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1
Kim, Hyondong. „Strategic impacts of compensation system on organizational outcomes an empirical study of the conceptualizations of fit and flexibility in the compensation design /“. Columbus, Ohio : Ohio State University, 2006. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1141829742.
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2
Rouziès-Ségalla, Dominique. „The effects of a salespeson's utilities on optimal sales force compensation structures“. Thesis, McGill University, 1992. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=39335.
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Marketing analytical studies of optimal salesforce compensation policies typically rely on a set of restrictive assumptions. In this paper, a model of decentralized salesforce compensation is developed, wherein some of the classical assumptions are challenged. Response Surface Methodology is used to optimize decentralized compensation policies over a set of simulated conditions. The proposed approach is then illustrated with two empirical applications in artificial and real settings. The objective is to provide some preliminary evidence about decentralized structures and to recommend salesforce compensation policies.
3
Greenford, Brian C. „The management of personal injury claims by insurers in England and Ireland“. Thesis, University of East Anglia, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.368184.
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4
Massad, Victor J. (Victor James). „The Eclectic Paradigm of Salesperson Compensation: a New Framework for Investigating the Role of Salary versus Commission“. Thesis, University of North Texas, 1995. https://digital.library.unt.edu/ark:/67531/metadc277576/.
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Numerous researchers, employing theories from either psychology or economics, have investigated the circumstances under which firms are likely to adopt salary-based versus commission-based compensation plans. This study integrates the most common theoretical bases of salesperson compensation literature into a broad framework labeled the Eclectic Paradigm of Salesperson Compensation (EPSC). The EPSC proposes that there is a positive association between a firm's salary orientation and resource commitment, and a firm's salary orientation and firm control. There should be a negative association between salary orientation and dissemination risk, and salary orientation and salesperson motivation/performance. Twenty-three hypotheses originating from the EPSC were tested using a pretest sample of 48 real estate salespersons and a test sample of 311 real estate salespersons. The data were analyzed using common factor analysis, logistic regression, multivariate analysis of variance, and median tests. Of the 23 hypotheses, 10 were supported, 7 were partially supported, and 6 were not supported. The results suggest that the eclectic paradigm of salesperson compensation is a promising initial step toward developing a comprehensive model for understanding the determinants of salary versus commission.
5
Guner, Bilgi. „Performance appraisal system in Filiz Gida“. CSUSB ScholarWorks, 2003. https://scholarworks.lib.csusb.edu/etd-project/2399.
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This thesis focuses on evaluating the performance appraisal system of Filiz Gida, a small food processing company that is located in Turkey. Filiz Gida was established by Dogus Holding in Bolu, and currently employs 284 individuals. Filiz Gida is dedicated to fair and respectful treatment of all workers, offering voluntary benefits in housing programs, health care, education for worker's children, and professional child care services. The importance of quality in production at Filiz Gida is reflected by its receipt of ISO 9002 certification in 1994. In 2003 the Barilla Group, which is one of the giants in the pasta business, acquired Filiz Gida due to financial interests that have not been well documented by public media.
6
Schaffer, Douglas. „Marine Corps Reserve officer manpower modifications during the Long War a case to achieve parity with the active component /“. Quantico, VA : Marine Corps Command and Staff College, 2008. http://handle.dtic.mil/100.2/ADA490780.
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7
Magdová, Lenka. „Řízení lidských zdrojů v Dopravním podniku města Brna a. s“. Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2011. http://www.nusl.cz/ntk/nusl-223095.
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This master’s thesis " Human Resource Management at DPMB, Inc.“, is focuses on the theoretical basis and subsequently compared with the analysis of the actual state of human resource management in the enterprise, with emphasis on 2007-2009. Analysis results are processed in own proposal to increase work efficiency in business. The results of analysis are offered to management for possible use.
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El, Diri Malek Taisir Mohammed. „Earnings management, management compensation, managerial ability and market competition“. Thesis, University of Leeds, 2016. http://etheses.whiterose.ac.uk/15572/.
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As a result of the agency problem, earnings management may take place due to the high contracting costs, shareholders’ bounded rationalities, and information asymmetry. Therefore, three main groups of motives have been identified to explain earnings management behaviour at the contracting, capital market, and external levels. While the previous studies have individually examined those motives, this thesis provides evidence that they interact in determining earnings management behaviour. The first empirical chapter of this thesis focuses on the contracting factors and examines the impact of earnings management on executive compensation conditioned on managerial ability. It finds that managers who utilize accrual earnings management receive higher compensation than those who undertake real earnings management. However, high quality managers are rewarded less for accrual earnings management and punished less for real earnings management. The second empirical chapter examines the non-linear effect of market concentration as an external motive of earnings management. It documents that accrual earnings management increases in concentrated markets as the quantity of information decreases. However, the sophisticated real earnings management starts to substitute for discretionary accruals at higher levels of market concentration when the quality of information declines. The third empirical chapter combines factors from the contracting and external motives. It examines the effect of market competition on the relationship between managerial ability and earnings management. The results show that in the face of increased competition, high quality managers manipulate earnings via accruals rather than more costly real earnings management. Overall, the results of this thesis show that management compensation is a crucial factor in assessing the costs of earnings management at the firm level. An optimal level of market concentration exists and should be considered by the regulators. Finally, understanding how industry level factors influence managerial decisions at the firm level is essential to explaining earnings management behaviour.
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Wang, Chingning. „Theorizing strategic IT compensation decisions coping with certainty in organizations through IT compensation /“. Related electronic resource:, 2007. http://proquest.umi.com/pqdweb?did=1407687901&sid=2&Fmt=2&clientId=3739&RQT=309&VName=PQD.
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10
Al-Hasan, Sulaiman. „Personnel management practices in Kuwait libraries“. Thesis, Loughborough University, 1992. https://dspace.lboro.ac.uk/2134/7210.
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Checkland's soft systems methodology is adapted to investigate and suggest improvements to personnel management in Kuwait libraries. An initial study investigating relevant elements of personnel management in Kuwait, such as motivation, communication, etc., was conducted primarily by interviewing. A model was constructed on this basis to deduce relevant important issues, such as library services and motivation of library staff. These issues were further investigated in a second survey again primarily by interviewing. Because of the Gulf War, a third interview survey then took place to update data and to identify important changes regarding library management. Four activity-based models were then constructed to determine factors relating to the improvement of personnel management in Kuwait libraries and as guides for data analysis, as follows: a system of increasing the supply of competent information workers; a system to enhance communication inside and outside the library; a system which meets users' needs and encourages the use of the library; a system to enhance staff motivation. The conclusion examines possible solutions regarding personnel management problems in Kuwait libraries. In addition, the value of Checkland's soft systems methodology for this kind of analysis is examined.
11
黃祐榮 und Yao-wing Robert Wong. „Strategic human resources management system“. Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1993. http://hub.hku.hk/bib/B31265856.
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12
Wong, Yao-wing Robert. „Strategic human resources management system /“. Hong Kong : [University of Hong Kong], 1993. http://sunzi.lib.hku.hk/hkuto/record.jsp?B13497819.
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13
Au, Yeung Suk-fong Alsace. „Impact of Chinese culture on personnel management in Hong Kong & China : with study on cross-border business establishments /“. [Hong Kong : University of Hong Kong], 1994. http://sunzi.lib.hku.hk/hkuto/record.jsp?B1378769X.
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14
Gao, Jie, und 高洁. „Essays on incentive contracts, earnings management, expectation management and related issues“. Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2009. http://hub.hku.hk/bib/B43278656.
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15
Gao, Jie. „Essays on incentive contracts, earnings management, expectation management and related issues“. Click to view the E-thesis via HKUTO, 2009. http://sunzi.lib.hku.hk/hkuto/record/B43278656.
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16
Fitzpatrick, Peter George. „Integrated skills reinforcement in pharmacy personnel management /“. Access Digital Full Text version, 1992. http://pocketknowledge.tc.columbia.edu/home.php/bybib/11229391.
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Thesis (Ed.D.)--Teachers College, Columbia University, 1992.Includes tables. Typescript; issued also on microfilm. Sponsor: Carmine Paul Gibaldi. Dissertation Committee: L. Lee Knefelkamp. Includes bibliographical references (leaves 164-168).
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Prato, Michael V. „Reactive power compensation using an energy management system“. Thesis, Monterey, California: Naval Postgraduate School, 2014. http://hdl.handle.net/10945/43982.
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Approved for public release; distribution is unlimitedA significant contributor to higher energy costs and reduced energy efficiency is the reactive power demand on the grid. Inductive power demand reduces power factor, increases energy losses during transmission, limits real power supplied to the consumer, and results in higher costs to the consumer. Compensating for a reactive power demand on the grid by providing reactive power support to the power distribution system creates energy efficiency gains and improves cost savings. One method of compensating for reactive power is by incorporating an energy management system (EMS) into the power distribution system. An EMS can monitor reactive power requirements on the grid and provide reactive power support at the point of common coupling (PCC) in the power distribution system in order to increase energy efficiency. The use of an EMS as a current source to achieve a unity power factor at the grid is demonstrated in this thesis. The power factor angle was determined using a zero-crossing detection algorithm. The appropriate amount of compensating reactive current was then injected into the system at the PCC and controlled using closed-loop current control. The process was simulated using Simulink and then validated in the laboratory using the actual EMS hardware.
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Silva, Samiria Maria Oliveira da. „Compensation and risk management mechanism in water allocation“. Universidade Federal do CearÃ, 2015. http://www.teses.ufc.br/tde_busca/arquivo.php?codArquivo=14819.
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Conselho Nacional de Desenvolvimento CientÃfico e TecnolÃgicoThe process of water allocation between different and competing uses in an uncertain climate scenario reinforces the motivation to study risk management of water systems. In this way, the purpose of this study is to propose the incorporation of a climate risk management mechanism in the process of water allocation, aiming an equitable and efficient management of these resources. For this, an aggregate model consisting of a reservoir of regulation and two users (urban supply and irrigation) was used to build and evaluate a financial mechanism. Afterwards, a disaggregation model consisting of multiple reservoirs was used to apply the concepts defined in the previous model. Initially, an indicator was chosen to be used as a trigger for the financial mechanism. This trigger started the mechanism whenever any rigorous state of drought in the water system was detected, which were classified in four different types: moderate drought, severe drought, extreme drought and exceptional drought. The amount of compensation was calculated based on the benefits achieved by the sector that lost water guarantee during the scarcity period. This evaluation was performed by the application of two methods for apportioning the water availability: linear apportionment and priority system. The available water flow for allocation was calculated using the reservoir operation strategy with inflows zero in the semester of the year. However, the incorporation of climate information in the process was also tested. Two triggers were proposed for the financial mechanism: Drought indices and Rationing level. The drought indices were built based on the average precipitation (standardized precipitation index), the inflow (standardized index flow) and the final volume of system operation (synthetic index). The rationing level mechanism is based on the available water flow for allocation and it was chosen due to its existing relation with the volume stored. This relationship allows the trigger to perform well both for the drought detection probability as for the false alarm. In addition, a conceptual framework for incorporating the financial mechanism to charge for the water use was elaborated, as well as an evaluation of the performance of the system as for the incorporation of the financial mechanism through two indicators: economic efficiency and equity (allocative justice). The performance evaluation showed that the payment of compensation in a period of drought due higher warranty (priority) of other uses operates to a greater equity and efficiency in water allocation. In order to keep the funds collected by the charge to cover the compensation, a regularization fund that has annual revenues of parcels carried out by the urban water supply and by the government was created. This regularization fund ensures the financial sustainability and also a good ability to adapt the incorporation mechanism to the collect instrument. Consequently, the financial compensation is a viable option for both water managers, who will have greater flexibility in their decisions, as well as for the water resources system, that will have more equity in their process of water allocation.
O processo de alocaÃÃo de Ãgua entre usos diferentes e conflitantes em um cenÃrio de incerteza climÃtica reforÃa a motivaÃÃo para estudar a gestÃo de riscos em sistemas hÃdricos. Dessta forma, o presente estudo propÃe a incorporaÃÃo de um mecanismo de gestÃo de risco climÃtico no processo de alocaÃÃo de recursos hÃdricos visando o gerenciamento equitativo e eficiente desses recursos. Para isso, utilizou-se um modelo agregado composto por um reservatÃrio de regularizaÃÃo e dois usuÃrios abastecimento urbano e irrigaÃÃo, para construir e avaliar o mecanismo financeiro. Em seguida, utilizou-se um modelo desagregado, com mÃltiplos reservatÃrios, para aplicar os conceitos definidos no modelo anterior. Inicialmente, foi definido um indicador para ser utilizado como gatilho do mecanismo financeiro. Esse gatilho acionou o mecanismo sempre que foi detectado algum estado de severidade seca no sistema hÃdrico, sendo utilizado quatro estados: seca moderada, seca severa, seca extrema e seca excepcional. O valor da compensaÃÃo foi calculado com base nos benefÃcios alcanÃados pelo setor que perdeu garantia hÃdrica no perÃodo de escassez. Essa avaliaÃÃo foi realizada por meio da aplicaÃÃo de dois mÃtodos de rateio das disponibilidades hÃdricas: rateio linear e sistema de prioridades. A vazÃo disponÃvel para alocaÃÃo foi determinada utilizando a estratÃgia de operaÃÃo do reservatÃrio com afluÃncias zero no semestre do ano. Entretanto, tambÃm testou-se a incorporaÃÃo da informaÃÃo climÃtica nesse processo. Foram propostos dois gatilhos para o mecanismo financeiro: Ãndices de seca e NÃvel de Racionamento. Os Ãndices de seca foram construÃdos com base na precipitaÃÃo mÃdia (Ãndice padronizado de precipitaÃÃo), na vazÃo afluente (Ãndice padronizado de escoamento) e no volume final da operaÃÃo do sistema (Ãndice sintÃtico). O nÃvel de racionamento possuiu como base a vazÃo disponÃvel para alocaÃÃo (retirada controlada). A escolha dessa variÃvel deu-se pela relaÃÃo existente entre ela e o volume armazenado Essa relaÃÃo permite que o gatilho obtenha um bom desempenho tanto para a probabilidade de detecÃÃo de seca quanto para o falso alarme. AlÃm disso, elaborou-se uma base conceitual para incorporar o mecanismo financeiro a cobranÃa pelo uso da Ãgua e avaliou-se o desempenho do sistema quanto à incorporaÃÃo do mecanismo financeiro por meio de dois indicadores, eficiÃncia econÃmica e equidade (justiÃa alocativa). A avaliaÃÃo de desempenho mostrou que o pagamento da compensaÃÃo em um perÃodo de seca devido à maior garantia (prioridade) de outros usos opera no sentido de uma maior equidade e eficiÃncia na alocaÃÃo de Ãgua. No intuito de guardar os recursos financeiros arrecadados pela cobranÃa para a cobertura das compensaÃÃes propÃs-se um fundo de regularizaÃÃo que possui parcelas de arrecadaÃÃo anual realizadas pelo abastecimento urbano e pelo governo. O fundo de regularizaÃÃo garante a sustentabilidade financeira e a incorporaÃÃo do mecanismo ao instrumento de cobranÃa uma boa capacidade de adaptaÃÃo ao sistema. Assim, a compensaÃÃo financeira à uma opÃÃo viÃvel tanto para os gestores de recursos hÃdricos que terÃo maior flexibilidade nas suas decisÃes quanto para o sistema de recursos hÃdricos que terà maior equidade no seu processo de alocaÃÃo de Ãgua.
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Muslu, Volkan. „Effect of board independence on incentive compensation and compensation disclosure : evidence from Europe“. Thesis, Massachusetts Institute of Technology, 2005. http://hdl.handle.net/1721.1/33660.
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Thesis (Ph. D.)--Massachusetts Institute of Technology, Sloan School of Management, 2005.Includes bibliographical references (leaves 39-42).
My thesis examines how the lack of board-of-director independence affects the structure and disclosure of executive compensation. I find that European companies with more insiders on their boards grant their executives more incentive compensation, after controlling for the level and economic determinants of executive compensation. This effect is more pronounced in countries with less protection for outside shareholders. The companies with more insiders on their boards also disclose more transparent information about executive compensation. Overall, my evidence supports the contracting hypothesis, in which capital market investors understand potential detrimental effects of insiders and drive companies to mitigate these effects through greater incentive compensation and improved compensation disclosure. The evidence is inconsistent with the opportunism hypothesis, in which risk-averse insiders grant themselves more fixed pay and disclose less transparent information about their compensation.
by Volkan Muslu.
Ph.D.
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Rushwaya, Mauru. „Online crisis management /“. Full text available online, 2004. http://www.lib.rowan.edu/find/theses.
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21
Kley, Friedrich [Verfasser]. „Executive Compensation : Three Essays on Managerial Risk-Taking, Long-Term Orientation, and Convergence in Executive Compensation / Friedrich Kley“. Baden-Baden : Nomos Verlagsgesellschaft mbH & Co. KG, 2017. http://d-nb.info/116048063X/34.
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22
Stringer, Carolyn Patricia, und n/a. „Performance management : an empirical study“. University of Otago. Department of Accountancy and Business Law, 2006. http://adt.otago.ac.nz./public/adt-NZDU20070501.145211.
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The dynamic nature of performance management is a significant issue for organisations. A review of the empirical performance management literature highlights that little research has examined an organisation�s holistic performance management framework. Most prior studies have been partial (i.e., examine various performance management elements), and there is a lack of depth in analysis (because of the short-term nature of many studies). In addition to the few studies that have examined the interconnections between the performance management elements, there has also been a lack of research examining incentive systems (especially at lower levels), target-setting, and performance evaluation. The literature review in this thesis also highlights the diversity in the performance management elements studied, the lack of theoretical development, diversity in who is interviewed and research sites, etc. This diversity in field study research provides a difficult base on which to build a cumulative body of literature (as most studies examine a different research question in a different context).
This PhD research examines the overall performance management framework in a large and complex Australasian organisation, Sensol, over a 14 year period. The research is inductive, empirical and interpretative so as to gain a deeper understanding of Sensol�s performance management framework. The narrative highlights the multiple voices that exist in Sensol to illustrate the complexity of performance management at various levels. Otley�s (1999) performance management framework is a useful research tool (e.g., initial data analysis, structuring device).
The documentary evidence traces the history and development of Sensol�s performance management framework. The designers� story tells about the sophisticated nature of Sensol�s approach to performance management. In contrast, the business unit managers describe the complexities in operationalising performance management in a complex, diversified and decentralised organisation.
The researcher�s story explains the importance of understanding the highly interconnected nature of Sensol�s performance management framework and of understanding the behavioural issues (e.g., intense sibling rivalry, short-termism). It includes the importance of history, context (e.g., hierarchical culture), decentralised structure (e.g., interrelated business units), the trade-offs between financial and social objectives (and signalling effect of weightings), performance measurement issues (e.g., EVA�, scorecard, dominance of EBIT, transfer pricing), the subjectivity of objective setting and performance management processes (e.g., averaging, little differentiation between good and poor performers), problems with the annual incentive scheme (e.g., double dipping, risk and penalties, lack of understanding and line of sight, low trust), strategic programmes (e.g., lack of visibility), target-setting (e.g., conservative targets, impact of capping), and information flows (i.e., poor data, black boxes).
The research also highlights the importance of understanding how the formal and informal performance management systems operate. There are considerable differences between the designers� rhetoric on the formal HPMF system (i.e., the intended design), compared to the system in use (e.g., formal and informal systems). This point has been recognised in some prior field studies but is an under-researched area. An understanding of the impact of the background to the performance management literature from classical management theory provides some insights into why the value-based management literature focuses on formal system design control tools, goal congruence, top-down focus, and the universal applicability of their techniques. Ignoring informal systems may be one reason that the traditional control problems remain evident with the new value-based management techniques.
A final contribution of this PhD research is to use historical documents to identify how little change there has been over time and how performance management issues keep going around in circles (e.g., lack of accountability, transfer pricing). Some reasons for these circles include that history is lost, complacency, culture, communication issues (e.g., good news, blocking behaviours, standardisation). A feature of Sensol�s performance management framework is how it used EVA� and the balanced scorecard in a complementary manner. However, rather than adopting these new techniques as prescribed by consultants, Sensol built these new techniques onto their existing performance management system. This highlights the importance of understanding the history of an organisation�s performance management framework, so as to understand the reasons for the current design and operation.
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Bridges, Sarah Joanne. „Organisational performance and human resource management“. Thesis, University of Newcastle Upon Tyne, 2002. http://hdl.handle.net/10443/443.
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Over the last 20 years there has been a growth in the relative importance of personnel economics as an area of economics. However, due to a lack of suitable data most of the work in this area has been largely theoretical. It is only in the past decade that there has been a growth in the availability of firm-based data sets, making it possible for researchers to begin to test some of these ideas empirically. This thesis analyses data from a rich source of monthly personnel and payroll records from a large banking sector firm. The data is confined to the organisation's U. K operations and is available over the period January 1989 to March 1997 (giving 99 monthly observations). Although personnel data of this this sort is available for the US (see, for example, Baker, Gibbs and Holmstrom (1994) and Lazear (1999)), this is one of the first data sets of its kind to be available for the U. K. This thesis focues on three areas of personnel economics. It analyses the issues of promotion, absenteeism, and labour turnover, paying particular attention in all three cases to gender differences.
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Valentim, João Andrade e. Sousa Brito. „People management in the Portuguese nonprofits“. Master's thesis, NSBE - UNL, 2010. http://hdl.handle.net/10362/9859.
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A Work Project, presented as part of the requirements for the Award of a Masters Degree in Management from the NOVA – School of Business and EconomicsThis study is focused on the People Management – Human Resources – in the Portuguese nonprofit organizations. The objective of this research is to contribute to the understanding of the nonprofit sector in terms of the human factor, and at the same time intends to cast light on the factors that compensate and motivate employees. Through a qualitative approach, after conducting a number of interviews to assorted nonprofit organizations, we reach the result that more often than not these organizations have fragile procedures in what concerns staffing, performance evaluation and training & development. On the other hand, these organizations have an abundant human acumen in what concerns compensation and motivation. The experience of volunteer work supports this finding. Given this, there is a vast array of knowledge that the social sector can transmit to the private sector.
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Su, Yu. „Eco-compensation, water management and political power in China“. Thesis, University of Cambridge, 2018. https://www.repository.cam.ac.uk/handle/1810/276677.
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A growing number of Payments for Ecosystem Services (PES) schemes are being implemented in developing and developed countries alike in order to effect some internalisation of environmental costs. In China schemes under the name of ‘eco-compensation’ are often considered to be similar to PES. Neither the term eco-compensation itself, nor the projects that are supposedly examples of eco-compensation have been subject to scrutiny. This thesis therefore aims to investigate eco-compensation in China, with particular emphasis on water-related programmes. The thesis begins with a comprehensive review of PES literature in order to establish the definition and essential characteristics of such schemes, and to enable an examination of how China’s eco-compensation differs from PES. The analysis of PES provides a framework for focusing on eco-compensation by examining voluntariness, project types, payment, actors, and scales. A broad-scale analysis of 19 Chinese schemes is then undertaken, and this reveals that eco-compensation projects predominantly involve government agents, often with different levels of government as service sellers and buyers; in China individual land users are only directly involved in a few cases. Literature suggests that PES schemes are not simply technical solutions, but are inherently political. Having undertaken this general survey, the political dimension of eco-compensation is then examined in two case studies in great detail, based on semi-structured interviews and project documents. The first case study is of the Xin’an River eco-compensation scheme in which an upstream provincial government is paid to protect water quality to benefit the downstream province. Drawing from studies of “scale”, this case explores the power relationships of central-provincial governments and intra-provincial governments in transboundary river water quality management, especially in the negotiation process of the eco-compensation scheme. It finds that the upstream government mobilises the concept of “eco-compensation” to persuade the downstream government to share the costs of protecting the river and to gain favourable terms in setting the water quality target, using the narrative of “climate change”. The central government adopts a tough stance on the issue of environment protection by the upstream government by setting water quality targets and by introducing basin management planning. This case suggests that eco-compensation is shaped by struggles and conflicts among different actors concerning their strategies in defining eco-compensation rules, and that eco-compensation can also reconfigure power dynamics among these actors. The second case study is of the Miyun Reservoir watershed scheme, in which farmers in the upstream of the contributing watersheds are paid to convert from growing paddy rice to less water-intensive crops, and to reduce fertiliser use. The declared purpose is to increase the water supply to Beijing city, and improve water quality. Applying a political ecology approach, the case examines the history of water provision to China’s capital city, showing that Beijing has been extracting water from its territory and beyond by using its political power. This eco-compensation scheme is just a part of this story. The case also shows that the eco-compensation is justified by framing the upstream agricultural water consumption as the cause of decreasing water flow, while ignoring that large-scale afforestation has significantly contributed to water shortages through the excessive consumption of water. Meanwhile, Beijing has ignored its own huge environmental impact on water quality. This case provides useful insights into how eco-compensation is shaped and framed according to certain priorities and interests, and that it can lead to control over access to water resources amongst the less powerful farmers in order to support water uses in the politically-dominant urban centre. This thesis suggests that although eco-compensation in some instances can be similar to PES, more often than not it is a mechanism used to adjust the relationships between different governments. It includes both incentive-based and regulatory components. That makes it a potentially effective arrangement for river basin water quality management, in spite of contested negotiations. But caution must be exercised, as it can also be used under the market logic by powerful actors to control water resources.
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Grambo, Douglas. „The Effect of CEO Compensation on Real Earnings Management“. Thesis, Umeå universitet, Företagsekonomi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-172473.
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Real earnings management has been a subject of increasing debate ever since the passing of the Sarbanes-Oxley act in the united states. As research has pointed towards real earnings management increasing this has sparked discussions on whether real earnings management is damaging to companies, or if it is benefiting them, or if it lies somewhere in between. Forthis paper we wanted to examine how the financial incentives of a CEO would affect the usage of real earnings management. Are CEO’s being poorly motivated, and as a result harming their companies? To guide the paper,we decide to formulate our research question thusly: How do different forms of CEO compensation affect real earnings management? In this paper we attempt to find correlations between indicators of realearnings management and threedifferent forms of CEO compensation. For our indicators we follow to a paper by Roychowdhury, titled “Earnings Management Through Real Activities Manipulation”and calculate abnormal cash flow from operations, and abnormal production. These indicate usageof overproduction, reduction of discretionary expenses, and moving sales across periods (Roychowdhury, 2006). For forms of CEO compensation,we measure them as a ratio of total compensation. We track salary, bonuses, and stock ownership. In our results we can see that all three of these are significantly correlated to both of our real earnings management indicators. Bonuses have a positive correlation to abnormal production, and a negative correlation to abnormal cash flow from operations. Salary is positively correlated to both our indicators, and ownership is negatively correlated to both our indicators. Our final conclusion is that yes, the makeup of a CEO’s compensation has a significant effect on the usage of real earnings management within the company.
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Neises, Glen E. „Personnel identity management and the expeditionary strike group“. Thesis, Monterey, Calif. : Naval Postgraduate School, 2007. http://bosun.nps.edu/uhtbin/hyperion-image.exe/07Sep%5FNeises.pdf.
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Thesis (M.S. in Information Technology Management)--Naval Postgraduate School, September 2007.Thesis Advisor(s): Baretto, Buddy. "September 2007." Description based on title screen as viewed on October 25, 2007. Includes bibliographical references (p. 71-73). Also available in print.
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Lundstedt, Melissa. „The evolution of employer/employee relationships“. Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 1995. http://www.kutztown.edu/library/services/remote_access.asp.
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Low, Yuen-man Angela. „Would the role change of human resources function from being administrative to being strategic be successful in Hong Kong? /“. Hong Kong : University of Hong Kong, 1997. http://sunzi.lib.hku.hk/hkuto/record.jsp?B18831345.
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Roberts, Susan Ann. „Re-thinking 'staff management' in independent schools : an exploration of a human resource management approach /“. Access via Murdoch University Digital Theses Project, 2007. https://wwwlib.murdoch.edu.au/adt/browse/view/adt-MU20080411.121602.
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Tokošová, Irena. „Návrh na zlepšení personální činnosti v organizaci“. Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2010. http://www.nusl.cz/ntk/nusl-222650.
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This master’s thesis is oriented on human resource management. This thesis analyzes the efficiency of the company with a focus on personal character weaknesses, ie. the organizational structure, competence of manager, combination compensation, system of empleyee appraisal and the stress load at work. It contains proposals for solutions on improving work efficiency through personnel changes.
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Bougueddach, Khadija. „L'alignement des pratiques de gestion des ressources humaines au contexte stratégique et la performance : cas des chauffeurs dans les sociétés de transport en commun au Québec /“. Thèse, Chicoutimi : Université du Québec à Chicoutimi, 2005. http://theses.uqac.ca.
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Graner, Nathalie, und Gyllström Madeleine. „Perfect match? : Kombinationen av Knowledge Management & Human Resource Management i konsultbolag“. Thesis, Linköpings universitet, Företagsekonomi, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-79368.
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Background: We have identified the combination of Knowledge Management and Human Resource Management as interesting because of this constellation has been mentioned scarcely in previous studies. There also seem to be some interesting correlations with personnel turnover. Aim: The aim of this study is to describe and understand the theoretically best combination of Human Resource Management and Knowledge Management, by creating a model. The model is also going to be tested empirically through consulting firms, to see if they meet the ideal combination. With this model we also want to describe in what way the different combinations of strategies will affect the personnel turnover. Definitions: A huge part of this study concerns the theoretical area Human Resource Management, which we have entitled HRM. Similarly, Knowledge Management has been entitled KM. Completion: The study is designed both as a literature review and as a comparative case study in which empirical data has been collected through qualitative interviews with four Swedish management consulting firms. Results: The best combinations of KM and HRM are according to this study that strategies should consist of a thoroughgoing personalization or codification. The result also gives a description of how various HRM-aspects can be adapted in line with the best combination. The result stresses that the companies concerned in these case studies don’t follow these recommended combinations. The result also includes descriptions of the varying effects on personnel turnover that comes along with different combination of KM and HRM.Bakgrund: Vi har identifierat kombinationen av Knowledge Management och Human Resource Management som intressant då denna konstellation behandlats sparsamt i tidigare studier. Det finns även intressanta samband i termer av personalomsättning som fångat vårt intresse. Syfte: Syftet med denna studie är att skapa en modell för att beskriva och förstå hur de teoretiskt bästa kombinationerna av Human Resource Management och Knowledge Management kan se ut. Modellen ska även testas empiriskt på konsultföretag för att se om de uppfyller idealkombinationerna. I modellen vill vi även beskriva på vilka sätt olika strategikombinationer kan påverka personalomsättningen. Definitioner: Stora delar av studien kretsar kring det teoretiska området Human Resource Management vilket vi har förkortat HRM. På samma sätt har Knowledge Management förkortats som KM. Genomförande: Studien är utformad dels som en litteraturstudie och dels som en komparativ fallstudie där empirin bygger på kvalitativa intervjuer med fyra svenska managementkonsultbolag. Resultat: De bästa kombinationerna av KM och HRM är enligt studien när de genomgående utgörs av personalisering eller kodifiering. Resultatet ger även en beskrivning av hur olika HRM-aspekter kan anpassas i linje med dessa bästa kombinationer. Studien visar även att företag (fallföretagen i denna studie) inte följer idealkombinationerna i praktiken samt att olika kombinationer kan få varierande effekter på företags personalomsättning.
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Dahmann, Franz-Dietmar. „Correlation between quality management metric and people capability maturity model“. Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2003. http://library.nps.navy.mil/uhtbin/hyperion-image/03sep%5FDahmann.pdf.
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Thesis (M.S. in Information Technology Management)--Naval Postgraduate School, September 2003.Thesis advisor(s): John Osmundson, J. Bret Michael. Includes bibliographical references (p. 83-84). Also available online.
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Fourie, Andries J. „Total quality management : middle and top management perceptions of the successful application of a quality management system from a general management, strategic management, quality management and human resources management view“. Thesis, Stellenbosch : University of Stellenbosch, 2009. http://hdl.handle.net/10019.1/836.
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Thesis (MBA (Business Management))--University of Stellenbosch, 2009.ENGLISH SUMMARY: Total quality management (TQM) can be defined as a systemic approach on a global level, based on process management of continuous quality improvement by all human resources within the business or company environment, with the specific intent to satisfy the implicit expectations of all stakeholders in the specific business environment. Various factors play a role in the active drive towards a quality-driven learning environment. These factors include increasingly changing market forces, changes in customer requirements and the very way in which quality is perceived by the employees within a company. The above statement raises some important questions, such as • What is the quantifiable value of quality, and • Why is it very easily ignored by various companies? The reason for such questions is the significant shift needed in the thought patterns of management, difficulty in abandoning misconceptions about TQM and difficulty in learning from own mistakes and those of others. It seems that the biggest barrier to the implementation of a total quality system is the misconception that quality will immediately be perfect and is a quick solution which is self-sustaining. TQM is, in fact, not a model that is built in concrete, but a journey consisting of sequential steps. As with any staircase, it can only be sustainable if it is solidly founded on factors such as managerial commitment, drive, fairness, motivation and mobilisation of human resources.
AFRIKAANSE OPSOMMING: Totale gehaltebestuur word gedefinieer as ‘n sistemiese metode op ‘n globale vlak, gebaseer op die bestuur van deurlopende gehalteverbetering deur al die menslike hulpbronne binne 'n onderneming, dit wil sê die sake- of maatskappy-omgewing, met die spesifieke oogmerk om aan die implisiete verwagtinge van die aandeelhouers in die onderneming (besigheidsomgewing) te voldoen. Daar is verskeie faktore wat 'n rol speel in die aktiewe strewe na ‘n kwaliteitsgedrewe leeromgewing. Hierdie faktore behels onder meer die voortdurend veranderende markkragte, veranderinge in die verwagtings van kliënte, en die kwaliteitsbeskouing van die werkers binne ‘n maatskappy. Bogenoemde ontlok belangrike vrae, soos • Hoe word die meetbare waarde van kwaliteit bepaal, en • waarom word dit so maklik deur ondernemings geïgnoreer? Hierdie soort bevraagtekening is 'n aanduiding dat daar ‘n merkbare en betekenisvolle gedagteskuif by bestuur nodig is ten opsigte van hul beskouing van gehalte, dat wanbegrippe oor totale gehaltebestuur verander moet word, en dat probleme in verband met die leer van lesse uit eie foute en dié van ander oorbrug sal moet word. Die grootste probleem ten opsigte van die ontwikkeling van ‘n totale gehaltebestuurstelsel, is die wanpersepsie dat gehalte meteens foutloos sal wees, dat dit ‘n vinnige oplossing is en dat dit selfonderhoudend sal wees. Totale gehaltebestuur is nie ‘n model wat, by wyse van spreke, in beton gegiet is nie, maar ‘n proses met opeenvolgende stappe. Soos met enige stel "trappe", kan dit net volhoubaar wees as dit ‘n sterk fundering het, wat gerugsteun word deur bestuursbetrokkenheid en - deursettingsvermoë, dryfkrag, regverdigheid, motivering en die mobilisasie van die werksmag.
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Waldforst, Sebastian. „Die Wirkung von Zielen auf die Arbeitsleistung von Akteuren : eine experimentelle Untersuchung /“. Wiesbaden Dt. Univ.-Verl, 2006. http://d-nb.info/982683391/04.
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Chang, Fong Long. „Computer-aided calibration for compensation maps of engine management systems“. Thesis, University of Macau, 2008. http://umaclib3.umac.mo/record=b1942994.
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Kagumya, Elias. „Compensation Strategies That Support Commercial Banks’ Effective Risk Management Practices“. ScholarWorks, 2020. https://scholarworks.waldenu.edu/dissertations/7675.
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Compensation structures with relatively high levels of contingent pay encouraged managers to engage in excessive risk-taking behavior at financial institutions, which contributed to the global financial crisis of 2008. The purpose of this study, guided by the theory of the firm, was to explore compensation strategies that some executives in Uganda used to support effective risk-management practices. This multiple case study was an in-depth inquiry into compensation strategies that encouraged prudent risk-taking behavior. The target population comprised 5 risk-management executives from 5 separate commercial banks who had successfully implemented compensation strategies that supported risk management practices. Data were collected through semistructured interviews and a review of company documents. Data were analyzed using Yin’s approach and involved data coding, sorting, filtering, identifying relationships, confirming and linking emerging themes to the research question. Methodological triangulation and member checking were applied to ensure the credibility, validity, accuracy, and transferability of the results. Four themes emerged from data analysis: compensation challenges, financial and nonfinancial compensation, the effectiveness of compensation, and effective implementation of compensation strategies. The findings from the study may contribute to positive social change by driving the adoption of compensation strategies that motivate leaders to focus on the long-term objectives of the firm, including investing in socially responsive projects that improve the welfare of the communities in which the banks operate.
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Lindström, Anna, und Johanna Svensson. „Top Management Compensation and Firm Performance : A matter of context?“ Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-298209.
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During the past decades, CEO and board compensation has increased substantially. Top management compensation and firm performance has been an extensively researched subject, and a large amount of previous studies have examined the relation of top management pay and firm performance. However, the findings and discussions have been contradictory and inconsistent. The purpose of this thesis is to examine if there is a relationship between the top management variable compensation and firm performance. We aim to explore this subject in further depth by focusing on the Swedish context and by studying if contextual issues, in terms of different industries, have an impact on this relation. In order to examine this relation multiple regression analysis were performed. The empirical evidence displays that on a general level, incentive systems of the top management have no significant effect on firm performance. We also conclude that the relation of variable pay and performance is contingent on industry. We therefore argue that the context in which the firm operates has an impact on the investigated relation in this thesis. Furthermore, the Swedish context and the Swedish governance model can be considered as one of the main explanations of the attained result.
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Natarajan, Bharath. „Area Access Control Systems: Zone Management And Personnel Tracking“. [Tampa, Fla.] : University of South Florida, 2005. http://purl.fcla.edu/fcla/etd/SFE0001247.
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Schwind, Cynthia E. „Automated Manpower Analysis and Personnel Management System (AMA/PMS)“. Thesis, Monterey, California. Naval Postgraduate School, 1992. http://hdl.handle.net/10945/23822.
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Lofink, Raymond K. „Personnel and payroll management a guide for the comptroller /“. Thesis, Monterey, California : Naval Postgraduate School, 1990. http://handle.dtic.mil/100.2/ADA237341.
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Thesis (M.S. in Financial Management)--Naval Postgraduate School, June 1990.Thesis Advisor(s): Eberling, Glenn Second Reader: McCaffery, Jerry L. "June 1990." Description based on title screen as viewed on 19 October 2009. DTIC Identifier(s): Naval budgets, financial management, comptrollers, theses, civilian personnel, PCC (Practical Comptrollership Course). Author(s) subject terms: Comptroller, payroll management, civilian pay. Includes bibliographical references (p. 66). Also available in print.
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„A general model of best practices in pay management and its application in Hong Kong“. Chinese University of Hong Kong, 1997. http://library.cuhk.edu.hk/record=b5889033.
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by Chan Chung-Fat.Thesis (M.B.A.)--Chinese University of Hong Kong, 1997.
Includes bibliographical references (leaves 79-81).
TABLE OF CONTENTS --- p.iii
PREFACE --- p.v
EXECUTIVE SUMMARY --- p.1
Chapter
Chapter I. --- INTRODUCTION --- p.3
Pay Management as a tool to attain competitive advantage --- p.4
Objective --- p.5
Methodology --- p.5
Chapter II. --- PAY MANAGEMENT AS A COMPETITIVE TOOL --- p.7
Does Pay matter ？ --- p.8
Staffing --- p.11
Performance Management --- p.12
Employee Development --- p.13
Organizational Development --- p.14
Summary --- p.15
Chapter III. --- PAY MANAGEMENT - BEST PRACTICES --- p.17
Simplicity and Openness --- p.19
Consistency --- p.20
Process Standardization --- p.22
Ownership of Pay Management Process --- p.23
Control --- p.24
Pay for Performance and Competency --- p.26
Pay for Contribution and Variable Pay --- p.27
Incorporating Performance Management as part of Corporate Culture --- p.30
Measurement --- p.33
Link to Employee Development --- p.35
Adaptability --- p.36
Outsourcing and Strategic Center --- p.38
Summary --- p.39
Chapter IV. --- PAY MANAGEMENT SYSTEM IN HK COMPANIES --- p.40
Modern Terminals Limited --- p.41
Dah Sing Bank Financial Group --- p.46
The Royal Hong Kong Jockey Club --- p.48
Kowloon-Canton Railway Corporation --- p.51
Dow --- p.53
Intel --- p.56
Marks & Spencer --- p.58
Chapter V. --- CONCLUSION --- p.61
Corporate Vision and Mission --- p.62
Corporate Culture --- p.64
Organizational Structure and Company Size --- p.66
HR Leadership and Vision --- p.67
Employee Profile --- p.68
Information Technology --- p.69
Business Environment --- p.69
Summary --- p.71
APPENDIX --- p.72
BIBLIOGRAPHY --- p.79
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Padayachee, Althea Michele. „The role of employees' psychological contract in the successful implementation of management tactics and achieving optimum performance at Engen Refinery, Durban, South Africa“. Thesis, 2005. http://hdl.handle.net/10413/10049.
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The purpose of this research is to determine the role of employees' psychological contract in the successful implementation of management tactics and achieving optimum work performance. The concept of the psychological contract was first introduced by Argyris in 1960, in
reference to the employer and employee expectations of the employment relationship
(Smithson and Lewis, 2003). Recent research in the United Kingdom has revived the
concept, with particular focus on how the psychological contract affects employee
attitude or how it may be affected by employer actions. The perceived breach of
psychological contracts, for example, may be linked to job satisfaction or staff retention.
Research on the topic in a South African context is limited. The purpose of this research is to apply the concept to the South African context and to specifically determine how it impacts on strategy implementation through management tactics, as
well as work performance. Furthermore the influence of factors such as gender, ethnicity and relative age will be investigated.
Research will be conducted amongst employees of Engen Refinery, located in Durban, South Africa. It is expected that this study will add value to the body of knowledge in this field as well as benefit the company by identifying how an
understanding of employees' psychological contracts is relevant to the
implementation of tactics and achieving optimum work performance.
Questionnaires will be administered to employees. A focus group discussion will be
held with 5 employees. Two psychologists and one psychometrist will be
interviewed. Two employees, who are also middle managers will be interviewed.
Research findings indicate that the psychological contract of employees has a direct
influence on the successful implementation of management tactics and optimising
work performance at the Engen Refinery. Employees favour a relational
psychological contract. It follows that meeting the relational needs of employees
would result in an improvement in the successful implementation of tactics and work
performance. Positive interpersonal relationships based on trust, respect and open
communication minimise gaps in psychological contracts and reduce the degree of
assumption with regard to mutual expectations. This has the effect of reducing
feelings of inequity, which, based on equity theory, improves commitment and work
performance and reduces perceptions of psychological contract violation.
Recognition, and the application of behaviour modification theory, may be practically
applied where a relational psychological contract is favoured, in order to influence the
transactional aspects of the contract.
While gender and age do not appear to influence how the psychological contract
affects the implementation of tactics and work performance optimisation, ethnicity
does, in the particular context of Employment Equity which is peculiar to South Africa. Research findings indicate that the concept of the psychological contract is relevant to
improving the work environment, and can be used to effect change in order to
enhance the successful execution of strategy and optimise employee work
performance.Thesis (MBA)-University of KwaZulu-Natal, 2005.
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Wu, Chin-tsai, und 吳進財. „The Study of Improvement on Performance Management System in Executive Agencies from the perspective of Public Personnel Management --- Performance Appraisal and Compensation Practices as Examples“. Thesis, 2004. http://ndltd.ncl.edu.tw/handle/74648331607937405757.
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碩士世新大學
行政管理學系
92
To improve government performance and national competitive advantages, many developed countries like the United States, the United Kingdom, Singapore etc. have established performance management systems as the private sector did. Since 2001, Executive Yuan of Taiwan Central Government have been undertaking the reform of performance appraisal, implementing performance bonus scheme and strengthening performance management system. By literature review and interview, the study will examine the relevant theories of performance management, regulations concerned, and administrative practices to clearly identify the problems and solutions for performance management, performance appraisal, and compensation systems. The main contents of the study are as follows：We firstly define the meaning and contents of performance management system.then we''ll further review and analyze the present status of performance appraisal system and compensation practices from the perspective of human resource management. The performance management systems employed by the government of the United States, the United Kingdom, Singapore, and those applied in Taiwan’s private enterprises will also reviewed. We’ll conclude with identification of the policy implication of performance management system, proposals for the amendment of regulations in view of defects in existing performance appraisal and compensation practices. Suggestions for performance management practices successfully implemented in other countries or private enterprises are finally raised for the government eagerly pursuing the advantages of administrative reform.
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Radivoev, Joanita. „The retention of sales consultants in the security industry“. Thesis, 2008. http://hdl.handle.net/10210/300.
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Most organisations depend on their sales consultants to generate revenue. Sales consultants across industries normally work for commission, determined by the amount of business they bring in. A group of security companies are currently spending a considerable amount of money and other resources on the recruitment, selection and development of sales consultants. In the past 18 months, 39 sales consultants left the company after being employed on average for no longer than five months. Keeping the above in mind, it was necessary to establish exactly what caused the high turnover rate among sales consultants. By identifying these factors it would be possible for the organisation to eliminate the causes for high employee turnover and work towards promoting factors which would retain the sales consultants. An overview of different motivation theories was considered. Most of the theories consider motivation from a personal need satisfaction perspective, while Herzberg also considers the motivation through restructuring of the work environment. For this reason, Herzberg’s theory was found to be the more appropriate one for this study . Herzberg’s Motivation Hygiene (MH) Theory and other current literature on employee retention were used as a basis to investigate the high turnover rate of sales consultants at a group of security companies. ii The nominal group technique was used to determine whether certain intrinsic and extrinsic factors are influencing the retention of sales consultants. A study of the relevant literature revealed that employee motivation is at the heart of retention. Literature on employee retention state that retention should be seen as a process, which starts even before an employee joins the organisation. Organisations need to focus on scientific recruitment and selection in order to employ the right person for the position. Retention should then be managed by developing employees and by introducing the intrinsic and extrinsic factors as formulated in the Herzberg MH theory. The outcome of such an employee retention process will result in cost savings over a wide spectrum. The literature on retention is summarised in an employee retention model, which was used to make recommendations to the organisation. The findings indicate that various factors such as company policies on remuneration, and administration, remuneration structure, working conditions and job security are playing a role in the retention of the sales consultant. Based on the results of the empirical study, recommendations are made to the organisation in terms of retaining their sales consultants. This includes a commitment to retention from top management, creating attractive sales positions; improve opportunities for training and development and a revised remuneration structure for sales consultants. The problem areas were identified and should be addressed satisfactorily by following the proposed recommendations.Prof. W. Backer
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Mohapi, Mmatsie Dorah. „Evaluation of service delivery in the office of the compensation fund, Pretoria“. Thesis, 2012. http://encore.tut.ac.za/iii/cpro/DigitalItemViewPage.external?sp=1000672.
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Thesis (MTech. degree in Local Government.)--Tshwane University of Technology, 2012.The point of departure of this study is to evaluate service delivery in the Office of the Compensation Fund. The year 1994 ushered in a new era for South Africa. Since then, the South African Public Service has gone through a process of transformation. The introduction of new legislation regarding service delivery and transformation changed the manner in which the South African Public Service functioned. The main task of those in power is to transform the lives of all South Africans and this could be achieved by improving service delivery. Service delivery improvements have characterised government institutions and have not left the Compensation Fund behind. The primary objective of this research is to suggest ways of evaluating improved service delivery in the Office of the Compensation Fund.
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FAN, CHUN-CHI, und 范君綺. „A Study on Issue Management Strategy of the R.O.C. Army; Base on the Controversy of Army 1st Special Forces Personnel’s Fighting for Compensation“. Thesis, 2012. http://ndltd.ncl.edu.tw/handle/wmrz8x.
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碩士國防大學政治作戰學院
新聞碩士班
100
As time changes and the rise of democratic consciousness in Taiwan, the actions of the Ministry of National Defense to maintain public relations has been gradually changed from the passive response into active marketing, and the attitude of the military toward the news issues and the media journalists has also been reviewed and adjusted in order to earn the support of public opinion. Therefore, when important military issues become the head-line and public concerned, how MND to make policy, justify the policy, build the frame of agenda, predominate the authority of interpreting, and use the media public relations events to highlight the issue management to attract media attention, such various points constructes the topic of the study. The study is based on the concept of “issue management” to conduct a case study on “the controversy of Army 1st special force personnel’s fighting for compensation”. By analyzing the news coverage, the press releases of the Ministry of National Defense, interviewing the military spokesman, the military journalists, the army 1st special force personnel, and using the semiotic analysis to analyze the advertising of “respect to the army 1st special force personnel” to understand what kind of strategy does the MND take to implement issue management on the event. The findings of the study are following: the MND has established four major channels to detect issues, and effectively mastered the source and the moment of making policy, and used the communication strategies to build news framework which is behalf of military to strengthen the justification. In addition to it, the MND also produced the advertisement of “To pay respect to the army 1st special force personnel” to convey the military’s appeal, and made good use of the “military issue management strategy” to implement issue management, which winning the public support and recognition successfully. The result suggests that, first, the MND should integrate the propaganda content of all units in order to convey the consistent message to propagandize the national defense policy and innovation actions. Second, authority should establish the military issue management evaluation mechanism to enhance the accuracy of the plan of military issue management. What’s more, in order to expand the communication targets and understand the trend of public opinion, MND must adopt the social media in several different ways, and use the content analysis to survey both pros and cons feedback of the internet users for the purpose of increase the practical achievement of the issue management of the Ministry of National Defense.
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Goil, Sarojni. „Compensation management“. Thesis, 1989. http://hdl.handle.net/2009/3225.
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Chen, Jun-Hua, und 陳君樺. „Compensation Committee, Governance Style and Abnormal Management Compensation“. Thesis, 2014. http://ndltd.ncl.edu.tw/handle/05475637542853840296.
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碩士中國文化大學
會計學系
102
This study aims to examine the impact of compensation committee, governance style on managers’ abnormal compensation. To conduct this research, a sample consisting of listed companies trading in the Taiwan Stock Market in 2012 are used as investigated subjects and the abnormal compensation model developed by Core, Guay, and Larcker (2008) is used to determine abnormal compensation. The findings indicate that abnormal management compensation is negatively associated with the ratio of committee members concurrently having professorship and professional credientials. Such a result shows that companies with higher professional qualificationns are less likely to allow their managers to have abnormal compensation. In addition, ths research finds that governace style is a moderating variable. The results demonstrate that companies adopting stewardship governance operations have less abnormal management compensation, compared to thoses with a agency governance style. Such results imply that governance styles affect the operations of the remuneration committee and that the committee under the seyle of stewardship governace gives less restrictions on their managemet compensation.