Titel: Lönemodellens påverkan på fastighetsmäklares balans mellan familje- och arbetsliv. Nivå: C-uppsats i ämnet företagsekonomi, 15 hp. Författare: Desiree Apell och Liza Malmqvist Handledare: Maria Fregidou-Malama, Ernst Hollander och Pär Vilhelmson Datum: 2014 – maj Syfte: Denna studie avsåg att förklara hur fastighetsmäklare upplevde att deras lönemodell påverkade deras balans mellan familje- och arbetsliv och i vilken utsträckning de ansåg att lönemodellen var stressande eller motiverande. Vidare avsåg den här studien att till viss del validera en framväxande teori, genom att besvara huruvida tre faktorer, kön, karriärambitioner och föräldraskap påverkade fastighetsmäklares upplevda balans mellan familje- och arbetsliv. Metod: Tillvägagångssättet för arbetet var kvantitativa studier i form av mailenkäter. Resultat & slutsats: Om respondenten kände sig motiverad av sin lönemodell upplevde de inte att lönemodellen påverkade deras balans mellan familje- och arbetsliv, dock ansåg de att de hade balans i livet. Flexibla arbetstider kan vara en faktor som bidrog till att respondenterna upplevde balans i livet. Individer som upplevde stress ansåg dock att lönemodellen påverkade deras upplevda balans i livet och ansåg även att de inte hade balans mellan familje- och arbetsliv. Förslag till fortsatt forskning: Studiens syfte samt forskningsfrågor behöver vidare forskning för att fastlås eller avslås. Även faktorn flexibla arbetstider bör studeras vidare för att fastställa om den bidrar till balans mellan familje- och arbetsliv hos fastighetsmäklare. Uppsatsens bidrag: Studien kan inspirera franchisetagare eller chefer inom branschen att utforma stabilare och bättre villkor för sina anställda utifrån vår studies resultat. / Title: The impact of salary model's on real estate agents balance between family and work. Level: Bachelor Thesis in Business Administration C, 15.0 hp.         Author: Desiree Apell och Liza Malmqvist Supervisor: Maria Fregidou - Malama, Ernst Hollander and Pär Vilhelmson Date: 2014 – may Aim: The aim of this study was to explain how real estate agents experienced their pay model affecting their balance between family and work and in what extent they felt their pay model being stressful or motivating. Furthermore, the aim of this study was partially to validate an emerging theory by answering whether gender, career aspirations and parenthood-affected real estate agents balance between family and work. Method: We did a quantitative research by using mail surveys. Result & Conclusions: If the respondents felt motivated by their pay model, then they did not experience the salary model was affecting their balance between family and work, however, they experienced balance in life. Flexible working hours could contribute work-life balance to the respondents. Individuals, who experienced stress, also experienced that their pay model was affecting their balance between life and work. They also experienced that they did not have balance between family and work. Suggestions for future research: To be able to determine if this study is credible and generalizable, this study's purpose and research questions need further research. Flexible work should be studied further to determine whether it contributes real estate’s balance between family and work. Contribution of the thesis: Based on this study, this study can inspire the franchisees or executives in the real estate industry to design more stable and better conditions for their employees.

Syftet med studien var att undersöka erfarenheter och upplevelser av att arbeta med provisionsbaserad lön inom fastighetsmäklarbranschen. För denna studie har en kvalitativ intervjustudie implementerats som metod, där totalt tio intervjuer har genomförts.Respondenterna innefattar en representant från en branschorganisation, tre stycken chefer samt sex stycken praktiserande fastighetsmäklare från tre olika fastighetsmäklarföretag. För studien utformades en intervjuguide innehållandes tre olika teman såsom profession, lön samt utbildning. Som slutsats konstaterar studien att flera faktorer påverkar fastighetsmäklarnas upplevelser och erfarenheter av en provisionsbaserad lön. Dessa faktorer är motivation, prestation,flexibilitet och trygghet. Faktorer som inte visat sig ha en påverkan på hur den provisionsbaserade lönen upplevs är erfarenhet och effektivitet. Den främsta anledningen till att den provisionsbaserade lönen fortfarande dominerar fastighetsmäklaryrket är att den lyckas stimulera fastighetsmäklares motivation och strävan efter prestation på ett sätt som andra lönestrukturer inte lyckas med. Studien har visat att det finns en motståndskraft inom fastighetsmäklarbranschen som innebär delade åsikter vad gäller utvecklingen av lönestrukturen. Att branschen inte är enade om att lämna den provisionsbaserade lönestrukturen hindrar yrket från att ta sig vidare i professionaliseringsprocessen och möjligheten att erkännas som en fulländad profession. / The purpose of this study was to investigate the experiences and perceptions of working with commission-based salaries in the real estate brokerage industry. For this study, a qualitative interview study has been implemented as a method, where a total of ten interviews have been conducted. The respondents include a representative from a trade association, three managers and six practicing real estate agents from three different real estate brokerage firms. For the study, an interview guide was designed containing three different themes such as profession,salary and education. The study concludes that several factors influence real estate agents ́ perceptions and experiences of a commission-based salary. These factors are motivation, performance,flexibility and security. Factors that were not found to have an impact on the perception of commission-based salary are experience and efficiency. The main reason why commission-based salary continues to dominate the real estate profession is that it manages to stimulate real estate agents' motivation and achievement in a way that other salary structures do not manage to do. The study has shown that there is a resilience within the real estate brokerage industry that involves divided opinions regarding the development of the salary structure. The lack of consensus within the industry to move away from commission-based salary structure is preventing the profession from moving forward in the process of professionalization and the possibility of being recognized as a perfected profession.

<p>Fastighetsmäklare har ett rykte att de tjänar mycket pengar utan att anstränga sig. Stämmer detta eller är det bara en bild som media skapat? Med den bakgrunden valde vi att titta närmare på vilka lönesystem för fastighetsmäklare som finns i branschen. Med avgränsning till privatbostadsmarknaden och Stockholm-Uppsala regionen.</p><p>Syftet är att öka kunskapen om olika lönesystem för fastighetsmäklare på privatbostadsmarknaden.</p><p>Vi har även tittat på hur det fungerar med sjukpenning, föräldrapenning och a-kassa. Sedan har vi valt att titta på hur en mer traditionell lön ser ut och vilka förmåner utöver lön som kan förekomma.</p><p>Vi har genomfört två intervjuer angående hur en traditionell eller ”normal” lön fungerar samt fyra intervjuer med fastighetsmäklare angående lönesystem för fastighetsmäklare.</p> / <p>Real estate agents have a reputation of making a lot of money without any effort. Is this true or is it just a picture painted by the media? With this in mind we have decided to take a closer look at different systems for how real estate agents get their salary. We have decided to narrow our thesis down to real estate agents who are operating in the Uppsala-Stockholm region with residential sales.</p><p>The purpose of this thesis is to increase the knowledge about different systems for salaries for real estate agents who are working with residential sales.</p><p>What happens if you get sick, if you become a parent or if you loose your employment are questions that we discuss.</p><p>We have interviewed real estate agents and asked them about their terms for salary. We have also looked at how a more traditional salary works.</p>

<p>Syftet med uppsatsen är att undersöka om det finns ett samband mellan lönsamhet och storlek på rörlig samt total VD-ersättning i de största svenska aktiebolagen. I uppsatsen diskuteras även funna samband samt bakomliggande teoretiska förklaringar till VD-ersättningens storlek. För att undersöka om VD-ersättning och företags lönsamhet korrelerar utförs kvantitativa undersökningar med hjälp av regressionsanalyser för respektive år mellan 2002 och 2007. Populationen som undersökningen baseras på är de företag som i september 2009 var registrerade på Stockholmsbörsens segment Large och Mid Cap.</p><p>Undersökningen resulterade i slutsatsen att inget samband mellan vare sig rörlig eller total VD-ersättning och lönsamhet kunde styrkas. Istället gavs indikationer om andra faktorer som påverkade VD-ersättningens storlek. Studien visade en tydlig koppling mellan företagsstorlek och VD-ersättning. Andra trender indikerade att det marknadsjämförande synsättet är det vanligaste vid fastställande av VD-ersättningsnivåer. Dessutom diskuterades andra faktorers inflytande på VD-ersättningars storlek utifrån tidigare forskning.</p> / <p>The purpose of this thesis is to examine whether a relationship between CEO compensation and organizational profitability exists in the largest Swedish companies. Both the total and the variable compensation schemes’ dependence on organizational compensation are analyzed. The objective is moreover to discuss the observed relationships in the study as well as the theoretical explanations to the level of the CEO compensation. In order to examine if CEO compensation correlates with organizational profitability quantitative research methods are applied via regression analyses for each separate year between 2002 and 2007. The population our research is based on is the companies quoted on the Stockholm Stock Exchange in September 2009 within the segments Large and Mid Cap.</p><p>It was concluded that no relationship between neither variable nor total CEO compensation and organizational profitability existed. However, indications of other factors affecting the compensation were indicated. The regression confirmed a relationship between organizational size and CEO compensation. Other trends indicated that the market-based approach was the most common when determining CEO compensation levels. In addition we discussed how other previously proved relationships as well as further theoretical research related to our study.</p>

Fastighetsmäklare har ett rykte att de tjänar mycket pengar utan att anstränga sig. Stämmer detta eller är det bara en bild som media skapat? Med den bakgrunden valde vi att titta närmare på vilka lönesystem för fastighetsmäklare som finns i branschen. Med avgränsning till privatbostadsmarknaden och Stockholm-Uppsala regionen. Syftet är att öka kunskapen om olika lönesystem för fastighetsmäklare på privatbostadsmarknaden. Vi har även tittat på hur det fungerar med sjukpenning, föräldrapenning och a-kassa. Sedan har vi valt att titta på hur en mer traditionell lön ser ut och vilka förmåner utöver lön som kan förekomma. Vi har genomfört två intervjuer angående hur en traditionell eller ”normal” lön fungerar samt fyra intervjuer med fastighetsmäklare angående lönesystem för fastighetsmäklare. / Real estate agents have a reputation of making a lot of money without any effort. Is this true or is it just a picture painted by the media? With this in mind we have decided to take a closer look at different systems for how real estate agents get their salary. We have decided to narrow our thesis down to real estate agents who are operating in the Uppsala-Stockholm region with residential sales. The purpose of this thesis is to increase the knowledge about different systems for salaries for real estate agents who are working with residential sales. What happens if you get sick, if you become a parent or if you loose your employment are questions that we discuss. We have interviewed real estate agents and asked them about their terms for salary. We have also looked at how a more traditional salary works.

Syftet med uppsatsen är att undersöka om det finns ett samband mellan lönsamhet och storlek på rörlig samt total VD-ersättning i de största svenska aktiebolagen. I uppsatsen diskuteras även funna samband samt bakomliggande teoretiska förklaringar till VD-ersättningens storlek. För att undersöka om VD-ersättning och företags lönsamhet korrelerar utförs kvantitativa undersökningar med hjälp av regressionsanalyser för respektive år mellan 2002 och 2007. Populationen som undersökningen baseras på är de företag som i september 2009 var registrerade på Stockholmsbörsens segment Large och Mid Cap. Undersökningen resulterade i slutsatsen att inget samband mellan vare sig rörlig eller total VD-ersättning och lönsamhet kunde styrkas. Istället gavs indikationer om andra faktorer som påverkade VD-ersättningens storlek. Studien visade en tydlig koppling mellan företagsstorlek och VD-ersättning. Andra trender indikerade att det marknadsjämförande synsättet är det vanligaste vid fastställande av VD-ersättningsnivåer. Dessutom diskuterades andra faktorers inflytande på VD-ersättningars storlek utifrån tidigare forskning. / The purpose of this thesis is to examine whether a relationship between CEO compensation and organizational profitability exists in the largest Swedish companies. Both the total and the variable compensation schemes’ dependence on organizational compensation are analyzed. The objective is moreover to discuss the observed relationships in the study as well as the theoretical explanations to the level of the CEO compensation. In order to examine if CEO compensation correlates with organizational profitability quantitative research methods are applied via regression analyses for each separate year between 2002 and 2007. The population our research is based on is the companies quoted on the Stockholm Stock Exchange in September 2009 within the segments Large and Mid Cap. It was concluded that no relationship between neither variable nor total CEO compensation and organizational profitability existed. However, indications of other factors affecting the compensation were indicated. The regression confirmed a relationship between organizational size and CEO compensation. Other trends indicated that the market-based approach was the most common when determining CEO compensation levels. In addition we discussed how other previously proved relationships as well as further theoretical research related to our study.

This study examines whether eliciting self-evaluations increases or decreases the propensity of a productive agent to retaliate against an employer for paying compensation that the agent perceives to be too low for the work performed. Specifically, I consider a setting in which a principal knows more about the agent’s production than even the agent can observe. In such a setting, an agent might perceive that s/he is being underpaid if the principal pays less than the agent believes s/he deserves, especially if the agent is overconfident about his/her own productive ability. Such an agent could take retaliatory actions against the principal that would be costly to both parties. Self-evaluations could mitigate such tendencies if they result in compensation that is more aligned with agent self-perceptions. Alternatively, self-evaluations could worsen such tendencies if they reinforce the perceived inequity of compensation that does not match agent self-perceptions. I present experimental evidence from comparing a control condition without self-evaluations to three different forms of self-evaluation reports, finding evidence consistent with the premise that self-evaluations increase retaliatory actions and lower welfare. My findings show a cost to self-evaluations that thus far has not been sufficiently considered in the literature. / text

本研究以2002至2013年11個球季NBA聯盟的球隊，來探討球隊內薪資不平均化程度，分別與球隊的例行賽及季後賽戰績的關聯性如何?以及球隊總薪資超越豪華稅門檻多寡，分別與例行賽及季後賽戰績的關聯性如何? 實證結果發現在控制球員人數、觀眾人數、總教練因素以及球隊過去的戰績，薪資不平均程度與例行賽勝率、晉級季後賽有著顯著的正相關，但與季後賽的戰績則沒有顯著的關聯，且將球隊以薪資不平均程度(以HHI作為衡量指標)分為高低中三個群組，在最高的群組，付出的豪華稅越多，越能幫助球隊晉級季後賽。同時根據logistic 廻歸研究結果發現HHI指標及GINI係數每增加1%，打進季後賽的機率分別會增加1.152%及1.049%的機率打進季後賽，另外就HHI就最不平均組別而言，球隊總薪資超過豪華稅門檻時，每多支付100萬美元的薪資可增加1.002%機率打入季後賽。本研究認為決定球賽的勝負，薪資策略固然重要，但只運用薪資策略本身來提升球隊例行賽勝率有限，必須考慮球隊本身特質、有效利用相關資源才能增加球隊勝率。 / This research uses NBA’s past 11 seasons (2002 to 2013 season) to explore the association with NBA team's salary structure and its performance. The research also tries to analysis the association between luxury tax and NBA team’s performance. The empirical results show that after control the number of players, audience, coach, and the last season’s winning percentage, the regular season’s performance has positive highly corrected with salary’s HHI and GINI index. However, the playoff’s performance does not associate with salary’s HHI and GINI index. The logistic regression model predicts that when a team increases 1 percent of HHI and GINI index, then the team increases 1.152% and 1.049% opportunity to make in the NBA playoff. The highest HHI group’s logistic model predicts that when a team increases 100 million salaries over luxury tax cap, the team can increase 1.002% opportunity to make in the NBA playoff. We believe that although the strategy of NBA’s salary is important, however, the salary strategy itself is not enough to dramatic increase team’s performance. In order to improve the performance of a team, the characteristic of a team, the coach, audience and the team winning history maybe play the more important role in increasing winning percentage.

自從中國大陸實施改革開放以來，隨著國際貿易越趨頻繁，對外之貿易依存度也逐漸上升，而迄今已成為貿易大國。而依據國際貿易理論，在滿足了要素稟賦理論全部條件的情況之下，自由的國際貿易會造成商品的相對價格趨於均等。而像中國大陸這種勞工豐沛的大型經濟體系融入了國際貿易體系，則將會促使與中國大陸經貿往來較為密切之國家與中國大陸之薪資差距逐漸縮小。故本文將利用中國大陸貿易夥伴之實證分析來探討貿易依存度對薪資差距之影響。 本文蒐集了2000年至2011年與中國大陸貿易關係較為密切的20個國家與中國大陸經濟變數之追蹤資料（Panel Data），包括：工業化程度差距、失業率差距、女性就業人口比例差距、教育程度差距，及上述國家對中國大陸之貿易依存度及中國大陸對該國之貿易依存度作為本研究之解釋變數，並以與中國大陸之薪資差距作為被解釋變數。將各數列資料進行單根檢定，經LLC單根檢定法判定所有數列皆為定態，再將各該數列以固定效果模型進行實證分析。 實證結果顯示，貿易夥伴對中國大陸之貿易依存度和與中國大陸之薪資差距，在1%的顯著水準之下呈現負向顯著影響，表示當各貿易夥伴對中國大陸之貿易依存度越高的時候，與中國大陸之薪資差距將會越小。而此結論與要素價格均等化之定理結論一致，故整體而言，國際貿易導致的薪資牽絆效果（Lock-in effect）獲得了實證上的支持。 / Since the implementation of reform and opening up in Mainland China, with increasingly frequent international trade, the dependence of foreign trade is gradually rising, but so far has become the largest trading nation. And based on the theory of international trade, under the circumstances to meet all the conditions of the endowment theory, free international trade will cause the relative prices of goods tend to be equal. And like the Mainland China such a large labor abundant economies into the international trading system, you will be prompted more closely with Mainland China 's national economic and trade exchanges with Mainland China salary differences is gradually narrowing. Therefore, this article will be to explore the impact of trade dependence on the use of empirical analysis of the salary differences trading partners in Mainland China. This paper collected from 2000 to 2011 trade relations with Mainland China more closely panel data from 20 countries and Mainland China Economic variables, including: the differences between the level of industrialization, the unemployment rate differences, the differences between the proportion of the female workforce, education differences, and the dependence of these countries on trade in Mainland China and the Mainland China to the country's trade dependence as explanatory variables of this study, and in Mainland China with the salary differences is interpreted as a variable. The number of columns in each data unit root test conducted by LLC unit root test method determines all the series are stationary state, then the number of columns in each of the fixed effects model for empirical analysis. The empirical results show that dependence on trade of trading partners in mainland China and the salary differences with Mainland China, under the 1% significance level showed a significant negative impact, which means that when all trading partners in Mainland China 's dependence on trade higher time, and the salary differences in Mainland China will be smaller. And this conclusion is consistent with the theorem of factor price equalization, so overall, lock-in effect resulting from international trade gained empirical support.

Submitted by Filipe dos Santos (fsantos@pucsp.br) on 2016-09-12T13:44:16Z No. of bitstreams: 1 Carlos Eduardo Batista.pdf: 1396416 bytes, checksum: 4db63ce0bdc019a0e10a6d1f3b7f3abe (MD5) / Made available in DSpace on 2016-09-12T13:44:16Z (GMT). No. of bitstreams: 1 Carlos Eduardo Batista.pdf: 1396416 bytes, checksum: 4db63ce0bdc019a0e10a6d1f3b7f3abe (MD5) Previous issue date: 2016-03-18 / This research is about the social control mode development work performed by the beverage company Ambev, even before the official origin of the Company. Through the testimony of 16 workers, one of whom is the wife of a former employee, sought to grasp the transformation dynamics patterns of “work management” of the company in three different stages of its growth. Over the 1990s, when the Cervejaria Brahma was acquired by Banco Garantia, between 1999 and 2003, when it merged its operations with Cia Antarctica Paulista, originating the Ambev; and from 2003, when Ambev joined the Belgian brewer Interbrew, creating InBev. In each of these moments, the company had a different size and a different way of managing work. Our research sought to identify these as well as the changing dynamics. Used as sources of this dissertation: the union newsletter Saca Rolha, edited and published by the union of brewers of the city of São Paulo between 1986 and 1990; the reports published by Gazeta Mercantil in October and November 1989, various reports available in the collection of the Centro Pastoral Vergueiro; Newspaper reports Vale do Paraíba in October 1990; reports Gazeta Mercantil published in July 1999 and Ambev the Annual Reports of its first 10 years / A presente pesquisa trata do desenvolvimento do modo de controle social do trabalho exercido pela empresa de bebidas Ambev, ainda antes da origem oficial da Companhia. Por meio do depoimento de 15 trabalhadores e da esposa de um ex-funcionário, buscou-se apreender a dinâmica da transformação dos modelos de “gestão do trabalho” da empresa em três etapas diferentes de seu crescimento. Ao longo dos anos 1990, quando a Cervejaria Brahma foi adquirida pela Banco Garantia; entre 1999 e 2003, quando esta fundiu suas operações com a Cia. Antarctica Paulista, originando a Ambev; e a partir de 2003, quando a Ambev se uniu à cervejaria belga Interbrew, dando origem à In- Bev. Em cada um desses momentos, a empresa tinha um tamanho diferente e uma forma diferente de controlar o trabalho. Nossa pesquisa buscou identificá-los, assim como a dinâmica das mudanças. Utilizamos como fontes de pesquisa o boletim sindical Saca Rolha, editado e publicado pelo sindicato dos cervejeiros da cidade de São Paulo entre 1986 e 1990; as reportagens publicadas pela Gazeta Mercantil entre outubro e novembro de 1989, diferentes reportagens disponíveis no acervo do Centro Pastoral Vergueiro, reportagens do jornal Vale Paraibano de outubro de 1990, reportagens da Gazeta Mercantil publicadas em julho de 1999 e os Relatórios Anuais da Ambev de seus 10 primeiros anos