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dc.contributor.advisorMulligan, R. A.en
dc.contributor.authorHaile, Sahle
dc.creatorHaile, Sahleen
dc.date.accessioned2016-06-01T18:48:43Z
dc.date.available2016-06-01T18:48:43Z
dc.date.issued1970
dc.identifier.urihttp://hdl.handle.net/10150/611488
dc.description.abstractCompensating an employee for work performed or services rendered constitutes an important aspect of personnel management. The question of determining and establishing appropriate wages and salaries for comparable, different and varied jobs in an organization is one that raises complex, thorny and even nebulous issues such as "equity." The eight-week intensive training of the intern was a considerable concentration on the basic and specific methods of determining the relative ranks of jobs on the basis of their contents as judged by certain defined job characteristics or factors. In the early part of the internship program, the intern was acquainted with the basic philosophy and fundamental methods of job evaluation. The intern was subsequently introduced to the actual job evaluation methods as applied in TWA. Actual case problems and situations were studied; job descriptions were reviewed, audit of jobs were conducted; the intern had the opportunity of observing and participating in actual information collecting, verifying and recording process. The intern was acquainted with the techniques of compiling salary surveys and applying such information as a method of comparing internal salary structures with external market conditions. The latter part of the program was largely a concentration on and analysis of job descriptions and organizational structures of Ethiopian Airlines. The study basically involved the understanding of the salary structures of management personnel of Ethiopian Airlines, the investigation of the possibilities of translating TWA job evaluation methods, and the subsequent application of the methods employed by TWA to that of Ethiopian Airlines.
dc.language.isoen_USen
dc.publisherThe University of Arizona.en
dc.rightsCopyright © is held by the author. Digital access to this material is made possible by the University Libraries, University of Arizona. Further transmission, reproduction or presentation (such as public display or performance) of protected items is prohibited except with permission of the author.en
dc.subjectTrans World Airlines.en
dc.subjectPublic administration -- New York (State) -- New York.en
dc.subjectAirlines -- Management.en
dc.titleAn internship in public administration performed at Trans World Airlines, New York City, New York July 28, 1969 - September 26, 1969en_US
dc.typetexten
dc.typeThesis-Reproduction (electronic)en
dc.identifier.oclc29873361
thesis.degree.grantorUniversity of Arizonaen
thesis.degree.levelmastersen
thesis.degree.disciplineGraduate Collegeen
thesis.degree.disciplinePublic Administrationen
thesis.degree.nameM.P.A.en
dc.description.noteDiary in lieu of thesis (M.P.A. - Public Administration) --University of Arizona.en
dc.identifier.bibrecord.b3135578x
dc.identifier.callnumberE9791 Univ.4.5 P976i H151
refterms.dateFOA2018-06-23T00:19:50Z
html.description.abstractCompensating an employee for work performed or services rendered constitutes an important aspect of personnel management. The question of determining and establishing appropriate wages and salaries for comparable, different and varied jobs in an organization is one that raises complex, thorny and even nebulous issues such as "equity." The eight-week intensive training of the intern was a considerable concentration on the basic and specific methods of determining the relative ranks of jobs on the basis of their contents as judged by certain defined job characteristics or factors. In the early part of the internship program, the intern was acquainted with the basic philosophy and fundamental methods of job evaluation. The intern was subsequently introduced to the actual job evaluation methods as applied in TWA. Actual case problems and situations were studied; job descriptions were reviewed, audit of jobs were conducted; the intern had the opportunity of observing and participating in actual information collecting, verifying and recording process. The intern was acquainted with the techniques of compiling salary surveys and applying such information as a method of comparing internal salary structures with external market conditions. The latter part of the program was largely a concentration on and analysis of job descriptions and organizational structures of Ethiopian Airlines. The study basically involved the understanding of the salary structures of management personnel of Ethiopian Airlines, the investigation of the possibilities of translating TWA job evaluation methods, and the subsequent application of the methods employed by TWA to that of Ethiopian Airlines.


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