How do differing perspectives affect our views of compensation Be s.pdf
•
0 likes•13 views
How do differing perspectives affect our views of compensation? Be specific Solution 1. Compensation is viewed by society as a measure of justice as well as a cause of increased taxes and price increases. 2. Stockholders are concerned with executive pay relative ti company performance. 3. Managers view compensation as a major expense and a means to influence employee behaviour. 4. Employees view compensation as return in an exchange with their employer an entitlement or a reward in other countries Ex ( china,japan) 5. In other countries compensation is related to being taken care of.( some places in china they still give rice allowances or transportation allowances) 6. So looking at all these perspectives of compensation you now need to look at the pros and cons of compensation with your own perspective..
Report
Share
Report
Share
Download to read offline
Recommended
The-Management-of-Employee-Benefits-and-Services.pptx
The management of employee benefits and serviced
Executive Compensation: Exploring Models and Considerations in Corporate Remu...
Welcome to our comprehensive SlideShare presentation on executive compensation, where we delve into the intricate world of corporate remuneration models and considerations. Join us as we explore the various approaches, challenges, and ethical considerations surrounding executive compensation in today's corporate landscape.
In this enlightening presentation, we aim to provide a nuanced understanding of the complexities involved in determining executive compensation packages. We examine different models and frameworks, including performance-based pay, equity-based incentives, and bonus structures, and assess their effectiveness in aligning executive incentives with organizational goals.
Through a careful analysis of industry practices, regulatory frameworks, and shareholder perspectives, we explore the considerations that shape executive compensation decisions. We delve into the challenges of balancing competitive market forces, ensuring fairness and transparency, and addressing concerns related to income inequality and excessive executive pay.
Furthermore, we examine the impact of executive compensation on corporate governance, organizational culture, and long-term value creation. We discuss the influence of compensation structures on risk-taking behavior, strategic decision-making, and the attraction and retention of top talent within the company.
Our presentation goes beyond theoretical discussions by incorporating real-world examples and case studies. By exploring notable instances of successful and controversial executive compensation practices, we aim to provide practical insights and lessons for organizations navigating this complex landscape.
Through this exploration, we encourage reflection and dialogue on the ethical dimensions of executive compensation. We consider the perspectives of various stakeholders, including shareholders, employees, and society at large, and discuss the importance of designing compensation packages that align with broader social and organizational values.
Join us as we delve into the multifaceted world of executive compensation, analyzing different models, considerations, and ethical implications. Together, let us gain a deeper understanding of the intricacies surrounding corporate remuneration and explore ways to promote fairness, accountability, and long-term sustainable growth.
Introduction to compensation meaning and objectives
Compensation is the most important factor of motivation to every employee. This lecture will describe the meaning and objective of compensation.
Objectives of compensation management
The basic objective of compensation management can be briefly termed as meeting the needs of both employees and the organization. The Employer wants to pay little salaries and wages to the workers to manage their working costs. Employees wants to get paid high as possible.
Recommended
The-Management-of-Employee-Benefits-and-Services.pptx
The management of employee benefits and serviced
Executive Compensation: Exploring Models and Considerations in Corporate Remu...
Welcome to our comprehensive SlideShare presentation on executive compensation, where we delve into the intricate world of corporate remuneration models and considerations. Join us as we explore the various approaches, challenges, and ethical considerations surrounding executive compensation in today's corporate landscape.
In this enlightening presentation, we aim to provide a nuanced understanding of the complexities involved in determining executive compensation packages. We examine different models and frameworks, including performance-based pay, equity-based incentives, and bonus structures, and assess their effectiveness in aligning executive incentives with organizational goals.
Through a careful analysis of industry practices, regulatory frameworks, and shareholder perspectives, we explore the considerations that shape executive compensation decisions. We delve into the challenges of balancing competitive market forces, ensuring fairness and transparency, and addressing concerns related to income inequality and excessive executive pay.
Furthermore, we examine the impact of executive compensation on corporate governance, organizational culture, and long-term value creation. We discuss the influence of compensation structures on risk-taking behavior, strategic decision-making, and the attraction and retention of top talent within the company.
Our presentation goes beyond theoretical discussions by incorporating real-world examples and case studies. By exploring notable instances of successful and controversial executive compensation practices, we aim to provide practical insights and lessons for organizations navigating this complex landscape.
Through this exploration, we encourage reflection and dialogue on the ethical dimensions of executive compensation. We consider the perspectives of various stakeholders, including shareholders, employees, and society at large, and discuss the importance of designing compensation packages that align with broader social and organizational values.
Join us as we delve into the multifaceted world of executive compensation, analyzing different models, considerations, and ethical implications. Together, let us gain a deeper understanding of the intricacies surrounding corporate remuneration and explore ways to promote fairness, accountability, and long-term sustainable growth.
Introduction to compensation meaning and objectives
Compensation is the most important factor of motivation to every employee. This lecture will describe the meaning and objective of compensation.
Objectives of compensation management
The basic objective of compensation management can be briefly termed as meeting the needs of both employees and the organization. The Employer wants to pay little salaries and wages to the workers to manage their working costs. Employees wants to get paid high as possible.
dCHAPTER EIGHT Compensation Programs .docx
d
CHAPTER EIGHT
Compensation Programs
CHAPTER OUTLINE
Compensation Management
Legal Aspects of Compensation Management
Federal Legislation
State Legislation
Local Legislation
Direct Financial Compensation
Salaries
Wages
Incentives and Bonuses
Tips
Indirect Financial Compensation
Mandatory Benefits
Voluntary Benefits
Other Voluntary Benefits
Nonfinancial Compensation
Human Resources Terms
For Your Consideration
Case Study: Human Resources Management in Action
Internet Activities
CHECKLIST OF CHAPTER LEARNING OBJECTIVES
As a result of satisfactory completion of this chapter, readers will be able to:
1. Describe the differences between extrinsic and intrinsic rewards as they relate
to employee compensation programs.
2. Explain how compensation programs are affected by federal, state, and
local laws.
3. List and describe the most common forms of direct financial compensation.
4. List and describe the most common forms of indirect financial compensation.
5. List and describe some of the most common forms of nonfinancial compensation.
c08.indd 263c08.indd 263 12/14/07 12:03:44 PM12/14/07 12:03:44 PM
264 CHAPTER 8 ! Compensation Programs
Impact on Human Resources Management
Despite arguments to the contrary, pay is not the central issue responsible for attract-ing and retaining most employees. Pay is only one of a variety of factors that
impact an employee’s willingness to work. Worker pay is, however, critically important
to employees and employers alike, because it affects so many other business issues.
In general, workers who feel they are unfairly paid will, if possible, seek jobs
they believe more equitably reward their efforts. Alternatively, employers who pay
their employees significantly more than other employers may find their operating
costs are too high to allow them to stay competitive and achieve the profits they
need to stay in business. Unfortunately for HR managers, elusive concepts such as
fair, equitable, and competitive defy unanimous agreement. As a result, the chal-
lenge faced by HR managers is to design and manage compensation systems that are
simultaneously perceived as reasonable by both employees and employers. The best
of HR managers actually go one step further and use their compensation programs
as an essential tool for attracting and retaining excellent workers, as well as maxi-
mizing profits for their employers.
It is important to realize that people rarely are attracted to, or leave, a job for
money alone. Instead, they are attracted or leave for career advancement, new chal-
lenges, lack of appreciation by the company, inability to have an impact, coworker con-
flict, job insecurity, family matters, and a variety of other factors. This is not to imply
that pay is unimportant to workers at all levels; it is critically important.
Unit V Lesson Notes It is understood that a labor union is an.docx
Unit V: Lesson Notes
It is understood that a labor union is an organization that acts as a filter between its members and the organization in which the members are employed. It has also been identified that the main purpose of labor unions is to give employees the opportunity and power to negotiate for better working conditions, decent wages, and other benefits through collective bargaining. Now that the foundation of collective bargaining has been laid, it is now time to look a little further into some of the issues that employees bargain for.
Whether working in a union or non-union environment, what would be one of your major concerns with employment? When addressing this question, many of you would probably state “compensation/wages” would be the main topic of interest. Sure, there are other perks that you would look for; however, most would not consider employment or would consider leaving current employer for better wages.
According to the textbook, “wages and benefits represent the heart of the collective bargaining process. Guarantee of a certain standard of living and a reasonable return for their productive efforts is the major concern for most union members” (Carrell & Heavrin, 2013, p. 278). This second part of this statement can be said to be true for non-union workers as well. Although there are similarities among non-union and union environments, there are differences in how wages and benefits are determined and implemented.
Non-Union Environment: Most non-union employees do not have the opportunity to negotiate their wages. Most of these organizations have a set pay rate or pay range for all positions. Many organizations conduct job analysis and job evaluations to determine appropriate pay rates. When offered a job, some may try to negotiate on the front end with the hiring manager and/or human resources a certain pay rate. Sometimes, the employee does succeed and the organization may meet the applicant half-way or offer a little more to display true interest in the applicant. However, there are some organizations that will not budge and the applicant would be forced to accept or decline the offer. Even if the applicant does accept the offer, there may be limits on how often raises are given or if they are given at all. Based on experience, sometimes the applicant will accept the job and continue to look at organizations that offer better wages and benefits. Unlike union environments, wages can also differ tremendously among individuals who have the same job title and perform the same duties. This can have a major impact on the organization.
Union Environment: Wages within union environments are negotiated. Pay rates/ranges, along with pay raises, are determined and outlined within the collective bargaining agreement. The pay rates/ranges are set for each job covered under the agreement. Many organizations will conduct job evaluations, wage surveys, and other methods when making wage decisions. Management must look ...
Desighning employee benefits and services
When an organization design overall its compensation program, a critical areas of concern is what benefits to provide. Today’s workers expect more than just an hourly wage or a salary; they want additional considerations that will enrich their lives. These considerations in and employment setting are called employee benefits.
Discretionary Employee BenefitsKaren S. Markel, Ph.D., SPHR .docx
Discretionary Employee Benefits
Karen S. Markel, Ph.D., SPHR 2010
Learning Objectives
At the completion of this section of the module, students will be able to:
Identify the issues in discretionary benefits design and implementation.
Define the types of discretionary benefits.
Identify the relationship between various discretionary benefits programs and relevant federal law.
2
SHRM© 2010
2
Module note: This module explores discretionary health, medical and retirement benefits. There are other types of discretionary benefits that employers may offer (paid time off, disability, tuition reimbursement, etc.) that are not explicitly addressed here.
Design and Implementation Considerations
Session 1
Session 1 Learning Objectives
After completing this session, students will be able to:
Define discretionary benefits.
Understand what benefits should be offered in most organizations.
Understand benefits administration.
Know how to communicate benefits offerings to employees.
Determine if a benefits program is accomplishing its purpose.
4
SHRM© 2010
4
Benefits Examples
Vacation leave
Sick leave
Social Security
Dental insurance
401(K) plans
Vision insurance
Pensions
Health insurance
Prescription drug insurance
Medicare
5
SHRM© 2010
Ask students which benefits they think are considered discretionary.
Answer: All but Social Security and Medicare are considered discretionary. Social Security and Medicare are mandated by law.
5
Discretionary Benefits Defined
Discretionary benefits are those benefits that are not mandated by law.
6
SHRM© 2010
Discretionary benefits are benefits that are offered to employees by their employer voluntarily (i.e., not mandated through law). While these benefits are offered voluntarily, their administration and design are often regulated by law (Martocchio, 2008). Examples of these benefits include pay for time not worked, health and medical insurance and retirement plans.
6
What Benefits to Offer?
To determine which benefits to offer, the following must be considered:
Alignment with the organization’s total rewards strategy.
7
SHRM© 2010
The organizational decision to offer discretionary benefits should take a variety of factors into consideration, both in the design and in the implementation.
Ask students to define “total rewards.”
Total rewards typically include monetary compensation plus other, nonmonetary benefits.
Discretionary benefits can be viewed as part of an organization’s overall total rewards strategy and should align with the goals of that program. Employers should develop written strategic benefits plans that align with overall compensation and corporate strategy.
According to Adamik (2007), the plan should include specific goals and objectives with metrics to evaluate achievement. Proposed metrics should be measurable, quantifiable and focused on those things management defines. To obtain management support, there should be a return-on-investment (ROI) analysis for each goal or.
1. You serve as an outside director for the Supplies, a multi-billio.pdf
1. You serve as an outside director for the Supplies, a multi-billion dollar enterprise. You have
been assigned to the Compensation Committee, which is being formed in response to outside
pressure from shareholders. You note the following. First, activist organizations like CALPERS
have a strong bias towards using options as an incentive compensation for management. Second,
there are a number of scandals involving the use of options for compensation. Please discuss the
policy arguments for aligning the compensation for the top-level executives to the future
performance of the company, and reconcile if possible the two items noted above.
2. You are head of a committee that is evaluating whether your firm should change its state of
incorporation. Currently, you are incorporated in a state that does not have much protection from
takeovers, and the state you are evaluating has very strong anti-takeover laws. These laws make
it very difficult for the company to be taken over by other companies. You are finding that many
of your investors are strongly opposed to the move, while the CEO and upper management seem
in favor. What can explain these two opposing positions?
Solution
The policy arguments for aligning the compensation for the top - level executives to the future
performance of the company by way of stock options are as follows:
1. It gives a sense of ownership to the employees.
2. If the business is doing well, it will reflect in the share price and thus lead to profits and
financial gains for the employees.
3. Generally stocks have a minimum vesting period and this leads to lower attrition as employees
hold on till the options can be exercised, otherwise there will be loss of profit.
4. It helps the companee in avoiding direct payment of cash for compensation and the employee
is also satisfied by the profits or the scope of profits from the options.
5. To avoid manupulation, strict adherance is rquired in not granting stock options back dated so
as to avoid any employee making gains before a stock has appreciated.
2. The CEO and upper management is of the view to change the state of incorporation so that
their position and company is secured and not asy to overtake. Their objective is to keep the
company safe and keep theor rights. Changing the state of icorporation, gives them a comfort
that under any circumstances, there cannot be a hostile takeover also and the mangement will
still be in there hands.
The investors on the other hand, want to achieve maximum appreciatin on their investment and
hence, if in the future a better management is looking to take over the company, the investors
would we willing for that decision..
MHR 6901, Compensation Management 1 Course Learning O.docx
MHR 6901, Compensation Management 1
Course Learning Outcomes for Unit I
Upon completion of this unit, students should be able to:
1. Discuss the role of employees, employers, unions, and the government in the development of
compensation programs.
1.1 Describe issues that influence an individual’s decision to apply for or accept a specific job.
1.2 Explain how compensation plans can influence the success of an organization.
1.3 Explore how influences outside an organization can affect its compensation plan.
2. Assess the impact of the Civil Rights Act of 1964, the Bennett Amendment, and Executive Order
11246 on compensation practices.
2.1 Outline the provisions of the Civil Rights Act of 1964, the Bennett Amendment, and
Executive Order 11246.
2.2 Establish the reasons why the Civil Rights Act of 1964, the Bennett Amendment, and
Executive Order 11246 were implemented.
Course/Unit
Learning Outcomes
Learning Activity
1.1 Unit I Essay
1.2 Unit I Essay
1.3 Unit I Essay
2.1 Unit I Essay
2.2 Unit I Essay
Reading Assignment
Chapter 1: Strategic Compensation: A Component of Human Resource Systems
Chapter 2: Contextual Influences on Compensation Practice
Unit Lesson
Hello, and welcome to this course. This course is an introduction to the area of compensation management.
This course looks at how compensation is developed, evaluated, and managed within an organization. You
will examine different theories of compensation management, why employees and non-employees are paid,
the manner in which they are paid, and different types of pay programs.
This course will be broken down into six different parts, which include strategic compensation, bases for pay,
designing compensation systems, employee benefits, compensation challenges, and compensation issues
around the world. When studying bases for pay, you will look at the traditional bases of pay, which include
merit pay, seniority pay, incentive pay, and person-focused pay. You will review pay systems that recognize
employee contributions, are internally consistent, and are competitive within the market. When reviewing
employee benefits, you will review both discretionary benefits and legally required benefits. Compensation
challenges will include the controversy surrounding executive compensation in the United States and paying
contingent or flexible employees. Finally, you will address compensation systems around the word and
compensating expatriates. As you can see, a wide array of compensation issues are present in today’s
workforce.
In this unit, we will concentrate on strategic compensation and some influences on compensation. So, what
do you think of when you hear the words compensation and strategic compensation? Most people think of
UNIT I STUDY GUIDE
Strategic Compensation
MHR 6901, Compensation Management 2
UNIT x STUDY GUIDE
Title
compensation as their pay and benefits, which is basically correct. The ...
Know All About Variable Pay and Why Do Employers Offer It.pptx
The variable pay depends on you and your company’s performance. Therefore, most such schemes have the target and the actual payout. It is one of the five essential components of the company’s rewards for its employees. It is a specific percentage of fixed pay.
How do LANs, MANs, and WANs differ How are they the sameSoluti.pdf
How do LANs, MANs, and WANs differ? How are they the same?
Solution
All of them are networks that aid in connecting two or more computers to share information.
Networks may be linked either through cables, telephone lines, radio waves, satellites, or
infrared light beams
LAN is Local Area Network that connects computers within a building or a small area. A LAN
connection is usually of high speed and relatively inexpensive.
MAN is Metropolitan Area Network and spans computers connected together across a few
buildings or in a city or a town.
WAN is Wide Area Network and could extend beyond geographies in connecting computers.
WAN can be defined as a collection of several LAN.
How do I solve 2 numbers on top of each other. It looks like a fract.pdf
How do I solve 2 numbers on top of each other. It looks like a fraction except there is no
Vinculum. it looks something like this (7) (4) i need to know how because it is part of the
probability mass function on page 150 of my textbook
Solution
question not clear??on top of each other?.
More Related Content
Similar to How do differing perspectives affect our views of compensation Be s.pdf
dCHAPTER EIGHT Compensation Programs .docx
d
CHAPTER EIGHT
Compensation Programs
CHAPTER OUTLINE
Compensation Management
Legal Aspects of Compensation Management
Federal Legislation
State Legislation
Local Legislation
Direct Financial Compensation
Salaries
Wages
Incentives and Bonuses
Tips
Indirect Financial Compensation
Mandatory Benefits
Voluntary Benefits
Other Voluntary Benefits
Nonfinancial Compensation
Human Resources Terms
For Your Consideration
Case Study: Human Resources Management in Action
Internet Activities
CHECKLIST OF CHAPTER LEARNING OBJECTIVES
As a result of satisfactory completion of this chapter, readers will be able to:
1. Describe the differences between extrinsic and intrinsic rewards as they relate
to employee compensation programs.
2. Explain how compensation programs are affected by federal, state, and
local laws.
3. List and describe the most common forms of direct financial compensation.
4. List and describe the most common forms of indirect financial compensation.
5. List and describe some of the most common forms of nonfinancial compensation.
c08.indd 263c08.indd 263 12/14/07 12:03:44 PM12/14/07 12:03:44 PM
264 CHAPTER 8 ! Compensation Programs
Impact on Human Resources Management
Despite arguments to the contrary, pay is not the central issue responsible for attract-ing and retaining most employees. Pay is only one of a variety of factors that
impact an employee’s willingness to work. Worker pay is, however, critically important
to employees and employers alike, because it affects so many other business issues.
In general, workers who feel they are unfairly paid will, if possible, seek jobs
they believe more equitably reward their efforts. Alternatively, employers who pay
their employees significantly more than other employers may find their operating
costs are too high to allow them to stay competitive and achieve the profits they
need to stay in business. Unfortunately for HR managers, elusive concepts such as
fair, equitable, and competitive defy unanimous agreement. As a result, the chal-
lenge faced by HR managers is to design and manage compensation systems that are
simultaneously perceived as reasonable by both employees and employers. The best
of HR managers actually go one step further and use their compensation programs
as an essential tool for attracting and retaining excellent workers, as well as maxi-
mizing profits for their employers.
It is important to realize that people rarely are attracted to, or leave, a job for
money alone. Instead, they are attracted or leave for career advancement, new chal-
lenges, lack of appreciation by the company, inability to have an impact, coworker con-
flict, job insecurity, family matters, and a variety of other factors. This is not to imply
that pay is unimportant to workers at all levels; it is critically important.
Unit V Lesson Notes It is understood that a labor union is an.docx
Unit V: Lesson Notes
It is understood that a labor union is an organization that acts as a filter between its members and the organization in which the members are employed. It has also been identified that the main purpose of labor unions is to give employees the opportunity and power to negotiate for better working conditions, decent wages, and other benefits through collective bargaining. Now that the foundation of collective bargaining has been laid, it is now time to look a little further into some of the issues that employees bargain for.
Whether working in a union or non-union environment, what would be one of your major concerns with employment? When addressing this question, many of you would probably state “compensation/wages” would be the main topic of interest. Sure, there are other perks that you would look for; however, most would not consider employment or would consider leaving current employer for better wages.
According to the textbook, “wages and benefits represent the heart of the collective bargaining process. Guarantee of a certain standard of living and a reasonable return for their productive efforts is the major concern for most union members” (Carrell & Heavrin, 2013, p. 278). This second part of this statement can be said to be true for non-union workers as well. Although there are similarities among non-union and union environments, there are differences in how wages and benefits are determined and implemented.
Non-Union Environment: Most non-union employees do not have the opportunity to negotiate their wages. Most of these organizations have a set pay rate or pay range for all positions. Many organizations conduct job analysis and job evaluations to determine appropriate pay rates. When offered a job, some may try to negotiate on the front end with the hiring manager and/or human resources a certain pay rate. Sometimes, the employee does succeed and the organization may meet the applicant half-way or offer a little more to display true interest in the applicant. However, there are some organizations that will not budge and the applicant would be forced to accept or decline the offer. Even if the applicant does accept the offer, there may be limits on how often raises are given or if they are given at all. Based on experience, sometimes the applicant will accept the job and continue to look at organizations that offer better wages and benefits. Unlike union environments, wages can also differ tremendously among individuals who have the same job title and perform the same duties. This can have a major impact on the organization.
Union Environment: Wages within union environments are negotiated. Pay rates/ranges, along with pay raises, are determined and outlined within the collective bargaining agreement. The pay rates/ranges are set for each job covered under the agreement. Many organizations will conduct job evaluations, wage surveys, and other methods when making wage decisions. Management must look ...
Desighning employee benefits and services
When an organization design overall its compensation program, a critical areas of concern is what benefits to provide. Today’s workers expect more than just an hourly wage or a salary; they want additional considerations that will enrich their lives. These considerations in and employment setting are called employee benefits.
Discretionary Employee BenefitsKaren S. Markel, Ph.D., SPHR .docx
Discretionary Employee Benefits
Karen S. Markel, Ph.D., SPHR 2010
Learning Objectives
At the completion of this section of the module, students will be able to:
Identify the issues in discretionary benefits design and implementation.
Define the types of discretionary benefits.
Identify the relationship between various discretionary benefits programs and relevant federal law.
2
SHRM© 2010
2
Module note: This module explores discretionary health, medical and retirement benefits. There are other types of discretionary benefits that employers may offer (paid time off, disability, tuition reimbursement, etc.) that are not explicitly addressed here.
Design and Implementation Considerations
Session 1
Session 1 Learning Objectives
After completing this session, students will be able to:
Define discretionary benefits.
Understand what benefits should be offered in most organizations.
Understand benefits administration.
Know how to communicate benefits offerings to employees.
Determine if a benefits program is accomplishing its purpose.
4
SHRM© 2010
4
Benefits Examples
Vacation leave
Sick leave
Social Security
Dental insurance
401(K) plans
Vision insurance
Pensions
Health insurance
Prescription drug insurance
Medicare
5
SHRM© 2010
Ask students which benefits they think are considered discretionary.
Answer: All but Social Security and Medicare are considered discretionary. Social Security and Medicare are mandated by law.
5
Discretionary Benefits Defined
Discretionary benefits are those benefits that are not mandated by law.
6
SHRM© 2010
Discretionary benefits are benefits that are offered to employees by their employer voluntarily (i.e., not mandated through law). While these benefits are offered voluntarily, their administration and design are often regulated by law (Martocchio, 2008). Examples of these benefits include pay for time not worked, health and medical insurance and retirement plans.
6
What Benefits to Offer?
To determine which benefits to offer, the following must be considered:
Alignment with the organization’s total rewards strategy.
7
SHRM© 2010
The organizational decision to offer discretionary benefits should take a variety of factors into consideration, both in the design and in the implementation.
Ask students to define “total rewards.”
Total rewards typically include monetary compensation plus other, nonmonetary benefits.
Discretionary benefits can be viewed as part of an organization’s overall total rewards strategy and should align with the goals of that program. Employers should develop written strategic benefits plans that align with overall compensation and corporate strategy.
According to Adamik (2007), the plan should include specific goals and objectives with metrics to evaluate achievement. Proposed metrics should be measurable, quantifiable and focused on those things management defines. To obtain management support, there should be a return-on-investment (ROI) analysis for each goal or.
1. You serve as an outside director for the Supplies, a multi-billio.pdf
1. You serve as an outside director for the Supplies, a multi-billion dollar enterprise. You have
been assigned to the Compensation Committee, which is being formed in response to outside
pressure from shareholders. You note the following. First, activist organizations like CALPERS
have a strong bias towards using options as an incentive compensation for management. Second,
there are a number of scandals involving the use of options for compensation. Please discuss the
policy arguments for aligning the compensation for the top-level executives to the future
performance of the company, and reconcile if possible the two items noted above.
2. You are head of a committee that is evaluating whether your firm should change its state of
incorporation. Currently, you are incorporated in a state that does not have much protection from
takeovers, and the state you are evaluating has very strong anti-takeover laws. These laws make
it very difficult for the company to be taken over by other companies. You are finding that many
of your investors are strongly opposed to the move, while the CEO and upper management seem
in favor. What can explain these two opposing positions?
Solution
The policy arguments for aligning the compensation for the top - level executives to the future
performance of the company by way of stock options are as follows:
1. It gives a sense of ownership to the employees.
2. If the business is doing well, it will reflect in the share price and thus lead to profits and
financial gains for the employees.
3. Generally stocks have a minimum vesting period and this leads to lower attrition as employees
hold on till the options can be exercised, otherwise there will be loss of profit.
4. It helps the companee in avoiding direct payment of cash for compensation and the employee
is also satisfied by the profits or the scope of profits from the options.
5. To avoid manupulation, strict adherance is rquired in not granting stock options back dated so
as to avoid any employee making gains before a stock has appreciated.
2. The CEO and upper management is of the view to change the state of incorporation so that
their position and company is secured and not asy to overtake. Their objective is to keep the
company safe and keep theor rights. Changing the state of icorporation, gives them a comfort
that under any circumstances, there cannot be a hostile takeover also and the mangement will
still be in there hands.
The investors on the other hand, want to achieve maximum appreciatin on their investment and
hence, if in the future a better management is looking to take over the company, the investors
would we willing for that decision..
MHR 6901, Compensation Management 1 Course Learning O.docx
MHR 6901, Compensation Management 1
Course Learning Outcomes for Unit I
Upon completion of this unit, students should be able to:
1. Discuss the role of employees, employers, unions, and the government in the development of
compensation programs.
1.1 Describe issues that influence an individual’s decision to apply for or accept a specific job.
1.2 Explain how compensation plans can influence the success of an organization.
1.3 Explore how influences outside an organization can affect its compensation plan.
2. Assess the impact of the Civil Rights Act of 1964, the Bennett Amendment, and Executive Order
11246 on compensation practices.
2.1 Outline the provisions of the Civil Rights Act of 1964, the Bennett Amendment, and
Executive Order 11246.
2.2 Establish the reasons why the Civil Rights Act of 1964, the Bennett Amendment, and
Executive Order 11246 were implemented.
Course/Unit
Learning Outcomes
Learning Activity
1.1 Unit I Essay
1.2 Unit I Essay
1.3 Unit I Essay
2.1 Unit I Essay
2.2 Unit I Essay
Reading Assignment
Chapter 1: Strategic Compensation: A Component of Human Resource Systems
Chapter 2: Contextual Influences on Compensation Practice
Unit Lesson
Hello, and welcome to this course. This course is an introduction to the area of compensation management.
This course looks at how compensation is developed, evaluated, and managed within an organization. You
will examine different theories of compensation management, why employees and non-employees are paid,
the manner in which they are paid, and different types of pay programs.
This course will be broken down into six different parts, which include strategic compensation, bases for pay,
designing compensation systems, employee benefits, compensation challenges, and compensation issues
around the world. When studying bases for pay, you will look at the traditional bases of pay, which include
merit pay, seniority pay, incentive pay, and person-focused pay. You will review pay systems that recognize
employee contributions, are internally consistent, and are competitive within the market. When reviewing
employee benefits, you will review both discretionary benefits and legally required benefits. Compensation
challenges will include the controversy surrounding executive compensation in the United States and paying
contingent or flexible employees. Finally, you will address compensation systems around the word and
compensating expatriates. As you can see, a wide array of compensation issues are present in today’s
workforce.
In this unit, we will concentrate on strategic compensation and some influences on compensation. So, what
do you think of when you hear the words compensation and strategic compensation? Most people think of
UNIT I STUDY GUIDE
Strategic Compensation
MHR 6901, Compensation Management 2
UNIT x STUDY GUIDE
Title
compensation as their pay and benefits, which is basically correct. The ...
Know All About Variable Pay and Why Do Employers Offer It.pptx
The variable pay depends on you and your company’s performance. Therefore, most such schemes have the target and the actual payout. It is one of the five essential components of the company’s rewards for its employees. It is a specific percentage of fixed pay.
Similar to How do differing perspectives affect our views of compensation Be s.pdf (20)
Unit V Lesson Notes It is understood that a labor union is an.docx
Unit V Lesson Notes It is understood that a labor union is an.docx
Discretionary Employee BenefitsKaren S. Markel, Ph.D., SPHR .docx
Discretionary Employee BenefitsKaren S. Markel, Ph.D., SPHR .docx
1. You serve as an outside director for the Supplies, a multi-billio.pdf
1. You serve as an outside director for the Supplies, a multi-billio.pdf
MHR 6901, Compensation Management 1 Course Learning O.docx
MHR 6901, Compensation Management 1 Course Learning O.docx
Know All About Variable Pay and Why Do Employers Offer It.pptx
Know All About Variable Pay and Why Do Employers Offer It.pptx
More from amitseesldh
How do LANs, MANs, and WANs differ How are they the sameSoluti.pdf
How do LANs, MANs, and WANs differ? How are they the same?
Solution
All of them are networks that aid in connecting two or more computers to share information.
Networks may be linked either through cables, telephone lines, radio waves, satellites, or
infrared light beams
LAN is Local Area Network that connects computers within a building or a small area. A LAN
connection is usually of high speed and relatively inexpensive.
MAN is Metropolitan Area Network and spans computers connected together across a few
buildings or in a city or a town.
WAN is Wide Area Network and could extend beyond geographies in connecting computers.
WAN can be defined as a collection of several LAN.
How do I solve 2 numbers on top of each other. It looks like a fract.pdf
How do I solve 2 numbers on top of each other. It looks like a fraction except there is no
Vinculum. it looks something like this (7) (4) i need to know how because it is part of the
probability mass function on page 150 of my textbook
Solution
question not clear??on top of each other?.
How do I solve 10^log25SolutionRemember log 25 just means .pdf
How do I solve 10^log25
Solution
Remember \"log 25\" just means \"the power of 10 that gives you 25\"
So raising 10 to that power... just gives you 25!
Another way to think of it is saying log 25 = x
Then we want to know the value of [10^x] . Now, rewriting log 25 = x in exponential form
(instead of log form), we have [10^x=25] -- just what we wanted!.
How do i make an outline from an article titled Retirement planning .pdf
How do i make an outline from an article titled Retirement planning for millennials?
Solution
The majority of workers between the ages of 20 and 29 (59 percent) in 12 North American,
European and Asian countries expect to be financially worse off in retirement than their parents.
How do I integrate ln(t)t dt. I know that the answer is 12 ln(t)^2.pdf
How do I integrate ln(t)/t dt. I know that the answer is 1/2 ln(t)^2 + C, but I don\'t know how to
arrive at that. I tried integrating by parts and that didn\'t seem to work.
Solution
put lnt = y differeantiating with t, 1/t = dy/dt now, int [ lnt/t dt ] = int [ y/t x tdy ]
= int [ y dy ] = y^2/2 + c put y = lnt we get , I = (lnt)^2/2 + c.
How do I find the variables of -6X = Y so that the statement demons.pdf
How do I find the variables of -6*X = Y so that the statement demonstrates the identity property?
Solution
The identity element of an operation a is a value C, such that conducting the operation between a
and C gives the result a.
For multiplication the identity element is 1: A*1 = A
If -6*X = Y
=> (-6/Y)*X = 1
The identity element of X is (-6/Y).
How do I find statistics on obesity in people who are addicted to vi.pdf
How do I find statistics on obesity in people who are addicted to video gaming?
Solution
Video Game Addiction Statistics Some experts say it is hard to show statistics in
video game addiction. As of 2007 the American Psychological Association (APA) had not
defined video game addiction as a mental health disorders. Although, it is said that video game
addiction has been purposed to the APA for inclusion in their next published edition of DSM..
How can we think about biblical flourishing and economic progress.pdf
How can we think about biblical flourishing and economic progress?
(This class incorporates biblical teaching into economics)
Solution
The Biblical Definition of Flourishing: Flourishing means peace, or shalom, in every direction.
Hugh Whelchel often talks about “reweaving shalom.” But what does shalom mean?
Biblical scholars tell us that shalom signifies a number of things, including salvation, wholeness,
integrity, soundness, community, connectedness, righteousness, justice, and well-being. Shalom
denotes a right relationship with God, with others, and with God’s good creation. It is the way
God intended things to be when he created the universe.
Conceptes of Economics:
Innovation In Scripture
There are many places in the Bible where we get a glimpse into ancient economic life. In terms
of technology, life in the garden was abundant yet simple.
As life progressed after the fall, we get a glimpse in the Old and New Testaments of some of the
tools and trades which shaped the conditions of daily life:
• Construction: In Genesis 6:14, Noah builds an ark out of gopher wood, requiring tools to fell
the wood and construct a boat of that size.
• Metallurgy: There are several biblical references to refining silver (Proverbs 25:4, Zechariah
13:9, Isaiah 48:10). Refinement of precious metals also included some learned technological
processes.
• Clothing: Genesis 37 records that Joseph wore a coat of many colors. The fabric was derived
from animal hair and woven in some process, and then dyed in another process. There are many
references to sandals, belts and other clothing items that had some process governing their
manufacture.
• Shipping: James 3:4 mentions rudders that were used to steer boats. John 21:11 tells us that
Simon Peter caught many fish using netting. Rudders and netting are just two of many “tools”
used in the ancient world to be productive.
Innovation Today
This change continues today. Each one of us is born into a unique set of circumstances. We
know we are called to use our creativity and God-given purpose to leave the world a better place.
Economists call this economic growth. As Christians we know this is tied to flourishing.
The technology that made the 8-track so wonderful forty years ago has been innovated upon such
that we don’t have a need for it anymore.
The Cultural Mandate is clear that we are to take dominion over the earth and all that is in it. The
implications of this for Christians are that:
• Change is inherent to the human condition, and we are each born into a unique set of
circumstances with a unique set of resources at our disposal.
• Each person in every generation is called to take existing resources and create more.
Investment
We make investments in things and in people. Economic growth in the last century has much to
do with the types of investments we have been able to make.
These investments make us more productive. They depend on human creativity and
entrepreneurship. I used to own an old Nokia phone with a.
How do I do a T test, correlation and ANOVA in SpssSolution .pdf
How do I do a T test, correlation and ANOVA in Spss?
Solution
One-way between-subjects ANOVA A one-way between-subjects ANOVA allows
you to determine if there is a relationship between a categorical independent variable (IV) and a
continuous dependent variable (DV), where each subject is only in one level of the IV. To
determine whether there is a relationship between the IV and the DV, a one-way between-
subjects ANOVA tests whether the means of all of the groups are the same. If there are any
differences among the means, we know that the value of the DV depends on the value of the IV.
The IV in an ANOVA is referred to as a factor, and the different groups composing the IV are
referred to as the levels of the factor. A one-way ANOVA is also sometimes called a single
factor ANOVA. A one-way ANOVA with two groups is analogous to an independent-samples t-
test. The pvalues of the two tests will be the same, and the F statistic from the ANOVA will be
equal to the square of the t statistic from the t-test. To perform a one-way between-subjects
ANOVA in SPSS • Choose Analyze General Linear Model Univariate. • Move the DV to the
Dependent Variable box. • Move the IV to the Fixed Factor(s) box. • Click the OK button. The
output from this analysis will contain the following sections. • Between-Subjects Factors. Lists
how many subjects are in each level of your factor. • Tests of Between-Subjects Effects. The row
next to the name of your factor reports a test of whether there is a significant relationship
between your IV and the DV. A significant F statistic means that at least two group means are
different from each other, indicating the presence of a relationship. You can ask SPSS to provide
you with the means within each level of your between-subjects factor by clicking the Options
button in the variable selection window and moving your withinsubjects variable to the Display
Means For box. This will add a section to your output titled Estimated Marginal Means
containing a table with a row for each level of your factor. The values within each row provide
the mean, standard error of the mean, and the boundaries for a 95% confidence interval around
the mean for observations within that cell. Post-hoc analyses for one-way between-subjects
ANOVA. A significant F statistic tells you that at least two of your means are different from
each other, but does not tell you where the differences may lie. Researchers commonly perform
post-hoc analyses following a significant ANOVA to help them understand the nature of the
relationship between the IV and the DV. The most commonly reported post-hoc tests are (in
order from most to least liberal): LSD (Least Significant Difference test), SNK (Student-
Newman-Keuls), Tukey, and Bonferroni. The more liberal a test is, the more likely it will find a
significant difference between your means, but the more likely it is that this difference is actually
just due to chance. 14 Although it is the most liberal, simulations ha.
How could someone show me how to get the first and 2nd moment. Pleas.pdf
How could someone show me how to get the first and 2nd moment. Please and thank you.
Solution
differentiate with respect to t to get first moment and differentiate first moment with
respect to t to get the second moment my(t)= [pe^t +(1-p)]^n my\'(t)=n [pe^t +(1-p)]^(n-1) *
pe^t my\"(t)=npe^t[pe^t +(1-p)]^n-1 + npe^t * (n-1) * [pe^t +(1-p)]^(n-2) * pe^t.
How do I determine Knee voltage and knee current from a Id vs Vd plo.pdf
How do I determine Knee voltage and knee current from a Id vs Vd plot of a zener diode?
Solution
The voltage at which the current through the diode increases rapidly is known as the Knee
Voltage.
The reverse current at which the zener diode enters breakdown region, is called as Knee current..
How do I determine if this equation is a linear function or a nonlin.pdf
How do I determine if this equation is a linear function or a nonlinear function?
Solution
The easiest way I have for knowing the difference between linear and nonlinear is the exponent
value on the variable x.
It is important to understand the root word in linear. It is LINE. A straight line, no curves.
For example:
y = 2x - 3 This is linear because the exponent on x is one. Thus your slope is standard rise over
run, like a stair step and simply goes up or down.
Y = x^2 + x + 4 is nonlinear. When graphed it becomes a parabola, which looks like a hill on
your graph. This is because the exponent on the variable of x is more than one.
This pattern continues on for all equations. Hope this helps to put it into easy to understand
terms. :).
How do i Construct an interval around the population mean that is tw.pdf
How do i Construct an interval around the population mean that is two standard deviations above
and two standard deviations below?
Solution
If you know the mean and standard deviation, then you can just subtract 2 standard deviations
from the mean and add 2 standard deviations to the mean:
± 2 or ( - (2*) , + (2*) )
^is your interval^.
How do I answer the questions I just want to answer math questions..pdf
How do I answer the questions? I just want to answer math questions.
Solution
How to Answer Questions--go to the questions and answers section using the tabs at the top.
Select \"unanswered\" from the pull down menus above the questions. select Math from the types
of questions. Next hit \"GO\" to enter your choices. this will refresh the questions only showing
the ones you selected (unanswered / math)..
How do I add fractions with uncommon denominatorsSolutionFirs.pdf
How do I add fractions with uncommon denominators?
Solution
First, I have to apologize for the fact that the formatting here will be hard to follow. It is not
possible to set it up properly in here. I have had to show the fractions like this 1/2. I hope that
isn\'t too confusing.
The first step in adding fractions with different denominators is to convert them to fractions with
the same denominator.
Sometimes this is really easy, because one of the denominators is a multiple of the other. So, for
example,.
How do charismatic and transformational leadership relate to the fou.pdf
How do charismatic and transformational leadership relate to the four followership types
described in the \"Focus on Followers\" section of the text?
Solution
Robert Kelley has identified five major followership types which are stated as follows:
1. Alienated Follower: This category consists of passive, yet independent thinkers. These
followers will not contribute to the problem solving of the situation. They would have also
experienced set backs or furstration. These followers are capable but still they focus on
shortcomings of the organization.
2. Conformist: The typical characteristics of conformists are that they are active but dependant
but uncritical thinkers. They instantly carry out orders. They are concerned in avoiding conflict
further they go along to get along. They are never hesitant in participation. They participate
willingly.
3. Passive Followers: These followers are usually uncritical thinkers and they lack initiative and
sense of responsibility. They always leave the leader to think and need much supervision. They
are more passive in nature.
4. Effective Followers: They are the most active and critical thinkers. They have the courage to
initiate change and serve the best interest of the organization. Further, they are committed to
something larger than themselves and are always committed to positive impact. They are always
open to risk.
5. Pragmatic Survivor: These followers have the qualities of all four types of followers. They
intentionally change style depending on the situation. They usually avoid risk and maintain status
quo. The style that benefits their position is usually adopted by them.
Charismatic leadership: Charisma is certain quality of an individual personality, by virtue of
which they are set apart from ordinary people and are considered as supernatural and
superhuman people with exemplary powers. They have the ability to influence people and
uncritical thinkers tend to follow them blindly if they get attracted by them.
Charismatic leaders can directly influence Alienated, conformist, Passive and Pragmatic
followers since all these followers have the tendency to follow instructions and obey their orders.
Transformational Leadership: It is defined as a process where leaders and followers tend to raise
one another to higher levels of morality and motivation. The leaders usually stirs the emotions of
others and encourage others. They have high expectations and get people to look beyond their
self-interest. They set set clear goals and are a model of Integrity and fairness.
Transformational leader create a big impact on the Effective followers. Effective follower think
and act, and transformational leaders tend to create a impact on the followers. This will work
vice-versa. A few pragmatic followers will also fall in this category, as pragmatic leaders always
fall in any of the four types of followership styles..
how do furnaces workSolutionFurnaces work by burning fuel (li.pdf
how do furnaces work?
Solution
Furnaces work by burning fuel (like oil or natural gas). When these things burn, they form hot
gases that are sent through curving metal tubes called \'heat exchangers.\' The heat exchangers
are inside of the air ducts in your house, so the air in the ducts gets warmed up by the hot metal
pipes. Then they use fans to move the warm air out of the ducts and new air in. Since the
potentially toxic gases from burning the fuel stay inside the heat exchanger tubes and the air in
your house stays outside of the tubes, the air in your house can\'t become poisoned..
How do an ordinary annuity, an annuity due, and a perpetuity differ.pdf
How do an ordinary annuity, an annuity due, and a perpetuity differ? Explain.
Solution
Annuity refers to series of periodic cash flow made or received at equal intervals. Cash flows can
be either inflows or outlfows happening after a periodic time intervals like weekly, monthly,
quarterly or annually.
Ordinary Annuity - When payment or receipt happens at the end of a time period.
Annuity Due - When payment or receipt happens at the beginning of a time period.
Perpetuity - An Annuity in which there is no end date i.e. an annuity which is everlasting..
How do argumentativeness and verbal aggressiveness differ What are .pdf
How do argumentativeness and verbal aggressiveness differ? What are the implications of each
for organizational communication?
Solution
Argumentativeness:-
It is used to define the operation of justifying an opinion or theory through reasoning or
argument.
Also aimed to change the views of other persons or merely communicating our own ideas. It may
be a debate, forum to press ideas or a simple conversation with persuasion of one.
How did the concept of strict constructionism affect the development.pdf
How did the concept of strict constructionism affect the development of banking and
transportation during the antebellum years?
Solution
TRANSPORTATION
Two canals were built in the 1790s: the Santee in South Carolina and the Middlesex in
Massachusetts. More, the most successful of which was the Erie, which connected between New
York City and the upper Midwest, were built later. Canals\' great advantage was that one work
animal could move as much freight as 50 could on land. They were, however, very expensive to
build and possible to build in only a few places. Their highfixed costs made them economic only
where the volume of traffic would be high. Fixed costs are costs which do not vary with the level
of output or (in this case) service. The higher is the level of output or service, the lower are fixed
costs per unit of output or service. Other costs are called variable costs. Technologically,
building canals were a challenge. Most of the money invested in canals was provided by state
and local governments, mostly with funds acquired via taxation Low cost transportation, of
course, boosted economic activity, and this is how spending this money was justified Atack and
Passel estimate that they drove the cost of transportation down from 20 cents per ton mile in
1810s to 2 to 3 cents per ton mile in the 1820s. The last canals built were failures.Another major
improvement in transportation was the development of the steamboat, which made it possible to
cheaply transport freight and people upstream and speed downstream trips. Prior to their
development the muscle power of humans or animals was required to drag boats upriver. Robert
Fulton demonstrated the first successful steamboat in 1807. In 1815, the feasibility of using them
to transport freight up the Mississippi was demonstrated. The removal of snags in rivers and
reductions in steamboats\' draft made more areas reachable. Night travel eventually became
possible. Larger steamboats reaped economies of scale. Boiler explosions and a short useful life
were problems. Competition became fierce, driving down price.
The first railroads faced not only technological problems, but hostility from those associated with
competing forms of transportation. Also, some feared traveling over 20 miles per hour would kill
a person. Some didn\'t want these noisy, smoky things around. Decatur, Georgia, for example,
turned down the opportunity to have a rail line the State of Georgia was building from the
Tennessee River terminate there. As a result, it ended a few miles away, where a new town
called Terminus came into being. Today this town is the City of Atlanta. More fortunate than
Atlanta transportation wise was Chicago, a mid-continent, Great Lakes port that became a major
rail center. Railroads could travel uphill. They could reach inland areas not near rivers. They
could be built at a fraction of the cost of a canal. Their speed exceeded that of a wagon, and they
could transport a ton at a far lower cost th.
More from amitseesldh (20)
How do LANs, MANs, and WANs differ How are they the sameSoluti.pdf
How do LANs, MANs, and WANs differ How are they the sameSoluti.pdf
How do I solve 2 numbers on top of each other. It looks like a fract.pdf
How do I solve 2 numbers on top of each other. It looks like a fract.pdf
How do I solve 10^log25SolutionRemember log 25 just means .pdf
How do I solve 10^log25SolutionRemember log 25 just means .pdf
How do i make an outline from an article titled Retirement planning .pdf
How do i make an outline from an article titled Retirement planning .pdf
How do I integrate ln(t)t dt. I know that the answer is 12 ln(t)^2.pdf
How do I integrate ln(t)t dt. I know that the answer is 12 ln(t)^2.pdf
How do I find the variables of -6X = Y so that the statement demons.pdf
How do I find the variables of -6X = Y so that the statement demons.pdf
How do I find statistics on obesity in people who are addicted to vi.pdf
How do I find statistics on obesity in people who are addicted to vi.pdf
How can we think about biblical flourishing and economic progress.pdf
How can we think about biblical flourishing and economic progress.pdf
How do I do a T test, correlation and ANOVA in SpssSolution .pdf
How do I do a T test, correlation and ANOVA in SpssSolution .pdf
How could someone show me how to get the first and 2nd moment. Pleas.pdf
How could someone show me how to get the first and 2nd moment. Pleas.pdf
How do I determine Knee voltage and knee current from a Id vs Vd plo.pdf
How do I determine Knee voltage and knee current from a Id vs Vd plo.pdf
How do I determine if this equation is a linear function or a nonlin.pdf
How do I determine if this equation is a linear function or a nonlin.pdf
How do i Construct an interval around the population mean that is tw.pdf
How do i Construct an interval around the population mean that is tw.pdf
How do I answer the questions I just want to answer math questions..pdf
How do I answer the questions I just want to answer math questions..pdf
How do I add fractions with uncommon denominatorsSolutionFirs.pdf
How do I add fractions with uncommon denominatorsSolutionFirs.pdf
How do charismatic and transformational leadership relate to the fou.pdf
How do charismatic and transformational leadership relate to the fou.pdf
how do furnaces workSolutionFurnaces work by burning fuel (li.pdf
how do furnaces workSolutionFurnaces work by burning fuel (li.pdf
How do an ordinary annuity, an annuity due, and a perpetuity differ.pdf
How do an ordinary annuity, an annuity due, and a perpetuity differ.pdf
How do argumentativeness and verbal aggressiveness differ What are .pdf
How do argumentativeness and verbal aggressiveness differ What are .pdf
How did the concept of strict constructionism affect the development.pdf
How did the concept of strict constructionism affect the development.pdf
Recently uploaded
Unit 8 - Information and Communication Technology (Paper I).pdf
This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
special B.ed 2nd year old paper_20240531.pdf
Instagram:-
https://instagram.com/special_education_needs_01?igshid=YmMyMTA2M2Y=
WhatsApp:-
https://chat.whatsapp.com/JVakNIYlSV94x7bwunO3Dc
YouTube:-
https://youtube.com/@special_education_needs
Teligram :- https://t.me/special_education_needs
Slide Shere :-
https://www.slideshare.net/shabnambano20?utm_campaign=profiletracking&utm_medium=sssite&utm_source=ssslideview
Unit 2- Research Aptitude (UGC NET Paper I).pdf
This slide describes the research aptitude of unit 2 in the UGC NET paper I.
The geography of Taylor Swift - some ideas
Geographical themes connected with Taylor Swift's ERAS tour - coming to the UK in June 2024
How to Break the cycle of negative Thoughts
We all have good and bad thoughts from time to time and situation to situation. We are bombarded daily with spiraling thoughts(both negative and positive) creating all-consuming feel , making us difficult to manage with associated suffering. Good thoughts are like our Mob Signal (Positive thought) amidst noise(negative thought) in the atmosphere. Negative thoughts like noise outweigh positive thoughts. These thoughts often create unwanted confusion, trouble, stress and frustration in our mind as well as chaos in our physical world. Negative thoughts are also known as “distorted thinking”.
CLASS 11 CBSE B.St Project AIDS TO TRADE - INSURANCE
Class 11 CBSE Business Studies Project ( AIDS TO TRADE - INSURANCE)
The French Revolution Class 9 Study Material pdf free download
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
How to Split Bills in the Odoo 17 POS Module
Bills have a main role in point of sale procedure. It will help to track sales, handling payments and giving receipts to customers. Bill splitting also has an important role in POS. For example, If some friends come together for dinner and if they want to divide the bill then it is possible by POS bill splitting. This slide will show how to split bills in odoo 17 POS.
Chapter 3 - Islamic Banking Products and Services.pptx
Chapter 3 - Islamic Banking Products and Services.pptxMohd Adib Abd Muin, Senior Lecturer at Universiti Utara Malaysia
This slide is prepared for master's students (MIFB & MIBS) UUM. May it be useful to all.2024.06.01 Introducing a competency framework for languag learning materials ...
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
TESDA TM1 REVIEWER FOR NATIONAL ASSESSMENT WRITTEN AND ORAL QUESTIONS WITH A...
TESDA TM1 REVIEWER FOR NATIONAL ASSESSMENT WRITTEN AND ORAL QUESTIONS WITH ANSWERS.
Polish students' mobility in the Czech Republic
Polish students mobility to the Czech Republic within eTwinning project "Medieval adventures with Marco Polo"
1.4 modern child centered education - mahatma gandhi-2.pptx
Child centred education is an educational approach that priorities the interest, needs and abilities of the child in the learning process.
Ethnobotany and Ethnopharmacology ......
Ethnobotany and Ethnopharmacology:
Ethnobotany in herbal drug evaluation,
Impact of Ethnobotany in traditional medicine,
New development in herbals,
Bio-prospecting tools for drug discovery,
Role of Ethnopharmacology in drug evaluation,
Reverse Pharmacology.
Supporting (UKRI) OA monographs at Salford.pptx
How libraries can support authors with open access requirements for UKRI funded books
Wednesday 22 May 2024, 14:00-15:00.
Overview on Edible Vaccine: Pros & Cons with Mechanism
This ppt include the description of the edible vaccine i.e. a new concept over the traditional vaccine administered by injection.
How libraries can support authors with open access requirements for UKRI fund...
How libraries can support authors with open access requirements for UKRI funded books
Wednesday 22 May 2024, 14:00-15:00.
Recently uploaded (20)
Unit 8 - Information and Communication Technology (Paper I).pdf
Unit 8 - Information and Communication Technology (Paper I).pdf
Basic phrases for greeting and assisting costumers
Basic phrases for greeting and assisting costumers
CLASS 11 CBSE B.St Project AIDS TO TRADE - INSURANCE
CLASS 11 CBSE B.St Project AIDS TO TRADE - INSURANCE
The French Revolution Class 9 Study Material pdf free download
The French Revolution Class 9 Study Material pdf free download
Chapter 3 - Islamic Banking Products and Services.pptx
Chapter 3 - Islamic Banking Products and Services.pptx
2024.06.01 Introducing a competency framework for languag learning materials ...
2024.06.01 Introducing a competency framework for languag learning materials ...
TESDA TM1 REVIEWER FOR NATIONAL ASSESSMENT WRITTEN AND ORAL QUESTIONS WITH A...
TESDA TM1 REVIEWER FOR NATIONAL ASSESSMENT WRITTEN AND ORAL QUESTIONS WITH A...
1.4 modern child centered education - mahatma gandhi-2.pptx
1.4 modern child centered education - mahatma gandhi-2.pptx
Overview on Edible Vaccine: Pros & Cons with Mechanism
Overview on Edible Vaccine: Pros & Cons with Mechanism
How libraries can support authors with open access requirements for UKRI fund...
How libraries can support authors with open access requirements for UKRI fund...
How do differing perspectives affect our views of compensation Be s.pdf
- 1. How do differing perspectives affect our views of compensation? Be specific Solution 1. Compensation is viewed by society as a measure of justice as well as a cause of increased taxes and price increases. 2. Stockholders are concerned with executive pay relative ti company performance. 3. Managers view compensation as a major expense and a means to influence employee behaviour. 4. Employees view compensation as return in an exchange with their employer an entitlement or a reward in other countries Ex ( china,japan) 5. In other countries compensation is related to being taken care of.( some places in china they still give rice allowances or transportation allowances) 6. So looking at all these perspectives of compensation you now need to look at the pros and cons of compensation with your own perspective.