Thesis (M.H.A.)--University of Michigan, 1968.

Thesis (M.H.A.)--University of Michigan, 1968.

Thesis (M.H.A.)--University of Michigan, 1959.

Thesis (Ph. D.)--University of Michigan. / "A research report submitted in fulfillment of the first research project requirement for the degree of Ph. D. (Nursing)."

Στην παρούσα εργασία διερευνήσαμε τον τρόπο με τον οποίο διαμορφώνεται το μισθολογικό πλεονέκτημα μεταξύ των εργαζομένων σε επιχειρήσεις διαφορετικού μεγέθους. Για τους σκοπούς της ανάλυσης χρησιμοποιήθηκαν διαστρωματικά στοιχεία από το ελληνικό τμήμα της European Community Household Panel (ECHP) για το έτος 2001 (κύμα 8) και εφαρμόστηκαν τυπικές συναρτήσεις αμοιβών τύπου Mincer. Σύμφωνα με τα αποτελέσματα επιβεβαιώνεται και στην περίπτωση της ελληνικής αγοράς εργασίας η ύπαρξη μισθολογικού πλεονεκτήματος προς όφελος των εργαζομένων σε επιχειρήσεις μεγάλου μεγέθους. Επιπρόσθετα, εξετάστηκε η υπόθεση της συστηματικής επιλογής από την πλευρά των εργαζομένων ως προς το μέγεθος της επιχείρησης (μη τυχαία κατανομή) και με βάση τα αποτελέσματα η υπόθεση αυτή δεν απορρίφθηκε. Στο πλαίσιο αυτό επανεκτιμήθηκαν οι απλές συναρτήσεις αμοιβών διορθώνοντας για την μη τυχαία κατανομή. Επίσης, εφαρμόστηκαν τεχνικές διαχωρισμού των μισθολογικών διαφορών (Oaxaca) μεταξύ εργαζομένων σε επιχειρήσεις διαφορετικού μεγέθους. Με βάση τα αποτελέσματα βρέθηκε, ότι η διόρθρωση για την επιλογή του μεγέθους της επιχείρησης συμβάλλει στην αύξηση της ικανότητας ερμηνείας της παρατηρούμενης μισθολογικής διαφοράς μεταξύ εργαζομένων σε μικρές και μεγάλες επιχειρήσεις. / --

The problem with which this investigation is concerned is to determine the effect of a recent substantial salary increase upon job satisfaction and job performance of Texas teachers. A comparison was made between the results of an evaluation of performance and measure of job satisfaction found in the 1973 study by McPherson with the same population in 1975.

M.Comm. (Industrial Psychology) / With the implementation of King III in 2010 and the promulgation of the new Companies Act in 2011, the corporate governance landscape in South Africa was irrevocably changed. Simultaneously, there was an increase in the protestations against the perceived excesses of executive1 remuneration packages. The question posed in this research study was what does adherence to the spirit of corporate governance with regard to executive remuneration entail? The literature study explores the perceived separation between ownership and control, as well as attempts at controlling this separation via structured executive remuneration packages. It further provides an overview of the relative efficacy of voluntary codes and compulsory codes. Various methods of determining executive remuneration are investigated and the possible shortcomings of each are identified. Sixteen semi-structured, in-depth interviews, equally divided amongst four interest groups in the field of executive remuneration, were conducted. A content analysis of the qualitative data that emerged from the interviews resulted in 39 first-order themes that were then iterated to 11 second-order themes. These second-order themes were categorised into two sets, namely five that are indicative of behaviour in support of adherence to the spirit of corporate governance with regard to executive remuneration, and six that are indicative of behaviour that undermines the spirit of corporate governance in this regard. The five themes indicative of behaviour in support of adherence to the spirit of corporate governance were: problem recognition, sustainable development, embracing governance, remuneration management competence, and ethical intent. The six themes found to indicate behaviour that undermines adherence to the spirit of corporate governance with regard to executive remuneration were: shareholder appeasement, misrepresentation, elitism, justification, arrogance, and intentional amorality. It emanated from the findings that greater social debate should be stimulated on how ethics can be brought into the domain of executive remuneration. A potentially important facilitator of such debate could be tertiary education institutions responsible for management education integrating the ethics of executive remuneration in curricula. It is further recommended boards, who are tasked with the governance of their organisations, be made aware of the behavioural manifestations that support or undermine adherence to the spirit of governance as it relates to executive remuneration. Remuneration consultants could also benefit from these findings, and could assist organisations to design fair and responsible systems of remuneration for executives and senior employees.

In British Columbia, teachers and school trustees have been permitted to negotiate and arbitrate teachers’ salaries since 1919. Amendments to the school law in 1933 and 1937 introduced demandable adjudication of tenure disputes and demandable arbitration of salaries. Since 1958, conciliation and arbitration have been compulsory. The provincial government has consistently held that school boards are teachers' employers, and maintenance of local board autonomy has been the expressed desire of government, teachers, and trustees. The investigation, which depended chiefly upon articles in periodicals, supplemented by interviews, Inquired into the effects of arbitration upon some of the parties involved in public education in B.C. Emphasis was placed on examining changes in teachers’ economic status and in the organization and methods of operation of the British Columbia Teachers' Federation. Consideration was also given to related changes in the British Columbia School Trustees' Association and to changes in government policy. Arbitration of salary disputes with trustees was the choice of B.C. teachers in preference to striking when negotiated settlements could not be reached. However, teachers have been narrowly limited by the bargaining and arbitration provisions of the Public Schools Acts when compared with the scope permitted employees under B.C.'s labour laws. The evidence was not available by which to discriminate accurately between the effects of arbitration and collective bargaining in raising teachers' salaries. During the period 1931-61, teachers raised their income level in relation to the average incomes paid for professional employment both in the province and in the nation as a whole. Salary anomalies within the B.C. sector of the profession have been virtually eliminated, but a new anomaly was created by the rapid rise in teachers’ salaries after the Second World War. In some school districts, the salaries of senior principals exceeded those paid to district superintendents of schools, who were employees of the provincial government. The rising level of teachers' salaries, combined with increasing school construction costs, have been used as arguments for expanded provincial school grants to municipalities. The school law, as it existed in 1911, delegated considerable authority to school boards and gave them a preponderance of power in relation to their employees. The amendment of 1919, which permitted negotiation and arbitration of salaries, did nothing to disturb the relationship. To counterbalance trustees' power, teachers organized — initially as a federation of local teacher associations. Even when arbitration became demandable, school trustees refused to arbitrate more issues than required by law and generally would not negotiate school board policies that affected teachers' working conditions. Teachers therefore took steps to increase their unity and strength, which increased the efficiency of the B.C.T.F. as a bargaining unit. When attempts to negotiate issues with their employers failed, teachers adopted alternative methods to gain their ends. They appealed to the public for support, engaged in alliances with various organizations to pursue specific objectives, used the professional boycott, and negotiated directly with the provincial government for redress of grievances with their employers. The government responded to these appeals by severely limiting trustees’ administrative discretion, and by legislating upon teachers' pensions and other employment benefits. Teachers’professional aspirations to share, with trustees and provincial government, the power to determine educational policy have generally been unsuccessful, but they have gained influence in some policy areas. Major negotiations between teachers and trustees have tended to shift from the local to provincial level and, since 1956, trustees have made changes in their provincial organization to increase its effectiveness. Extensive use of conciliation, arbitration, and adjudication, has been coupled with expressed dissatisfaction at the results. This combination of events suggests that further research is required especially in development of more satisfactory criteria for negotiating occupational income levels and for measuring teaching efficiency. / Arts, Faculty of / Vancouver School of Economics / Graduate

This dissertation analyzes the effect of a stock market downturn on executive compensation plans which include stock option contracts. A model is developed to determine sufficient conditions for which the optimal compensation contract exhibits characteristics of a fixed salary plus stock option. If a publicly known shift in the distribution of firm value occurs after contracting and before the agent takes his action, then it can be shown to be in the principal's interest to renegotiate the agent's contract. The resulting contract is again a fixed salary plus stock options with lower exercise prices than in the original contract. It is assumed that the shift in the distribution of firm value is a low probability event that is not contracted upon. To determine whether or not it is optimal to contract on a low probability event the set of original contract and rengotiated contract is compared to a contract that is complete with respect to the event. Benefits to complete contracting exist if the agent commits to stay after information about the event becomes available. However, if the agent can leave at any time, the principal may prefer, initially, not to contract on low probability events and simply renegotiate the contract if a low probability event occurs. Renegotiation can take the form of lowering the exercise price of outstanding stock options or adding a layer of options with a lower exercise price than existing outstanding options. Nonparametric tests on stock option grants in 1985 through 1988 indicate that the size of grants in 1987 and 1988 is significantly larger than in 1985 and 1986. These results support the prediction that stock options outstanding in 1987 were renegotiated following the stock crash in October 1987. / Business, Sauder School of / Accounting, Division of / Graduate

The main aim of my diploma thesis has deal with working conditions in the company bus ČSAD Hodonin, Inc. It touches on areas of workers compensation and evaluation. The aim is to analyze the current system of evaluation and remuneration in society, leading to the creation of proposals to improve the current situation in the company.Proposals should simplify and streamline theremuneration of workers and thus contribute to their satisfaction.