Ronald Oaxaca(1973)1, in his article Male-Female wages Differentials in Urban Labor Markets says that culture,tradition and overt

discrimination tend to make restrictive the term by which women may participate in the labor force. These influences combine to generate an unfavorable occupational distribution of female workers and male workers and to create pay differnces between males and females within the same occupation. The result is a chronic earnings gap between male and female full-time,year- round workers. It estimate the average extent of discrimination against female workers and to provide a quantitative assessment of the sources of male-female wage differentials. Ronald Oaxaca, Male-Female wages Differentials in Urban Labor Markets, International Economic Review,Vol.14,No.3,October,1973. George T. Milkovich(1987)2,in his article A Strategic Perspective on Compensation Management says the notion that compensation policies are strategic, thereby affecting the missions of the organization, has considerable currency. This is part of the current popularity of all things strategic. While some may write it off as another fad, a less cynical view is that a strategic perspective on compensation is part of a growing recognition that macro-organizational issues are an important part of the study of human resource management.

David B. Balkin, Luis R. Gomez-Mejia(1990)3,in their article Matching Compensation And Organizational Strategies examines the impact of organizational strategies (at both the corporate andbusiness unit level) on pay strategies, and their interactive influence on the effectiveness of the compensation system. The empirical findings are based on the survey responses of 192human resource management executives in business units of large manufacturing firms.Corporate strategy was a significant predictor of pay package design, pay level relative tothe market, and pay administration policies. Business unit strategy was a significant predictorof pay package design and pay level relative to the market. The findings are supportive of congruency notions which suggest that the effectiveness of the compensation system is partly a function of the fit between pay strategies and organizational strategies. David B. Balkin, Luis R. Gomez-Mejia, Matching Compensation And Organizational Strategies ,Strategic Management Journal, Vol. 11, 153-169.

Muhammad Ali EL-Hajji(2011)4,in his article Wage Consistency in the Context of Job Evaluation: An Analytical View says Consistent pay for employees is as important an issue and necessary requirement for getting employees acceptance and satisfaction and as a factor of motivation at work for better performance. the focus concentrates upon the internal relativities / internal hierarchical value of jobs in order to reach a fair and acceptable evaluation. This in turn decides the internal job pricing and not the final (or actual) wage identified for each job. It refers to the creation and implementation of an overall wage structure where job evaluation is only one of the important tools used with others including such initiatives as wage market surveys and wage curves. Muhammad Ali EL-Hajji,in his article Wage Consistency in the Context of Job Evaluation: An Analytical View, International Journal of Business and Social Science Vol. 2 No. 10, June 2011. Idemobi.Ellis.I,Onyeizugbe.Chinedu.U.,Akpunonu.Evans.O.(2011)5,in their article

Compensation Management As Tool For Improving Organizational Performance In The Public Sectors:A Study Of The Civil Service Of Anambra State Of Nigeria examines the extent to which compensation management can be used as a tool for improving organizational performance in a typical public sector organization like the Anambra State of Nigeria Civil Service. It also aimed at finding out if efforts of the employees are commensurate with financial compensations and ascertain the extent to which reform programmes of the State Government have affected compensation policies and practices. Pearsons Product Moment Correlation was used for data analysis .The study further found that reform programmes of the Government do not have a significant effect on the financial compensation policies and practices in the public sector due to poor compensation management.

Dr. B. C. M. Patnaik ,Prabir Chandra Padhi(2012)6,in their

article

Compensation

Management: A Theoretical Preview says Compensation is a systematic approach to providing monetary value to employees in exchange for work performed. Compensation may achieve several purposes assisting in recruitment, job performance, and job satisfaction. An ideal compensation management system will help you significantly boost the performance of your

employees and create a more engaged workforce thats willing to go the extra mile for your organization. performance appraisals assist in determining compensation and benefits, but they are also instrumental in identifying ways to help individuals improve their current positions and prepare for future opportunities. Human Resource is the most vital resource for any organization. It is responsible for each and every decision taken, each and every work done and each and every result. Employees should be managed properly and motivated by providing best remuneration and compensation as per the industry standards. The lucrative compensation will also serve the need for attracting and retaining the best employees. Dr. B. C. M. Patnaik ,Prabir Chandra Padhi, Compensation Management: A Theoretical Preview, Asian Journal of Marketing & Management Research Vol.1 Issue 1, September 2012. Dr.Marwan.T.Al-Zoubi(2012)7,in his article The Shape Of The Relationship Between Salary And Job Satisfaction: A Field Study in his article says many managers and practitioners who work in the governmental or the private sectors believe that the magical way to increase the job satisfaction is to raise the salaries and financial benefits. The employees also share these ideas, believing that the increase of the salaries will absolutely increase the job satisfaction, which will reflect on the motivation to work and raise the level of human performance or the quality of products or services. Dr.Marwan.T.Al-Zoubi(2012)7, The Shape Of The Relationship Between Salary And Job Satisfaction: A Field Study ,Far East Journal of Psychology and Business June No. 7 Vol. 3,2012. Christelle Tornikoski(2012)8, in his article Expatriate compensation:A Total Reward perspective says that For the past decade it has been pointed out that employee perspectives on and reactions to HRM should be reinstated within the relationship between HRM practices and performance,since employees are deemed critical to organizational outcomes. Research has shown the limited effect of financial compensation practices on employee commitment and retention.The scarce theoretically grounded studies which have examined expatriate compensation have been guided by the view that financial compensation is a pivotal control and

incentive mechanism, a flexible means to achieve corporate outcomes.The dissertation shows that organizations would do well to encompass rewards most valued by expatriates into their compensation packages. And it shows that expatriates systematically assess their total reward package, interpret and give meaning to compensation signals in terms of fulfillment of perceived employer obligations. Christelle Tornikoski, Expatriate compensation:A Total Reward perspective, PhD.Program in Management,June 29,2011.