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1
Brožová, Tereza. „Children pay as you go system“. Master's thesis, Vysoká škola ekonomická v Praze, 2014. http://www.nusl.cz/ntk/nusl-192657.
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This diploma thesis is analyzes a nontraditional concept of pension system called "Children pay as you go", which is reflecting the connection between the number of raised children and entitlement to retirement pension. It focuses especially on particular proposals by individual scholars as to how the system could work and be put into practise. It also analyses the positives and negatives of such theoretical concepts. The analytic part of this essay focuses mainly on the calculation of children education costs, as well as the calculation of contribution of individual to the system. The calculations serve as the basis of a proposal how parents could be at least partly compensated for the costs they had to cover from their family budgets in the sence of raising and sustenance of their children.
2
Santa, Cruz Cosp Juan Ignacio. „Pay with Bytes : A Collaborative and Anonymous Storage Service“. The Ohio State University, 2014. http://rave.ohiolink.edu/etdc/view?acc_num=osu1397680732.
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3
So, Mei-yee Nancy. „Civil service reform in Hong Kong pay determination system /“. Click to view the E-thesis via HKUTO, 2003. http://sunzi.lib.hku.hk/hkuto/record/B31967310.
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So, Mei-yee Nancy, und 蘇美儀. „Civil service reform in Hong Kong: pay determination system“. Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2003. http://hub.hku.hk/bib/B31967310.
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Weng, Jingjing. „Pay system reforms in public service units in contemporary China : the implementation and impact of performance-related pay“. Thesis, London School of Economics and Political Science (University of London), 2012. http://etheses.lse.ac.uk/203/.
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The reform of pay systems in China has received growing attention from scholars over the past two decades. However, despite the great attention given to the business sector in China, one significant category among the pay studies in the Chinese public sector has been missing. In recent years, the Chinese government has started to implement a new wave of reform in the national payment system: performance related pay in the public service units (PSU, “shiye danwei”), which form a cluster of public service providers operating alongside core government and separate from other state-owned or statesponsored organisations. Compared to the extensive discussion of public sector pay in Western countries, there has to date been no academic research on pay systems in the Chinese PSU sector, leaving a significant gap in our understanding of the key changes in and challenges to its human resource management in different organizations. This thesis conducted in-depth case studies on the pay system reforms in six state schools and in one publishing organization, exploring a range of research objectives which draw on the New Economics of Personnel (NEP) theory and such motivation theories as expectancy theory, goal-setting theory, agency theory, cognitive evaluation theory and equity theory. The case study results were found to be consistent with the NEP predictions. The two cases indicate that, although the principle of linking pay to individual performance has been well accepted by employees across PSUs, performance related pay was better implemented and more successful in the publishing organization than the state schools. The introduction of performance related pay in schools does not appear to have achieved the government’s objective of encouraging higher performance but did have other positive consequences such as retaining teachers in rural areas and possibly balancing the teaching resource in the longer run in addition to some unintended outcomes at the same time.
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Tavenner, Cloyd Tallman. „FAIRSHARE : an investigation into driving a pay for performance system with the multi-criteria measurement technique /“. This resource online, 1991. http://scholar.lib.vt.edu/theses/available/etd-01122010-020122/.
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Rose, Jodi (Jodi Louise). „Factors Impacting Employee Acceptance of an Alternative Reward System“. Thesis, University of North Texas, 1994. https://digital.library.unt.edu/ark:/67531/metadc278122/.
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This study is intended to analyze employee acceptance of an alternative reward system that reinforces continuous learning, teamwork, major expansion of individual capabilities, business knowledge application, and business unit (team) performance. This system is in contrast with traditional pay systems that reward seniority and individual performance determined by the subjective ratings of a direct supervisor, with pay increases based mainly on current job grade (and the availability of higher job grades within the company) and comparison with market value of the job. Individuals from three areas of a major electronics manufacturing company in the southwestern part of the United States served as subjects.
8
Mulvey, Paul. „Pay system satisfaction : an exploration of the construct and its predictors /“. Connect to resource, 1991. http://rave.ohiolink.edu/etdc/view.cgi?acc%5Fnum=osu1262703187.
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Zhou, Guzhen. „NANOTECHNOLOGY IN THE FOOD SYSTEM: CONSUMER ACCEPTANCE AND WILLINGNESS TO PAY“. UKnowledge, 2013. http://uknowledge.uky.edu/agecon_etds/10.
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Nanotechnology is one of the key innovative technologies in the present century. The food industry has applied this technology in each of its sectors. Nanotechnology has tremendous potential in food and agriculture, including advancing agricultural cultivation and food production, enhancing food nutrition and flavor, and improving food packaging and preservation. However, the novel properties of nanoscale materials that allow beneficial applications are also accompanied with uncertainties, even unknown risks. A number of studies have examined public understanding as well as acceptance of nanotechnology via surveys in both the US and Europe. However, most of these studies concentrated on public attitudes in general. Few works focused on specific products, let alone food or food related products.
This project will contribute to the literature by calculating monetary valuations (i.e., willingness-to-pay) for canola oil where new techniques are utilized. Using choice experiment survey data, consumers’ valuations for nano attributes were estimated with choice models. As implied, consumers were willing to pay $0.95 less for a typical bottle (48 fl. oz.) of canola oil if it was produced from nanoscale-modified seed; $0.51 less if the final products were packed with nanotechnology-enhanced packaging technique; and no significant difference was found for oil that was designed with health enhancing nano-engineered oil drops, which would require interaction with the human digestive system.
Additionally, the results revealed unobserved heterogeneities among respondents in their willingness-to-pay for canola oil attributes. Aligned with descriptive results, 46.7% of the respondents reported that they were optimistic about new technology applied to food products. While a significant portion of the respondents (42.8%) indicated that they might gain benefits at the same level as risks, there were a slightly larger proportion of the respondents who feared they might be exposed to more risks than benefits through nanofoods. Further analysis included respondents’ attitudes and opinions as well as their demographic and socioeconomic characteristics toward the goal of understanding the underlying behavior difference. Findings from this study will help bridge the gap between scientific innovation and public policy and social-economic concerns. Implications for government policy that can be efficiently used to monitor and regulate these technologies were also investigated.
10
Mulvey, Paul William. „Pay system satisfaction : an exploration of the construct and its predictors“. The Ohio State University, 1991. http://rave.ohiolink.edu/etdc/view?acc_num=osu1262703187.
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Mohan, Deepak S. M. Massachusetts Institute of Technology. „The evolving value chain in the television industry : changes in pay TV delivery and its implications for the future“. Thesis, Massachusetts Institute of Technology, 2014. http://hdl.handle.net/1721.1/90718.
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Thesis: S.M. in Engineering and Management, Massachusetts Institute of Technology, Engineering Systems Division, System Design and Management Program, 2014.Cataloged from PDF version of thesis.
Includes bibliographical references (pages 70-74).
This report studies the television industry in the US, and the changes that have taken place in the industry in the last decade. Specifically, it looks at episodical TV content delivery and consumption - excluding movies, sports and live programming. The study uses 2005 as a reference point, marking the end of the pre-online video era. The industry followed a "content push" model, with channels programming the content for viewers based on their understanding of viewership, timings and preferences. The study shows that the large cable TV operators enjoyed the maximum value capture in the industry. This business had a high barrier for entry due to the expensive dedicated video delivery infrastructure, and this barrier prevented new entrants into the field. Following this, a study of the current state of the TV industry is done. Online video delivery has removed the high barrier for entry, and new entrants providing Internet Protocol Television (IPTV) and Over The Top (OTT) video have entered the field. Netflix, which provides OTT video, has more subscribers than any other pay TV provider. In parallel, video consumption has become more individualized and pull-based - largely due to growth of mobile consumption devices such as smartphones and tablets. Based on the study, the major changes and the underlying drivers of these changes are identified. Analyzing these drivers further, the following implications and opportunities are presented. i. Growth of "Over the Content" (OTC) services to connect people better with on-demand content. ii. Growth of new measurement technologies for online video consumption. iii. Continued pressure against bundling, resulting in more atomized content offerings. iv. Upward integration in terms of industry activities, by the delivery companies. v. Potential downward OTT offerings by the major networks. vi. Risk of avalanche decline in traditional cable subscribers.
by Deepak Mohan.
S.M. in Engineering and Management
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Emmett, Katharine. „Evaluation of a pay-for-performance system at a South African university“. Master's thesis, University of Cape Town, 2009. http://hdl.handle.net/11427/11878.
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Includes abstract.Includes bibliographical references (leaves 39-44).
This study evaluates a pay-for-performance (PFP) system implemented at the University of Cape Town (UCT). Joseph and Louw-Potgieter (2007) did a previous evaluation that found the PFP system at UCT worked partially for some Professional, Administrative and Support Staff (PASS). Thus, this study asked the following evaluation questions: Why did the PFP system at UCT work for some PASS employees and not for others? Are there interventions/variables which can predict for whom the system would work? It was assumed that the PFP would work effectively if Cooperative Objective Setting with line managers were to take place, and if a PASS employee could show the output of this cooperation, namely an Existing Development Plan. It was however not known what variables would predict the occurrence of these two components.
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Stråberg, Teresia. „Employee perspectives on individualized pay : Attitudes and fairness perceptions“. Doctoral thesis, Stockholms universitet, Psykologiska institutionen, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-38308.
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The use of various types of individualized pay setting has increased dramatically in Sweden. In order for individualized pay to work as an incentive, the pay system has to be perceived as fair. This thesis focuses on the various subjective perceptions that arise in relation to individualized pay setting, since such perceptions may have consequences for employee attitudes and behavior. Using survey data from Swedish human service workers (Study I and II) as well as other public employees (Study III), the general aim was to shed more light on employees’ pay attitudes and fairness perceptions in connection with individualized pay setting. Study I examined some of the explanatory factors behind employee pay attitudes. The results showed that perceiving a clear connection between work results and pay, and perceiving a sound working climate, were both related to more positive attitudes towards the pay distribution process. Study II examined factors potentially associated with pay-related justice perceptions. The results demonstrated that perceptions of having sufficient feedback, proper information on pay criteria, gender equality, and lower workloads were connected with more favorable views of pay justice. Pay justice perceptions, in turn, appeared only to be marginally connected with employees’ work-related attitudes and behavior. Study III investigated whether women’s and men’s perceptions of the individualized pay-setting process differed. The results showed that both genders had a similar awareness of the organizational policies and goals. The women, however, reported much lower levels of pay-related gender equality than the men and perceived that men, overall, benefited more from individualized pay setting. In conclusion, employees’ perceptions of a well-functioning working climate, apparent links between work effort and pay, as well as perceived equal opportunities contribute to individualized pay systems being viewed as more fair.
14
Tavenner, Cloyd Tallman. „FAIRSHARE:an investigation into driving a pay for performance system with the multi-criteria measurement technique“. Master's thesis, Virginia Tech, 1991. http://hdl.handle.net/10919/40609.
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Zellars, Eric F. Perry Cornell I. „The fundamental re-thinking and redesign of the Military Pay Document Processing System /“. Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 1999. http://handle.dtic.mil/100.2/ADA361623.
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Thesis (M.S. in Information Technology Management) Naval Postgraduate School, March 1999."March 1999". Thesis advisor(s): Mark E. Nissen, John Osmundson. Includes bibliographical references (p. 65-66). Also available online.
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Zellars, Eric F., und Cornell I. Perry. „The fundamental re-thinking and redesign of the Military Pay Document Processing System“. Thesis, Monterey, California. Naval Postgraduate School, 1999. http://hdl.handle.net/10945/8436.
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Approved for public release; distribution is unlimitedAll organizations, both private and public, must improve, streamline, and automate their business practices to adjust to rigorous demands of a highly volatile marketplace, austere financial resources, and manpower reductions. This thesis analyzes the potential of business process reengineering (BPR) to dramatically improve the Military Pay Document Process (MPDP) for the United States Army and the United States Coast Guard financial communities. Based on Nissen's methodology the MPDP is analyzed and three redesign alternatives are developed, which are capable of yielding order of magnitude improvements in cycle time and cost. This thesis includes process simulation and intelligent systems analysis of the Army and Coast Guard's baseline MPDP to generate and evaluate the three redesign alternatives. Simulation runs demonstrate that cycle time and cost can be reduced substantially by redesigning the MPDP. The redesign alternatives take a comprehensive look at transformation enablers and information technology (IT) capable of eliminating the Personnel Administrative Clerks (PAC) and the finance office functions as they pertain to pay transaction processing. The research concludes that the Army and Coast Guard's MPDP can be dramatically improved by eliminating middlemen functions (PAC and finance office) and shortening the value chain using IT along with other transformation enablers
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Xu, J. „The sustainability of Chinese pay-as-you-go pension system in urban areas“. Thesis, University of Liverpool, 2017. http://livrepository.liverpool.ac.uk/3011234/.
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A pay-as-you-go (PAYG) pension system requires a balance between the benefits paid to pensioners and the contributions made by active workers. The decline in fertility rates and the increase in longevity in China will lead to a substantial increase in the old-age dependency ratio, raising serious concerns about the long-term sustainability of the Chinese pension system. This thesis provides the first estimate of the sustainability of the Chinese PAYG pension system in urban areas and is based on two actuarial balance methodologies. The first is the Swedish solvency ratio, which is based on verifiable facts. The second is the United States’ actuarial balance indicator, which takes into account projected demographic and economic structures. Both methodologies show that the Chinese pension system, in its current form, is unsustainable. Two factors, namely the one-child policy and the urbanization process, that affect the sustainability of the Chinese pension system are analysed. Population projections under different demographic structures are provided using the cohort component method, and an automatic balancing mechanism is designed in order to restore the sustainability of this pension system. The main finding is that the one-child policy is harmful to the system’s sustainability. Furthermore, all scenarios studied show there is an urgent need to introduce mechanisms that will guarantee long-term sustainability of the system. The analysis of the urbanization process shows that demographic changes due to rural-urban migration will have an enormous impact on the Chinese PAYG pension system. Contrary to the current public hypothesis that a huge inflow of a working-age population will restore the demographic balance between contributors and pensioners, the rapid urbanization process will result in a higher old-age dependency ratio after 2050. Overall, urbanization worsens the long-term sustainability of the Chinese pension system.
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Davies, Rebecca L. (Rebecca Leigh) 1960. „Department of Defense National Security Personnel System : the transition to pay for performance“. Thesis, Massachusetts Institute of Technology, 2004. http://hdl.handle.net/1721.1/17849.
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Thesis (M.B.A.)--Massachusetts Institute of Technology, Sloan School of Management, 2004.Includes bibliographical references (leaves 63-65).
The 2004 National Defense Authorization Act (Public Law 10-136, November 24, 2003) gives the Department of Defense (DoD) authority to establish the National Security Personnel System (NSPS). This system will mark the most significant reform to civilian personnel management in 25 years. The DoD expects to implement the NSPS in a phased approach extending over two years, and is giving consideration to the Department of the Navy being the lead service. The NSPS will be built on best practices and lessons learned from nine DoD pilot programs that have been conducted in eight laboratories and one Pentagon acquisition organization. The NSPS is being designed to simplify an overwhelming job classification system, refocus performance appraisals, and link pay and retention to employee performance. Such a dramatic change to a system that has endured for so many years is bound to pose tremendous challenges to the DoD. This thesis will explore the challenges associated with pay-for-performance and provide a series of considerations that should be addressed during the implementation process. The thesis begins by discussing the history of the civil service system and its evolution toward a pay-for-performance system, then focuses on the results of three DoD pilot programs that implemented pay-for-performance in the last 25 years. It continues by exploring the present need for civil service reform, discusses the Department's expectations for the new NSPS, and offers some insights into the preliminary implementation plan. The thesis concludes by presenting research on public sector pay-for-performance systems and makes a series of recommendations which the DoD may want to consider in the course of developing and implementing the new pay-for-performance system.
by Rebecca L. Davies.
M.B.A.
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Petříčková, Lucie. „Analýza systému odměňování ve vybrané organizaci s důrazem na motivaci pracovníků“. Master's thesis, Vysoká škola ekonomická v Praze, 2011. http://www.nusl.cz/ntk/nusl-165328.
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This thesis analyzes the system of remuneration and motivation of employees in the selected organization. The theoretical part contains the basic concepts of employees rewards and motivation. The practical part analyzes the reward system in the company "Irena Marešová" in relation to employee motivation. Based on the results of the survey specific corrective actions and recommendations are designed to streamline the system of reward and motivation.
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Lorio, Jennifer L. „An analysis of the effect of Surface Warfare Officer Continuation Pay (SWOCP) on the retention of quality officers“. Thesis, Monterey, California. Naval Postgraduate School, 2006. http://hdl.handle.net/10945/2830.
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The quality of officers serving in department head afloat billets influences the combat effectiveness of a ship. SWOCP was established to retain more quality officers in the department head ranks. This thesis addresses quality as a quantitative value that is a function of an individualâ s FITREPs and a time decay factor. A statistical study of the data showed no significant effect of SWOCP on the quality of officers retained. The bonus also had no significant influence on an officerâ s downstream performance. Based on these conclusions it appears that SWOCP has served as primarily a retention tool for quantity rather than quality.US Navy (USN) author.
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Li, Fengrong, Takuya Iida, Yoshiharu Ishikawa und 佳治 石川. „"Pay-as-you-go" Processing for Tracing Queries in a P2P Record Exchange System“. Springer-Verlag, 2009. http://hdl.handle.net/2237/12309.
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Proceedings of the 14th International Conference on Database Systems for Advanced Applications (DASFAA 2009),
Vol. 5463 of Lecture Notes in Computer Science, pp. 323-327, Brisbane,
Australia, April 2009, Springer-Verlag.
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Sampson, May Dorothy. „Views toward merit pay by certificated personnel in the Griffin-Spalding County school system“. DigitalCommons@Robert W. Woodruff Library, Atlanta University Center, 1989. http://digitalcommons.auctr.edu/dissertations/3113.
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This study was undertaken to present the views of elementary, middle school and high school certificated personnel in the Griffin-Spalding County School System toward merit pay and to determine whether these views positive or negative. An educational opinionnaire was designed and pilot tested on a small group of central office personnel, including two schoolbased administrators. The pilot test opinionnaire instrument was calculated at a coefficient alpha reliability of .78. Following the pilot testing, the opinionnaire instrument was distributed to 100 elementary, middle school and high school certificated personnel in the Griffin-Spalding County School System. Sixty four percent of the total opinionnaires distributed were returned. From the tabulation and analytical treatment of the data, it was concluded that certificated personnel in the Griffin-Spalding County School System displayed strong negative attitudes about merit pay as the means to reward master teachers or superior teachers. Participants' responses suggest strongly that there is no fairway to implement any form of merit pay. It was also concluded that the certificated personnel generally held positive attitudes about their overall commitment to the educational system and about the educational system in Griffin-Spalding County. Negative views reported regarding the ability of the school system to provide for a fair and impartial implementation of merit pay. The major recommendations are that the Griffin-Spalding County Board of Education study the issue of merit pay very carefully and that classroom teachers, along with administrators, have adequate input in devising local guidelines for merit pay.
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Shirazi, Hamidreza. „Cooperating broadcast and cellular conditional access system for digital television“. Thesis, Brunel University, 2009. http://bura.brunel.ac.uk/handle/2438/3758.
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The lack of interoperability between Pay‐TV service providers and a horizontally integrated business transaction model have compromised the competition in the Pay‐TV market. In addition, the lack of interactivity with customers has resulted in high churn rate and improper security measures have contributed into considerable business loss. These issues are the main cause of high operational costs and subscription fees in the Pay‐TV systems. This paper presents a novel end‐to‐end system architecture for Pay‐TV systems cooperating mobile and broadcasting technologies. It provides a cost‐effective, scalable, dynamic and secure access control mechanism supporting converged services and new business opportunities in Pay‐TV systems. It enhances interactivity, security and potentially reduces customer attrition and operational cost. In this platform, service providers can effectively interact with their customers, personalise their services and adopt appropriate security measures. It breaks up the rigid relationship between a viewer and set‐top box as imposed by traditional conditional access systems, thus, a viewer can fully enjoy his entitlements via an arbitrary set‐top box. Having thoroughly considered state‐of‐the‐art technologies currently being used across the world, the thesis highlights novel use cases and presents the full design and implementation aspects of the system. The design section is enriched by providing possible security structures supported thereby. A business collaboration structure is proposed, followed by a reference model for implementing the system. Finally, the security architectures are analysed to propose the best architecture on the basis of security, complexity and set‐top box production cost criteria.
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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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Zelenski, Lynne. „A group pay incentive program in academe impact on faculty work and attitudes /“. Diss., Connect to online resource - MSU authorized users, 2008.
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Thesis (Ph. D.)--Michigan State University. Higher, Adult, and Lifelong Education, 2008.Title from PDF t.p. (viewed on July 8, 2009) Includes bibliographical references (p. 112-116). Also issued in print.
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Skoglund, Victor. „Lönesättande samtal i praktiken : En kvalitativ studie om hur chefer på Myndigheten för samhällsskydd och beredskap upplever management med fokus på lönesättande samtal“. Thesis, Karlstads universitet, Institutionen för samhälls- och kulturvetenskap (from 2013), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-72959.
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Sammanfattning Titel Lönesättande samtal i praktiken - En kvalitativ studie om hur chefer på Myndigheten för samhällsskydd och beredskap upplever management med fokus på lönesättande samtal. Nivå Datum Magister Augusti 2018 Författare Handledare Victor Skoglund Jonas Axelsson Syfte Syftet med denna studie är att få kunskap och djupare förståelse av lönesättande chefers upplevelser av management med särskilt fokus på arbetet med lönesättande samtal. Metod Studien är baserad på kvalitativ metod och det empiriska materialet har tagits fram med hjälp av semistrukturerad intervjuform. Sammanlagt har 7 intervjuer genomförts och urvalet består av lönesättande chefer som arbetar på Myndigheten för samhällsskydd och beredskap. Resultat och slutsatser Undersökningen kommer fram till olika slutsatser angående lönesättande chefs arbete kring lönesättande samtal. Resultatet visar att det generella chefskapet innehåller vad bland annat Mintzberg (1973), Tengblad (2012), Kanter (1977) och Sayles (1964) kallar för managementarbete, eftersom chefskapet upplevs innehålla många och olika arbetsuppgifter, hektisk arbetsmiljö, förväntningar från berörda intressenter, långa arbetstider, anpassningsförmåga och beslut som ska främja verksamhetens intressen. Vidare visar studien att ekonomiska resurser, höga ingångslöner, omplacering till ny tjänst och allmänt formulerade lönekriterier försvårar lönesättande chefs arbete med lönesättande samtal. Studien skiljer sig något från Lysgaards (1985) teori om arbetarkollektivet då cheferna inte upplever något ”starkare” kollektiv bland medarbetarna. Däremot kan lönesättningen spegla efter hur kollektivavtalen är reglerade med fackförbundet ST, Seko och Saco. Slutligen visar studien att det råder maktfördelning till fördel cheferna enligt Korpis (1978) teori om makt och konflikt eftersom chefen, arbetsgivaren, är den beslutsfattande parten att påverka medarbetarens nya lön. Nyckelord Lönesättande samtal, Individuell lönesättning, Teknisk/ekonomiska system, Mänskligt system, Kollektivets system, Management, Arbetarkollektiv, Makt och konflikt.Abstract Title Pay setting conversations in practice - A qualitative study on how managers at the Swedish Civil Contingencies Agency experience management regarding pay setting conversations. Level Date Magister-level August 2018 Author Supervisor Victor Skoglund Jonas Axelsson Aim The aim of this study is to gain knowledge and a deeper understanding of pay setting managers ́ experiences of management with a particular focus on the work of pay setting conversations. Method The study is based on qualitative methodology and the empirical material has been developed using semistructured interviews. A total of 7 interviews have been conducted and the selection consists of pay setting managers who work at the Swedish Civil Contingencies Agency. Results and conclusions The study reveals different conclusions regarding the pay setting managers ́ work with pay setting conversations. The result shows that the general leadership includes what Mintzberg (1973), Tengblad (2012), Kanter (1977) and Sayles (1964) calling for management work, because the leadership is perceived to contain many and different tasks, hectic working environment, stakeholder expectations, long working hours, adaptability and decisions to promote the company’s interests. Furthermore, the study results that financial resources, high entrance salary, redeployement of position and generally formulated salary criteria complicating pay setting managers ́ work with pay setting conversations. The study differs somewhat from Lysgaard's (1985) theory of the labor collective, since the managers do not experience any ”stronger” collective among the employees. On the other hand, the pay setting can reflect how collective agreements are regulated with the trade union ST, Seko and Saco. Finally, the study results that there is power distribution to the advantage of the leaders according to Korpi's (1978) theory of power and conflict because the manager, the employer, is the decision-making part to influence the employees ́ new salary. Keywords Pay setting conversations, Individual pay setting, Technical/economic system, Human system, Collective system, Management, Labor collective, Power and conflict.
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Brabec, Petr. „Aplikovatelnost chilské penzijní reformy na český důchodový systém“. Master's thesis, Vysoká škola ekonomická v Praze, 2012. http://www.nusl.cz/ntk/nusl-142094.
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The Chilean pension reform has been an experiment of great success. Futhermore, thanks to it the current pensions are much higher than they would have been under the old Pay-As-You-Go system. Considering this, I decided to analyze the possible applicability of the Chilean pension system in the Czech environment. In the present diploma thesis I do analyze the potential results (replacement ratio) of the introduction of a fully funded system in the Czech Republic, in comperison with the replacement ratio of the current Czech PAYG system and the modificated Czech PAYG system that would not genarate deficits (through the reduction of pensions) and keep the retirement age same for all variants for the reason of objective comparison. Later, I do analyze the impact to the state budget of the transition to a fully funded system and discuss the advantages of a such transition. The main conclusion of this diploma thesis justifies that the transition to a fully funded system in the Czech Republic is not recommendatory, due to the fact that it requires high state budget funding and there is a great unlikelihood of benefits for all income groups in general.
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Chan, Kwok-keung Kelvin, und 陳國強. „An assessment of Hong Kong civil service pay system: lessons from reform measures of the OECD countries“. Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1999. http://hub.hku.hk/bib/B31965726.
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Coetzee, Dirk Badenhorst. „The development of an efficient and secure product entitlement system for Pay-TV in modern attack scenarios“. Thesis, Stellenbosch : Stellenbosch University, 2013. http://hdl.handle.net/10019.1/80292.
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Thesis (MScEng)--Stellenbosch University, 2013.ENGLISH ABSTRACT: A secure product entitlement system allows one party, such as a pay-TV operator, to broadcast the same collection of information to several receiving parties while only allowing a certain subset of the receiving parties to access the information. This system must still be secure in the scenario where all receiving parties who are not allowed access to the information, pool their resources in an attempt to gain access to the information. Such a product entitlement system must also be bandwidth e cient since it can be deployed in networks where bandwidth is at a premium. The foundations of modern encryption techniques is reviewed and a survey of existing techniques, used to secure content in broadcast environments, is studied. From this collection of techniques two were identi ed as bandwidth e cient and are discussed in more detail before being implemented. An attempt is then made to design a new secure bandwidth e cient encryption scheme for protecting content in a broadcast environment. Several iterations of the design is detailed, including the security aw which makes each design insecure. The nal design was implemented and compared in several metrics to the two previously selected bandwidth e cient schemes. A framework to test the correctness of the schemes over a network is also designed and implemented. Possible future avenues of research are identi ed with regards to creating a secure broadcast encryption scheme and improving the software solution in which to use such a scheme.
AFRIKAANSE OPSOMMING: 'n Veilige produk-aanspraak-stelsel stel een party, soos byvoorbeeld 'n betaal-TV-operateur, in staat om dieselfde versameling inligting na verskeie partye uit te saai, terwyl slegs 'n bepaalde deelversameling van die ontvangende partye toegelaat sal word om toegang tot die inligting te bekom. Hierdie stelsel moet steeds die inligting beskerm in die geval waar al die ontvangende partye wat toegang geweier word, hul hulpbronne saamsmee in 'n poging om toegang te verkry. So 'n produk-aanspraak-stelsel moet ook bandwydte doeltre end benut, aangesien dit gebruik kan word in netwerke waar bandwydte baie duur is. Die fondamente van die moderne enkripsietegnieke word hersien. 'n Opname van bestaande tegnieke wat gebruik word om inligting te beskerm in 'n uitsaai omgewing word bestudeer. Uit hierdie versameling tegnieke word twee geïdenti seer as tegnieke wat bandwydte doeltre end benut en word meer volledig bespreek voordat dit geïmplementeer word. 'n Poging word dan aangewend om 'n nuwe veilige bandwydte doeltre ende enkripsietegniek te ontwerp vir die beskerming van inligting wat uitgesaai word. Verskeie iterasies van die ontwerp word uiteengesit, met 'n bespreking van die sekuriteitsfout wat elke ontwerp onveilig maak. Die nale ontwerp is geïmplementeer en aan die hand van verskeie maatstawwe vergelyk met die twee bandwydte doeltre ende tegnieke, wat voorheen gekies is. 'n Raamwerk om die korrektheid van die tegnieke oor 'n netwerk te toets, is ook ontwerp en geïmplementeer. Moontlike toekomstige rigtings van navorsing word geïdenti seer met betrekking tot die skep van 'n veilige uitsaai enkripsietegniek en die verbetering van die sagtewareoplossing wat so 'n tegniek gebruik.
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Chan, Kwok-keung Kelvin. „An assessment of Hong Kong civil service pay system : lessons from reform measures of the OECD countries /“. Hong Kong : University of Hong Kong, 1999. http://sunzi.lib.hku.hk/hkuto/record.jsp?B21038247.
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Page, Mary Beth. „An Analysis of Gender-Based Pay Equity of Instructional Faculty Members in the Virginia Community College System“. Digital Commons @ East Tennessee State University, 2009. https://dc.etsu.edu/etd/1855.
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Based on the premises of "Equity Theory" (Adams, 1963), this study evaluated the Virginia Community College System compensation rates and compared the salaries of similarly ranked and similarly qualified male and female faculty members. A quantitative analysis was conducted of the reported salaries of all full-time instructional faculty members in the Virginia Community College System in the Fall of 2006. The specific areas examined included salary, rank, highest degree earned, and full- or parttime employment status. Using the tenets of Equity Theory as a foundation, this study evaluated any differences in the compensation and rank between male and female faculty members to determine the "fairness" of salary policies.
The population of this study included all instructional faculty members employed during academic year 2006-2007 in the 23 community colleges in the state of Virginia.
Results of this analysis indicated that there were differences based on gender in the mean salaries of faculty members of the Virginia Community College System at the professor faculty rank for VCCS faculty members outside of Northern Virginia Community College and at the associate professor rank at Northern Virginia Community College.
Findings of this study further indicated that faculty members in the Virginia Community College system overall were slightly more likely to be female, hold master's degrees, and hold assistant professor rank. Findings indicated that both males and females were equally likely to be employed as part-time faculty members in the Virginia Community College System and that both education and experience contributed significantly to salary in the Virginia Community College System.
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Haupt, Juliane. „Be motivated to pay attention! How driver assistance system use experience influences driver motivation to be attentive“. Doctoral thesis, Universitätsbibliothek Chemnitz, 2016. http://nbn-resolving.de/urn:nbn:de:bsz:ch1-qucosa-206704.
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This work provides an in-depth-view of driver motivational aspects when driver assistance Systems (DAS) are considered. Thereby, the role of driver actual experience with DAS use was also identified and highlighted. A central outcome of this thesis is the STADIUM model describing the interplay of motivational factors that determine the engagement in secondary activities while taking actual DAS use experience into account. The role of motives in showing attentive behaviour depending on DAS (the navigation system) could also be underlined. The relevance, enrichment and need of combining qualitative and quantitative approaches when the effects of safety countermeasures on driver behaviour are investigated could also be shown. The results are discussed in terms of hierarchical driver behaviour models, the theory of planned behaviour and its extended versions and the strengths of the introduced studies and limitations. Implications for traffic safety are provided and future research issues are recommendedDiese Arbeit liefert einen gründlichen Einblick, welche Rolle motivationale Aspekte spielen, wenn Fahrerassistenzsysteme (FAS) genutzt werden. Dabei wurde auch die Funktion der tatsächlichen Erfahrung mit FAS identifiziert und hervorgehoben. Ein zentrales Ergebnis dieser Arbeit ist das STADIUM Modell, welches das Zusammenspiel motivationaler Faktoren in Abhängigkeit von der tatsächlichen Erfahrung mit FAS erklärt, die wiederum bestimmen, inwieweit und ob andere Aktivitäten während des Fahrens ausgeführt werden. Außerdem konnte unterstrichen werden, welche Rolle Motive spielen, aufmerksames Verhalten in Abhängigkeit von der Nutzung von FAS (dem Navigationssystem) zu zeigen. Zusätzlich konnte dargestellt werden, wie relevant, bereichernd und nützlich es ist, qualitative und quantitative Methoden zu kombinieren, wenn die Effekte von FAS auf das FahrerInnenverhalten untersucht werden. Die Ergebnisse werden diskutiert indem auf hierarchische Fahrerverhaltensmodelle, auf die Theorie des geplanten Verhaltens und ihre erweiterten Versionen und auf die Stärken und Schwächen der Studien Bezug genommen wird. Es werden Implikationen dargestellt und zukünftige Forschungsfragen und Problemstellungen empfohlen
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YOSHIDA, Toshikazu, Tasuku IGARASHI, Yuki SATO, 俊和 吉田, 祐. 五十嵐 und 有紀 佐藤. „職務成果への報酬認知とプレッシャーが組織市民行動への選好に与える影響 : 囚人のジレンマ状況を模した場面想定法による検討“. 名古屋大学大学院教育発達科学研究科, 2013. http://hdl.handle.net/2237/19518.
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Son, Chang Yong. „Transformation of the media system under a neoliberal government (1998-2008) : introduction of pay TV and competition in South Korea“. Thesis, City, University of London, 2012. http://openaccess.city.ac.uk/19369/.
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Recent shifts in the media landscape, brought about by political, economic and technological innovations, pose vital questions for media policy. This study sets out to locate these questions within the context of an examination of media developments in South Korea during a decade of intense change (1998-2008) when a neo-liberal government took office. The central concern is to document and shed light on the workings of the media system during a period that saw the introduction of several pay TV platforms by a government that questioned core elements of established media practices. Media development and its politics context have drawn much academic interest in recent years. However, little attention has been given to media development within the neoliberal government of Korea. Drawing on historical context, the thesis examines the politics of stakeholders in the media market and challenges of media policy within the shifting media ecology. To this end, the thesis employed political economy and media policy study disciplines. These disciplines incorporate an extensive study of literature, observational experience and semi-structured interviews. The thesis perceives the media market in a social context, composing of the government, market and civil organisations, while rejecting technology determinism. Three key findings are identified throughout this thesis. Firstly, with respect to media structure, the thesis has identified that the introduction of the pay TV platform has driven market competition, but social values such as pluralism are not guaranteed. Secondly, referring to media policy, this work has demonstrated that the government still maintains strong authority over the evolution of the media system. Despite proponents of the decline in government due to socio-political shifts as well as the globalisation trend, this work has proven that the government is a decisive agent not only in determining the media structure but also in the expansion of platforms. Meanwhile, the thesis also identified that the incumbent regulatory regime is under attack because of a widening gap between existing regulatory regimes and new services initiated by new technology. Finally, in terms of relationships between stakeholders in the media market, the work has demonstrated that public broadcasters have remained an influential player in the commercialised media market. It has been argued that the public broadcaster is in decline or demise because of shrinking funding sources, downsizing pressures and criticism of declining quality programming. However, the thesis has shown that the public broadcaster still retains its power in the commercial ecology. The thesis concludes that a healthy media market in a democratic society is constructed and sustained by a consistent media policy that balances public intervention and market principles.
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Jahic, Jasmina, und Susanna Nevala. „Individuell lönesättning : och universitetsprofessorernas arbetsmotivation“. Thesis, Linköping University, Department of Management and Economics, 2005. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-2711.
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Background: All companies and organizations use some kind of management control. A reward system is an example of a management control system, which is used to accomplish congruence between the goals of the employees and the goals of the organization. It is also used in order to motivate the employees and to encourage them to stay within the organization. Today it is difficult for companies and organizations to create and maintain well-functioning reward systems. At many universities individual pay is used as a means of a control system in order to motivate the employees. The public sector has specific characteristics that complicate its pay systems. This affects universities since they are a part of the public sector.
Purpose: The purpose is to investigate if the individual pay used at universities results in expected effects, that is, if it motivates professors in their work. The purpose is also to explain why professors are motivated/not motivated by individual pay.
Research method: The material has been gathered by interviews with eight professors at the University of Linköping.
Conclusion: It is difficult to use individual pay in order to motivate university professors in their work. Professors rather seem to be motivated by non-material rewards than by material such. In addition, individual pay systems can have defects that lessen the possibility of motivating professors. However, if professors have the tendency to be motivated
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Blidberg, Seppälä Cecilia, und Emilia Nojonen. „Belöningar, förmåner och arbetsgivarens attraktivitet : En komparativ studie med två IT-företag“. Thesis, Högskolan Dalarna, Personal och arbetsliv, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:du-25385.
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Hur kan organisationer behålla och attrahera medarbetare genom belöningar och förmåner? Hur kan vi som personalvetare bidra inom området? Detta behandlar denna studie som genomfördes genom en metodkombination där intervjuer och en enkätundersökning gjordes. Syftet med studien är att identifiera vilka belöningar och förmåner det finns på två IT-företag och se vilka av dem som attraherar medarbetare inom IT-branschen. Tre frågeställningar formades, där syftet var att ta reda på vilka belöningar och förmåner som finns, undersöka vilka likheter och skillnader gällande belöningar och förmåner som identifieras mellan de två IT-företagen samt undersöka hur belöningar och förmåner påverkar arbetsgivarens attraktivitet. Den teoretiska referensramen består av olika teorier gällande belöningar och förmåner, motivationsteorier samt teorier gällande arbetsgivarens attraktivitet. Studien resulterade i diskussion, förbättringsförslag samt slutsatser med hjälp av relevanta teorier inom området. De två IT-företagen har liknande belöningar och förmåner och en slutsats är att dessa påverkar arbetsgivarens attraktivitet. Med grund av denna slutsats är det viktigt att personalvetare och ledning förstår vikten att belöningarnas och förmånernas påverkan på attraktiviteten.How can organizations retain and attract employees by rewards and benefits? And how can we as human resource managers contribute? This is what the study is about which was performed by a method combination where interviews and a survey was done. The purpose of this study is to identify which rewards and benefits are available in two IT-companies and explore which of them attracts employees in the IT-industry. Three issues were designed, where the purpose was to find out which rewards and benefits are available at the two companies, examine the companies’ similarities and differences and see how these rewards and benefits affect the employer´s attractiveness. The theoretical reference consists theories about rewards and benefits, motivation and employer attractiveness. The study led to discussion, improvement proposals and conclusions with the help of relevant theories in the area. The two IT-companies have similar rewards and benefits and a conclusion is made that these affect employer attractiveness. Because of this conclusion it is important that human resource managers and management understand the importance of the affect that they have on attractivity.
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Dahl, Johan, und Cerda Benjamin Lingius. „Assessing Performance Gains of a P2P System Based on User Acceptance : A Case Study on National Real-Estate Companies“. Thesis, KTH, Skolan för industriell teknik och management (ITM), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-264091.
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The Unified theory of Technology Acceptance and Use of Technology (UTAUT) model suggest that the user acceptance before adopting a technology will greatly affect how the technology is accepted, and in effect its impact and performance in the organisation. A technology that is having an increasing presence in organisations is Procure-to-Pay (P2P) systems. P2P systems have been shown to achieve performance gains after a successful implementation in the form of increased efficiency, higher quality and better control in the procurement process. Being able to assess beforehand the performance gains of a technology before adoption is a crucial step for organisations seeking to lower uncertainties. This research assesses the importance of user acceptance as a precondition for a successful implementation of a P2P system. The research was conducted as a multiple case study at three organisations; Jernhusen, Akademiska Hus and Specialfastigheter. Jernhusen is considering adopting a P2P system. Akademiska Hus and Specialfastigheter have undergone the adoption of a P2P system. By measuring the user acceptance at Jernhusen the performance of a P2P system was assessed from a theoretical standpoint. The performance of a P2P system, and how well the implementation had succeeded was measured at Akademiska Hus and Specialfastigheter and put in relation to the measured user acceptance before adoption. This provided data to assess to what extent user acceptance is a precondition for a successful implementation of a P2P system. The study found that the user acceptance at Jernhusen, Akademiska Hus and Specialfastigheter was low before adoption. The theory indicate that this would lead to low adoption of a P2P system at Jernhusen and few performance gains. However, performance measurements made at Akademiska Hus and Specialfastigheter indicated that the P2P systems have led to medium to high performance gains respectively despite of low user acceptance before adoption. The research therefore concluded that user acceptance is not an important precondition for a successful implementation of a P2P system.Unified Theory of Technology Acceptance and Use of Technology (UTAUT) modellen menar att användaracceptans innan en teknologi implementeras i en organisation är en avgörande faktor på hur organisationen kommer ta till sig teknologin och i sin tur teknologins effekt på organisationen. En teknologi som är allt mer framstående inom större organisationer är Procure-To-Pay (P2P) system. Effekterna av ett P2P system efter en framgångsrik implementation har påvisats vara förbättrad kvalité samt ökad effektivitet och kontroll av ingående steg av inköpsprocessen. Att kunna utvärdera systemets inverkan på en organisation i förhand är avgörande för organisationer som ämnar att minimera osäkerheter och risk vid systemimplementation. Denna studie utvärderar vikten av användaracceptans som en förutsättning för en lyckat implementation av ett P2P system. Studien var genomför som en flertalig fallstudie hos 3 organisationer; Jernhusen, Akademiska Hus och Specialfastigheter. Jernhusen överväger införandet av ett P2P system. Akademiska Hus och Specialfastigheter har infört ett P2P system. Genom att mäta användarnas acceptans hos Jernhusen utvärderades effekterna av införandet av ett P2P system ur ett teoretiskt perspektiv. Effekterna av ett P2P system och hur framgångsrik implementationen varit utvärderades vid Akademiska Hus och Specialfastigheter, och dessa effekter sattes i förhållande till användarnas acceptans innan införandet av systemet. Detta tillgängliggjorde data för att utvärdera till vilken grad användaracceptans är en förutsättning för en lyckad implementation av ett P2P system. Studien fann att användaracceptans hos Jernhusen, Akademiska Hus och Specialfastigheter var låg innan införandet av ett P2P system. Teorin föreslår att detta är dåliga förutsättningar för en framgångsrik implementation samt svårt att uppnå de önskade effekterna av systemet. Dock visade data från Akademiska Hus och Specialfastigheter att P2P systemen hade lett till de önskade effekterna trots den låga användaracceptans. Därmed drar studien slutsatsen att användaracceptans inte är ett avgörande förutsättning för en lyckad implementation av ett P2P system.
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Haupt, Juliane [Verfasser], Josef F. [Akademischer Betreuer] Krems, Josef F. [Gutachter] Krems, Ralf [Akademischer Betreuer] Risser und Ralf [Gutachter] Risser. „Be motivated to pay attention! How driver assistance system use experience influences driver motivation to be attentive : Be motivated to pay attention! How driver assistance system use experience influences driver motivation to be attentive / Juliane Haupt ; Gutachter: Josef F. Krems, Ralf Risser ; Josef F. Krems, Ralf Risser“. Chemnitz : Universitätsbibliothek Chemnitz, 2016. http://d-nb.info/1213815657/34.
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Doležal, Petr. „Odměňování zaměstnanců ve společnosti LIKO SÁDEK, s.r.o. a jeho vliv na motivaci“. Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2011. http://www.nusl.cz/ntk/nusl-223261.
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The theses deals with remuneration system in selected business with accent of possible resources of employees benefit rendition for supporting increase of motivation, productivity of labour and employees satisfaction. The first part of the theses is focused on explanation of basic concepts in remuneration area. In the second part the current system of renumeration is evaluated based on made analysis. The attention of the analysis was centred on benefits provided to employees. Based on detected facts it was then followed by examination of benefits suitability as motivational and employee satisfaction tool. Action plan suggestion with emphasis on employees benefits was made from the analysis results which should improve the current renumeration system.
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Aljumah, Abdulsalam. „The effect of the Performance Related Pay system on the performance of the employees in Saudi national firms : three case studies“. Thesis, University of Wolverhampton, 2015. http://hdl.handle.net/2436/609205.
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Performance related pay (PRP) has been widely adopted across public and private organisations. However, the evidence for its impact on performance and other possible objectives remains contested, and further questions are raised where the concept is imported to contexts which are culturally different to those in which PRP was originally developed. The aim of this research was to investigate and analyse the impact of performance related pay schemes in the Kingdom of Saudi Arabia on performance in Saudi national firms, through a case study of three indigenous Saudi organisations, namely: The Saudi Industrial Development Fund (SIDF); The Saudi Electricity Company (SEC) and; the Saudi Telecoms Company (STC). This was based upon an extensive review of the related literature, exploring the theories which underpin PRP such as agency theory and expectancy theory, and studies in various contexts worldwide. The study was mixed methods and cross-sectional, and used survey questionnaire with employees and face to face interviews with managers. The findings reveal widespread dissatisfaction with the PRP schemes in place in two of the companies, and concerns among some management that the assessment processes and allocation of bonuses do not allow genuine assessment and reward for the best performing employees. There are also concerns about the underlying wisdom of differentiating between workers and providing different pay, in that it may go against the norms of working culture in Saudi Arabia. There was also evidence of moves to adapt what was being implemented in line with these norms. Further, in two of the case study organisations, it was felt that the proportion of pay related to performance assessment was insufficient to motivate, raising issues regarding how best to implement PRP. At the same time, there are also voices in support of the schemes at each company, and in SEC, overall satisfaction was expressed.
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Čermáková, Věra. „Mzdový průzkum a diferenciace mezd žen, komparace s jinými sociálními skupinami“. Master's thesis, Vysoká škola ekonomická v Praze, 2007. http://www.nusl.cz/ntk/nusl-9061.
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Лукяненко, А. О. „Управління оплатою праці на підприємстві“. Master's thesis, Сумський державний університет, 2019. http://essuir.sumdu.edu.ua/handle/123456789/74428.
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Робота присвячена дослідженню процесів управління оплатою праці на підприємствах в сучасних умовах.
Сутність тарифної системи оплати праці, форм та систем оплати праці, характеристика надбавок і доплат складають спектр питань, що докладно розглянуто в першому розділі роботи «Організація оплати праці в Україні».
У другому розділі «Тривалість робочого часу та нормування праці на підприємствах» розглянуто тривалість робочого часу та режими праці, що використовуються на підприємствах, питання нормування праці, методи вивчення витрат робочого часу, а також приділено увагу питанням нормування та організації оплати праці водіїв.
Третій розділ роботи присвячений практичним питання нормування і оплати праці водіїв у ВАТ «Автотранс +».
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Chang, Wen-Hao, und 張文豪. „Performance-based Pay System in UK and U.S. and Public Pay System in Taiwan“. Thesis, 2008. http://ndltd.ncl.edu.tw/handle/71973381700701825579.
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碩士國立臺灣大學
政治學研究所
96
Since 1980’s, UK and U.S. governments face the constraints on financial resources. In order to control personnel costs of public sector and respond to pressure of human resources and performance management, UK and U.S. governments have been improving to create more flexible public pay system. One of the measures they take is to implement performance-based pay, which provides incentive to civil service and advance public sector performance. According to UK and U.S. government experiences, to establish an objective and equitable performance appraisal system is the first priority in implementing performance-based pay system and performance management. In reviewing the present performance appraisal and pay systems of Taiwan civil service, we can discover that the systems have been criticized for lack of performance-oriented spirit. Therefore, this essay is based on the theories and practices of performance management and performance-based pay, and then reexamines the operations of the systems. In addition, the National Conference on Administrative Reform held in 2001 had made a suggestion for implementing the performance bonus system, which reinforces the performance management system in our government. To promote government administration efficiency and country competitiveness, Central Personnel Administration formulated Performance Bonus System of Administration Authorities in 2002 and carry into execution in 2003. Although the system has ceased from 2007, the implementation of such system officially took the country a step further toward a new milestone of performance management. In view of the high possibility of the system’s carrying into execution afresh, this essay also reexamines the implementation of that system. Finally, based on the results of this essay, we can discover that the present performance appraisal and pay system of Taiwan civil service include the primary shortcoming of not being market-oriented or performance-oriented. In addition, we also find some problems of the implementation of the performance bonus system in practice. Therefore, some suggestions are made toward the administration authorities, in order to be provided for the future modifications of the systems mentioned above.
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Liu, Pao Chu, und 劉寶珠. „Merit Pay System in the Federal Government“. Thesis, 1994. http://ndltd.ncl.edu.tw/handle/44690759631405354062.
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CHUN, KO MING, und 柯明君. „Discussion on the system of foreclosure real estate in Point pay system“. Thesis, 2018. http://ndltd.ncl.edu.tw/handle/k49k3t.
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碩士長榮大學
高階管理碩士在職專班(EMBA)
106
The characteristics of foreclosure real estate for auction houses are auctioned down by the auction price. And gradually, the investment public is chasing for a better place. And gradually, the investment public is chasing for a better place, the investing public will have a reasonable return on investment. However, due to frequent transactions in legal transactions, in addition to the tender offer complicated procedures. The delivery time is also lengthy, implying many unpredictable risks. The " Point pay " in Item 57 (2) of the precautions for the enforcement of enforcement events are the noun characteristics of the real estate law. As the announcement states that the auction will not be handed over, the winner of the auction is required to conduct mediation or litigation procedures. To win a lawsuit, make Point of real estate to the enforcement court. In this process, litigation costs, cost subsidies with occupants, and manpower losses are all included in the costs. Therefore, the practical experience is that the auction announcement indicates whether the delivery of the item can improve the safety of the auction object, has a positive impact on the price. This paper discusses the point-of-sale procedure and proceeds from the legal basis to the point of real estate foreclosure. Cases will be enumerated by law and practice at the law of real estate law , look forward to the process of repairing auctions and point pay system , without increasing the burden on the people and wasting time for labor, also save judicial resources and reduce court litigation resources. Keywords: Foreclosure, Compulsory Enforcement Act, compulsory execution procedure, Point pay system
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Lai, Mei-Chien, und 賴玫蒨. „Toward Pay for Performance System in Taiwan－Case Study of Performance Bonus System“. Thesis, 2011. http://ndltd.ncl.edu.tw/handle/01349409197490336847.
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曾德勝. „A Study on the Future Reform of the Taiwan's Civil Service Pay System－Lessons from Pay-for-Performance Systems Implemented in OECD Countries“. Thesis, 2006. http://ndltd.ncl.edu.tw/handle/59482584922773169129.
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Cheng-Zong, Shieh. „An Efficient and Flexible Key Distribution Scheme for Conditional Access System in Pay-TV Systems“. 2006. http://www.cetd.com.tw/ec/thesisdetail.aspx?etdun=U0016-1303200709283901.
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Shieh, Cheng-Zong, und 謝丞宗. „An Efficient and Flexible Key Distribution Scheme for Conditional Access System in Pay-TV Systems“. Thesis, 2006. http://ndltd.ncl.edu.tw/handle/20294910213955216112.
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碩士國立清華大學
資訊系統與應用研究所
94
The pay-TV system becomes one of the popular applications in recent years because of the advancement in modern network technique. The Conditional Access System (CAS) is the essential function to provide the channel protection in pay-TV system. Only the authorized subscribers can precisely receive the TV program, and they were charged by the service provider according to their subscription. In this paper, we defined a new pay-TV model named Flexible-PPC (F-PPC) which allowed subscribers subscribe to a large number of channels and unsubscribed each of them anytime. In order to accomplish the requirements of F-PPC, we also proposed a CAS with a four-level hierarchical key management scheme. The proposed CAS can be applied on a large scale pay-TV system with lots of subscribers and channels. The subscribers can freely choose the channels. Besides, subscribers can subscribe and unsubscribe channels arbitrarily, and the proposed CAS can also revoke illegal subscribers rapidly.
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Schultz, Nathan J. „“Can you hear me now?” – “Good” : examining the contributing role of voice in perceptions of justice & pay satisfaction in a pay-for-performance system“. Thesis, 2017. https://doi.org/10.7912/C2TD35.
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Indiana University-Purdue University Indianapolis (IUPUI)This paper aims to reproduce the voice effect in a pay-for-performance (PFP) environment, ultimately to uncover how affective measures can be leveraged in analyzing the effectiveness of PFP programs. Historically, the effectiveness of PFP programs has been measured by readily available metrics like sales quotas or widgets produced such that effective PFP programs would increase the amount of sales or widgets produced. Using affective measures like pay satisfaction and perceptions of fairness can supplement objective measures in the future. 410 participants with a percentage of their pay involved in PFP participated in this study via MTurk. Employee voice was hypothesized to positively influence perceptions of pay system satisfaction and pay level satisfaction through the mediating effects of procedural (PJ) justice and distributive justice (DJ) respectively. Results yielded significant, positive relationships between voice, PJ, and pay system satisfaction as well as voice, DJ, and pay level satisfaction. Relationships were stronger the more pay the employee had that was variable in the PFP program. These findings suggest that employees are more likely to be satisfied with their pay and the amount of pay in the PFP program as their opportunity to voice their opinions about PFP increase.