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Effects of race on CEO pay performance sensitivitiesBarrett, Sean January 2014 (has links)
Orientation: The available literature has revealed a polarised picture regarding the
effects of race on CEO remuneration. This division centres on whether race is a beneficial factor
or not with regard to the level and sensitivity of remuneration received. Introducing South
Africa’s affirmative labour policies and the growing societal calls to better explain executive
remuneration creates the unique opportunity
to examine the effects of race on CEO pay.
Research purpose: The purpose of the research centred on two important themes.
Firstly the research sought to investigate the effects of race on the sensitivity of
executive pay to corporate performance. Secondly the effects of race on the level and structure of
executive pay was probed.
Motivation for the study: The primary motivation of the study centred on determining whether race
is has an affect, if any, on the remuneration paid to CEOs in South Africa. This will assist in
understanding whether the affirmative polices implemented in South
Africa have made any impact in the top level of executive remuneration.
Research design: The study was designed to be quantitative, descriptive and
longitudinal in nature utilising valid secondary data sources. The BFA Macgregor online financial
database was selected as the most appropriate source of both corporate performance information and
directors’ remuneration. Nineteen black CEOs were identified along with a random sample of 45 white
CEOs. Following the data been analysed for reliability and validity it was then subject to primary
and secondary statistical tests to determine significance and correlation strength.
Main findings/results: All components of South African CEO remuneration studied were found to
strongly correlate to PAT and EBITDA and to a lesser degree ROE and HEPS. ROE and HEPS have shown
correlation strength growth in recent years. This collection of measures reflects a balanced basket
of accounting-‐based and non-‐
accounting based measures. Black and white CEO mean remuneration when compared
was found to have no significant difference due to race. A notable difference found
was the higher degree of pay-‐performance sensitivity and variability seen within the black CEO
sample.
Practical/Managerial implications: King III compels boards and remuneration committees to ensure
remuneration of directors is fair and reasonable, sensitive to performance and aligned with the
strategy of the organisation. Ensuring realistic pay-‐ performance sensitivities are not just a
corporate governance requirement but also help alleviate principle-‐agent issues while correctly
incentivising the CEO. Boards looking to appoint black or minority CEOs should continue to
remunerate in a equitable and fair manner and be aware of such mental biases such as the “inverse
Matthew effect” and other social out-‐group biases especially when evaluating
performance.
Contribution: The study showed that race doesn’t affect the level of CEO
remuneration but does impact on the pay-‐performance sensitivity and the variability. The
difference in sensitivity and variability could indicate the presence of mental biases such as the
“inverse Matthew effect” and other social out-‐group biases when
evaluating performance. / Dissertation (MBA)--University of Pretoria, 2014. / lmgibs2015 / Gordon Institute of Business Science (GIBS) / MBA / Unrestricted
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Motivace pracovníků zákaznických center / The Motivation of Customer Services EmployeesTrnka, Michal January 2014 (has links)
This thesis aims to increase the quality of telephone operators work and messenger network of the Mediaservis company, which competes to Czech Post and provides customer service outsourcing. The theoretical part of thesis is aimed to work motivation, wage-payment systems and employee benefits. The theory is applied in the second part of thesis, which brings suggestions to improve actual motivation system. Solutions are based on company and employee research.
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The effect of incentive based directors' remuneration on ethical decision making in organisationsVan der Walt, J. C. 12 1900 (has links)
Thesis (MPhil)--University of Stellenbosch, 2003. / ENGLISH ABSTRACT: The historical development of the role of directors in public listed companies contains
inherent tensions by reference to the fiduciary responsibility of directors and the
method in which directors are remunerated. The nature of incentive based
remuneration is such that it will compel directors, in certain circumstances, to weigh
their interests against those towards whom they owe a duty of care and a moral
responsibility to act with prudence and temperance.
The modem day corporate environment is complex and calls for directors with strong
ethical views. This assignment endeavours to identify some of the complexities that
contribute towards directors finding it difficult to stay on the ethical "straight and
narrow" and attempts to weigh the effect of those factors against the effect of
incentive remuneration, both as detractors from ethical behaviour. Both the
shareholder supremacy business model and the stakeholder approach are analysed to
identify those factors present in each that may add to the ethical complexity that
directors have to deal with. The advent of the stakeholder approach in particular, adds
an enormous amount of complexity.
The case studies deal with two South African financial services companies that have
both ceased trading as a consequence of unethical behaviour. The incentive
remuneration models of both companies have been found to have played a major
contributing role in the decision making processes in the companies, and have
contributed to the demise of these organisations. Lessons are taken from the case studies and applied against the backdrop of the
various principles of ethical behaviour namely rights, utility, justice and the ethics of
responsibility. The finding of this study is that there is a role for incentive
remuneration of directors, provided that the ethical pitfalls that this causes are
recognised and steps taken to address them. Some of these steps are identified. / AFRIKAANSE OPSOMMING: Die historiese ontwikkeling van die direkteursrol, en spesifiek van openbare
genoteerde maatskappye bevat inherente teenstrydighede met verwysmg na
direkteursvergoeding en die vertrouensverpligtinge wat op direkteure rus. Die aard
van direkteursvergoeding met 'n aansporingskomponent is so dat dit 'n direkteur van
tyd tot tyd in 'n posisie plaas waar hy tussen sy eie belange en die van die ander
belanghebbendes in 'n maatskappy, aan wie hy dit verskuldig is om met verdrag en
versigtig op te tree, moet kies.
Die hedendaagse maatskappyomgewing is kompleks van aard, en vereis direkteure
met sterk etiese oortuigings. Hierdie werkstuk poog om sommige van die komplekse
faktore wat afbreuk doen aan 'n direkteur se vermoe om ten alle tye streng eties op te
tree, te identifiseer en op te weeg teen die effek wat direkteursvergoeding speel -
beide as items wat afbreuk doen aan etiese optrede. Hier word ondersoek ingestel na
beide die sogenaamde "aandeelhouersmodel" asook die" belanghebbende" model
waarvolgens besigheid bedryf word. Die ontsluimering van die belanghebbende
model veroorsaak spesifiek 'n aansienlike hoeveelheid etiese kompleksiteit.
Die gevallestudies behandel twee Suid Afrikaanse fmansiele instellings wat hul
bedrywighede gestaak het as gevolg van onetiese optrede deur direkteure. Die
aansporingskomponent van die vergoedingsrnodelle in daardie maatskappye blyk 'n
groot bydraende faktor te wees in die onetiese besluitneming wat plaasgevind het, en
wat uiteindelik tot die ondergang van die ondernemings gelei het. Laastens, word die lesse wat geleer is uit die gevallestudies, toegepas in gewysigde
format, en getoets aan die hand van die verskillende beginsels wat etiese
besluitneming onderhou, naamlik die beginsels van regte, regverdigheid, utiliteit en
die beginsel van etiese verantwoordelikheid. Daar word tot die slotsom gekom dat
daar wel ruimte vir aansporingskemas vir direkteure is, maar dat dit slegs eties
regverdigbaar sal wees mits ag geslaan word op die lesse wat uit die gevallestudie
voortspruit, tesame met die impementering van sekere korrektiewe maatstawwe.
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Satisfa????o dos funcion??rios em rela????o a sistemas de remunera????o por habilidades e compet??nciasMorettini, David Tadeu 12 January 2006 (has links)
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Previous issue date: 2006-01-12 / Skills and competency based pay systems were developed as an alternative way of establishing employees' salaries in companies that underwent major changes in their organic structure and that perform in a changing and competitive environment. This work had the objective to assess the degree of employees' satisfaction to this new way of rewarding their contributions to organizational results. The study started with the contextualization of the remuneration systems, in inside and outside organizational environment. Then, it was based on theories and researches in organic structure, employees' work satisfaction, traditional application systems and skills and competency pay system in the arrangement of wages. The question raised in the study was Skills and competency based pay systems are instruments really effective for establishinging the employees' salaries?. This question was accomplished through the exploratory research with people that work in companies that use the skills and competency based pay systems. The choice of people was intentional and was made based on the Snow ball practice. The research was made with communication boarding and collected data though auto-administrate surveys. The research measurement used a scale with two extremes: completely agree and completely disagree to the constructs. The results are submitted demonstrating people agreement percentage with the constructs that determine the satisfaction or dissatisfaction degree on the skills and competency - based pay systems. To a better understand enjoy the research results, the constructs answered by participants were classified in: (a) system's concepts and theoretical basis; (b) system's objectives and its links with the organizational strategy; (c) system's management principles and; (d) system's perceived equity. These categories were valid to indentify the causes of skills and competency - based pay systems satisfaction or dissatisfaction. / Os sistemas de remunera????o por habilidades e compet??ncias s??o formas alternativas de se estabelecer a remunera????o de funcion??rios em empresas que passaram por mudan??as em sua estrutura organizacional e que competem em um ambiente inst??vel e competitivo. Este trabalho teve como objetivo verificar o grau de satisfa????o dos funcion??rios em rela????o a estas novas formas de recompensar suas contribui????es aos resultados organizacionais. O estudo teve in??cio com a contextualiza????o do sistema de apoio denominado remunera????o nos ambientes intra e interorganizacional. Depois, procurou apresentar as teorias e pesquisas realizadas no campo da estrutura organizacional, da satisfa????o do funcion??rio em rela????o ao trabalho, da aplica????o de sistemas tradicionais de remunera????o e de sistemas de remunera????o por habilidades e compet??ncias. A quest??o levantada com os dados secund??rios foi: Os sistemas de remunera????o por habilidades e compet??ncias s??o instrumentos realmente eficazes para determinar o sal??rio dos funcion??rios?. Esta quest??o foi verificada atrav??s de uma pesquisa explorat??ria com pessoas que trabalham em organiza????es que utilizam o sistema de remunera????o por habilidades e compet??ncias. A escolha dos participantes foi efetuada de forma aleat??ria atrav??s da utiliza????o da t??cnica denominada Bola de Neve. A pesquisa utilizou a abordagem de comunica????o e os dados foram coletados atrav??s de surveys auto-administradas. A mensura????o da pesquisa utilizou uma escala com dois extremos: total concord??ncia e total discord??ncia com as afirmativas. Os resultados s??o apresentados demonstrando o percentual de concord??ncia das pessoas em rela????o ??s afirmativas que determinam o grau de satisfa????o ou insatisfa????o sobre os sistemas de remunera????o por habilidades e compet??ncias. Para compreender os resultados da pesquisa, as afirmativas respondidas pelos participantes foram categorizadas em: (a) conceituais sobre o sistema; (b) por objetivos - rela????o entre o sistema e a estrat??gia da organiza????o - ; (c) administrativas - como o sistema ?? gerenciado - e; (d) sobre a eq??idade percebida sobre o sistema. Esta categoriza????o permitiu saber as causas da satisfa????o ou insatisfa????o em rela????o aos sistemas de remunera????o por habilidades e compet??ncias.
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國有商業銀行薪酬分配制度改革初探 : 上海農行崗位職能工資制析 / 上海農行崗位職能工資制析倪熒華 January 2003 (has links)
University of Macau / Faculty of Social Sciences and Humanities / Department of Government and Public Administration
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公務員薪酬制度 : 澳門與香港的比較 / 澳門與香港的比較鄧安琪 January 2005 (has links)
University of Macau / Faculty of Social Sciences and Humanities / Department of Government and Public Administration
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