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The aim of this study is to develop an in-depth understanding of the relative importance of the factors driving change to remuneration policy decision making and the impact on organisations. A triangulated approach involving qualititative and quantitative analysis was adopted to derive answers to 5 main research questions. The study was split into 2 phases, namely a qualitative and quantitative phase. A qualitative study was undertaken to explore and identify key assumptions and characteristics identifying the main factors driving change to remuneration policies (Phase 1). The outcome of the qualitative phase formed the basis for the quantitative phase in which statistical analysis was used (Phase 2). Data from 148 organisations were analysed and subjected to rigorous statistical analysis. Sense was made of these resulting in answers to the research questions. The findings closed gaps in current knowledge and provided insight into the most powerful drivers of remuneration policy as well as the extent of change on each component of remuneration policy. How each component impacted on organisations is now understood and remuneration decision-makers are able to make more informed decisions based on empirical evidence. The results show that the most potent drivers of remuneration policy are retention of key staff, financial results and organisation strategy. The greatest changes to remuneration policy were in the areas of variable pay, merit/ performance related pay, market position, total package and job evaluation/ broadbanding policy. A strong correlation was found between the extent of change and impact on the organisation. This suggests that the greater the change the greater the impact on the organisation. There are distinct differences in the extent of change and impact across organisation structure and industry sector. / Dr. Deon Huysamen

Thesis advisor: Philip Strahan / Chapter 1: Executive Compensation and Aspirational Peer Benchmarking Abstract: Using a comprehensive, hand-collected dataset of explicit peer group relationships, I document that small firms engage in upward compensation benchmarking to a much greater degree than large firms do. In contrast to the prior literature studying larger firms, small firms choose aspirational peers that reflect their executives' shifting opportunity sets. For these firms, compensation benchmarking is indicative of future growth and performance, and the rate at which pay adjusts toward peer levels is sensitive to the transferability of managers' human capital. Overall, the data suggest that growing and outperforming small firms strategically use upward benchmarking to adjust pay in an effort to retain managerial talent. Chapter 2: Common Ownership and Relative Performance Evaluation Abstract: Recent research suggests that large institutional shareholders that simultaneously hold positions in naturally competing firms may influence managers to collude and reduce product market competition. This paper finds that common owners do not alter executive incentive schemes in a way that is conducive to collusion. I find that common ownership is positively related to the use of explicit relative performance evaluation (RPE), which rewards executives for outperforming their peers. Additionally, commonly held firms are more likely to benchmark RPE awards against commonly held peers. My results suggest that the managers of commonly held firms lack the financial incentives to collude with product market rivals. / Thesis (PhD) — Boston College, 2018. / Submitted to: Boston College. Carroll School of Management. / Discipline: Finance.

Due to the regulations and features of the industrial environment, the managerial efficiency plays a significant role of the business in cable television system operators. An effective cost reduction is possible to increase the profitability dramatically and the personnel cost is the easiest one to reduce sharply. Engineering department is the largest division in a cable television system operator, but the present wage system can't neither motivate the employees nor monitor those who don't pay their efforts. Therefore, we find that it is a valuable issue to discuss. This research begins from the motivation theory, realizing people's work motivations, reviewing past references and decides to adapt the four attributes wage system design model as our analysis structure. The researcher uses case study as the methodology, a field investigation research in a cable television system operator located in southern Taiwan is conducted. Several following conclusions are made to describe their work: the instability of work time, the inferior work environment and the ambiguous appraisal of the performance. Practical suggestions are also presented after analyzing the work attributes and wage system.

Thesis--PlanB (M.S.)--University of Wisconsin--Stout, 2002. / Includes bibliographical references.

According to the habitat protection provisions of the Fisheries Act, industry must develop or restore habitat as compensation for a “harmful alteration, disruption or destruction to fish habitat” to achieve “no net loss of the productive capacity of fish habitats (NNL).” Occasionally, compensation projects completed in accordance with the conditions of a Fisheries Act Authorization do not achieve NNL of fish habitat. The feasibility of using habitat banking as a compensation tool was investigated through qualitative document review, semi-directed interviews, site visits, and a modified Delphi approach workshop. Results indicated that habitat banking is feasible in Manitoba; however, feasibility in northern Manitoba diminishes because much of the land is owned by the Crown and is sparsely developed. It is recommended that DFO National Head Quarters develop a standard tool for measuring the productive capacity of fish habitat and strive for Canada-wide consistency in their application of the habitat banking policy.

According to the habitat protection provisions of the Fisheries Act, industry must develop or restore habitat as compensation for a “harmful alteration, disruption or destruction to fish habitat” to achieve “no net loss of the productive capacity of fish habitats (NNL).” Occasionally, compensation projects completed in accordance with the conditions of a Fisheries Act Authorization do not achieve NNL of fish habitat. The feasibility of using habitat banking as a compensation tool was investigated through qualitative document review, semi-directed interviews, site visits, and a modified Delphi approach workshop. Results indicated that habitat banking is feasible in Manitoba; however, feasibility in northern Manitoba diminishes because much of the land is owned by the Crown and is sparsely developed. It is recommended that DFO National Head Quarters develop a standard tool for measuring the productive capacity of fish habitat and strive for Canada-wide consistency in their application of the habitat banking policy.

Thesis (doctoral)--Universität Rostock.

Thesis (doctoral)--Freidrich-Alexander-Universität zu Erlangen.

Thesis (Ph. D.)--University of Wisconsin--Madison, 1957. / Typescript. Abstracted in Dissertation abstracts, v. 17 (1957) no. 10, p. 2177-2178. Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references (leaves [358]-370).