Thesis (Ph. D.)--Washington State University, May 2007. / Includes bibliographical references.

abstract: This research was focused on determining the relationship between student achievement, teacher evaluation scores, and performance pay for an Arizona school district. / Dissertation/Thesis / Doctoral Dissertation Educational Administration and Supervision 2014

M.Ed. (Education Management) / Participation in an extra curricular activity is today no superfluous luxury, but an imperative social establishment, because, not only does it afford pupils the opportunity to enhance their cultural and educational development, it also presents the school with the opportunity to render a most important service in the task of educating the child to his/her full potential. It also affords the pupil the opportunity for relaxation and this in turn promotes academic progress and has a beneficial effect on the child's self esteem. Extra curricular activity also implies that pupils are enabled to equip themselves for two important dimensions of their adult lives, namely labour and leisure time and it therefore constitutes a indispensable part of the pupils' educational experience. Participation in extra curricular activities thus forms an important basis for socialisation and contributes towards the overall growth of the pupil. Teachers are best qualified to cultivate the potential of pupils, not only in the classroom, but also on the sport field. It is therefore essential that teachers, and not outside persons, be utilized to develop the full potential of pupils, also in the field of extra curricular activities. Teachers have in the past assumed the responsibility of training and coaching pupils. The organized teaching profession has, however, also in the past paid homage to the view that a teacher is a professional person, who receives an all inclusive remuneration for his or her services as professionals practitioner.

The restaurant industry has long been characterized by a high rate of "turnover, low wages, primitive technology, controlling management and an unimpressive benefits package"(Sullivan, 1999). " The most serious issue for employers today -in all industries- is hiring and keeping qualified and capable employees" according to Donald Marshack, senior analyst at the U.S. Bureau of Labor Statistics (BLS)(2000). The primary purpose of this study was to examine the perceived notion that the compensation plan of Outback Steakhouse reduces the intention to turnover of its unit level managing partners. Specifically the research focused on a survey of general manager's attitudes in regards to their intentions to seek out new employment and the effect of the compensation plan provided by Outback Steakhouse on their intention to turnover. The Objective of the study was to investigate the current management compensation practices of the managing partners of Outback Steakhouse, while identifying the relationship between management compensation and the intention to turnover for proprietors at Outback Steakhouse restaurants. A further objective was to establish the relationship between employee turnover and employee turnover intentions as a predictor of separation from an organization. A survey instrument was utilized to gather information for this study was sent by mail to all of the 600 general managers of Outback Steakhouses listed on the company's web site in the US. The survey contained questions designed to measure the influence of the compensation package on the general managers' intent to turnover, and the degree of influence each element of the compensation package had on their intention to quit. The results showed that the correlation coefficient indicated 5 out of the 8 monetary compensation variables had a significant positive relationship with the compensation plan and reducing turnover intentions. A forward regression analysis was conducted comparing all of the compensation elements. This was done for the purpose of determining which variables would be the best predictors of respondents desire to stay with Outback because of the positive influence the compensation package, as a whole, has on them. When the computations were completed, two variables, deferred compensation and stock option, explained 41.7% of the sample variation (R² = .417) and 39.8% of the population variation (Adjusted R² = .398). / Master of Science

Comparable worth, an idea that is playing an increasingly important role in the wage and compensation issues of the 1980s, is examined in a controlled classroom setting. Salary as a function of rater gender and job stereotyping (as measured on a ranked order) was examined using undergraduate student subjects. Seven position descriptions from a savings and loan association were subjectively evaluated. The subjects assigned salaries, rank ordered the positions on a male to female (male=l, female=?) continuum and completed an Attitude toward Women Scale (AWS). Modest support was found for the hypothesis that salary would be a function of rater gender and job stereotyping in two of the seven positions; the AWS score was found not to be predictive; a strong negative correlation was found between salary and rank order.

This dissertation consists of three papers examining managerial decision theory, executive compensation, and firm performance. The first paper examines the relationship between executive pay and common equity holdings and risk-adjusted performance; the second paper examines the relationship between executive pay and common equity holdings and strategic decisions, specifically entry mode decisions; and, the third paper develops theory related to the relationship between organizational constitution, valuation constitution, and executive compensation. / Business Administration/Strategic Management

Previous empirical research on variable pay systems have suggested that possible gains can come from paying for performance, but highlight the difficulty firms face in measuring performance. Using contracts signed in Major League Baseball’s free agent market, I find that over the 2010-2014 period, teams utilized variable pay schemes with players that were more productive or signaled greater risk, either in their contract terms or via overspecialization. However, not all forms of risk signaling were correlated with greater use of performance incentives, including age and proxies for injury history. These findings have significant implications for labor practices more broadly, as the high-information environment of Major League Baseball can shed light on how principals behave when performance measurement costs are effectively eliminated.

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This study examined the effect of a score card¬-based performance pay plan in a professional services firm. The plan was implemented in response to a decreasing trend in productivity and a desire for a formal incentive compensation plan. Performance of manager and senior manager accountants were analyzed across two departments over a five year period. A definitive account of the effects of the intervention is limited by the case-¬study design, but the data does suggest that the performance pay plans used did not adversely affect performances. Design limitations of the plan and future research are also discussed.

No description available.