A presente pesquisa destina-se a estudar os incentivos tributários. Espécie de norma tributária indutora, os incentivos tributários ainda não receberam a atenção devida por parte dos estudiosos do direito tributário. Atento ao volume cada vez maior de recursos envolvendo incentivos tributários, assim como a necessidade de se conferir maior transparência e responsabilidade na gestão do gasto público, esse trabalho dedica-se a estudar essa ainda pouco explorada figura, extremando-a de figuras parecidas, com as quais não raras vezes é confundida. Embora não haja uma conceituação constitucional ou legal expressa, é possível afirmar que os incentivos tributários são hipóteses de desoneração tributária, que importam em derrogações às regras gerais de tributação, com o não ingresso de recursos nos cofres públicos, de forma a estimular condutas dos contribuintes, com a finalidade de se atingir fins e objetivos constitucionais. Em virtude de sua natureza híbrida, os incentivos tributários se sujeitam a limitações constitucionais tributárias e econômicas, assim como às limitações orçamentário-financeiras. O principal instrumento de compatibilização entre os incentivos tributários, capacidade contributiva, isonomia e cânones da ordem econômica é o princípio da proporcionalidade. Poder Legislativo, Tribunal de Contas e Poder Judiciário devem fiscalizar e controlar essa espécie de desoneração tributária. O Controle a cargo Poder Legislativo (no âmbito do Poder Legislativo federal) tem deixado muito a desejar, tanto no que concerne ao controle dos limites orçamentário-financeiros, quanto no que diz respeito ao controle dos limites constitucionais tributários e econômicos. O Controle que cabe ao Tribunal de Contas (foi analisado o Tribunal de Contas da União) tem mostrado alguma evolução. Contudo, a análise de alguns julgados do TCU demonstra que há muito a melhorar, especialmente no que concerne à investigação da legitimidade e economicidade. A LRF ostenta caráter de norma geral no que tange aos requisitos para a concessão de incentivos tributários. Eventual descumprimento desses preceitos por leis locais revela verdadeira inconstitucionalidade, passível de controle pelo Poder Judiciário. A atuação do Poder Judiciário, em especial do STF, no controle dos incentivos tributários tem sido bastante tímida e pouco transparente. Na maior parte dos casos, o STF tem se limitado a reafirmar o caráter discricionário dos atos oriundos do Poder Legislativo e Executivo, negando-se a examiná-los. Os pedidos de extensão de incentivos tributários também não tem obtido sucesso, pois o STF faz aplicação irrestrita da cláusula do legislador negativo. Uma solução conciliadora seria o judiciário se valer da declaração de inconstitucionalidade sem a pronúncia de nulidade, permitindo a extensão dos incentivos tributários àqueles casos em que a ilegalidade não reside no incentivo em si mesmo, mas na sua não aplicação aos contribuintes em mesma situação. Muito embora existam limites bem definidos, é possível afirmar que o controle dos incentivos tributários precisa evoluir muito. / This research aims to study the tax incentives. Sort of inducer tax rule, the tax incentives have not already received the correct attention by tax law scholars. Keeping an eye on the increase of resources involving the tax incentives, and realizing the necessity of bringing more transparency and responsibility in the management of public expenditure, this work intend to study this little explored figure, distinguishing from other similar figures, which has been many times confused with. Although there has not been a constitutional or legal expressed meaning, it is possible to affirm the tax incentives are kinds of tax exemption, which implies derogation from general rules for taxation, with the not entering of resources into public purse, in order to get constitutional purposes and objectives. Due to this hybrid nature, the tax incentives are subject to constitutional and economic limitations, as well as budget and financial limitation. The main instrument of compatibility between the tax incentives, the ability to pay, equality and the economic order canons is the principle of proportionality. Legislative Power, Court of Auditors and Judiciary must supervise and control this kind of tax exemption. The control made by the Legislative (within the federal scope) has much been lacking, both in terms of controlling the budget and financial limits, and in terms of controlling the constitutional tributary and economic limits. The control by Court of Auditors (the Court of Auditors of Union was analyzed) seems to have some evolution. However the analysis of some Courts judgments reveals that it has much to improve, mainly concerning the investigation of legitimacy and economy. The LRF shows character of general rule in terms of requirement for granting tax incentives. Eventual non-compliance of this precepts by local rules reveals true unconstitutionality, which can be controlled by Judiciary. The actions of the Judicial Power, especially the STF actions, upon the tax incentives control have been fairly timid and lacking in transparency. In many cases, the STF has been limited to the reaffirmation of discretionary character of the acts performed by Legislative and Executive powers, but refusing the analysis of them. The requests of tax incentive extension have been unsuccessful, because of the large unrestricted application of negative legislator clause by STF. A conciliatory solution would be the Judiciary using the declaration of unconstitutionality without nullity pronunciation, allowing the tax incentives extension to that cases which the illegality is not in the incentive itself, but in the act of not applying the incentive extension to the taxpayers who are in the same situation. Although there are clear limits, it is possible to affirm that the tax incentives control still needs to evolve.

A major goal of the EU Commission in the area of direct taxation is the introduction of a common consolidated corporate tax base (CCCTB) in Europe. While hardly discussed in the literature, such a system would limit national discretion over tax depreciation. In a sample of up to 47 countries, we find that the probability of a tax reform that improves the depreciation allowances increases, if the macroeconomic situation is weak. This suggests that changes in depreciation allowances are used as a fiscal instrument for stabilization. A common consolidated tax base deprives national governments from implementing investment incentives via accelerated depreciation. This paper discusses the possible implementation of a hybrid system that combines features of formula apportionment and separate accounting. Such a hybrid system may substantially mitigate transfer pricing problems and other tax planning issues, whilst preserving national discretion over depreciation allowances. / Series: WU International Taxation Research Paper Series

abstract: Ever since the registration of private banks was deregulated in Taiwan in 1991, the sector has suffered significant decline in profitability. Facing such a dynamic sector yet vital to domestic economy, what should the banks do to successfully improve their competiveness? As external changes are often unpredictable, the exploration and buildup of internal resources is a critical approach. This article focuses on how to effectively manage internal competition so as to upgrade business performance and accomplish organizational goals. This article discusses the effects of the compensation system and employee incentives on business performance in banking in two areas. First of all, based on the statistics on the banking sector in Taiwan, it explores the regulating effects of different compensation systems on two conflicts in the industry. It also reviews the literature on Conflict Theory. Research shows that when people trust each other, they tend to accept a value statement different from theirs. And our research also shows that trust can minimize task conflict and relationship conflict between team members. Moreover, after identifying the role of compensation structure to trust and task conflict, this article further categorizes the structure into team performance reward and individual performance reward. Analysis points out that when the organization bases compensation payment on team performance reward, the relationship between trust and task conflict is higher than that on individual performance reward. That is, team performance reward better helps to reinforce such correlation compared to individual performance reward. Second, the research studies different forms of employee incentives in Taiwan’s banking sector as well as resulting performance. During the studied period, the majority of the financial institutions preferred cash bonus. In addition, financial institutions also take other incentives. Cash bonus covered the highest percentage, followed by share bonus, treasury repo and transfer, and options in order. We study the ROEs under different incentives and conclude it is higher and more stable in the institutions offering multiple employee shares instead of single method. Whether the incentives are implemented also influence the level of net ROE. / Dissertation/Thesis / Doctoral Dissertation Business Administration 2016

Se decidió elaborar la presente Investigación, con el fin de establecer en qué medida la deducción de gastos de desarrollo de la Ley de Minería fomenta la inversión. Por ello fue importante la definición de gastos de desarrollo, revisar la Ley de Minería. Se analizó las normas publicadas en el Perú que buscan el incentivo a la inversión minera tomando como fuentes: tesis, trabajos de investigación, normas y leyes de otros países como Chile y España, donde nos da ejemplo de cómo realizando una depreciación acelerada de la inversión genera un incremento de aportes de capital y esto trae consigo considerar a un país propicio para la inversión. El objetivo de la presente investigación pretende determinar si la deducción de los gastos de desarrollo de la Ley de Minería fomenta la inversión de la Compañía Minera Milpo S.A.A en el periodo 2014-2015, revisando cual fue la finalidad de la Ley de Minería en establecer la deducción de la inversión de los gastos de desarrollo en uno o en dos años adicionales y porque en nuestro país no se aplica este incentivo al inversionista. Además de determinar la relación que existe entre gastos de desarrollo y fomento a la inversión en el sector minero en la investigación se utiliza el método descriptivo –correlacional. Tales correlaciones se sustentan en hipótesis sometidas a prueba. Finalmente como base para las conclusiones y recomendaciones, se realizó comparación de los Estados Financieros reales versus los propuestos a través del análisis financiero como los ratios, análisis vertical, horizontal y comparativo en la determinación del impuesto a la renta. It was decided to elaborate the present Investigation, in order to establish to what extent the deduction of expenses of development of the Law of Mining foments the investment. That is why it was important to define development costs, to review the Mining Law. The norms published in Peru are analyzed that seek the incentive to the mining investment taking as sources: thesis, research works, norms and laws of other countries like Chile and Spain, where it gives us example of how realizing an accelerated depreciation of the investment Generates an increase in capital contributions and this leads to consider a country conducive to investment. The objective of the present investigation is to determine if the deduction of the development expenses of the Mining Law encourages the investment of the Mining Company Milpo SAA in the period 2014-2015, reviewing what was the purpose of the Mining Law in establishing the Deduction of the investment of development expenses in one or two additional years and because in our country this incentive is not applied to the investor. In addition to determining the relationship between development expenditure and investment promotion in the mining sector in research, the descriptive -correlational method is used. Such correlations are based on hypotheses tested. Finally, as a basis for the conclusions and recommendations, a comparison was made between the actual and proposed financial statements through financial analysis such as ratios, vertical, horizontal and comparative analysis in determining income tax.

Thesis (MTech (Busines Administration))--Cape Technikon, 1999. / The purpose of this research is to answer the following fundamental question: "Is the performance bonus approach a viable alternative methodology for implementing a Performance Management and Development intervention in South African companies? " The intention is to use the performance bonus as an entry vehicle for the establishment of a fully functional performance management and development system. The introduction of a performance based bonus system is intended to instill the recognition of "the pay for performance" concept as opposed to one of entitlement. What is expected is that a culture of performance will develop encompassing standards of work performance, goal orientation and a level of individual responsibility for recognition and reward. Understanding and acceptance of the performance bonus will create a platform for the introduction of further levels of remuneration, being increases and finally basic salary becoming performance based. Furthermore, this will allow the development of the further necessary levels of a fully functional integrated performance management and development system. This would entail the inclusion of management levels within the system as well as operational levels (departments, divisions and regions) and finally the organisational level thereby linking all aspects of the system to overall strategy.

abstract: In this study, I examine the extent to which firms rely on relative performance evaluation (RPE) when setting executive compensation. In particular, I examine whether firms use information about peer performance to determine compensation at the end of the year, i.e. after both firm and peer performance are observed. I find that RPE is most pronounced for firms that allow little or no scope for ex post subjective adjustments to annual bonuses. Conversely, firms that rely mainly on subjectivity in determining bonus exhibit little use of RPE. These findings suggest that information about peer performance is not used at the end of the year. Instead, peer performance seems to be incorporated in performance targets at the beginning of the year, at least among firms primarily using objective performance measurements. In addition, I provide new evidence on the determinants of the use of subjectivity. / Dissertation/Thesis / Ph.D. Accountancy 2013

CoordenaÃÃo de AperfeiÃoamento de Pessoal de NÃvel Superior / A divulgaÃÃo de informaÃÃes nÃo obrigatÃrias caracteriza-se como uma questÃo de Ãtica e responsabilidade corporativa empresarial. A publicaÃÃo de relatÃrios de sustentabilidade tem como objetivo, alÃm de comunicar a mais variada gama de interessados prÃticas responsÃveis em toda a cadeia produtiva e operacional da empresa, consolidar em sua gestÃo uma postura sustentÃvel. Nesta perspectiva, o presente estudo tem o objetivo de verificar se existe relaÃÃo significativa entre as caracterÃsticas econÃmico-financeiras e a divulgaÃÃo voluntÃria de informaÃÃes sob o enfoque da sustentabilidade nas empresas de capital aberto dos paÃses de economias emergentes, Brasil, RÃssia, Ãndia e China (BRIC). As caracterÃsticas econÃmico financeiras sÃo tratadas como incentivos econÃmicos que motivam as empresas a aderirem a prÃticas de divulgaÃÃo voluntÃria de informaÃÃes. Os incentivos econÃmicos estudados foram: rentabilidade, desempenho no mercado de capitais, tamanho, endividamento, efeito da atividade no meio ambiente e paÃs. O nÃvel de disclosure voluntÃrio foi medido a partir de cinco perspectivas: nÃvel de aderÃncia ao relatÃrio GRI, disclosure econÃmico, disclosure ambiental, disclosure social e disclosure sustentÃvel. A pesquisa tem abordagem quantitativa, por se tratar de um estudo explicativo que verifica o efeito causal de hipÃteses. Foram analisadas informaÃÃes de 93 empresas de capital aberto dos paÃses membros do BRIC que publicam seus relatÃrios de sustentabilidade no modelo G3 da GRI. Para tratamento dos dados foram utilizadas as ferramentas estatÃsticas descritivas e regressÃo linear mÃltipla. A partir dos resultados obtidos, pode-se inferir que o nÃvel de disclosure voluntÃrio de informaÃÃes voltadas à questÃo da sustentabilidade pode estar associado com a prÃ-existÃncia de incentivos econÃmicos. O desempenho no mercado de capitais e o tamanho afetaram positivamente o nÃvel de disclosure. Dessa forma, pode-se inferir que empresas maiores e com alto desempenho no mercado de capitais sÃo potencialmente mais transparentes quanto ao disclosure da sustentabilidade. Jà a variÃvel PaÃs, afetou negativamente o nÃvel de disclosure, indicando que empresas sediadas em paÃses com IDH mais elevados possuem uma menor contribuiÃÃo para a divulgaÃÃo voluntÃria sob o enfoque da sustentabilidade de acordo com as diretrizes do relatÃrio GRI. As caracterÃsticas econÃmico-financeira rentabilidade, endividamento, e efeito da atividade no meio ambiente nÃo apresentaram influÃncia ao disclosure estudado. / The disclosure of volunteer information is characterized as a matter of business ethics and corporate responsibility. The publication of sustainability reports aimes, in addition to communicating the widest range of stakeholders responsible practices throughout the supply and operating chain of the company, to consolidate its management in a sustainable position. In this perspective, this study aims to verify whether there is a significant relationship between the economic and financial characteristics and voluntary disclosure of information with a focus on sustainability in publicly traded companies from emerging economies: Brazil, Russia, India and China (BRIC). The economic and financial characteristics are treated as economic incentives that motivate companies to adhere to practices of voluntary disclosure. The economic incentives analyzed were: profitability, capital market performance, size, indebtedness, effect of activity on the environment and country. The voluntary disclosure level was measured from five perspectives: the level of adherence to the GRI reporting, economic disclosure, environmental disclosure, social disclosure and sustainable disclosure. The research has a quantitative approach because it is an explanatory study to evaluate the effect of causal hypotheses. It was analyzed information from 93 publicly traded companies of BRIC members countries that publish their sustainability reports on the GRI G3 model. The data were analyzed using the descriptive statistics and multiple linear regression tools. From the obtained results, it can infer that the level of voluntary disclosure of information focused on the issue of sustainability can be associated with the pre-existence of economic incentives. The performance in the capital market and the size affected positively the level of disclosure. Thus, it can be inferred that larger firms with high performance in the capital market are potentially more transparent about the disclosure of sustainability. The factor Country affected negatively the level of disclosure, indicating that companies hosted in countries with higher HDI have a lower contribution to the voluntary disclosure under the focus of sustainability according to the guidelines of the GRI report. The economic and financial characteristics profitability, indebtedness, and the effect of activity on the environment had no influence on the studied disclosure.

In this work we propose a flexible numerical approach to deal with models of dynamic moral hazard with simultaneous learning about the production function. Because of the complexity of the problem, analytical solutions have so far been limited in scope. The contribution is methodological: through computation, the problem can be studied under few assumptions about functional forms. We depart from a general mechanism, reformulate it as an incentive compatible mechanism, and show how it can be solved by backward induction through a sequence of linear programs. We apply our method to a few cases of interest, and confirm that uncertainty about the production function increases the volatility of the agent\'s utility in order to prevent belief manipulation, as found in the literature. / Neste trabalho, propomos uma estratégia numérica para lidar com modelos de risco moral dinâmico com aprendizado sobre a função de produção. Pela complexidade do problema, soluções analíticas na literatura têm sido limitadas em seu escopo. Nossa contribuição é metodológica: através de métodos computacionais, o problema pode ser estudado sob poucas hipóteses a respeito de formas funcionais. Partindo de um mecanismo geral, reformulamos o problema como um mecanismo compatível em incentivos, e então mostramos como este pode ser resolvido por indução retroativa por meio de uma sequência de programas lineares. Aplicamos o método a alguns casos de interesse, e confirmamos a conclusão da literatura de que a incerteza sobre a função de produção aumenta a volatilidade da utilidade do agente para prevenir manipulação de crenças.

M.Comm. / The South African Police Services (SAPS) undertake to provide security and safety for the South African public. This study seeks to find out the causes of motivation and demotivation within the SAPS, in order to contribute towards improving services rendered to the public. The researcher worked in the SAPS and observed lower ranked police officers as being demotivated - leading to an interest in, and an exploration of, the causes of this demotivation. The aim of this study is to assess the impact of rewards as motivation for members of the SAPS in the Polokwane Police Station in the Limpopo province. This study was conducted in the SAPS with the population of police officers at lower ranks (constable to inspector) in order to survey what effectively motivates them. The variables surveyed were monetary-based rewards (promotion, pay progression and incentives), and non-monetary rewards that include internal systems and human resources practices. There were 115 respondents from a pool of 288 police officers. Human resources managers can use rewards to motivate employees to be more productive and rewards are generally viewed as an important motivational tool for any organisation. According to two noted experts in this field, Fred Luthans and Robert Kreitner, whether employees maintain high productivity depends on how they perceive the consequences of their efforts. If they believe high productivity will be rewarded, they will be more likely to work to achieve it. For this reason, organisations should place considerable emphasis on rewards that employees perceive as desirable (Sherman & Colander, 1992). The objective of the study is to determine how successfully the rewards on offer motivate police officers at lower ranks in the Limpopo Province to perform their functions effectively. Although this is mainly a quantitative study, two types of research methods were used, namely qualitative and quantitative. A qualitative pilot study was conducted in order to refine the main questionnaire that is quantitative. The research findings illustrate that the rewards are not having the intended impact as police officers are dissatisfied with the monetary-based rewards and ambivalent towards the internal systems and human resources practices. There were statistically significant differences between the various biographical characteristics in the sample. The measuring instrument yielded an overall Chronbach Alpha coefficient of 0. 79 thus yielding internal consistency in the measuring instrument. The study was limited to police officers of the Limpopo Province at lower ranks and the results should not be generalised. It would be interesting to do a broader study that included more senior ranking officers. Since police officers form the frontline of the criminal justice system, improving their work through motivation has crucial implications. A motivated police officer will perform his or her work with vigour and passion and the significance of motivating employees' growth cannot be over-emphasised.

There is no question that effective talent management implementation requires a well-defined process. Talent management includes all talent management systems that are required to optimise the workforce within an organisation. The talent management system includes: talent planning, acquiring talent, developing talent, managing talent and retaining talent. Acquired talent should be developed to mould into the organisational culture so that they support the organisational objectives. The research objective of this study was to assess talent management implementation at Metrorail. To achieve this objective a comprehensive study was undertaken on Talent Management. The study involved conducting a literature review to understand the process that is necessary for talent management implementation in an organisation. An empirical study was later conducted to investigate whether the processes of talent management have been successfully implemented at Metrorail. The survey was compared to the literature review to establish whether the findings from Metrorail agreed or disagreed with the literature reviewed. As much as the empirical results showed a case of progress towards Employee Empowerment, Employee Engagement and Talent Retention, there were areas of concern with regard to Recruitment, Compensation and Rewards, Performance Management as well as Organisational Culture.