External And Of An Effective Compensation Program

External And Of An Effective Compensation Program
External and Internal Equities in an Effective Compensation Program Wanda I. Ramos Trident
University MGT 511: Title of Course Professor's Name November 2, 2014 Abstract Pay structures,
regardless of the size of the organization, must have two things going for them, which are external
and internal equities. In order to give employees purpose to continue to give their loyalty and
retention, there must be incentives as paying for education, experience and training, job tenure,
demonstrated skills, or a combination of these attributes consistently. Organizations should develop
a well written compensation program which includes incentives, and addresses both external and
internal equities. External and Internal Equities in an Effective Compensation Program Committing
to a market base pay compensation structure means that employees will be paid at a competitive
wage when compared with rates offered to people in similar positions in peer organizations. The
labor market, ruled by supply and demand, drives the approach to determining the demand of
occupations with education or workforce development implications (Froeschle, 2010). Pay
structures, regardless of the size of the organization, must have two things going for them, which are
external and internal equities. External equity means that your employees are paid fairly in
comparison with those in similar jobs in your geographic area. Internal equity means that employees
are paid fairly in
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Avoid Vs Incentive Pay
"Year after year, as executive pay continues its inexorable climb, it's amusing to watch corporate
directors try to justify the piles of shareholder money they throw at the hired help (Morgenson 1)".
There are many employees that go the extra mile and produce more for their company, but they
often never receive anything extra in return. Due to this, they are less motivated to go the extra mile
in the future. In contrast, incentive pay is beneficial to an organization's overall production
efficiency and effectiveness.
Employees get bonuses based on incentive compensation of how productive they work. To begin,
"the 2011 Incentive Plan is designed to further and promote the interests of the Company, its
subsidiaries and its shareholders by enabling ... Show more content on Helpwriting.net ...
First of all, "a convenient starting point for an analysis of pay determination of team sports players
is the marginal productivity theory, which is the workhorse of modern labor economics (Bernd &
Simmons 1)".This connects with the claim because the marginal productivity theory includes that
performance ends up determining how much the athlete gets paid. This proves what I learned is true
because the theory shows how athletes relates to a worker on how if they work , then incentive
compensation is what is rewarded as a salary is for an athlete. Although salary is determined by
hardwork, "many fans may believe player pay to be arbitrarily determined, statistical studies have
shown that player salaries in team sports on both sides of the Atlantic depend on age, experience,
and ability (Bernd & Simmons 23)". The author's ideas that fans believe that players pay is
determined by age, experience, and ability is a useful belief but sheds light on the difficult problem
of realizing an athlete must be hardworking to be most of the characteristics that fans believe
provide the best compensation. By focusing on how fans believes salaries depend on age, ability,
and experience, the author overlooks the deeper problem of players who are very talented and
hardworking but old of age for an athlete which might affect their salary; I believe this is unfair
because age is just a number. In addition, " North American players' unions in European soccer have
been less effective in bargaining over salaries and employment terms (Bernd & Simmons 8)". This
connects with the claim because many North American soccer players can't be negotiated as much
due to the extra work that was put in by them. This proves what I learned is true because many
athletes that put in the extra effort can't be bargained as much due to the reasoning of their ability of
playing their sport very well. To wrap thing up,

Compensation Management
1. Introduction:
In an expanding economy, human resources are scarce, and it's important to attract and retain the
best people. In a recessionary economy, human capital is a major expense that needs to be controlled
effectively. But no matter what the global economic situation may be, you need maximum insight
and flexibility to manage enterprise compensation. You also need the ability to adapt dynamically to
ever–changing circumstances. A comprehensive compensation management solution achieves this
by integrating all relevant human resources (HR) processes, including the administration of fixed
and variable pay, long–term incentives. performance management, compensation budgeting,
personnel cost planning, salary benchmarking, and payroll. ... Show more content on
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This method has five steps to weight the job. These methods are
Step–1
– Identify and define the factors useful in describing the fundamental elements of the general nature
of all jobs under the study.
Step–2
–Weight the factors and assign a specific value to each factor.
Step–3
– Identify the sufficient number of benchmark jobs to cover the entire range of difficulty or
importance of all factors.
Step–4
– Using each factor, assign the value from 1 to 10 to each benchmark job. The job demanding the
greatest possible degree of a factor receives a 10 and the job demanding little or no amount of a
factor receives a 1 values between 1 to 10 are assigned to other job using the same procedure.
Step–5
– Multiply the weighted factor value by the benchmark job value. This provides a weighted point
score for each factor for each benchmark job.
Summary of job points
|Name of post |Job points |

|Peon |200 |
|Receptionist |358 |
|Sales executive |458 |
|Junior executive |564 |
|Senior executive |666 |
|Asst.manager |791 |

Straight Commission Case Study
Straight Committee
Now, let's look at the pros and cons of working as a straight commission salesperson:
Benefit:
1. Opportunities higher overall. Straight commission opportunities almost always pay a higher
commission rate paid salary + commission from the same position. When I was faced with taking
that first, I was scared at first thought the decision not to have a stable wage income plummeted.
However, when I sit down with a calculator, I realized I could not lose. The commission rate is so
high, only the sales will pay how much I pay each month to the hair, and that only one sale a month
and not spend a lot of specific work. Finally, I quadrupled my income just by switching the
commission, although I did not sell more than I received.
2. Free. This can be a double–edged sword. I always hated it and tried to enter the office ... Show
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Higher fees. You will not be reimbursed mileage, handset subsidies, and all other expenses,
including those that you might not have thought of. Agents are generally required to carry out a
commercial insurance policy, the work of the first committee I kept asking me to be a $ 1 million
liability insurance car. It only took a few weeks, only to find a company that offers such a high limit,
but also ultimately cost more $ 400 / month. (The other side is that if you have structured the right
thing, all these costs are also tax breaks, including rent or repay part of the home office deduction.)
4. Government. You need to submit paperwork to form a business entity, you should probably get at
least one or more licenses or license, you must be careful to avoid all
Necessary tax paperwork and time deposits, if you do not want to get into trouble.
5. suspected security. Like having a regular job, you said the company may decide to leave the
agent, you may be terminated without cause, or they can become bankrupt at any time. Unlike
ordinary people, you will not have any severance payments or other compensation to you, if these
things

The Current Remuneration And Performance Management Of The...
Introduction
This report provides an analysis of the current remuneration and performance management of the
customer service/sales team at Majestic Health and Fitness Ltd. By breaking down the current
system, this report will look at both the strengths and weaknesses, compare to trade norms and
competitors, and finally provide recommendations based off findings and academic literature.
Majestic Ltd is a medium sized enterprise consisting of a total of 105 employees spread between
five locations in the wellington area and one in Auckland. Of the 105 employees, 24 are in the role
for customer service/sales of which eight are in part–time positions and the rest full–time. With a
large corporate market base, Majestic Health and Fitness is considered and advertises itself as a
premium gym facility in both Wellington and Auckland.
The aligned strategy of Majestic Health and Fitness is being a cost defender with management
characteristics of a traditional, mechanistic method.
As figure 1.1 shows, management is hierarchical and very top down with organised instructions
coming from senior management and reaching employees through various channels at the expense
of losing clarity. Furthermore, with employees and club managers lacking clarity of company goals
leaves employees wondering what they're working towards. In addition to this only 31% of
reception/sales employees felt they were valued by superiors and only 29% felt there was sufficient
recognition of good work. There is

Physician Remuneration Case Study
In 2010–11, Ontario spent, 40.3% of its total spending on healthcare programs and it was
determined that if left unchecked this trend would expand to more than 44% by 2017–18
(Drummond, 2012). Physician remuneration accounts for the third largest share of health dollars
(15.5%), behind only pharmaceuticals (15.7%) and hospitals (29.5%) (Canadian Institute for Health
Information, 2015). These three categories are by far the largest single categories of expenditure and
when combined represent 60% of total health spending. Furthermore it is important to note that the
growth rate of physician expenditure (2.2%) has outpaced that of hospitals or drugs since 2007
(Canadian Institute for Health Information, 2015). Due to the pressing nature of ballooning ... Show
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In this case the principle is the government, which has an objective of maximizing the health care of
Ontario while also efficiently utilizing resources to keep costs low. However the government
(principle) cannot achieve this on its own and need physicians (the agent) to carry out the task
related to health improvement. The government aims to motivate physician through financial
incentives to improve health, nonetheless physicians are always striving to increase their own utility
via higher income, which occurs as a direct result of patients visits to the physician which is higher
when the population is unhealthy. This represents an endless cycle of repetition, where the
government wishes to improve health status but the intrinsic value of physician remuneration is a
direct result of the lack of health in the population. This results in the fee–for–service model being
both technically inefficient and costly since physicians have a financial incentive to over utilize
resources such as conducting exams that may not necessarily be needed. Furthermore due to the
nature of Universal health care patients also have also a tendency to over utilize health services, as
individuals do not personally incur costs for accessing health services. This leads to the expressed
demand curve of health care being higher than it should if it were solely based on necessity (Figure
1). Each extra unnecessary access of healthcare provides diminishing marginal benefit in large part
due to opportunity cost. If a patient did not access said health care their time could have gone
towards a different activity that has a higher marginal benefit. As a result true marginal social
benefit is lower than modeled and utility decreases overall as the public healthcare model and fee–
for–service model for physicians results in over utilization regardless of the

Fit Stop
Please find enclosed Case Study One – Designing a Reward System for "The Fit Stop", for your
review. Using point form, write a brief description of the organization, its employees, and its
challenges. What is the organization's domain? (10 points needed) Organization: * The Fit Stop is a
new franchise opening in four months. * The Fit Stop will sell all types of training, fitness
conditioning and exercise equipment to the general public * The Fit Stop plans to specialize beyond
equipment to provide customers with personalized advice geared to customer's specific
training/conditioning needs * It will be starting out with stores in major cities in Ontario and in four
western provinces – with plans of expanding to Quebec ... Show more content on Helpwriting.net ...
* The business does not expect to make a profit for a least one year or maybe even two Lack of
Experience: * Although the owner has great ideas towards the business, it appears that this is where
her main focus is. * The owner has not defined what she will be receiving for investments in wages,
salaries and benefits * The owner feels the safest thing to do is to use the same compensation
systems as her competitors. This may or may not work because: * The success or failure of "The Fit
Stop's" reward system depends on how well it fits the organizational context and total organizational
system. It is highly unlikely these aspects will be the same as her

Example Of Handicap Remuneration
On the off chance that you've been denied handicap remuneration from the Department of Veterans
Affairs (VA) or trust your incapacity ought to have gotten a higher rating, you have the privilege to
bid the VA choice. You might have the capacity to win an interest in the event that you can
demonstrate that the VA committed an error on your claim; for example, the VA assessed your
handicap under the wrong code in the Schedule of Rating Disabilities, which gave you a lower
rating. In some cases, veterans are prevented benefits in light of the fact that from claiming
procedural mix–ups made by the VA (Wadsworth, n.d.). The following is a survey of some regular
lawful blunders the VA influences that you to can offer. Inability to Notify You ... Show more
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The VA is required to give this exam when there isn't adequate therapeutic proof in the record and
there is: confirm that you have a present handicap prove that you encountered an in–benefit
occasion or damage, and prove that the in–benefit occasion may have caused the present incapacity
(Wadsworth, n.d.). The Medical Examination or Opinion Was Inadequate: On the off chance that the
VA provided a required restorative examination, it must meet certain prerequisites. For instance, the
VA doctor or therapeutic supplier ought to be proficient in the kind of incapacity being assessed.
The specialist must clarify in detail the thinking behind his or her feeling about whether the present
handicap is connected to benefit and should give a genuine assessment about whether this linkage
exists or not (Wadsworth, n.d.). Lacking Explanation of Decision: In the event that you spoke to the
Board of Veterans Appeals (BVA), the BVA is required to incorporate into its choices an exchange
of the realities and law on which the choice is based. You will require a lawyer's assistance to check
whether the BVA neglected to legitimately address therapeutic or lay proof that helped your case.
Counsel with a VA incapacity lawyer to decide whether this is a reason for bid for your situation
(Wadsworth, n.d.). The ethical issue with the 1,700 veterans that did not receive the proper care
range from a land of many mistakes. There were wrong dates of birth, wrong

A Report On The Remuneration Committee Essay
III. REMUNERATION COMMITTEE The remuneration committee is in charge of monitoring all
matters relating to executive pay, performance assessing, and levels of compensation; members
should be independent NEDs. (FRC, 2014) In 2013, Ocado Group faced a protest from shareholders
against executive pay. The Chief Executive's Timothy Steiner. He received an annual bonus of
£100,000 on top of his salary, which is £350,000. The remuneration committee explained this bonus
based on Steiner's performance on the market data. On top of that, Ocado's Chairman, Stuart Rose,
was also granted £400,000 in shares and Mark Richardson received a bonus £77,000 when he joined
the board in 2012, after he had been Head of technology in Ocado since 2001. (Treanor, 2013) III.1.
SHAREHOLDERS' INTERESTS III.1.1. The 'Say on Pay' method Not long ago shareholders were
given the right to vote under remuneration reports, after the outburst of executive pay and bonuses
in USA and across Europe. This system, adopted in the UK in 2003, is called 'say on pay' (SOP); it
is mostly used to monitor future executive pay levels when votes go beyond 10%. (Gregory–Smith
et al., 2014) Some view this SOP tool, allowing shareholders to express their concerns, as a way of
controlling executive directors from having an opportunistic behaviour (Dion, 2016) or from
excessive risk–taking manners. (Thomas et al., 2014, p.219–235) In USA, SOP is seen as a tool for
monitoring senior management, and for developing and improving

8.7.1. Employer And Employee Benefits . •Remuneration Package
8.7.1. EMPLOYER AND EMPLOYEE BENEFITS Remuneration package will be in line with
current pay scales. Vacations and holidays will be according to the Employees holiday act of 1954
where 1 ½ days a week, 7 medical and 21 annual days and all public and mercantile holidays are an
entitlement. An insurance scheme will be enforced for employees on being confirmed in the position
after a period of 6 months. Additional benefits will include bereavement leave, religious and floating
holidays and a potential bonus structure. Termination of services can be done by either employee or
employer providing one–month notice in writing. ''English WalkwayJ' will be a Limited Liability
Company (LLC) and provide protection to the employer who ... Show more content on
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Therefore, 'English WalkwayJ' will conduct classes for school children from 2.30 pm onwards.
However, student will be permitted to come in to the premises of 'English WalkwayJ' and purchase a
meal from the canteen and go to their class prior to start up time provided the class is not in use.
'English WalkwayJ' will not function on public holidays as per government regulations in Sri Lanka.
A scheduled class will commence if a minimum of 5 students have registered. Facilities are
available for 4 parallel classes to function at a given time. If higher student numbers require
enrolment, it will not be a possibility in the first year. The 'Basic English' class scheduled on
Wednesdays will be conducted by the Managing Director. 4simultaneous sessions will be carried out
for certain classes depending on student numbers General English for Schools Young Learners
English (YLE) : o YLE Starters o YLE Movers o YLE Flyers Primary Level

Disadvantages Of Commission Based Compensation
Scenario 1: Commission Based Compensation A commission based approach to employee
compensation has its pros and cons from the standpoint of the firm. Let us look at the advantages.
Reduces fixed costs: As mentioned in the Wall Street Letter (2003), one of the main advantages of a
commission based salary is that it helps to reduce fixed costs. Fixed costs cover the basic salaries of
the sales personnel while the variable costs cover the commission. With a commission based salary
structure, sales personnel will get a lower basic salary while more incentive is incorporated into
their commission structure. Thus this will reduce a firm's fixed costs significantly. Healthier cash
flow: Commission based compensation gives the firm a financial advantage such that it only pays
the sales personnel upon sales conversions (Kokemuller). That is, the firm ... Show more content on
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This is mainly due to the diversification of the various markets, customers and channels. Hence it is
a challenge for a firm to implement its domestic processes across the global locations. In the
decision of whether to use expatriates, the firm has to consider the following: Financial costs: This
is a key factor and the firm has to be prepared for higher costs when expatriates are used. The
relocation costs, the expatriate package which includes the family members etc. Expertise required
for the assignment: The firm has to assess whether the expertise and skills required for the
assignment can be filled up by a local employee instead of expatriate. Cross–cultural & linguistic
knowledge: This is always the top challenge for the firm on expatriate assignment. There is the fear
that the expatriate may not be able to blend into a different culture as well as the need to speak the
native language (Insiun, 2012). Scenario 5: Effective HR to Build HR

Student Athletes Are Deserving Of Economic Remuneration
The seven most popular sports (in order) in the United States are: NFL, MLB, NCAAF, auto racing,
NBA, NHL, and NCAAM (Rovell, 2014). Five of the sports included are professional where the
athletes are paid. However, two of them––NCAAF and NCAAM––are amateur sports headed by
student–athletes who are not paid. When these college sports are on par with professional
organizations that are worth billions of dollars, then the amateurism behind the NCAAF and
NCAAM is questioned. In fact, the NCAA generates almost a billion dollars annually. Since the
athletes in question are amateur student–athletes, paying them might damage the integrity of the
sports. Therefore, there is an ongoing contested debate over whether student athletes are deserving
of ... Show more content on Helpwriting.net ...
However, amateurism is an illusion because the NCAA "insatiably embrace[s] commercialism in all
facets of intercollegiate athletics except on a single issue – athlete compensation" (Zola, 2013). The
1980s is where NCAAM and NCAAF exploded as businesses. The Supreme Court, in 1984, struck
down the NCAA's restrictions on television appearances. This coincided with the government
deregulation of cable television and, ultimately, led to massive television contracts and sports
stations covering NCAAM and NCAAF. As the athletic departments of universities expanded
profoundly, they continued to reiterate the student in student–athletes. By doing so, they built the
boundary up as an effective defense from allowing college athletes to get a cut of the newfound
income. In 1988, the NCAA became an effective private institution when the Supreme Court ruled
against Jerry Tarkanian and allowed the NCAA to dismiss due process during their investigations.
Amateurism, in the sake of college football and men's basketball, is a falsehood and a boundary
created by the NCAA and enforced by college coaches and athletic departments. The meaning
behind the category of student–athletes was empowered by the NCAA in the 1950s to fend off
lawsuits and implement the sanctity of college sports as amateur sports. The NCAA's moral
authority lies in the term "student–athlete" and "is meant to conjure the nobility of amateurism, and
the precedence

The Board Of Directors : Executive Officer
1. Introduction of the Board of Directors
The Board of Directors is a group that is constituted by some members who are chosen by the
stakeholders of the company. This group stands for the stakeholders to set up the policies that
related to corporate governance of the company and to make some important decisions on long–
term strategies, such as the employ or dismissal of administrators, dividend policies and establish of
committees. It is obligate for every public company to build a Board of Directors.
The Board of Directors is usually constituted by various members:
Chief Executive Officer (CEO)
The CEO is the highest superior director of a company. The responsibilities of CEO are to make
long–term decisions, to control all of ... Show more content on Helpwriting.net ...
The Executive Director manages the specific operations of a company and also make decisions with
other members of the Board of Directors.
Non–Executive Directors
The Non–Executive Director is also one of the members of the Board and has responsibility for a
company. A Non–Executive Director supervises the Executive Directors and protects the profits of
stakeholders. However, the Non–Executive Director do not hold the position of specific duties in a
company.
2. Remuneration Committee
The Remuneration Committee is a specific organization, which is built by the Board of Directors
that is in accordance with the resolution of shareholders meeting. A Remuneration Committee is
responsible for establishing and implementing the assessment criterion of the senior executives, in
addition, this committee also takes charge of establishing and examining the remuneration policies
of the directors and other executives, including money award and compensation payments.
2.1 Different ways to reward the directors
Most of directors are encouraged by the payments related to the performance of a company and also
can be rewarded by gaining bonuses and pension contributions, and by increasing or achieving
dividends of the company for their services to the company.
According to some articles, most of companies will give some parts of stocks to directors as
rewards, because the connection between the directors' and

The Impact Of Physician Remunerations On Patient Outcomes...
The Impact of Physician Remunerations on Patient Outcomes and Quality of Care in Canada
A Policy Analysis Paper
By
Udoka Okpalauwaekwe
PUBH 852
BRIEFING SUMMARY
It is commonly believed that the method of physician remunerations affects their professional
behavior. As a result, payment systems are therefore manipulated in attempts to achieve policy
objectives with the primary aim to improve quality of care, contain cost and maintain recruitment of
human resources in underserved areas. (2,1)
This paper tries to analyze the impact of primary care physician remuneration systems on patient
outcomes and quality of care in Canada. A very often cited source of inefficiency in the Canadian
system is the overwhelming dependence on the ... Show more content on Helpwriting.net ...
A mixed payment system combined with physician monitoring, will provide physicians with
incentives to consider costs and benefits of different treatment options, which will lead to an
efficient level and quality of care. (1,2)
Looking forward, another interesting option for Canada would be the Group–based profit sharing
programs. However their applicability in the short to medium term is unlikely because profit–
sharing programs allow hospitals to provide bonuses to physicians based on hospital savings created
when physicians coordinate their use of drugs and devices (quantity and market share discounts).
That is, the more that a hospital purchases of a particular drug or device from a particular
vendor/manufacturer, the more they benefit from quantity and market share discounts. Therefore,
adding profit sharing programs to the current FFS system may provide a powerful way to align
physician incentives with those of the hospital and of policy–makers. However, little is known about
the effect of these programs on patient outcomes, as current regulation in Canada does not allow
hospitals to pay physicians in such a manner. (1,2)
BACKGROUND
Canada's healthcare cost constitutes a large share of GDP. Although this may be a good thing as it
reflects on a country's increased wealth and ability to pay for valued care, however in the case of
Canada, there is a strongly held belief that the growth rate in Canada is not sustainable nor is it
necessarily improving our outcomes.

Total Compensation Strategy
Managing Diversity
Nationally and internationally, companies are facing the task of reassessing the balance between
their own identity and the force of integration. Centralism often makes access to new markets and
regions difficult. Distinctive local autonomies, on the other hand, endanger the overall organization
and identity of the company. Connected with this is the question of whether a unified and global
compensation policy should exist, and how much room for maneuver local and regional entities and
organizations should be given.
In heterogeneous corporate and company structures, in particular, there are no unified compensation
strategies and structures. Systematic ... Show more content on Helpwriting.net ...
Analysis of the framework conditions
1 2 3 4 5
» Which specific advantages are offered by corporation–wide standards vs. individual structuring
possibilities?
» Are specific regulation requirements in existence? » Which framework conditions are needed for
structuring using existing regulations?
Specification of principles and guidelines
» Defining management and operative levels » Taking into account international consistency »
Establishing the compensation structure » Taking into account value–orientation » System for the
agreement of objectives and performance evaluation » Defining salary bands » Establishing
demands according to global principles » Reflecting on the advantages and disadvantages of
different points of view » Defining useful and necessary parities » Solution suggestions for the
harmonization of the structures » Developing transfer scenarios
Systematization and harmonization

Formulation and adoption of a total compensation strategy
» Transfer to global principles » Defining roles and responsibilities » Defining corporation–wide
policies and principles » Defining regional/local policies and principles » Developing transfer
scenarios »

The Performance Of An Organization
Introduction
The performance of an organization is dependent on the decision made within the organization and
beyond. In recent months, the United States has seen the enactment of several Executive Orders by
the newly elected President Donald Trump. The impact that these orders possess is far reaching with
the possibility of influencing the salary systems.
Executive Order
President Donald Trump's Executive Order on Immigration is one that has elicited mixed reactions
with many people taking part in street protests and online campaigns against the president and his
leadership style. Primarily, the executive order provides that people from other countries are
welcome into the country, but after thorough vetting. The executive order goes ... Show more
It is apparent that different parts of the organization have and require different types of resources.
The company takes active steps towards aligning these resources with the set company objectives.
The second step involves empowering the employees through refined objectives that align with the
work force and the performance expectations (Martocchio, 2013). The third step involves
developing a performance–based reward system. This is followed by the development of a real–time
information system that monitors employee performance and compares the performance against the
organization's objectives (Martocchio, 2013). Moreover, the organization optimizes its link by
employing analytics to identify areas that can be improved upon.
Steps and Means of Connecting Pay for Performance
Linking pay to performance involves twelve critical steps. The first step involves succinctly
defining the organization's strategic objective. The second step involves establishing the structure
and size of the resources in the organization. Thirdly, the resources are then linked to the objectives
and budgets. Fourthly, the objectives are shared with the workforce while the fifth step involves
aligning the workforce with the work. The sixth step entails setting production quotas for employees
while the seventh and eighth step involves performance review and competencies and training
respectively (Martocchio, 2013). The ninth step

What Are Firefighters?
Firefighters are civil servants and sworn officers that adhere to the standards, policies and
procedures of the Fire Service as well as standard operating procedures of their departments. They
take an oath of tradition that date back to the first generation of firefighters in 1853. The Fire
Service has since taken major strides and made many advancements since its birth. Unfortunately,
many of these advancements and strides exist due to the misfortune of others. Many of these
misfortunes can be attributed to a lack of education and technology available to fire service
personnel. The Fire Service is about 20 years behind the education and technology curve, yes, we
still extinguish fires with water, but now and days we need a balance of quality ... Show more
We are in a new era of the Fire Service, an era where we have entry level firefighters are coming in
with college level degrees asking why, and firefighting technology is advancing faster than we can
keep up with. Valuing that department personnel have professional and personal stakes in the
organization gives them the capability to be confident and furnishes motivation to be start a new
tradition of success within them self as well the

What’s Wrong with Executive Compensation?
Journal of Business Ethics (2009) 85:147–156 DOI 10.1007/s10551–008–9934–6
Ó Springer 2008
What's Wrong with Executive Compensation?
Jared D. Harris
ABSTRACT. I broadly explore the question by examining several common criticisms of CEO pay
through both philosophical and empirical lenses. While some criticisms appear to be unfounded, the
analysis shows not only that current compensation practices are problematic both from the
standpoint of distributive justice and fairness, but also that incentive pay ultimately exacerbates the
very agency problem it is purported to solve. KEY WORDS: executive compensation, distributive
justice, pay disparity, incentive alignment
Introduction Few academic theories have been adopted as widely ... Show more content on
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If a highly paid CEO is considered greedy simply based on the absolute magnitude of his or her total
pay, at what magnitude does such pay become unobjectionable? What is the standard level of
compensation that is morally acceptable? What absolute yardstick is to be used? These are
intractable questions without systematic, rigorous answers. Is $30 million too much? How about
$500,000? The answer depends largely on one's personal sentiments that derive mainly from one's
own frame of reference, and so the challenge in answering such questions is that ultimately an
objection to the absolute magnitude of CEO pay either reveals itself to be self–referential (in which
case objecting to the CEO's greedy pay package is indistinguishable from one's envy of it) or it
collapses altogether into a slightly more sophisticated objection.
Subramaniam, 2001), what, exactly, is the problem with executive pay? Are CEO pay packages
simply too grossly large on some absolute scale, driven by unfettered greed beyond the bounds of
what is ethically reasonable? Or is the real problem the growing disparity between executive pay
and the wages of entry–level workers? Alternatively, is there a problem with CEO pay from the
standpoint of distributive justice, or fairness? Or is the problem simply that executive compensation
does not work properly – that it does not provide the proper incentive alignment suggested by the
underlying theory? I broadly explore these questions by examining

The Executive Remuneration Plan For Whc 's New Subsidiary
Elekta is a Swedish company founded in 1972 by late Lars Leksell. Lars Leksell was a professor of
neurosurgery at the local institute called Karolinska Institue in Sweden. His company specialises in
radio–surgery, radiation therapy, and related equipment. Elekta is a human care company developing
significant innovations and clinical solutions to combat cancer and brain disorders. The company
operates only in Sweden but their equipments are used all over the world. A total of 6,000 hospitals
around the globe use their medical solutions in oncology and neurosurgery. The success and the
structure of the company is because of their 3,400 employees who work hard day and night to
provide and facilitate best results whether it be development of clinical solutions or treatment
planning for radiation therapies. The purpose of the report is to highlight the remuneration plan of
Elekta and to develop the executive remuneration plan for WHC's new subsidiary in Sweden.
Elekta's Remuneration Plan An Executive Remuneration plan is the most current development made
for a company's executives and is executed all around the world. Remuneration planning is a key
incentive for the company. Remuneration retains talented staff to sustain a competitive advantage. It
creates customer value and demolishes the significant erosion of business value. It is of prime
importance to Elekta and it's stakeholders that the guidelines for remuneration and other terms of
employment for the executive of the

WHK Changes Remuneration to Reward Stars
Article Title: WHK Changes Remuneration to reward stars Article Summary: The article pertains
mainly to employee compensations and the incentives which govern that compensation. The
company due primarily to the prevailing market sentiments has incurred a steep decline in earnings
and profit margins. Management therefore, wants to realign incentives to encourage both revenue
and profit margin growth within the company. The companies inability to grow organically while
maintain a competent work force have put downward pressure on the margin. As such, the company
wants to provide incentives by which employees can grow revenue, earn money for themselves,
while also helping the company grow organically. Theory Identification and Key Points: Agency
Theory, contracting costs, and firm value is the relevant issue pertaining to the case. Agency theory,
contracting costs, and firm value are all predicated on aligning incentives with benefits. This
alignment creates an atmosphere where all stakeholder groups have a vested interest in the
company. Contracting theory for example pertains to issue of executive compensation and aligning
incentives to maximize the WHK shareholder wealth. Agency theory pertains the relationship (or
lack thereof) between an individual and those that represent the individual. This occurs when
management does not act in the best interests of shareholders, as is the case with WHK. Both
concepts relate to firm value as misplaced incentives can lower the

Midwife Remuneration Case Study
Midwife Remuneration
Verloskundige practice has contracts with health care insurers and insurance company which books
midwife which can reach client within 15 min. Professional compensation and Private insurance is
paid directly by woman.
Brazil – Upper Middle Income Countries (2015 Gross National Income 4,126$ – 12,735$)
Community Health Agent (CHA)
In the 1960s and 1970s, small CHW programs began to emerge in various countries, particularly in
Latin America. The experience from CHW programs predating the 1970s provided the inspiration
for much larger CHW programs in many low–income countries in the 1980s. Following the failure
of many of the programs in the 1980s and 1990s, new highly successful programs have emerged
and, at present, as a result of research findings demonstrating the effectiveness of community–based
programs in improving child health in particular, there is now a resurgence of interest and growth of
CHW program. In Brazil, community health workers are working in the community and known as
Community Health Agent (CHA). CHAs work as a link between two different sectors. In Brazil,
community exercises effective control of actions and health services and develop strategies for
specific health interventions. A total of 2,08,104 (Dec 2005) with 1 CHA for ... Show more content
on Helpwriting.net ...
Working hours and

Recruitment and Remuneration Strategies
Recruitment and Remuneration Strategies
Peilong He
ID:15987774
1. Introduction The case study of USC luring two top scientists could be a very good example of
hiring great people. Along with the development of human resources, the normal recruitment
processes are evolved into creative recruitment processes. Organizations change their recruitment
strategies in order to get the ideal staff. Looking for talent could be a bid problem for organizations
and the recruiters are employed to complete this task. The creative recruiting could help
organizations to get the ideal hires. According to the successful courting two of the world's
preeminent neuroscientists of USC, the recruitment strategies and ... Show more content on
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USC provides relevant opportunity in its space to attract relevant talented people. In this way, the
lab staffs of Toga and Thompson also were offered relevant benefits. The lab staff networking was
ensured. Creating organization culture: actually, the most important in recruiting the men is the soft
conditions (Huber and Franz. 2012). Senior people in USC created a culture where deans know
janitors as well as they know their medical school faculty, which implies that the working
environment in USC is flexible and commute activities are encouraged. There no rigid class
differentiation in USC. The organization culture in USC can be found in the tiny things such as
acquaintance between deans and janitors (Pilbeam,Corbridge. 2006).
According to the remuneration strategies adopted by USC, some points should be focused on:
Diversity or differentiation of benefits provided: at last, USC offered Toga with proximity to family
and commute time and Thompson with move to Pennsylvania with his family and lab staff. Two
men were provided with different benefits since each man had different desires. This action fully
implies that the remuneration strategies focus on humanity and customization in USC. Offering at
least the same benefits as competitors: during an anatomy of the recruiting effort, UCLA, the
competitors of USC, courted Toga and Thompson with expanding the lab and giving the men more
resources. USC had to

Compensation
Compensation Philosophy Paper Name ________ Professor ______ Introduction Compensation is
viewed differently, depending on the individual persons perspective (e.g. employee, manager,
stockholders, etc.). An employee may view compensation as what is owed to him or her for work
performed, while a manager may view pay as an expense. In order for an organization to have an
effective compensation strategy, it must consider the various perspectives when creating the
organizations compensation strategy. Milkovich, Newman, and Gerhart, authors of Compensation,
define Compensation as, "All forms of financial returns and tangible services and benefits
employees receive as part of an employment relationship," (2011, p. 10). In other ... Show more
"As a result, Costco generated $21,805 in the U.S. operating profit per hourly employee, compared
with $11,615 at Sam's Club," (Cascio, 2006). Fairness can have a direct relationship to internal
alignment and external competiveness. Internal alignment refers to pay within an organization: *
How pay is determined and pay differentials are determined for individuals performing the same job
within the organization. And * How pay differentials are determined for individuals performing
dissimilar jobs within the organization (i.e. an analyst as compared to a computer programmer).
External competiveness refers to individual pay within an organization as compared to individuals
pay, performing similar work at a competing organization. Just as what is considered compensation
varies by an individual's perspective, so does fairness in compensation. According to Milkovich:
One group argues that if fair (i.e., sizable) differentials among jobs are not paid, individuals may
harbor ill will toward the employer, resist change, change employment if possible, become
depressed, and 'lack that zest and enthusiasm which makes for high efficiency and personal
satisfaction in work,' (2011, p. 87). On the other side of that argument, Unions would argue that
differentials in pay should be smaller, with individuals receiving equal pay for equal work.
Individuals or groups that argue for

Rwt1 Research Paper
Business Research Report
Compensation Strategies
Presented to: Management
Assessment Code: RWT1
Table of Contents
Executive Summary 3
Introduction 4
Research Findings 5
Performance Based Pay 5
Salary 6
Longevity Pay 7
Recommendations 8
Conclusion 8
References 9
Executive Summary
This report examines 3 different compensation systems that our company can develop and enforce
within our company for our employees. Compensation is the most important and rewarding factor
for employees, so a thorough and thoughtful approach should be taken as we think about changing
the way in which this company rewards it's employees for the work they do for us each and every
day.

Performance ... Show more content on Helpwriting.net ...
An understanding of the different methods is necessary in order to be profitable and to inspire
quality production.
Research Findings
From extensive research, using a variety of relevant and credible resources, there are three
compensation systems that should be considered:
Performance Based Pay
Salary
Longevity Pay
1 Performance Based Pay
A Performance–Based Pay system is an increasingly popular compensation method used by
organizations to increase productivity. A goal for all companies is to try and remain competitive and
control costs, this is a reason for performance–based pay systems becoming more popular. This type
of system attempts to link compensation to performance. (Gena Richter, 2002) These systems are
directly tied to organization or individual performance and are most effective when based on
objective measures of quantity or quality of performance. If we wish to have a direct impact on
work motivation, it must be linked directly to the performance of desired behaviors. In order for to
put this type of system into place, performance evaluations must be conducted regularly , as well as
training and development for those with performance that isn't quite up to par. These additional
resources will be necessary for our organization if we implement a performance based pay system.
(William B. Bernathy, Ph. D., 2004)
Pay for performance compensation plans are widely

Corporate Governance Law : The Executive Pay
Introduction In the present days, corporate governance law is ultimately important and is influential.
Particularly, the executive pay has long been a topic of interest among the legal profession for many
years. As the companies need to attract the director who has skills and experience to manage the
company's resource and make profit for the company, offering high remuneration to the director
could incentivize them to use maximize proficiency and experience to control the company and not
to use the company's resources to benefit themselves. Therefore, it can be argued that the
remuneration for executive directors is an important factor to attract the person with the right skills
to control the company. However, the executive ... Show more content on Helpwriting.net ...
This essay will critically appraise the issue of unsuitable executive pay by determining the relevant
principles and factors related to the executive remuneration and analyze the most plausible solutions
to the problems. Remuneration committees The remuneration committee is one of the legal
strategies which the company applied to ensure that the remuneration paid to the executive director
is not managerial agency cost. The UK Corporate Governance Code (2010) recommends that the
company should set up a remuneration committee with three independent non–executive directors in
order to take charge of pay arrangements. The code sets out the basic role and composition of the
remuneration committees; best practice on membership and way the committee working. Although,
there is no statutory require companies to set up a remuneration committee, most of the big
companies in UK apply this recommendation. Furthermore, this code provides the option that the
chairman of the board can be a member of this committee. However, although the code's
recommendation tries to build a process which uninfluenced by the director, some commentators
argue that director will still have influence over the committee and procedures to determine the pay
which resulting in biased decision on higher executive pay. Moreover, most of the non–executive
directors of

Pay For Performance Pay : An Effective Compensation...
Overview Pay–for–performance pay is an increasingly popular compensation strategy in today's
business world. According to research conducted by consulting firm Aon Hewitt, 90% of the 1,100
employers polled use some form of variable, performance–based pay in their compensation strategy
(Kelleher, 2013). There is also considerable evidence that employees, themselves, believe that their
compensation should be tied in some way to their performance (Milkovich, Newman, & Gerhart,
2016, p. 332). With such a significant number of organizations utilizing this type of pay, as well as
the overwhelming support of employees, it would seem that pay–for–performance is an effective
strategy. However, there is argument over whether pay–for–performance is truly an effective
compensation strategy. Despite its prevalence and support, both managerial and employee alike,
failures such as Hewlett–Packard's in the 1990's (Beer & Cannon, 2004) demonstrate that the extent
of pay–for–performance's effectiveness is questionable. This report sets out to examine the evidence
in support of and in opposition against the efficacy of pay–for–performance to determine if this
compensation strategy can truly motivate employee behavior and benefit an organization's business
strategy.
Research Findings Pay–for–performance is an effective compensation method. Numerous studies
evaluate the effectiveness of pay–for–performance and find that it successfully improves employee
productivity and performance. A study

Essay about Clean Car Care: Making a Job Offer
Heneman, Judge, & Kammeyer–Mueller (2012) describe a job offer as an attempt to persuade a
creation of an employment relationship on the part of an organization. In the case of Clean Car Care
(3Cs), Arlan Autospritz is experiencing a challenging decision. He is, for the first time, attempting
to execute an external hire in a management position within the organization. He has narrowed
down the search to two candidates, each attractive in their own distinct ways. In extending a job
offer, Arlan has several tactics he can consider, various incentives beyond base salary, and terms he
can include in trying to entice the best candidate.
Type of Offer: Best–Shot, Competitive, or Lowball Arlan has two well–qualified candidates to ...
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A lowball strategy involves extending an offer where the terms offered are on the lower range
(Heneman, Judge, & Kammeyer–Mueller, 2012). If a candidate is desperate or naive, this tactic can
serve to secure a candidate at a lower outlay or affords a greater room to negotiate with a candidate
(Heneman, Judge, & Kammeyer–Mueller, 2012). Jane, the number one candidate, has a great deal of
supervisory experience, is anticipating both a counteroffer and a promotion at her current employer,
and needs to know the terms of the offer quickly based on these facts. While Jane is willing and
eager to relocate and is easily within the current managers salary, the previous facts negate a lowball
tactic in this case (Heneman, Judge, & Kammeyer–Mueller, 2012).
Competitive
Arlan has a suitable alternative candidate in Betts Cook; that being said, if Jane is the top choice,
Arlan is best moving forward with a competitive offer. Based on the quality of the second choice
candidate, a best–shot offer is not necessarily needed. While it could serve to secure Jane's
acceptance quickly, Arlan is safe offering a fair offer to Jane and negotiating small details without
making an over–the–top deal to begin with. Arlan is aware of the salaries offered within his industry
as well as Jane's current salary, so he is well prepared to negotiate a fair base salary (Monster, 2014).
In offering a competitive salary, Arlan is less likely to offend Jane with a lowball offer and

Compensation System Of Henderson Printing Company
Compensation system in Henderson printing company
Introduction
One of the important aspects of business management is having a proper compensation system.
Compensation ensures that the staff of the company obtains the results of their efforts.
Compensation is a cost to the enterprise and, therefore, a proper remuneration model must
demonstrate its ability to produce returns. Also, since compensation is what the employees get in
exchange for their services, the type used must be one that will motivate the employees (Belcourt &
McBey, 2015). Henderson printing company is a mid–level company. Therefore, it requires a very
critical remuneration system that will help it to survive. This memo explores the compensation
models that Henderson printing operates as well as suggests the necessary changes.
Compensation systems that Henderson printing run
Henderson printing is a mid–level company. The company operates some compensation models for
its personnel. Through these models, the employees receive rewards for the labour they render to the
enterprise. Henderson printing pays its employees by giving them regular salaries for their services.
These are direct payments for the work they do in this company. Secondly, the employees are given
pay raises even though this depends on the employee's initiative to ask for a pay rise from the owner
(Davis, 2013). Lastly, the employees are also accorded some merit bonuses every Christmas time.
The merit bonuses are based on their contribution to

The Impact Of Remuneration On The Workplace Essay
It is universally acknowledged that remuneration is the key to drive the employees to be more
productivity, enhance job satisfaction as well as the direction that determines the organizational
behaviour of one. In the early 1900s, Taylor (1903) suggested that financial incentives were
significant in improving efficiency of workers. However, the role of money has been revealed that it
is not the sole factor to improve worker performance, while other factors need to be considered, as
such human relations and social networks in the workplace, it is evident that these have become
more important nowadays. Motivation defined by Kreitner (1995) is the process that gives
behaviour purpose and direction. It is also defined as psychological drives which determine the
behaviour, amount of effort put and degree of persistence in the face of obstacles (Kanfer 1990).
Motivation contains both intrinsic and extrinsic sources (Weddell et al. 2013 p228). Intrinsically
motivated behaviours are driven for self–interest whereby extrinsically motivated behaviour is
performed to satisfy own materiality or social rewards or to avoid punishment (Weddell et al. 2013
p228). According to Herzberg 's motivation theory (1968), intrinsic to work mainly promotes job
content which includes responsibilities, recognition, achievement, the work itself, growth and
advancement, extrinsic, on the other hand, refers to the context of the job which includes pay,
company policy, administrative and so on. It is

Recruitment And Selection Methods Used By Ohio Bath...
Recruitment and Selection The recruitment and selection methods used by organizations can make
the difference in attracting highly talented employees. Attracting skilled candidates requires
employers to use several techniques, including advertising job openings, establishing an employer
brand, and actively pursuing desirable candidates. In addition, the company needs to offer potential
employees an incentive to work for the company. Attractive compensation and benefits attract
highly–skilled candidates. However, monetary rewards are not always the answer. Companies can
also appeal to talented candidates by offering employees work–life flexibility and career
advancement opportunity. One recruitment method that Ohio Bath Solutions uses to recruit talented
employees is social networking. Social networking is growing in attractiveness as a recruiting
method. It is an effective method to seek out both young and experienced business professionals.
Greg Wright (2015) contends that by using social networking, [organizations] can easily tell job
seekers why [their] company is a great place to work or why [its] benefits or office locations are
better than those of competitors" (para. 4). One social networking site that is a great resource for
recruiting is Linkedin. Linkedin is a site for business professionals. It enables its users to set up
professional profiles. Profiles include the user's photo, resume, professional networks, affiliations,
and interests. The

Is Remuneration The Sole Motivator?
Ever since the 1930's there has been a considerable amount of research done to answer one simple
question,'Is remuneration the sole motivator in a workplace and if not is it a demotivator'.Even today
the question hasn't had a definitive answer with many arguing for and many against. But in today's
workplace even if opportunities were unlimited it will be especially hard for people to create their
ideal salary.In the past people only worked for remuneration as they had much less needs and the
remuneration they got was enough to satisfy their limited needs.But in todays world with an
unprecedented growth in technology and other areas like the internet has increased our needs
drastically .In the past the approach of people towards life and ... Show more content on
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The combined dataset included over 15,000 individuals and 115 correlation coefficients. The results
indicate that the association between salary and job satisfaction is very weak. The reported
correlation (r = .14) indicates that there is less than 2% overlap between pay and job satisfaction
levels. Furthermore, the correlation between pay and pay satisfaction was only marginally higher (r
= .22 or 4.8% overlap), indicating that people's satisfaction with their salary is mostly independent
of their actual salary.In addition, a cross–cultural comparison revealed that the relationship of pay
with both job and pay satisfaction is pretty much the same everywhere (for example, there are no
significant differences between the U.S., India, Australia, Britain, and Taiwan)'.I feel that Tim
Judge's thesis on the matter is right as over the years a higher percentage of successful people have
claimed that it isn't money but the work itself that motivated them. Examples of these people are
Supreme Court Justice John Paul Stevens and Marvin Bower.
But at the same time we must ask 'Does money act as a demotivator in todays world'. I believe that
while money isn't the best source of motivation it definitely isn't a demotivator by any means as it
provides the initial basis for attracting a employee into a firm. If a person replies solely on money as

How Healthcare Is An Important Industry That Is Always Needed
Healthcare is an important industry that is always needed. Like other industries, it has to start
somewhere. Organizations have to be planned, opened, and organized, healthcare providers ,
managers, and other employees need to be hired, and much more. One of the most important
employees within an organization is the compensation specialist. Compensation specialists
supervise and manage the employee compensation programs within an organization. Some of the
common responsibilities include: developing the organization's pay structure, managing and
improving all bonus or commissions, and preparing job descriptions (DeCenzo, Robbins, &
Verhulst, 2013). According to Samantha Smith, a compensation specialist for Rocky Mountain
Sleep Clinic, the process of determining an employee's salary is rather long and time consuming.
She says that there are five steps she follows to develop the salaries within the organization. First
she must review her own pay practice to help determine the budget of the company. Once this is
completed, she must determine the definition and description of each job, which is later used to
advertise the position during the hiring process. A proper description of each position allows for the
applicants to understand what they are applying for. Employees also know what is expected of them
after reading the job description. It is also important to track the competition. Salaries will vary by
organization, position, and employee, but knowing where the

Director Remuneration
Company Law Assignment "The global financial crisis in late 2007 and in 2008 increased public
disquiet about the high level of executive remuneration" Lipton & Herzberg p 316. Outline the laws,
rules and principles governing payment and disclosure of remuneration to directors and senior
executives in Australia. Explain how and why this is important in corporate governance. Compare
the Australian provisions with those in other countries. Introduction: The remuneration of company
directors and executives is a subject which has attracted substantial interest from shareholders,
business groups, press and at the same time invoked public fury since the commencement of the
economic crisis . There has been a great deal of debate ... Show more content on Helpwriting.net ...
It should be noted that public companies have more stringent disclosure and reporting requirements
than private companies. The Act plays a significant role in controlling disclosure through
remuneration report and voting on remuneration for listed companies. Moreover, the Act also has
provisions relating to the role, responsibilities and structure of boards and termination payments.
Under the Act, the managing director is appointed by the board of directors and the composition of
the managing director's remuneration package is also decided by the board of directors. The
disclosure of executive remuneration helps in reassuring investors that the board is negotiating with
executives at 'arm's length' which means that all documentation, terms and other arrangements
associated with the transaction are as if they would be had an external unrelated party been involved
in the transaction. The disclosure of remuneration packages makes the investors aware about the
incentives being laid down for the executives, which in turn could assist them assess the company's
prospects and risk profile, such that the share price more accurately signals the market's assessment
of the stream of expected profits. Thus, an increase in confidence of investors and the proper
disclosure of all the relevant information would be beneficial to the company and hence would
result in greater market efficiency. According to OECD's

Employee Remuneration
Chapter I
INTRODUCTION
1. MEANING OF WAGE/ COMPENSATION PAYMENT: Wage is a monetary payment made by
the employer to his employee for the work done or services rendered. It is a monetary compensation
for the services rendered [1]. A worker may be paid Rs. 100 per day or Rs. 4500 per month. This is
wage payment. The worker gives his services and takes payment called wage payment. Industrial
workers are paid remuneration for their services in terms of money called wage payment. Wages are
usually paid in cash at the end of one day, one month or one week. Money wage is the monetary
compensation or price paid by the employer to his employee for the services rendered. Such
compensation is also called wage or salary or reward ... Show more content on Helpwriting.net ...
This is due to poverty, rising prices, mass unemployment and rising population. Wage payment
indeed a vexatious problem and needs to be tackled from economic, social and humanistic angles.
1.2 CONCEPT OF FAIR WAGES:
Fair wages is the wage which is above the minimum wage but below the living wage. Obviously the
lower limit of the fair wage is the minimum wage and the upper limit is set by the ability of the
industry to pay. Between these two limits, fair wages should depend on the factors like – 1.
Prevailing rates of wages in the same occupation 2. Prevailing rates of wages in the same region or
neighbouring areas 3. Employers ability to pay 4. Level of national income and its distribution 5.
Productivity of labour 6. Status enjoyed by the industry in the economy
Hence it can be said that fair wages are determined on industry cum region basis. When fair wages
are paid employees enjoy higher standard of living. It is accepted fact that wages must be fair and
reasonable. Wages is fair when the employee is able to meet its essential needs and enjoy reasonable
standard of living. "Equal pay for equal work" serves as base of fair wage [4].
1.3 FACTORS INFLUENCING WAGE AND SALARY STRUCTURE [5] The organization's
ability to pay:
Wage increases should be given by those organizations which can afford them. Companies that have
good sales and therefore high profits tend to pay higher wages than those which are

Surrogate Mothers Or Those Donating Gametes For Research...
The purpose of this essay is to discuss on whether surrogate mothers or those donating gametes for
research and in fertility treatment of others receive remuneration for their contribution beyond what
is currently offered. This will be done by defining the relevant concepts and associated terminology,
discuss on the physical and emotional impact that may occur, the different factors that may lead to
exploitation and finally considering what could be done to prevent exploitation.
According to the Human Fertilisation and Embryology Authority (HFEA) Surrogacy is the process
in which another women carries and gives birth to a baby for the couple who want to have a child.
Surrogacy is an option for those with a medical condition that makes it ... Show more content on
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The donation of mitochondrial is extremely important because 1 in 200 children in the UK are born
with the condition that can lead to disability and death and there is no cure currently (Mitochondrial
donation, 2014).
In the UK there is a shortage of donated gametes even though gamete donation is in demand
(Murray et al,2000) especially within the ethnic minority groups (Purewal et al, 2005). More often
gamete donation is more common within the men population than it is for the women. This may be
down to the simple fact that the technology and methods for gamete donation for women are more
intrusive and lengthy in comparison to that of a man's. Some oocyte donor express positive
attributions about their donation experience (Jordan et al,2004) whilst others attribute some negative
perceptions mainly about the techniques used and that were involved (Jordan et al,2004).
Using assisted reproductive technology has an emotional effect on the surrogate, it could cause
emotional distress on the surrogate when it comes to handing the baby over (Kennell et al,2002).
Prior to this this stage there would have been a biological bond between the surrogate and the foetus
during her pregnancy, pregnant women produce a hormone known as the oxytocin hormone which
helps prepare the surrogate to have a natural maternal instinct. (FazliKhalaf et al , 2008)

How Remuneration Is Determined in Csr
How your Remuneration is Determined
1. INTRODUCTION
CSR staff are paid an annual salary, along with company superannuation contributions and annual
leave loading. In the case of senior staff, the salary and benefits are combined as a remuneration
package. The processes for determining annual salaries and fixed remuneration packages in CSR are
the same. All references to "salary" in this document relate equally to both salary and remuneration
package. Senior staff however, should also refer to the document "Guidelines for Packaging of
Fixed Remuneration".
Salary decisions are based on market data, individual levels of contribution to the business and level
of Individual salaries reflect personal skills, experience, level of ... Show more content on
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Whilst the normal range of salaries for each job grade is 80% to 120% of the job salary, individual
salaries may in some circumstances be set above or below this range dependent upon the job market
for specific regions or job categories or upon the individual's level of experience or length of time in
the job.
4. SETTING YOUR SALARY
Annual Salary Review
In CSR, it is current practice to review all staff salaries once a year with any adjustments to take
place from 1 July.
The purpose of the review is to ensure that:
the average salaries paid to CSR people remain competitive with the market rates
salary relativities between individuals are fair, having regard to factors such as individual
contribution to the business, level of performance and any changes in job responsibility in the
previous year.
The CSR Board approves the money to be allocated for salary increases taking into account various
factors including the "job market", where CSR should be positioned in that market and the
company's performance. As a result, job grade salaries are revised and guidelines for the review are
prepared.

Setting individual salaries
A number of factors are considered when setting individual salaries. Managers consider the amount
of money available to the business for salary adjustments, the revised salary/remuneration package
midpoints and each individual's contribution to the business.
In

Evaluating A Remuneration Policy And Selecting Qualified...
Introduction I would like to discuss some of the plans I have established for the company. The
points that I will be discussing today are: formulating a remuneration policy, recruiting and selecting
qualified employees, design and implementation of a compensation and performance management
system, ensuring equal employment opportunities, and developing effective organization and
leadership. One of my main functions would be to formulate a remuneration policy in such a way
that employees give optimal performance and feel they get a fair deal, new employees are attracted
to the organization, and the organization is able to retain existing employees. This serves as a
motivation tool for employees to perform better. In order to arrive at a ... Show more content on
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I will also try to sell the organization to the potential candidates, which is to convince the candidates
that the organization is a good place to work and that we offer what they want in the way of both
tangible and intangible rewards. Attracting and selecting the most qualified employees and matching
them to the jobs for which they are best suited is important for the success of our organization.
When we are selecting the people who will join our workforce, picking the best workers is inherent
to this responsibility. The selection of the best employees will be based not only on the candidates '
ability, knowledge, experience and skills to do the specific task needed, but also their
professionalism. When those people work for us, they represent more than just themselves, they are
the image of the organization. In an effort to improve morale and productivity and limit job
turnover, they also help the organization effectively use employee skills, provide training
opportunities to enhance those skills, and boost employee satisfaction with their jobs and working
conditions. Understaffing loses the business economies of scale and specialization, customers, and
profits. Overstaffing is wasteful and expensive. My plan requires that an assessment of present and
future needs of the organization be compared with present resources and future predicted resources.
Human Resources Policies In order to meet its

Employee Compensation and Corporate Culture- What Works
Amir Hejazi
Employee Compensation and Corporate Culture: What Works?
When determining what method to use to compensate employees, a company must be aware of the
impact that different compensation methods can have on employee performance, and on
organizational culture. Unfortunately, there is no one–size–fits–all answer to the question of
employee compensation. Some employees will respond very well to a program that other employees
might balk at. Similarly, some companies or industries may flourish under one sort of compensation
scheme, while others are more successful with different schemes. This paper will examine the
various methods of compensation, and will speculate on what it is about compensation that acts as a
motivator for ... Show more content on Helpwriting.net ...
Another potential issue that prevents performance–based compensation from being completely
effective is the method of implementation. What performance an employee is being compensated
for is just as important as (if not more important than) the fact the he is being compensated for
performance. If an employee is being compensated for sales he makes, he may find himself cutting
corners or ignoring rules to make sales that he ought not to make. Ho et al use Sears as an example
of this phenomenon. In 1992, Sears ended a policy of performance–based compensation that had
failed miserably, because auto repair salespeople had performed $15 million dollars of unnecessary
services for which Sears was ultimately forced to refund payment, or pay other settlement costs. The
issue was that Sears was paying their salespeople based on the number of sales they made, thus
giving them a motivation to perform unnecessary services, despite the fact that this would cause the
company in incur long–run costs. Thus, performance–based pay is not necessarily a good thing,
especially if it is linked to an aspect of performance that may not directly relate to overall company
performance. One might try to learn a lesson from this example and determine that employees
should

Is Remuneration The Sole Motivator?
ADITYA DUTTAGUPTA
3553406–STUDENT ID
Ever since the 1930's there has been a considerable amount of research done to answer one simple
question,'Is remuneration the sole motivator in a workplace and if not is it a demotivator'.Even today
the question hasn't had a definitive answer with many arguing for and many against. But in today's
workplace even if opportunities were unlimited it will be especially hard for people to create their
ideal salary.In the past people only worked for remuneration as they had much less needs and the
remuneration they got was enough to satisfy their limited needs.But in todays world with an
unprecedented growth in technology and other areas like the internet has increased our needs
drastically .In the past the ... Show more content on Helpwriting.net ...
The combined dataset included over 15,000 individuals and 115 correlation coefficients. The results
indicate that the association between salary and job satisfaction is very weak. The reported
correlation (r = .14) indicates that there is less than 2% overlap between pay and job satisfaction
levels. Furthermore, the correlation between pay and pay satisfaction was only marginally higher (r
= .22 or 4.8% overlap), indicating that people's satisfaction with their salary is mostly independent
of their actual salary.In addition, a cross–cultural comparison revealed that the relationship of pay
with both job and pay satisfaction is pretty much the same everywhere (for example, there are no
significant differences between the U.S., India, Australia, Britain, and Taiwan)'.I feel that Tim
Judge's thesis on the matter is right as over the years a higher percentage of successful people have
claimed that it isn't money but the work itself that motivated them. Examples of these people are
Supreme Court Justice John Paul Stevens and Marvin Bower.
But at the same time we must ask 'Does money act as a demotivator in todays world'. I believe that
while money isn't the best source of motivation it definitely isn't a demotivator by any means as it
provides the initial basis for attracting a employee into a firm.

External And Of An Effective Compensation Program

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