Saved in:
| Main Author: | |
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| Format: | Electronic eBook |
| Language: | English |
| Published: |
[Place of publication not identified]
MIT Sloan Management Review
[2016]
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| Subjects: | |
| Links: | https://learning.oreilly.com/library/view/-/53863MIT57421/?ar |
| Item Description: | Date of publication suggested by the text. - "Reprint #57421.". - Includes bibliographical references. - Description based on online resource; title from cover (viewed September 9, 2016) |
| Physical Description: | 1 online resource (1 volume) illustrations |
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| spelling | Castilla, Emilio J. VerfasserIn aut Achieving meritocracy in the workplace merit-based reward practices can unintentionally lead to pay disparities based on gender, race, and national origin. Here's how companies can use data, transparency, and accountability to prevent that Emilio J. Castilla [Place of publication not identified] MIT Sloan Management Review [2016] 1 online resource (1 volume) illustrations Text txt rdacontent Computermedien c rdamedia Online-Ressource cr rdacarrier Date of publication suggested by the text. - "Reprint #57421.". - Includes bibliographical references. - Description based on online resource; title from cover (viewed September 9, 2016) Employees Rating of Compensation management Salaires ; Gestion Employees ; Rating of |
| spellingShingle | Castilla, Emilio J. Achieving meritocracy in the workplace merit-based reward practices can unintentionally lead to pay disparities based on gender, race, and national origin. Here's how companies can use data, transparency, and accountability to prevent that Employees Rating of Compensation management Salaires ; Gestion Employees ; Rating of |
| title | Achieving meritocracy in the workplace merit-based reward practices can unintentionally lead to pay disparities based on gender, race, and national origin. Here's how companies can use data, transparency, and accountability to prevent that |
| title_auth | Achieving meritocracy in the workplace merit-based reward practices can unintentionally lead to pay disparities based on gender, race, and national origin. Here's how companies can use data, transparency, and accountability to prevent that |
| title_exact_search | Achieving meritocracy in the workplace merit-based reward practices can unintentionally lead to pay disparities based on gender, race, and national origin. Here's how companies can use data, transparency, and accountability to prevent that |
| title_full | Achieving meritocracy in the workplace merit-based reward practices can unintentionally lead to pay disparities based on gender, race, and national origin. Here's how companies can use data, transparency, and accountability to prevent that Emilio J. Castilla |
| title_fullStr | Achieving meritocracy in the workplace merit-based reward practices can unintentionally lead to pay disparities based on gender, race, and national origin. Here's how companies can use data, transparency, and accountability to prevent that Emilio J. Castilla |
| title_full_unstemmed | Achieving meritocracy in the workplace merit-based reward practices can unintentionally lead to pay disparities based on gender, race, and national origin. Here's how companies can use data, transparency, and accountability to prevent that Emilio J. Castilla |
| title_short | Achieving meritocracy in the workplace |
| title_sort | achieving meritocracy in the workplace merit based reward practices can unintentionally lead to pay disparities based on gender race and national origin here s how companies can use data transparency and accountability to prevent that |
| title_sub | merit-based reward practices can unintentionally lead to pay disparities based on gender, race, and national origin. Here's how companies can use data, transparency, and accountability to prevent that |
| topic | Employees Rating of Compensation management Salaires ; Gestion Employees ; Rating of |
| topic_facet | Employees Rating of Compensation management Salaires ; Gestion Employees ; Rating of |
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