair wages which will benefit to both the parties. Employees will offer full co-operation to the management when they are paid attractive wages. On the other hand, strikes and disputes are likely to develop when workers are paid low wages or when they are dissatisfied and angry due to low wage rates. It is possible to earn more profit by paying attractive wages to workers. E.g. Reliance, Citi Bank, Motorola are earned huge profits because of their higher pay packages.
3. To government:
Government also give special importance and attention to wages paid to industrial workers as industrial development, productivity, industrial peace and cordial labour- management relation depend on the wage payment to workers. Government desires to give protection to the working class and for this minimum wages act and other Acts are made. In India, wages are now link with the cost of living. This is for the protection of workers. Government is the biggest employer in India and the wage rates of government servant and employees of public sector organisations are decided by government only. Revision of pay scale of government employees made for adjusting their wages as per the cost of living. For this, Pay Commission is appointed and pay scale is adjusted as per the recommendations made.
In India, wage payment is very critical, controversial and delicate issue for all categories of work force. This is due to poverty, rising prices, mass unemployment and rising population. Wage payment indeed a vexatious problem and needs to be tackled from economic, social and humanistic angles.
Fair wages is the wage which is above the minimum wage but below the living wage. Obviously the lower limit of the fair wage is the minimum wage and the upper limit is set by the ability of the industry to pay. Between these two limits, fair wages should depend on the factors like
1. Prevailing rates of wages in the same occupation
2. Prevailing rates of wages in the same region or neighbouring areas
3. Employers ability to pay
4. Level of national income and its distribution
5. Productivity of labour
6. Status enjoyed by the industry in the economy
Hence it can be said that fair wages are determined on industry cum region basis. When fair wages are paid employees enjoy higher standard of living. It is accepted fact that wages must be fair and reasonable. Wages is fair when the employee is able to meet its essential needs and enjoy reasonable standard of living. Equal pay for equal work serves as base of fair wage.
According to Encyclopaedia of social science,Fair wages are equal to those received by the workers performing work of equal skill, difficulty or unpleasantness.
Factors Influencing Wage And Salary Structure
The organizations ability to pay:
Wage increases should be given by those organizations which can afford them. Companies that have good sales and therefore high profits tend to pay higher wages than those which are running at a loss or earning low profits because of the high cost of production or low sales.
Supply and demand of labour:
If the demand and certain skills are high and the supply is low the result is rise in the price to be paid for these skills. The other alternative is to pay higher wages if the labour supply is scarce and lower wages when it is excessive.
The cost of living:
When the cost of living increases, workers and trade unions demand adjusted wages to offset the erosion of real wages. However when living costs are stable or decline the management does not resort with this argument as a reason for wage reduction.
The living wage:
Employers feel that the level of living prescribed in workers budget is opened to argument since it is based on subjective opinion.
Job requirements:
Jobs are graded according to the relative skill responsibility and job conditions required.
Trade unions bargaining power:
Trade unions do affect the rate of wages. Generally the stronger and more powerful trade union, higher the wages.
Productivity is another criterion and is measured in terms of output man-hour. It is not due to labour efforts alone. Technological improvements, greater ingenuity and skill by the labour are all responsible for the increase in productivity.
Prevailing market rate:
This is also known as comparable wages or going wage rate. Reason behind this is competition demand that competitors adhere to the same relative wage level.
Skill levels available in the market:
With the rapid growth of industries, business trade there is shortage of skilled resources. The technological development, automation has been affecting the skilled levels at a faster rate.
Psychological and social factors:
This determine in a significant measure how hard a person will work for the compensation received or what pressures he will exert to get his compensation increased.
Components Of Employee Remuneration
The remuneration packet of an employee includes wage/salary, incentives, fringe benefits, perquisites and finally non-monetary benefits. This is made clear in the following chart:
1. Wages and salary:
Wages represent hourly rates of pay, and salary refers to the monthly rate of pay, irrespective of the number of hours put in by the employee. Wages and salaries are subject to the annual increments. They differ from employee to employee, and depend upon the nature of job, seniority, and merit.
2. Incentives:
Incentives are paid in addition to wages and salaries and are also called payments by results. Incentives depend upon productivity, sales, profit, or cost reduction efforts.
There are: (a) Individual incentive schemes, and (b) Group incentive programmes. Individual incentives are applicable to specific employee performance. Where a given task demands group efforts for completion, incentives are paid to the group as a whole. The amount is later divided among group members on an equitable basis.
3. Fringe benefits:
These are monetary benefits provided to employees. They include the benefit of: (a) Provident fund, (b) Gratuity, (c) Medical care, (d) Hospitalization payment, (e) Accident relief, (f) Health and Group insurance, (g) Subsidized canteen facilities, (h) Recreational facilities, and (i) Provision of uniforms to employees.
4. Perquisites:
There are special benefits offered to managers/executives. The purpose is to retain competent executives. Perquisites include the following: (a) Company car for traveling, (b) Club membership, (c) Paid holidays, (d) Furnished house or accommodation, (e) Stock option schemes, etc.
5. Non-monetary benefits:
These benefits give psychological satisfaction to employees even when financial benefit is not available. Such benefits are: (a) Recognition of merit through certificate, etc. (b) Offering challenging job responsibilities, (c) Promoting growth prospects, (d) Comfortable working conditions, (e) Competent supervision, and (f) Job sharing and flexi-time.
Time rate system:
It is the oldest and simplest method of wage payment used extensively in the industrial as well as government departments. Wages are paid as per the time spent by the workers in the factory. The production given by them is not taken into consideration. The employer buys the hours of the workers and pays them accordingly. Time rate system is also called as day wage system. In the time rate system, efficiency, sincerity, ability is not given attention and all the workers are paid at one and the same rate as per the period spent in the factory.
1) Easy and simple: Time rate is easy to understand and simple to follow and calculate. Wage calculations are also easy and quick. Each worker knows how much wage payment he is entitled to at the end of the month. This gives convenience to employer and employees.
2) Guarantee of minimum wage: It gives the guarantee of certain minimum wage payment to every worker irrespective of their working capacity. Workers get a regular and stable income and this gives a sense of security to all workers as regards wage payment.
3) Maintains quality of production: Quality of production is maintained here as the workers are not in a hurry to complete the work. They do not rush the job and spoil the quality because of the temptation to earn more. Workers tend to work slowly and with care. Even accidents are less as workers use the machines in a careful manner.
4) Support from trade unions: Workers and trade unions accept and support time rate system as all workers are placed in one category as regards wage payment. This ensures unity among workers. Trade unions normally prefer time rate system of wage payment.
5) Avoids quarrels among workers: Time rate avoids heart burning and quarrels among the workers as uniform wages are paid to all. Here efficiency, honesty and sincerity of workers are not given any special weightage. Wage rate is the same for sincere and lazy workers.
6) Convenient in modern factory system: Time rate payment is convenient in modern factory system where production process is continuous and integrated. It is not possible to measure the work completed by one individual worker and hence time rate system is convenient.
1) Not scientific: Time rate is not scientific system of wage payment as there is no direct linking between wages and production/productivity. Wages bill may increase without corresponding increase in the production. This will bring loss to the employer / management.
2) Absence of positive encouragement: In the time rate system, there is no positive encouragement to workers to improve their efficiency/ performance as the wage rate is uniform to all workers; efficient and inefficient.
3) No distinction between workers: In the time rate system no distinction is made between efficient and lazy workers, both are paid at one rate which is unfair. This system gives punishment to sincere and efficient workers. They are discouraged as they are paid less than what they deserve. They may even leave the job.
4) No initiative to workers: Time rate fails to encourage workers to take more interest and initiative in their work. In fact, it encourages them to follow go slow policy. This is because wage payment is not linked with the production given.
5) Labour cost may increase: In the time rate system, there is a possibility of increase in the labour cost without corresponding increase in the production. Workers may work with slow speed, give less production but collect the wage as per time or day fixed.
6) Strict supervision: In the time rate strict supervision on the workers is essential as payment is for period and not production. This raises the expenditure on supervision.
7) No effect on productivity/ efficiency: Time rate fails to raise productivity and efficiency of labour force. It is not an incentive system of wage payment.
Piece rate system:
This is another basic system of wage payment. It is just opposite to the time rate. It is also treated as an incentive wage system as it encourages workers to produce more and also to earn more. In the piece rate system, wages are paid as per the output or production given by the worker and not as per the time spent by the worker in the factory. Payment is by results in terms of output given. Wage rate is fixed per piece of work or for certain quantity of production. The production given by a worker at the end of the day is counted and payment is made accordingly.
1) Linking of wages with production: Here wages are linked with production or productivity. It raises the productivity of labour. Workers work with speed and use their capacity fully as the wage payment is directly related to the quantity of production given by a worker.
2) Distinction is made between efficient and inefficient workers: Distinction is made between efficient and inefficient worker and full justice is done to efficient worker as he gets payment in proportion to the production given. Efficient workers support the piece rate system but it is not preferred by unskilled and inefficient workers. They get less payment under this method as their capacity to produce is less.
3) Encourages workers to take initiative in the work: Piece rate system encourages workers to take more interest and initiative in the work as every worker gets full reward of his efforts. There is direct efforts-reward relationship in the piece rate system.
4) Fair to employer and employees: This system is fair to employers as well as employees. The employees get income in proportion to production given by them and the employer gets production in proportion to the wage paid.
5) Incentive system: This system serves as the incentive system. Workers work efficiently and take interest in the work due to corresponding benefit/ reward in the form of higher wage payment.
6) Limited supervision adequate: In this system strict supervision on the workers is not necessary as workers work sincerely. This is because their wage payment is directly linked with their sincerity and ability.
7) Freedom of work to workers: Workers get more freedom of work and there is effective control on the cost of production in the piece rate system.
8) Brings cordial relations: Piece rate brings cordial labour- management relations and industrial peace.
1) No guarantee of minimum wage payment: There is no guarantee of certain minimum wage payment to a worker. This may prove to be dangerous particularly to a newly recruited worker and workers who are below average
2) Workers suffer even when they are not at fault: Sometimes workers suffer in wage payment even when they are not fault. Due to power failure, etc they may not be able to give production and naturally they will not be eligible for wage payment even when they remain present in the factory for the whole day.
3) Complicated system: Piece rate system is complicated and difficult as it is difficult to understand by ordinary workers. Management will have to keep elaborate records of production given by each worker. Workers also make complaints as regards wage payment when they feel that due payment is not made to them.
4) Disturbs unity of workers: Piece rate affects the unity among workers as wage payment will not be uniform to all workers. This will lead to quarrel among workers. Trade unions oppose piece rate system on the ground that it will lead to rivalry among workers and destroy unity among them.
5) Not fair to trainees: Piece rate system is not fair to trainees, as their capacity to produce is less and naturally they will get less wages.
6) Quality of production is adversely affected: It affects the quality of production as workers may work with speed and this may bring down the quality of production. In addition the wastages and spoiled work are likely to increase due to haste on the part of the workers to labour hard and over strain themselves in order to earn more. This affects the health of workers.
Wages are paid as per the time spent by workers.
Wages are paid as per the output or production given by workers.
Old/new system:
Oldest and simplest method of wage payment.
Modern and incentive system of wage system.
Guarantee of wages:
Gives guarantee of certain minimum wage payment to every worker.
Fails to give guarantee of minimum wage payment to every worker.
Employees and trade unions support time rate system.
Employers and efficient workers prefer piece rate system.
Understanding of system:
Easy to understand and simple to administer.
Complicated system as various recorded and registers are required to be maintained
Distinction between workers:
Distinction is not made between efficient and inefficient workers as all are paid at one and same rate.
Distinction is made between efficient and inefficient workers. Efficient worker is paid more while an inefficient worker is paid less.
Effect on production:
Encourages workers to follow go-slow policy and naturally production suffers.
Encourages workers to take more interest in the work and naturally production increases.
Quality of production:
Quality, workmanship of production are not affected, raw materials, machinery are utilised properly. The spoiled work is also negligible.
Quality, workmanship of production may suffer. Increase in spoiled work and wastage of raw materials.
Strict supervision is necessary as workers are paid as per the period spent.
Strict supervision is not necessary as workers are paid in proportion to the production given.
Suitable to manufacturing units, also suitable when individual contribution is not easily measurable.
Suitable when contribution of individual worker is measurable and work is standardised and repitive in character.
The wage plan should be highly incentive means it should encourage workers to take more initiative and interest in the work, produce more and also earn more. The wage plan which serves all these purposes is called incentive wage plan. Such an incentive plan is beneficial to both - employers and employees as well as it is useful for the rapid industrial growth.
Incentives include monetary as weft as non-monetary benefits offered. There is motivation to work hard and to earn more. In every incentive plan, wages are linked with the given output. Incentives are not fixed like wages and salaries. They vary from individual to individual and from period to period.
ILO defines incentives as "payment by results". Incentives can also be described as "incentive systems of payment".
According to Dale Yoder, Incentive wages relate earnings to productivity and may use premiums, bonuses, or a variety of rates to compensate for superior performance Piece rate system is the oldest incentive wage plan which is also useful for attracting and retaining qualified personnel in the organisation and for motivating personnel to higher levels of performance. In many incentive plans, a combination of time rate and piece rate systems is used. Such combination creates an ideal incentive plan.
There are two types of incentive plans:
(a) Individual incentive plans, and
(b) Group incentive plans.
Individual incentive plan is meant for individual employees. He has to work hard i.e. efficiently, produce more and share the monetary benefits for himself. The benefit is directly linked with his ability, efficiency and capacity.
In the group incentive plan, the incentive is not for individual employee but for the group of employees working in one department or section. Such group incentive plan may cover the entire labour force of a production unit. The group will work collectively, give more production and share the benefit. Initially the benefit will be given to the group and thereafter, it will be divided among the members of the group.
Management is interested in group incentive plan while employees are interested in individual incentive plans. Production activities are now conducted in an integrated manner and naturally incentives should be offered to the employees. Group incentive plans are better as they encourage team spirit and develop cooperation and understanding among the employees. This avoids wastages and promotes productivity.
A good incentive plan is one which is easy to understand and simple to operate. An average worker must be able to know the incentive offered and what he is expected to do. The monetary as well as non-monetary benefits offered must be made clear to all workers.
Encourage initiative:
A good incentive plan should create initiative among workers to work more and to earn more. It must offer more income to workers and more profit/production to the firm or company.
Definiteness and flexibility:
A good incentive plan should be definite. This means frequent changes should not be made as regard rates, etc. as such changes create confusion and doubts in the minds of workers. Such plan must give clear benefits to workers
In addition, an ideal incentive plan should be flexible. It should take care of technological and other changes taking place from time-to-time. There should be suitable provision for such adjustment. Flexibility makes incentive plan adaptable.
Wide coverage and equitable:
A good incentive plan should not be for employees in certain departments only. It should have a wide coverage and almost all employees should be covered in such plan. Such wide coverage makes the plan popular at all levels and among all categories of workers.
An incentive plan should be equitable. This means it should provide equal opportunity to all employees to show efficiency and earn more. This avoids dissatisfaction among employees and makes the plan just and fair to all employees.
Guarantee of minimum wage payment:
An incentive wage plan should include certain minimum wage payment to every worker per month. This should be irrespective of the production he gives. Such provision of guarantee payments creates a sense of security and confidence among workers.
Scientific fixation of standard workload:
Under the incentive plan, extra payment is given for the extra work i.e. work which is over and above certain quality. Such standard work-load must be clear, specific and fixed with scientific time studies so that majority of employees will be able to give extra production for extra payment.
Justice to employer and employees:
A good incentive plan should do justice to both parties. The employer must get additional production along with extra profit and the workers must get extra payment for extra production.
Profit-sharing is regarded as a steppingstone to industrial democracy. Prof. Seager observes: "Profit-sharing is an agreement by which employees receive a share, fixed in advance of the profits."
Profit-sharing usually involves the determination of an organisation's profit at the end of the fiscal year and the distribution of a percentage of the profits to the workers qualified to share in the earnings. The percentage to be shared by the workers is often predetermined at the beginning of the work period and IS often communicated to the workers so that they have some knowledge of their potential gains. To enable the workers to participate in profit-sharing, they are required to work for certain number of years and develop some seniority. The theory behind profit-sharing is that management feels its workers will fulfill their responsibilities more diligently if they realise that their efforts may result in higher profits, which will be returned to the workers through profit-sharing.
The main features of the profit-sharing schemes are:
(a) The agreement is voluntary and based on joint consultation made
freely between the employers and the employees.
(b) The payment may be in form of cash, stock of future credits of
some amount over and above the normal remuneration that would otherwise be paid to employees in a given situation.
(c) The employees should have some minimum qualifications, such
as tenure or satisfy some other conditions of the service which may be determined by the management.
(d) The amount to be distributed among the participants is computed
on the basis of some agreed formula, which is to be applied in all circumstances.
(e) The amount to be distributed depends on the price earned by the
(f) The proportion of the profits distributed among the employees is
determined in advance.
Objectives of Profit-sharing:
1) To supplement the regular earning of the workers,
2) To create a sense of partnership among the workers and the management,
3) To enable the workers to participate in the prosperity of their company,
4) To develop cordial labour-management relations and to improve employee morale.
5) To introduce incentive wage plan
6) To raise productive efficiency by reducing costs and increasing output
7) To reduce labour turnover and to improve public relations.
8) To provide for employee security in the event of death, retirement or disability
1) Extra income to workers: Workers get extra cash payment due to profit-sharing arrangement. This money is useful for raising their welfare. Workers can purchase costly consumer durables out of this money available at one time. Thus, profit-sharing provides better life and welfare to workers. It creates contended labour force with higher standard of living. Profit-sharing plan acts as a good supplement to regular wages paid to employees. In fact, profit-sharing is aptly described as a form of added remuneration.
2) Workers take more initiative and interest in the work: Due to profit-sharing arrangement, workers/ employees take more interest in the work. This develops team spirit among the employees because their share in the profit depends on their collective initiative, efforts and hard work. In this sense, profit-sharing is useful for motivating employees. It encourages employees to be regular, stable and efficient as the benefits of these elements are offered to them through profit-sharing. Here, efforts and reward are directly and proportionately linked. This encourages employees to take keen interest in the work and develops team spirit.
Profit-sharing acts not only as supplement to regular wages (i.e. as an incentive wage plan) but also as a motivating factor to all employees. It creates common objective before employer and employees and diverts their energies for achieving one common objective.
3) Increase in production and productivity: Profit- sharing acts as a driving force for more production and productivity. It motivates workers for raising production as they get direct and immediate benefit of additional efforts on their part. The benefits of increase in production are available to employer and employees.
4) Fair to employer and employees: Profit-sharing gives mere remuneration to workers along with more profit to employer. Employer pays a part of profit to workers but he is not adversely affected as profit is paid only when it exceeds a particular limit agreed by both the parties. This arrangement is, certainly fair to both parties. There is an element of social justice in it.
5) Ensures cordial industrial relations: Profit-sharing creates cordial labour-management relations. It. reduces industrial disputes, strikes and lock-outs. This is because both have common objective and both are likely to suffer due to industrial disputes, strikes and lock-outs. Thus, profit-sharing reduces industrial disputes and leads to friendly relations between employer and employees. It certainly acts as a tool for reducing industrial disputes and also for creating industrial peace.
Thus, profit-sharing agreement encourages workers to work efficiently and also avoid dispute and quarrels with the employer. It acts as a natural and self-imposed check on industrial disputes. Profit-sharing creates team spirit in the higher cadres of management as well as in the rank and file of workers.
6) Less supervision required: Profit-sharing reduces the expenditure on supervision of workers as they take interest in the work on their own. Moreover, wastage of' materials, volume of spoiled work, etc. are also reduced.
7) Stability to labour force: Profit-sharing brings stability to labour force as the benefit of profit-sharing is usually given only to those who work in the company for the whole year. Thus, profit-sharing brings down the rate of labour turnover and this gives benefit to the employer/ management.
8) Promotes social justice: Profit-sharing is a method of social justice. It is a method by which workers are given the reward of their hard work and also allowed to participate in the progress and prosperity of their company. Profit-sharing introduces industrial democracy as workers are treated not only as wage earners but also as partners for sharing the profits of the company.
1) Uncertainty: There is high degree of uncertainty in the profit-sharing scheme/plan. Profit-sharing is uncertain because it will be paid only when the profit exceeds a particular limit. The profit may not cross a particular limit due to market forces and the workers will suffer. Thus, profit-sharing does not give full guarantee of extra payment to workers. It acts like a fair weather plan.
2) Unfair to efficient workers: Profit-sharing is a group incentive plan. It gives equal benefit to all workers. Distinction is not made between good and bad workers. As a result sincere and efficient workers get less than what they deserve while insincere and inefficient get more than what they deserve.
3) Opposition from trade unions: Trade unions and workers feel that bonus payment is better than profit:-sharing. They generally oppose to profit-sharing and demand bonus from the employer as it is a cheap alternative to profit-sharing.
4) Disputes on calculation of net profit: In profit-sharing, the net profit is to be calculated at the end of the financial year. There is a possibility of difficulties as regards the calculation of the net profit. The employer may like to manipulate the accounts and show less profit while workers may calculate it as high. Such quarrel affects both the parties as it leads to dispute and delay in payment. In brief, ascertaining net profits is one sensitive problem in profit-sharing.
5) Adverse effects on labour-management relations: Sometimes, relations between labour and management are adversely affected on the point of profit-sharing agreement. This defeats the very purpose of profit-sharing. Disputes are possible as regards the profit-sharing agreement itself.
6) Not useful during depression: Profit-sharing as a method of extra remuneration to workers can be used during the period of prosperity when profits are high. It cannot be used during the years of depression. Even newly established companies are not in a position to introduce profit-sharing scheme for their employees.
7) Opposition from conservative employers: The concept of profit-sharing is not fully acceptable to conservative employers. They feel that profit is the reward for the risks and uncertainties. They also argue that workers must be prepared to share profit as well as loss in the business.
Fringe benefits may be defined as wide range of benefits and services that employees receive as an integral part of their total compensation package. They are based on critical job factors and performance. Fringe benefits constitute indirect compensation as they are usually extended as a condition of employment and not directly related to performance of concerned employee. Fringe benefits are supplements to regular wages received by the workers at a cost of employers. They include benefits such as paid vacation, pension, health and insurance plans, etc. Such benefits are computable in terms of money and the amount of benefit is generally not predetermined.
The purpose of fringe benefits is to retain efficient and capable people in the organisation over a long period. They foster loyalty and acts as a security base for the employees.
Different from regular wages: Fringe benefits are different from regular wages as such benefits are those payments, which an employee enjoys in addition to wages he receives. It is a supplementary payment and provides support to an employee.
Employee motivation: Fringe benefits are not given to employees for performing certain jobs. The purpose is to encourage them to take more interest in the assigned work.
Useful but avoidable expenditure: Fringe benefits constitute a labour cost for the employer.
Not directly linked with efforts: Fringe benefits are not direct reward for the efforts made or the production given by an employee.
Beneficial to all employees: Fringe benefits are a labour cost but its benefits should be made available to the entire labour force and not to a small group of employees.
To supplement direct remuneration: Fringe benefits supplement regular pay of employed. It raises the total earnings of an employee and provides better life and welfare to him.
Employers prefer fringe benefits: employers prefer this indirect remuneration to direct pay increase.
To retain competent employees: Fringe benefits create satisfied labour force. In addition, the management can attract and retain competent personnel in the organisation by offering liberal packet of fringe benefits.
To develop good corporate image: Fringe benefits help to develop a good corporate image.
To raise employee morale: Liberal package of Fringe raises the morale of employees.
There are some limitations of Fringe Benefits. These are:
Fringe Benefits may lead to unhealthy competition among employees
The expected benefit may not be available if the monetary benefits are not adequately attractive to employees.
The motivation may not be as per expectation if the implementation of the benefits scheme is not transparent.
There are certain advantages of Fringe benefits. These are:
Fringe benefits provide support to remuneration paid to employees.
Fringe benefits improve efficiency and productivity of employees.
Fringe benefits act as an added attraction to the employees.
Fringe benefits reduce monotony and fatigue of employees. They make employees efficient and co-operative for whatever organisational changes required to be introduced.
Fringe benefits raise morale of the employees. They develop affinity for the organisation.
Fringe benefits develop good corporate image and raise market standing of the organisation.
Fringe benefits act as a motivating force. They motivate employees and induce them to work for the progress and prosperity of the organisation.
(1) Payment for time not worked by the employee:
Leave with pay and allowances.
(2) Contingent and deferred benefits:
Pension payment.
Group life insurance benefit.
Group health insurance.
Sick leave, maternity leave, child care leave, etc.
Suggestion/service award
Severance pay.
(3) Legally required payments:
Old age, disability and health insurance
Unemployment compensation
Worker's compensation.
(4) Misc. benefits:
Travel allowances.
Company car and membership of clubs, etc
Moving expenses.
Child care facilities.
Tool expenses and meal allowances, etc
According to Edwin b. Flippo, Job evaluation is a systematic and orderly process of determining the worth of job in relation to other jobs.
Job evaluation means determining the relative worth of a job in an organization by comparing it with other jobs within an organization and with job market outside jobs are evaluated on the basis of their content and are placed in the order of their importance. In this way, job evaluation helps in establishing job hierarchy. It is a process by which jobs in an organization are appraised. It suggests comparative importance of different jobs. A wage structure hierarchy is based on such job evaluation.
In job evaluation the jobs are ranked on the basis of their relative importance and not the job holders. They are rated through performance appraisal. Job evaluation is the output provided through job analysis.
1. It determines the relative worth of jobs in an organization. Jobs are evaluated as per their content and place in the order of their importance.
2. It is based on the analysis of the facts about the job collected through job analysis.
3. It helps to bring a balanced wage structure in an organization. This is possible as job hierarchy is established. The purpose is fixation of satisfactory wage differentials among various jobs.
1. To establish by impartial judgement the logical and accurate relationship of each job to other jobs within the firm.
2. To establish satisfactory wage and salary differentials.
3. To select employees more accurately and train, promote or transfer them within the firm objectively and impartially.
4. To provide them information for work organization, employees selection, placement and other similar problems.
5. To promote employee goodwill, strengthen and maintain morale and loyalty and provide an incentive for efficiency.
6. To determine the rate of pay for each job that is fair and equitable in relation to other jobs in the plant.
Advantages / Importance:
1. Job evaluation clearly indicates the relative worth of different jobs in the organization.
2. It establishes a hierarchy of jobs and evolves a graduated wage scale for employees.
3. It is useful for introducing a satisfactory, rational and balanced wage structure in an organization. It is also useful for simplifying wage administration.
4. It promotes employees goodwill, strengthens and maintains high morale and loyalty of workers and also provides incentives for raising efficiency.
5. It provides a scientific base for promotions and transfers of workers in an organization.
6. It avoids injustice to workers as regards wage payment, promotions and transfers.
7. It simplifies wage administration and facilitates merit rating and training programmes for employees.
8. It removes grievances and disputes among employees over relative wages and makes the wage system acceptable to all employees.
Methods of job evaluation:
1. The Ranking or grading method:
This method is considered to be the simplest and the last formal of all the job evaluation methods. Here the aim is to judge the job as a whole and determine its relative value by ranking one whole job as against another whole job. Under this method, the jobs are arranged in order to their importance with the most important job at the highest end and the least important job at the lowest end. The remaining jobs are arranged as per their relative importance through suitable evaluation techniques. The ranking is conducted through a committee of experts job raters. The committee is supplied with the necessary information (job description and job specification) for the ranking of available jobs. The ranking is done at the departmental level and for every department, the jobs are ranked I order of importance. This creates a hierarchy of jobs within the department. In this method which is non analytical, the ranking of jobs is based on the nature and importance of the job, responsibilities involved, qualities and qualifications required and the working conditions connected with the job.
1. Simplicity - it is easily understood to all the concerned and also to operate/ administer.
2. It is inexpensive.
3. It can be used conveniently in small establishments.
1. It does not indicate the degree of difference between the jobs. It merely shows that one job is more or less important than other job.
2. In most cases, the rankings are not based on job description but on the raters general knowledge of the jobs.
3. It is complex for a large firm with a complex organization structure.
2. The factor comparison or weight in money method:
It is an analytical method. The rating process consists of delineation of common key factors of different jobs and assessment of monetary values thereto with a view to assessing their relative worth on the basis of sum total of the monetary values. Job description provides the data required for indicating the major job elements or factors found in greater or lesser degree in the activities of the entire enterprise.
It is a qualitative method of job rating involving complicated procedure. As a result, the services of experts are required for actual job rating.
This method begins by selecting the crucial or critical components or elements characterizing the business operations of the firm. In other words, a schedule of job factors is drawn up by careful analysis of the operations.
The factors under this method are:
1. Mental requirements
2. Skill requirements
3. Physical requirements
4. Responsibility range
5. Working conditions.
After the key elements are selected for analyzing the jobs, the weights are applied tot job elements. Assessment of weights is done by an expert committee. As per such weights, the jobs are ranked. A monetary value is assigned to each factor of all jobs. All these values of individual jobs are weighted and then the total value of each job is arrived at or is readily available.
1. It is more accurate and systematic than the simple ranking method. The dissimilar jobs can be rated on the basis of common factors.
2. The services of experts are used and this makes the system realistic and accurate.
1. It is complicated, expensive, laborious and not easily explainable to employees.
2. Application of weightages and monetary values may involve the bias of experts.
3. This method is difficult to install and is not used extensively.
3. The point rating method:
This method is one popular and extensively used method of job evaluation. In this method, each job is evaluated separately, appraising each of the factors such as skill, effort, responsibility and working conditions and combining the separate evaluations into a single point score for each job.
In this method a series of rating scales is constructed one for each of the factors which have been selected as important in the work of the position. A certain number of points are allowed for each scale. In this way, differences among jobs are reflected in the different values which are assigned to the factors. By the use of point rating method, each job is reduced to a numerical value so that similarity and differences in work and difficulty are discovered.
The straight point system in which each factor has the same number of degrees and corresponding points is indicated in the following chart:
1 2 3 4 5
The weighted point system the number of degrees is shown in the chart given below:
1 2 3 4 5
1. This method is analytical in its approach.
2. It gives a quantitative value for each job. This makes it easy to explain to a worker who has some doubt in his mind about the absolute and relative wages fixed for his job.
3. The outstanding feature of this method is the use of a manual. Basis and guidelines of valuation are standardized by experts and are codified in this manual.
1. This method may suffer from inequities if listing and weighting of points are defective due to indifference on the part of rater.
2. The manual used for ranking the jobs needs periodical revision. If not revised it may become outmoded and evaluation based thereon would be out of tune with the changed trends.
3. It is difficult for application and may prove to be unintelligible to the workers.
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