The diploma thesis deals with employee satisfaction, their motivation and remuneration. In my work I focused on examining the satisfaction of employees of the selected bank with motivation and remuneration. The presented work has 3 main parts. The first part is focused on the theoretical description of the basic concepts needed to understand the issue. The second part contains an analysis of the submitted questionnaire. The last part contains suggestions for improving the system in the company.

Master´s thesis provides analysis of current level of wokring conditions in dataPartner company using company materials, questionaries and interviews. On basis of obtained results are suggested necessary steps for their improvement.

This diploma thesis deals with a reduction of unemployment in the district of Jihlava. Based on the theoretical pieces of knowledge and discovered facts, it contains a proposal of its reductions and gives some recommendations.

The thesis focuses on proposal of bonus system in the company. Target is to increase work efficiency and to set juster evaluation of employees. It analyzes current situation in the company, employees´ satisfaction and remuneration system. The thesis includes proposals of implementing a bonus system in the company which can contribute to an increase of work efficiency.

In this thesis, the author deals with the motivation of employees in a selected company. Attention is paid to the analysis of the current motivational system, evaluation and remuneration system. The aim of this thesis is to gain theoretical knowledge and analysis of the current company status quo. Based on the analysis an effective motivational system will be proposed in order to achieve higher employee satisfaction and thus obtain better working results and an increased business performance.

Diploma thesis “Proposal of the Remuneration in the Company Zevos Ltd.” focuses on developing of new company wage control system targeting on higher motivation of employees leading to further company development. The aim of theoretical part of the thesis was to collect and study the theoretical knowledge in the area of wage systems and systems of remuneration based on existing technical literature. This theoretical knowledge was applied on present wage system in the company. The second part introduces the company itself and last part, the practical one, is divided into two parts - the analytical one and the proposal one. By using of the method of comparison of the theory with the analytics of current status some reserves in motivation function of the wage system was found and the proposals for improvement was done. This proposal is based on implementation of tariff system supplemented by personal remuneration and bonus system. The result of the thesis is a proposal of new wage system for Zevos Ltd.

The purpose of this dissertation is to consider whether centralised bargaining, through bargaining councils, is a suitable mechanism for determining minimum wages in South Africa. In addressing this issue, the minimum wage fixing mechanisms currently available in South Africa, the impact they have on the labour markets and whether there is a need for reformation of our labour laws relating to the setting of minimum wages will be considered. The dissertation focuses on the various philosophical perspectives on labour law, the international development of collective labour law, international wage-fixing mechanisms and the development of South African labour law from the Industrial Conciliations Act 11 of 1924 to the current Labour Relations Act 66 of 1995. The current levels of collective bargaining available in South African, focusing on the establishment and functioning of bargaining councils, the extension of and exemption from collective agreements, as well as the use of collective bargaining to set minimum wages are discussed. The advantages and disadvantages of our current minimum wage fixing mechanisms are also discussed. For the purpose of comparison, reference is also made to wage fixing though sectoral determinations, although the focus of the dissertation is on collective labour law. In the international comparison, the development and functioning of the Australian and French wage-setting regulations are discussed, as well as policies that could be considered for application in South Africa. Collective bargaining, and in particular centralised collective bargaining, plays a significant role in South African labour law. Since South Africa does not have a national minimum wage, centralised bargaining remains the main form of fixing minimum wages, apart from sectoral determinations. In the conclusion and recommendations, possible solutions to the shortcomings in our centralised ii bargaining system, as well as alternative means of setting minimum wages are considered. / Dissertation (MSc)--University of Pretoria, 2013. / gm2014 / Mercantile Law / unrestricted

Cette thèse étudie les effets de mobilité des capitaux sur les politiques publiques dans une situation de sous-emploi. Nous traitons cette question selon trois axes. D'abord, nous introduisons le chômage dans le cadre d'analyse usuel de la concurrence fiscale afin d'étudier l'effet de mobilité du capital sur l'offre de biens publics pour établir que le résultat classique de sous-provision de biens publics est remis en question dès qu'on lève l'hypothèse de plein emploi. Nous menons ensuite une étude de la politique du salaire minimum sous la contrainte de mobilité des capitaux lorsque son rôle est de corriger la répartition des revenus. Nous montrons que la mobilité du capital conduit à la fixation d'un salaire minimum trop faible lorsque les Gouvernements ne sont pas capables de coopération. Enfin, nous analysons dans un troisième axe, l'effet de la mobilité des capitaux sur les politiques publiques en terme d'efficacité lorsque le marché du travail est soumis à des friction. A cet effet, nous utilisons un modèle d'appariement où le stock du capital est exogène. Deux résultats principaux émergent. Le premier résultat montre que le salaire minimum est un moyen d'améliorer l'efficacité du marché du travail en économie fermée; le second est que la mobilité du capital n'affecte pas l'efficacité de la politique du salaire minimum (ainsi conçue) en économie ouverte. / This thesis studies the influence of capital mobility on public policies in an imperfect labor market. We present three contributions to provide some insights on this issue. Firstly, we introduce unemployment into the capital tax competition literature to study the effect of capital mobility on the provision of public goods. Our analysis shows that the usual result of underprovision of public goods is not always preserved in the presence of unemployment. We then investigate the minimum wage policy under the constraint of capital mobility when its role is to adjust the distribution of incomes. We find that, in a non-cooperative context, capital mobility would constrain governments to set lower minimum wages.Finally, we study the influence of capital mobility on the efficiency of labor market policies when governments cannot cooperate. Using a search-matching model with an exogenous stock of capital, we find that implementing a minimum wage can make the decentralized equilibrium coincide with a social optimum in a closed economy. Next we extend the analysis to an n-country economy, the most surprising result being that capital mobility does not affect the efficiency of public policy.

This dissertation examines how firm-specific behavior concerning factors of production is shaped by institutional constraints in development countries. The initial two chapters analyze how firms in Brazil compensate workers for their labor: the first centers on the role of the collective bargaining framework, and the second quantifies the impact of firms on the racial wage gap. The final chapter focuses on firms' use of credit for working capital in response to disruptive periods of violence during Mexico's Drug War. Firms compensate workers not only with wages, but also with other job characteristics that the labor literature broadly refers to as amenities. However, it is hard to study amenity compensation because we rarely observe variation in amenities across establishments in some systematic way. One exception is the comprehensive set of amenities codified in the text of collective bargaining agreements (CBAs) that unions negotiate with employers. In chapter 1, I leverage a reform that automatically extended all existing CBAs in Brazil to analyze the impact of this new collective bargaining framework on firm compensation, as measured by wages and amenities, as well as subsequent selection effects in the workforce. To quantify the value workers place on amenities secured by unions, I measure how textual elements in CBAs influence an establishment's ability to poach workers from other employers, conditional on wages, using data on the universe of CBAs merged with an administrative linked employer-employee dataset. I find that automatic extensions increase compensation by 1.6-3.8% when unions are strong---an effect that is driven by additional amenities whose value more than offsets foregone wage gains. These changes in compensation lead to an increase in hiring concentrated among low-skill workers, implying an elasticity of labor supply to the affected firms of around 2. Further evidence suggest that unions reduce compensation inequality within establishments. While union-driven changes to firm compensation can lead to an influx of low skill workers, how firms select and pay workers can have important consequences for wage disparities between groups. In Chapter 2 (work co-authored with François Gerard, Edson Severnini, and David Card), we measure the effects of firms' employment and wage setting policies on racial pay differences in Brazil. We find that nonwhites are less likely to work at firms that pay more to all race groups. This sorting pattern explains about 20% of the white-nonwhite wage gap for both genders. Moreover, the pay premiums offered by different employers are also compressed for nonwhites relative to whites. This within-firm differential wage setting contributes another 5% of the overall gap. We then explore to what extent the under-representation of nonwhites at higher-paying firms is due to the selective skill mix at these workplaces. Using a counterfactual based on the observed skill distribution at each firm and the nonwhite shares in different skill groups in the local labor market, we conclude that assortative matching accounts for about two- thirds of the underrepresentation gap for both men and women. The remainder reflects an unexplained preference for white workers at higher-paying firms. Interestingly, the wage losses associated with unexplained sorting and differential wage setting are largest for nonwhites with the highest levels of general skills. This suggests that the allocative costs of race-based preferences may be relatively large in Brazil. The first two chapters reveal that firms exercise some discretion over compensation and hiring within the context of institutions such as collective bargaining and nondiscrimination laws. But firms are also constrained by other institutions in how they carry out their day-to-day activities. In particular, the capacity of the State to exercise control over the legitimate use of force promotes the fundamental trust required between agents to make welfare-enhancing transactions. In Chapter 3, I analyze how drug-related violence affects credit use by micro and small enterprises (MSEs). Leveraging administrative data on working capital credit lines issued to MSEs in Mexico, I exploit geographic variation in homicide rates as well as exogenous kingpin captures to identify the causal effects of violence on credit use. I find that firms significantly increase the amounts drawn from their credit lines after experiencing violence shocks. More credit use could be motivated by rising short-term liquidity needs (distress story) or increasing risk of holding cash (substitution story). Rising default probabilities indicate signs of distress, although heterogeneity analyses reveal cash-for-credit substitution among non-revolving borrowers. I also find evidence that rising liquidity needs among distressed MSEs are likely driven by decreased economic activity rather than theft or extortion. As such, this paper highlights the important role that financial products play in terms of helping firms absorb violence shocks as well as providing safe alternatives to cash holdings under insecure environments.

Everywhere around the world, whether in developing or developed countries, women earn less than men. This phenomenon is in no way new and it has been investigated for many years. Still, in today’s modern society, the wage gap does not appear to be closing. In times of economic instability, such as the economic crisis, the progress towards equality may be pushed back, since specific groups, sectors, and occupations may be affected differently. Therefore, the purpose of this study is to investigate the Italian gender wage gap with a closer look at the fluctuations during the period of the financial crisis. In order to analyse and understand the fluctuations of the pay gap, the three main theories used in the research are the human capital theory, occupational segregation, and theories regarding the labour market structure. By applying the Oaxaca-Blinder decomposition method, this study analyses to what extent the gap could be explained by differences in observable characteristics, such as level of education or age, and how much remains unexplained. The empirical model is applied to the Italian Survey of Household Income and Wealth (SHIW) microdata between the period of 2002 and 2016. The main findings show that the Italian gender wage gap, for the most part, remains unexplained. This indicates that the differentials in pay cannot be accounted for by differences in observable characteristics, such as education, age, contract type. The results of this research show that the Italian wage gap was, to some extent, negatively affected by the financial crisis. Furthermore, implemented austerity measures were found not to have significant negative impacts on the gap, which only increased in the initial phase of the crisis.