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Meneghetti, Costanza. "Managerial incentives and the choice between public and bank debt." unrestricted, 2008. http://etd.gsu.edu/theses/available/etd-08132008-140059/.
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Thesis (Ph. D.)--Georgia State University, 2008.Title from file title page. Jayant Kale, committee chair; Omesh Kini, Harley E. Ryan, Anastasia V. Kartasheva, committee members. Electronic text (77 p.) : digital, PDF file. Description based on contents viewed Oct. 8, 2008. Includes bibliographical references (p. 47-49).
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Sewpaul, Sailesh. "Digital Strategies Senior Bank Executives in Mauritius use to Improve Customer Service." Thesis, Walden University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=13422561.
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Customers’ use of digital banking has reshaped traditional banking, and senior level bank executives must know how to leverage this innovation to improve customer service to increase profitability. Using the technology acceptance model as the conceptual framework, the purpose of this multiple case study was to explore effective digital banking strategies that senior level executives used to improve customer service to increase profitability. The target population for this study included senior-level executives from 3 banks in Mauritius possessing successful development and implementation experience in digital banking strategies to improve customer service. Data were collected through semistructured interviews and organizational documents, which were analyzed in accordance with Yin’s 5-phase data analysis process consisting of pattern matching, explanation building, time-series analysis, program logic models, and cross-case synthesis. The use of member checking and methodological triangulation increased the trustworthiness of data interpretations. Three themes emerged from the analysis of data: use of mobile strategies to migrate customers to digital banking, challenges to migrate customers to digital banking, and digital banking innovation. The implications of this study for positive social change include improving convenience to customers; promoting green banking; and providing easy access to banking to the poor, those with physical disabilities, and those living in remote and rural areas.
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Colonia-Willner, Regina C. "Practical intelligence at work : relationship between aging and cognitive efficiency among managers in a bank environment." Diss., Georgia Institute of Technology, 1995. http://hdl.handle.net/1853/29443.
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Klang, Andreas, and Niclas Kristoferson. "Remuneration for Bank Executives : A study on the impacts of corporate governance codes on executive re-muneration in Sweden, Denmark and the United Kingdom between 2004 and 2010." Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Redovisning och Rättsvetenskap, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-15184.
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Kelobonye, G. K. "Why has the land bank been changing CEO's over the last ten years 1998-2008?" Thesis, Stellenbosch : Stellenbosch University, 2008. http://hdl.handle.net/10019.1/8444.
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Thesis (MBA)--Stellenbosch University, 2008.ENGLISH ABSTRACT: Change is a way of life in organisations today. The challenge is to improve an organisation's ability to cope with change and its problem-solving and renewal process through effective management of the organisation's culture. Organisations in South Africa are experiencing major changes in a variety of areas which impacts severely on organisational perronnance. The ability of organisations to adjust to the changing environment will ultimately predict their future success. These changes have emphasised the urgent need for effective leadership. South African chief executive officers (CEOs) are under immense pressure as the affairs of the organisations are being called into question. This study attempts to answer the question of why there was a high leadership change in the Land Bank of South Africa, with emphasis on the CEOs between 1998-2008. Today, there are indications that corporate leadership styles are changing, particularly in countries undergoing rapid political change and socio-economic change. One of the challenges facing state owned organisations like the Land Bank is the clarification of the role of government as a shareholder and the role of the board. This in turn needs to cascade down into the organisation in order to achieve greater clarity with regard to the roles of the board in relation to the role of management. In any organisation, good corporate governance is ultimately about effective leadership. Much depends on the appropriate demarcation of the respective roles of the shareholder, the board and management. It is critical that there is an understanding by government, in its capacity as a shareholder, of its leadership role in directing and guiding the Land Bank. The solution starts with a proper understanding of what leadership means. What then are the qualities of effective leadership? Are there different leadership styles and if so, what are the fundamental qualities that they have in common? Organisations can bring turnaround consultants into the organisation to assess its situation, create and implement a plan of corporate renewal, assuming the organisation is worth the effort. Business turnarounds usually involve drastic changes in an organisation. Changes involve people. Central to change stands a leadership team without which mediocre efforts will prevail. The Land Bank needs to be aware of the themes that emerged in this research. The results alert CEOs, board and government to the need to adopting leadership practices to the unique challenges which exist in the socio-economic and political environment. To cope effectively with South Africa's socio-economic changing environment, the Land Bank needs to redefine the role of its leaders for the future, on the basis of which it needs to nurture future leaders starting at the top. Failure to develop appropriate future leaders could damage performance, employee mobilisation, policy coherence, good governance and competitive capability.
AFRIKAANSE OPSOMMING: Verandering is vandag 'n leefwyse in organisasies. Die uitdaging is om 'n organisasie se vermoe om verandering, probleemoplossing en die hernuwingsproses te hanteer, deur doeltreffende bestuur van die organisasie se kultuur te verbeter. Organisasies in Suid-Afrika ondervind groot veranderinge op 'n verskeidenheid gebiede en dit het 'n ernstige impak op die prestasie van die organisasie. Die vermoe van organisasies om by 'n veranderende omgewing aan te pas, sal uiteindelik hul toekomstige sukses bepaal. Hierdie veranderinge het die dringende behoefte aan doeltreffende leierskap beklemtoon. Suid-Afrikaanse uitvoerende hoofde is onder enorme druk soos wat die sake van die organisasies bevraagteken word. Hierdie studie poog om 'n antwoord te gee op die vraag waarom daar van 1998-2008 'n hoe leierskapsverandering in die Suid-Afrikaanse Landbank was, met die klem op die uitvoerende hoofde tussen 1998 en 2008. Daar is vandag aanduidings dat korporatiewe leierskapstyle besig is om te verander, veral in lande waar daar vinnige politieke en sosio-ekonomiese verandering plaasvind. Een van die uitdagings vir organisasies wat aan die staat behoort, soos die Landbank, is die uitklaring van die rol van die regering as 'n aandeelhouer en die rol van die direksie. Dit moet op sy beurt afwaarts deur die organisasie voortgesit word met betrekking tot die rolle van die direksie vergeleke met die rol van bestuur. In enige organisasie gaan goeie korporatiewe bestuur uiteindelik oor doeltreffende leierskap. Baie hang af van die toepaslike uitstippeling van die onderskeie rolle van die aandeelhouer, die direksie en bestuur. Dit is van kritieke belang dat daar 'n begrip is by die regering, in sy hoedanigheid as 'n aandeelhouer, van sy leierskapsrol in die bestuur en beheer van die Landbank. Die oplossing begin met 'n goeie begrip van wat leierskap beteken. Wat is dan die kwaliteite van doeltreffende leierskap? Is daar verskillende leierskapstyle en indien wel, wat is die fundamentele kwaliteite wat hulle in gemeen het? Organisasies kan van ommekeer-konsultante gebruik maak om die situasie te beoordeel en 'n plan vir 'n korporatiewe hernuwing te skep en te implementeer, mits die organisasie die moeite werd is. So 'n ommekeer beteken gewoonlik drastiese veranderinge in 'n organisasie. Veranderinge betrek mense. Sentraal tot verandering staan 'n leierskapspan, want daarsonder sal die pogings bloot middelmatig bly. Die Landbank moet bewus raak van die temas wat in hierdie navorsing na vore gekom het. Die resultate maak uitvoerende hoofde, die direksie en die regering bewus van die behoefte om leierskapspraktyke aan te pas by die unieke uitdagings wat in die sosioekonomiese en politieke omgewing bestaan. Om Suid-Afrika se veranderende sosioekonomiese omgewing doeltreffend te hanteer, moet die Landbank die rol van sy leiers vir die toekoms herdefinieer, op grond waarvan dit toekomstige leiers moet kweek en dit moet van bo af begin. As toepaslike toekomstige leiers nie ontwikkel word nie, sal dit tot nadeel van prestasie, werknemermobilisering, beleidsamehang, goeie bestuur en mededingende vermoens strek.
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Funani, Simphiwe Vincent. "Organisational culture and leadership competencies in ABSA Business Bank: Enterprise Business, Gauteng." Thesis, Rhodes University, 2014. http://hdl.handle.net/10962/d1011286.
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From Integrative summary: This document consists of three sections namely, an evaluation report (section 1), literature review (section 2), and research methodology (section 3). The evaluation report sets out the terms of reference for the research as well as identifying the objectives of the research. It also contains a summary of the literature review section, as well as a research methodology section summary. The literature review section contains a detailed review of the literature used in this study. This section sets out by reviewing existing literature on the topic of leadership, discussing the key elements of organisational culture and includes a short discussion on the typologies of culture. The Competing Values Framework as an organisational culture typology is discussed in greater detail, since it forms the foundation upon which the measurement and data collection tools for this research are founded. The research methodology section explains the research methodology and design employed in this study. This section also addresses some of the ethical considerations for this research, as well as how the researcher addressed them. There is also a brief discussion on the limitations of the research and the application of the results. This research focused on a business unit within Absa Business Bank, named Enterprise Business Gauteng Region, with the aim of investigating the “current organisational culture” in the business unit and the leadership competencies profile of its 11 Sales Managers. This was to provide the basis and departure point for the strategic organisational culture change that the new business unit head would have wanted to effect as the business has a history of non-performance, which the new business unit head aims to change. In order to diagnose the “current organisational culture” type, an organisational culture measurement tool based on the Competing Values Framework was used. The Competing Values Framework is a four-category organisational culture typology developed by Cameron and Quinn. The framework is based on two dimensions, how stable or flexible the organisation is, and how externally or internally focused it is. This framework was also employed to establish the leadership competencies profile of Sales Managers, as observed and experienced by the frontline staff, as well as the “desired organisational culture”, as intended by the new business unit head. Through hypotheses testing, the research revealed a statistically significant difference in perceptions of culture between males and females in the business unit. The perceptions of the female frontline staff about the “current” business unit culture indicated that they find it not to be empowering and less allowing for individuality and risk taking when compared to the male staff. The research also concluded that there is no statistically significant difference between leadership competencies associated with the four categories of the Competing Values Framework in the business unit. Comparisons between the “current” and the “desired” organisational culture revealed a misalignment. The main recommendations to the new business unit head were to get the leadership competencies of the Sales Managers aligned with the “desired organisational culture” state, and drive a purposive organisational culture change effort. To support this culture change, the espoused values of the business unit would need to be aligned to the desired culture state. To address the differences in perceptions of culture between males and females the business unit head would need to be mindful of the greater need to empower women either in their current roles, or by way of promotions to senior roles.
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Van, Der Schyff Sihaam. "Challenges facing female executives in the banking sector in South Africa in the post-apartheid period." University of the Western Cape, 2017. http://hdl.handle.net/11394/6387.
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Magister Commercii - MCom (Business and Finance)The dawn of democracy in South Africa (SA) in 1994 i.e. post-apartheid era came with inherent societal gender deficiencies and in all Sectors of the SA economy women experienced challenges. Specifically in the Banking Sector women were under represented in leadership and executive positions. The legal framework changed to correct the inequalities of the past resulting in various charters encouraging the private and public sector to transform.
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Srivastav, Abhishek. "CEO inside debt and risk-taking in US banks : evidence from three bank policies." Thesis, University of Edinburgh, 2015. http://hdl.handle.net/1842/11765.
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Widespread losses during the recent financial crisis have raised concerns that equitybased CEO compensation (stocks and stock options) causes risky bank policies. This has led to the need to understand whether CEO pay can be re-structured such that it dampens risk-taking incentives. Against this background, this thesis analyses if debtbased compensation (also known as inside debt and consisting of pension benefits and deferred compensation) motivates CEOs to pursue risk-reducing bank policies. Over three decades of research into executive compensation has not explored the impact of inside debt, primarily due to lack of detailed data on inside debt which only became available after 2006 in the United States (US). The paucity of empirical work on inside debt is particularly unfortunate, given that the value of inside debt is often substantial. This dissertation provides one of the first empirical investigations into the impact of inside debt on bank risk-taking by determining whether CEO inside debt leads to less risky behaviour, through three policy decisions that are capable of increasing the overall risk of the bank. First, this thesis focuses on the payout policies of banks. Bank payouts divert cash to shareholders, while leaving behind riskier and less liquid assets to repay creditors in the future. Payouts, thus, constitute a type of risk-taking that benefits shareholders at the expense of creditors. The results presented in this thesis indicate that higher inside debt results in more conservative bank payout policies. Specifically, CEOs paid with more inside debt are more likely to cut payouts and to cut payouts by a larger amount. Reductions in payouts occur through a decrease in both dividends and repurchases. The results also hold over a sub-sample of banks which received government support in the form of the Troubled Asset Relief Program (TARP) where the link between risk-taking and payouts is of particular relevance because it involves wealth transfers from the taxpayer to shareholders. Second, this thesis tests the impact of inside debt on the risk implications of bank acquisitions. Bank acquisitions are large scale investment decisions that can affect bank risk. To this end, this thesis shows that higher inside debt holdings motivate CEOs to pursue acquisitions that result in lower bank default risk. It also prevents CEOs from using acquisitions to shift risk to the financial safety-net. Since the safety net is underwritten by the taxpayer, the results show that CEO inside debt has a measurable impact on the subsidy which bank shareholders obtain from taxpayers. Third, the thesis shows that inside debt plays a critical role in influencing bank capital holdings. Higher equity capital provides creditors with a larger loss-absorbing equity buffer to protect the value of their claims on bank cash flows. Ceteris paribus, higher equity protects creditors from losses. To this end, this thesis shows that higher inside debt results in motivating banks to hold higher capital, whether defined using regulatory or economic terms. Higher inside debt also results in reducing the estimated value of the taxpayer losses. Furthermore, banks with higher inside debt are at a lower risk of facing capital shortfalls. Taken together, the study provides insights on how incentives stemming from inside debt impact bank policies in a manner that protects creditor interests. Inside debt can help in addressing excessive risk-taking concerns by aligning the interests of CEOs with those of creditors, regulators, and the taxpayer. This thesis makes a novel contribution to the banking literature by providing evidence on the implications of inside debt in the US banking industry. This work should be interpreted as part of a wider body of research which demonstrates that inside debt matters for bank risk-taking and that this role of inside debt should be recognized more widely in ongoing discussions on compensation incentives in banking.
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Peacock, Brenda Thandiwe. "Strategies to improve the representation of black women in senior levels within the South African banking industry." Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/19695.
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The main purpose of this qualitative research study was to investigate strategies to improve the representation of black females in senior levels within the South African banking industry. This was done through investigating the challenges that black women face in their career advancement within the banking industry and the strategies which currently exist and can be implemented to improve this representation. In as much as the research is aimed at seeking strategies to improve black women representation in senior positions, it also seeks to understand the barriers experienced by black women in different levels within the industry as these levels serve as a pipeline for senior management. This problem was addressed through answering the research objectives. The research objectives were achieved through conducting a literature review to explore the existing research topic and conducting an empirical study. Empirical evidence was obtained through conducting semi-structured interviews with seven black women who are currently working in the banking sector. Semi-structured interviews were used due to the target population being specific to black women as well as the need to acquire in-depth knowledge from black women of their experiences in climbing the corporate ladder in the sector. The key findings of the research found that the participant’s perception was that black women were at the bottom, that black women were displaying behaviours that were inhibiting their progress to senior positions. The study also found that black women struggled to advance to senior positions due to different challenges that they encountered. The study is finalised by the participants providing recommendations in terms of how the representation of black women could be improved.
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Graham, Dakeyan Cha' Dre'. "Secondary Band Participation and Executive Function." Scholar Commons, 2015. https://scholarcommons.usf.edu/etd/5488.
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Data on standardized tests is often used to advocate for the inclusion of music programs in secondary education curriculum. There have been studies that claim to identify a relationship between music participation and higher earned test scores; however, correlation does not necessarily equate to causation. The argument between whether music instruction improves student testing ability or if higher achieving students are attracted to music courses is still prevalent within the music education domain. Executive function represents the processes within the brain that encompass a number of cognitive ability processes used in the transfer of knowledge. These processes are essential to progression and success in education (Caine & Caine, 2006; Chan, et. al., 2008). Research demonstrates that music instruction has the capacity to enhance various executive function processes in young students with previous music instruction and individualized violin training (Bugos, 2010; Ho et al., 2003; Chan et al., 1998). The purpose of this study was to evaluate the effects of secondary music instruction, specifically in the band setting, on executive function processes of processing speeding and working memory. 40 high school students, 20 students who had received previous band instruction and 20 who had not received previous band instruction ages 13 to 18, completed various cognitive and musical assessments to gauge musical ability and cognitive function (measuring attention, working memory, and processing speed). Students from both groups were paired using the Wechsler Abbreviated Intelligence Scale. Analysis of the results demonstrated that students who received prior band instruction demonstrated enhanced processing speed and working memory indices, as well as increased attention abilities.
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Jucá, Michele Nascimento. "Determinantes da estrutura de capital de bancos brasileiros e norte-americanos." Universidade de São Paulo, 2011. http://www.teses.usp.br/teses/disponiveis/12/12139/tde-27012012-192849/.
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Os trabalhos relacionados à estrutura de capital dos bancos consideram os requerimentos de capital mínimo regulatório, estabelecidos pelos acordos da Basiléia, como sendo seu principal determinante. Entretanto, estudos recentes realizados em países desenvolvidos - Estados Unidos e Europa - e em desenvolvimento - Ásia, América Latina e Oceania - sugerem que determinantes padrões das instituições não financeiras, também, possuem o poder de explicação do nível de alavancagem financeira a valor contábil e de mercado dos bancos. Assim sendo, este trabalho busca verificar se, para aqueles bancos que possuem um capital próprio acima do mínimo regulatório, a capacidade preditiva dos determinantes padrões - tamanho, lucratividade, oportunidade de crescimento, ativos tangíveis e pagamento de dividendos - igualmente, se aplica aos bancos brasileiros e norte-americanos que possuem carteira comercial, além de identificar possíveis diferenças entre os resultados desses dois países. Como contribuição original deste trabalho, avalia-se o papel do programa de compensação de executivos - baseado em ações e opções - na determinação da estrutura de capital dos bancos, sob a hipótese de que tal programa exerce uma opção por decisões de maior risco, por parte dos gestores, o que pode afetar a sua estrutura de capital. Outro destaque refere-se ao período de análise, o qual compreende os anos da crise sistêmica internacional (2007 a 2010) que provocou a falência de instituições financeiras. A amostra inicial é composta pelos 200 maiores bancos, identificados pelo critério de total de ativos, sendo 100 de cada país. Entretanto, considerando a disponibilidade de informações, a amostra final é composta por 15 bancos brasileiros e 24 norte-americanos, totalizando 156 observações. A metodologia adotada envolve testes de estatística descritiva, análise de correlação e regressão múltipla linear (pooled). Como resultado, verificou-se que, além do risco dos ativos e seguros de depósitos, as variáveis relacionadas à teoria tradicional de estrutura de capital, tais como tamanho, oportunidade de crescimento e pagamento de dividendos, além disso, contribuem para a determinação do nível de alavancagem dos bancos. Por sua vez, o relacionamento negativo da variável de controle macroeconômica crescimento do produto interno bruto, em relação à alavancagem dos bancos, indica a assertividade das mudanças introduzidas pelos legisladores no acordo da Basiléia III ao capturar os efeitos contra-cíclicos do mercado. Por fim, a variável programa de compensação de executivos mostrou-se significativa na definição da alavancagem dos bancos, porém com sinal contrário ao esperado pela teoria de finanças. Entre os motivos identificados para esse comportamento, destacam-se os baixos salários e o comportamento aleatório do preço das ações durante o período de análise que impactaram, de forma inadequada, na política de compensação dos bancos.The studies related to bank\'s capital structure consider the minimum regulatory capital requirements, established by the Basel Accords, as its main determinant. However, recent works conducted in developed countries - United States of America and Europe - as well as in developing countries - Asia, Latin America and Oceania - suggest that standard determinants of non-financial institutions also explains the book and market leverage for banks. Therefore, this paper seeks to verify if, for those banks that have excess capital (equity) above the regulatory minimum, the predictive ability of standard determinants - size, profitability, growth opportunity, tangible assets and dividend payments - also applies to Brazilian and North American banks who own commercial portfolio and to identify possible differences between the results of these two countries. As an original contribution, this work evaluate the role of the executive compensation program - based on shares and options - in determining the capital structure of the banks, under the assumption that such a program has an option for higher-risk decisions, by managers, which can affect their capital structure. Another highlight is related to the period of analysis, which encompasses the years of international systemic crisis (2007-2010) that caused the bankruptcy of financial institutions. The initial sample comprises the 200 largest banks, identified by the criterion of total assets, with 100 of each country. However, considering the availability of information, the final sample consists of 15 Brazilian banks and 24 U.S. banks, totaling 156 observations. The methodology involves tests of descriptive statistics, correlation analysis and multiple linear regression (pooled). As a result, it was found that besides the risk of assets and deposit insurance, the variables related to the traditional theory of capital structure, such as size, growth opportunities and dividend payments also contribute in determining the bank\'s level of leverage. In turn, the negative relationship, between the macroeconomic control variable growth of gross domestic product and bank\'s leverage, indicates the assertiveness of the changes introduced by legislators in the agreement of the Basel III to capture the effects of counter-cyclical market. Finally, the variable compensation program for executives was significant in setting the leverage of bank; however, it has an opposite sign to that expected by the theory of finance. Among the reasons identified for this behavior, it is highlighted the low wages and random behavior of stock price during the period of analysis, inappropriately impacting the compensation policy of the banks.
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Safa, Mohammad Faisal As. "Essays on Commercial Bank Risk, Regulation and Governance." ScholarWorks@UNO, 2013. http://scholarworks.uno.edu/td/1703.
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I analyze the effect of various risks faced by commercial banks on the executive compensation in banking industry. Commercial bank executives are risk averse due to the regulatory pressure in addition to board governance mechanism. Commercial banks face various risks because of the regulatory mechanism and unique asset structure of the firm. So, it is expected that they should associate their own pay and pay-performance sensitivities (PPS) with the risks their banks face.
I find that bank executives associate their performance based pay with both idiosyncratic risk and systematic risk. But they associate their fixed pay only with systematic risk. The risk based PPS is also affected by the idiosyncratic risk but not by the systematic risk. Both asset return risk and insolvency risk have significant positive effect on PPS.
Bank executives put significantly higher emphasis on the fixed compensation in terms of salary and bonus, and significantly lower emphasis on the performance based compensation. They also put minimum emphasis on the risk based PPS although they put significant emphasis on return based PPS. These indicate the risk-averse nature of the bank executives due to the regulatory pressure in addition to board governance mechanism.
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Wu, Hong. "The UK bank corporate governance framework : a holistic and critical analysis with a focus upon bank risk and executive remuneration governance." Thesis, University of Manchester, 2012. https://www.research.manchester.ac.uk/portal/en/theses/the-uk-bank-corporate-governance-framework-a-holistic-and-critical-analysis-with-a-focus-upon-bank-risk-and-executive-remuneration-governance(712263fb-c034-48ac-9700-3859f355a2f6).html.
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This thesis is the first piece of legal academic research that takes a holistic approach to the bank corporate governance framework in the UK, with a critical analysis of each key component of the governance framework. Its research questions are twofold: what are the key problems of the UK bank governance framework and how to improve it? Although “black letter” law analysis is at the core of the methodological approach of this thesis, the analysis draws extensively upon the bank-governance-related findings of the literature of economics, finance, management, accounting and psychology. Moreover, modest use of historical and empirical analytical tools is attempted. This thesis comprises five chapters. Chapter One (the adapted principal-agent theory and bank governance, a historical account of UK bank corporate governance, and the FSA’s regulatory system in respect of bank corporate governance) and Chapter Two (an experimental empirical study on enforcement mechanisms in UK bank corporate governance) set the general backdrop, against which the UK framework for bank executive remuneration governance (Chapter Three) and the UK framework for bank risk governance (Chapter Four) are holistically discussed and critically analysed. Chapter Five makes the following conclusions: (1) This thesis, based on Professor Heremans’ work, redefines agency problems in banks with dispersed shareholders to comprise two-tier agency problems and the agency problems between the regulator and the regulated. This theoretical framework has been extensively used in the analysis of this thesis.(2) None of the distinct but interlinked governance mechanisms of the UK bank governance framework are a panacea and risk-free. Each governance mechanism is beset by its own obstacles and limits, hence no single governance mechanism can function effectively alone. The UK bank governance framework should fully recognise the limitations of each governance mechanism and eradicate any false sense of confidence. It would be inaccurate to describe them as substitutes for each other. (3) Agency problems affect the effectiveness of and the interaction between governance mechanisms. Equity governance mechanisms in the form of self-regulation cannot address debt governance problems and financial stability concerns alone without regulatory intervention. Further, some of the equity governance mechanisms may have a negative impact upon debt governance. The thesis thus concludes that various governance mechanisms must all work together efficiently and consistently if a UK bank’s governance matrix is to be robust and the objectives of a proper UK bank governance framework are to be met.(4) The effectiveness of the framework, in particular from the perspective of risk governance and executive remuneration governance, calls for a number of factors to be observed.(5) An inherent limitation of the UK bank governance framework is that it is not, and cannot be, designed to address possible black swan phenomena. The framework should be, and is, to a large extent, designed to effectively discourage and prevent bank boards and senior management from building exposures to or, continuing with, known ill-considered or inadequately controlled risk and to effectively encourage them to incorporate foreseeable systemic risk into their bank’s risk appetite/risk tolerance.
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Hadjikhani, Annoch Isa. "Executive expectation in the internationalization process of banks : The study of two Swedish banks foreign activities." Doctoral thesis, Uppsala universitet, Företagsekonomiska institutionen, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-280666.
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Since the late 1980s, deregulation of the banking sector has opened new avenues for the internationalization of banks. There are, however, few studies on the internationalization of banks – particularly Swedish banks. The purpose of this thesis is to deepen our knowledge of bank’s internationalization process by studying how the executive function’s expectation of market conditions influences internationalization patterns. This thesis makes an empirical contribution by describing how the Swedish banks Svenska Handelsbanken AB and Swedbank AB have internationalized during the period 1995-2014. The empirical evidence comprises all of the two banks’ activities in foreign markets and the qualitative cases describing this process have been constructed using archival data (newspaper articles, press releases, and reports) complemented with interviews. Beside the empirical contribution the thesis makes a theoretical contribution to internationalization theory and more specifically to Johanson and Vahlne’s (1977) internationalization process model. While Johanson and Vahlne’s model does have a strong explanatory value, it does not fully explain its mechanisms (Andersen, 1993; Leonidou & Katsikeas, 1996) and only firm’s internationalizing incrementally (Liesch et al., 2002). For explanation of both incremental and non-incremental behaviors this thesis provides a proposed view of bank’s internationalization where the concept of executive expectation is developed as a mediating variable in Johanson and Vahlne’s internationalization process model. To this end, executive expectation is described as the driving and hindering force in bank’s internationalization process influenced by exogenous and endogenous changes.
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Forsberg, Johan, and Carl-Michael Verner. "A Call For Attention : External Stakeholder Influence on Executives Within Swedish Banks." Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-227074.
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In 2008, a financial crisis struck the world economy, causing a risk of a potential system-crash. In order to stabilize the financial system within Europe, European Banking Authority (EBA) presented new guidelines (GL44) as a way, among others, to increase the transparency among financial institutions. As a result of GL44, Swedish Financial Supervisory Authority (FSA) implemented new regulations, with minor adjustments and amendments. At present, the guidelines are weeks from being completely implemented, thus meaning that the financial industry is able to start seeing the changes from the regulations.The authors have chosen to conduct a study regarding how the banks have been affected from the external authority demands during the previous recession.The focus of the study has been on three of Sweden’s four large banks, which are considered systematically important, as well as one niche bank.The study showed that the work in board and top-management was affected by external demands from authorities. The attention on business development was disturbed during the recession since more focus was put on controlling factors such as compliance, risk management and internal audit as well as on board composition and board competence.
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Wahlsten, Joakim, and Anish Hindocha. "Non-executive directors : a case study of four UK banks from 2005-2009." Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Företagsekonomi, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-15082.
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Visagie, Suné. "The experience of career success |ban exploratory study among South African executives / S. Visagie." Thesis, North-West University, 2012. http://hdl.handle.net/10394/9242.
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Career success has become one of the most central issues in the 21st century as the nature of careers has undergone major changes over the past two decades. The change in perception that has taken place in terms of the nature of work has led to increased uncertainty about career development as a construct and as a practice. Career success has therefore become not only of interest and concern for individuals, but also a priority to organisations as the realisation of employees’ personal goals and success can eventually contribute to the realisation of the organisation’s goals and successes. Therefore the general objective of this study was to explore the experience and conceptualisation of career success among South African executives.
This study utilised a qualitative research design with an exploratory approach to investigate executives’ conceptualisation and experience of career success. A non-probability purposive, voluntary sample of 24 participants was drawn from two seperate international financial organisations with offices located in Johannesburg. The data collection process was performed through semi-structured individual interviews and the verbatim transcriptions that were captured from these interviews, were analysed using content analysis.
The twelve main themes that were extracted from the interviews are set out as follow: general conceptualisation of career success; executives’ personal meaning associated with career success; transformation of perceptions; future goals of executives; factor’s influencing executives’ career success; personality attributes related to career success; contributing factors to the career success of executives; hindering factors in career success; potential for experiencing turnover intention; consequences of career success; role of the organisation; and prerequisites for career success.
It is crucial that organisations be made more aware of the significance of executives’ conceptualisation and experience of career success (as highlighted within this research).This is especially the case when considering future career and succession planning and mapping. Organisations should be familiar with the potential influencing and hindering factors (e.g. lack of opportunities, lack of support, organisational culture, etc.). They should be prepared to address the adverse impact that these factors could have as obstacles to employees and particularly for executives to attain career success. If these hindrances are not addressed it could lead to increased job dissatisfaction and consequently increased turnover intention. They should also be alert to the contributing factors and other factors conducive to career development (e.g. support and buy-in from organisation, or being given challenges and opportunities) that facilitate career success. By providing an environment that helps career development along, the experiece of career success is increased. This can lead to various positive outcomes, such as increased job performance, organisational commitment, employee engagement, career satisfaction and talent retention. Talent retention is particularly important as one can gather from the data collected among the executives. Thus, in order to retain them as valuable employees, it is crucial to address and fulfil their career needs accordingly.Thesis (MCom (Industrial Psychology))--North-West University, Potchefstroom Campus, 2013.
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Farquharson-Roberts, Michael Atholl. "To the nadir and back : the executive branch of the Royal Navy 1918-1939." Thesis, University of Exeter, 2012. http://hdl.handle.net/10036/4451.
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The Royal Navy, and especially its leadership, is perceived to have performed poorly in the First World War and its officers have been described as being automatons who only came alive when directed by superiors. By contrast in the Second World War the Royal Navy and its officers are seen as having ‘done well,’ displaying flair and initiative. There does not appear to have been any attempt to look in any detail at what, if anything, changed in the twenty years between the wars to explain the perceived improvement. This thesis critically examines the executive branch of the Royal Navy, and contends that the navy adapted and modified the training of its officers to meet whatever was required of them; when they were required to passively obey orders as in the Grand Fleet of the First World War, they had been trained for that eventuality, when to show initiative likewise. During the 1920s the officer corps was mismanaged and morale and motivation suffered badly. The influence of the Admiralty civil service, the repository of institutional memory, which managed junior officers’ careers, was conservative and resistant to change. Changes in training both before and after the mutiny at Invergordon (September 1931) brought the officer corps up to date and set it on track for its outstanding performance in the next war, in particular recognising that leadership was not an innate class based ability, but had to be taught and developed. However, the navy had since the latter part of the nineteenth century changed the emphasis of officer’s career paths; specialist training was seen as the ‘route to the top’ and command was downgraded as a necessary part of an officer’s career development. It was only during the latter part of Second World War that having exercised command at sea was recognised as being an important part of an officer’s experience. The thesis also addresses the ‘RNVR myth’ that the Royal Navy was only able to prosecute the Second World War successfully because of an influx of well educated temporary officers and that they were the major driving force. This thesis has been largely based on primary sources, including personnel records which have not been studied before and have been examined in such a way as to allow statistical analysis.
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Shiyyab, Fadi S. "Three essays on executive compensation of European banks : monitoring mechanisms, performance and risk-taking." Thesis, University of Essex, 2014. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.654471.
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This thesis provides three substantial essays that investigate different aspects in relation to executive compensation: the role of monitoring mechanisms, bank performance and riskiness. It extends and contributes to the literature on an intense and ongoing debate among academics, policy-makers and practitioners about executive compensation and corporate governance issues in the banking industry. The current international banking regulators' reform proposals of executive compensation structure, as a consequences of current financial crisis 2007/09, motivates a more in-depth scrutiny of the relationship between corporate governance mechanisms and executive compensation. The general objective of this thesis is to provide an in-depth examination on executive compensation and other corporate governance mechanisms with a particular focus on the impact on performance and risk-taking behaviour of a representative sample of 67 of the publicly-listed commercial and bank holding companies, operating in 13 ED countries over 2000-2010. Specifically, this thesis has presented three essays on bank executive compensation in European banks and is organised as follows. Chapters 3 provides an in-depth analysis of the manually collected data set used for the empirical analysis and explores the relationship between bankers' executive pay and the role of monitoring mechanisms. Chapter 4 focuses on the relationship between executive pay and bank performance, using three alternative measures namely earnings per share, return on assets and stock market returns. Chapter 5 empirically explores the relationship between various compensation components on alternative bank risk-taking measures.
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Van, Blerck Timothy George. "The relationship between executive remuneration at financial institutions and economic value added." Diss., University of Pretoria, 2012. http://hdl.handle.net/2263/23060.
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The research will compare the alignment of the remuneration between United States and South African banks with respect to the Economic Value Added, a measure of a firm's economic profit that adjusts profit by subtracting the cost of capital.South African banks have been widely recognised for their high standard of corporate governance and stability during the financial crisis. Executive remuneration based on short-term equity has been recognised by both academic literature as well as bank regulators as one of the causes of the financial crisis. The research seeks to understand the differences in remuneration alignment between the failed and surviving banks.Misaligned incentives within the United States banks are accepted by both academics and regulators as one of the causes of the 2008 financial crisis and subsequent economic downturn. This research puts this theory to the test by comparing the alignment of executive remuneration between South African banks that were internationally recognised for successfully navigating the financial crisis, and the largest United States banks, of which three failed catastrophically over the same time period.The remuneration for the largest United States and South African banks is tested for correlation against Economic Value Added (EVA®), share price and return on equity. Correlation between executive remuneration and the constructs is tested between the two countries before as well as after the financial crisis.South African bank executive remuneration correlated strongly with EVA® and this correlation strengthened after the financial crisis. In comparison, the United States sample banks exhibited strong correlation between share price and remuneration before the financial crisis. The failed United States banks had no correlations between executive remuneration any of the constructs, a pattern that has been repeated in the United States Banks that have survived the financial crisis.Practically, the research demonstrated the vast differences in executive remuneration alignment between the United States and South Africa. In South African banks, executive remuneration is far more closely aligned to EVA®, whereas the United States banks only correlated with share price before the financial crisis, raising the question of whether managers are able to exert excessive power. The research demonstrates the magnitude of the gap between the recommendations of regulators and remuneration policies, with South African banks far more closely aligned than their United States counterparts.The research findings concur with theory presented in literature that misaligned incentives based on equity contributed towards the financial crisis. Of particular concern is the change in remuneration correlation after the financial crisis, where South African banks increased correlation with EVA® while United States banks no longer correlated with EVA®, ROE or share price.Dissertation (MBA)--University of Pretoria, 2012.
Gordon Institute of Business Science (GIBS)
unrestricted
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Meng, Danchen. "A comparison analysis of CEO compensation related to shareholders value: South Africa versus China holding banks." University of the Western Cape, 2020. http://hdl.handle.net/11394/7738.
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Magister Commercii - MComCEO’s compensation, as a global management problem, has been a matter of continuing argument in Western economies, over the last two decades. However, the relationship between CEO compensation and firm performance is still weak, resulting in the CEO overpaid problem being more severe, since the financial turmoil experienced in 2008. The purpose of this study was to investigate whether firm performance justifies CEO remuneration, by comparing South African and Chinese stock-holding banks. The motivation for this study was to understand the correlation between CEO remuneration and the value they added to shareholders. It was anticipated that the results would contribute to exploring whether CEOs were overpaid for what they produced, and help companies to adjust their compensation frameworks. The researcher employed a quantitative approach to ascertain compensation alignment with firm performance. The sample for this current research, from which the data were collected consisted of ten (10) banking institutions (5 South African and 5 Chinese). The findings for the South African banks revealed that the CEO’s remuneration was positively and significantly related to the firm performance; however, the strength of the relationship showed a declining tendency. Additionally, the non-apparent relationship between CEO compensation and firm performance for Chinese banks, indicated the weakness of the pay-performance structure in China. This result may help companies and shareholders to adjust the existing management system, and standardize executives’ responsibilities that would reduce, and avoid many enterprise management loopholes, while improving the development of the nation’s economy, and attracting foreign investors.
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Dollar, Alena Victoria. "Made in the USA: A Reality or a Fantasy How the Republican Tax Reform Encourages Executives to Bring Back Manufacturing." Scholarship @ Claremont, 2017. http://scholarship.claremont.edu/scripps_theses/1007.
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The following thesis outlines the benefits of manufacturing in the United States because of the new Republican tax reform. House Speaker Paul Ryan and President Donald Trump have been proposing large corporate tax cuts, full expensing of capital expenditures, a border adjustment tax, and repatriation of foreign cash flows. These changes will encourage more corporations to manufacture in the USA because the USA will be more globally competitive, a key focus of the Republican administration.
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Jonasson, Lars. "Investigating Training and Transfer in Complex Tasks with Dual N-Back." Thesis, Högskolan i Skövde, Institutionen för kommunikation och information, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:his:diva-5087.
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No clear consensus exists in the scientific community of what constitutes efficient dual-tasking abilities. Moreover, the training of executive components has been given increased attention in the literature in recent years. Investigating transferability of cognitive training in a complex task setting, thirty subjects practiced for five days on a Name-Tag task (controls) or a Dual N-Back task (experimental), subsequently being tested on two transfer tasks; the Automated Operation Span and a dual task (Trail Making task + Mathematical Addition task). Dual N-Back training previously transferred to unrelated intelligence tests and in this study is assumed to rely primarily on executive attention. Executive attention, functioning to resolve interference and maintaining task-relevant information in working memory, has previously been linked to fluid intelligence and to dual-tasking. However, no transfer effects were revealed. The length of training may have been too short to reveal any such effects. However, the three complex tasks correlated significantly, suggesting common resources, and therefore having potentials as transfer tasks. Notably, subjects with the highest task-specific improvements performed worse on the transfer tasks than subjects improving less, suggesting that task-specific gains do not directly correlate with any transfer effect. At present, if transfer exists in these settings, data implies that five days of training is insufficient for a transfer to occur. Important questions for future research relates to the necessary conditions for transfer to occur, such as the amount of training, neural correlates, attention, and motivation.
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Harris, Rockia K. "Getting Back Up Again: A critical-interpretive exploration of African American women C-suite executives coping with microaggressions in the workplace." University of Cincinnati / OhioLINK, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1563437075414441.
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Ward, Philip Henry. "The relationship between innovation and leadership in First National Bank of South Africa." Thesis, Rhodes University, 2009. http://hdl.handle.net/10962/d1004306.
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This research investigates the relationship between innovation and leadership in First National Bank in South Africa. In an information age paradigm, innovation is a key driver of organisational success. Innovation allows an information age company to create a sustainable competitive advantage over its competitors. First National Bank (FNB) has recognised the need for innovation and measures the amount of innovation generated in each business unit on an annual basis. Leadership is a key factor influencing innovation in large, multi-segment organisations, particularly transformational leadership. Large multi-segment organisations often have multi-functional teams and transformational leadership of these teams more effectively promotes innovation. Large multi-segment organisations also often have complex decision making processes. Transformational leadership ensures optimal innovative decisions rather than adequate decisions are reached. FNB is a multi-segment organisation comprising ten business units each headed by a Chief Executive Officer (CEO). The relationship between the level of innovation being generated annually by each business unit and the leadership style of the business unit CEO formed the focus of this research. The Multifactor Leadership Questionnaire was used to gather information on the leadership style of each CEO's. Data on the level of innovation within each of these business units was supplied by First National Bank. Data was statistically analysed against the innovation generated by each business unit using correlation analysis. Most of the results testing the relationship between transformational and transactional leadership and innovation were found not to be significant. This contradicts the theory which suggests a positive relationship between transformational leadership and innovation.
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Braga, Ricardo de João. "O processo decisório legislativo na criação e reforma do BACEN e do CMN em 1964 e 1994: incerteza, cooperação e resultados legislativos." Universidade do Estado do Rio de Janeiro, 2012. http://www.bdtd.uerj.br/tde_busca/arquivo.php?codArquivo=4591.
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Esta tese analisa o processo decisório legislativo nos casos da criação e reforma do BACEN e do CMN em 1964 e 1994, ocorridos no âmbito de planos exitosos de combate à
inflação (PAEG e Plano Real, respectivamente). A definição de um formato institucional para a autoridade monetária é uma escolha dos legisladores em termos da produção da política
pública de responsabilidade daqueles órgãos, que em ambos os casos foi importante na busca da estabilidade de preços. A partir da Teoria Política Formal utilizaram-se dados primários e
fontes secundárias para construir modelo e hipóteses que consideraram as dimensões de interesse geral (combate à inflação) e de políticas particularistas/distributivistas (crédito rural e representação privada no CMN). Concluiu-se que em ambos os processos a iniciativa do Poder Executivo foi fundamental para o resultado final, contudo, em ambas as situações, mesmo durante o ano de 1964 (período militar), o Legislativo teve papel relevante na definição do formato final de ambas as decisões. No primeiro caso houve uma barganha entre os Poderes Executivo e Legislativo para aprovação da proposta, que envolveu concessões no sentido de garantir representação privada no CMN e a institucionalização do crédito rural. No segundo caso o uso da Medida Provisória caracterizou uma forma diferente de coordenação entre os poderes, em que a MP atuou para diminuir a incerteza em relação aos resultados do plano e às alterações na composição do CMN e assim permitir a aprovação da matéria. Os resultados da tese, favorecidos pela comparação de dois períodos diversos do sistema político brasileiro, colaboram com a análise das relações Executivo-Legislativo, sobretudo ao
valorizar os instrumentos legislativos do Presidente da República e a forma de equacionamento da incerteza nos processos decisórios. Ainda, permite-se um maior conhecimento da realidade legislativa durante o ano de 1964, quando, ao menos para a Reforma Bancária, não se pode falar de solapamento dos poderes e prerrogativas do Congresso Nacional pelo governo militar.This thesis analysis two legislative decision making process that created and reformed BACEN and CMN in 1964 and 1994, occasions of successful economic stabilization plans (respectively PAEG and Plano Real). The institutional form of the monetary authority represents a political choice to perform certain public policies, what was important to achieve price stabilization in both cases. A model based on Analytical Theory was build and it used primary data and bibliographical sources to test hypothesis. The model and its hypothesis considered general interests (stabilized prices) and particularistic interests (private representation at the monetary authority and loans to agricultural activities). Results showed that the Executive Branch was important when initiate both legislative process, however, the Legislative Branch was important too, even during the Military Government initiated in april 1964. In the first case Executive and Legislative branches swap support, when Executive Branch conquered a new format to monetary authority and Parliament got private representation in the CMN and the building of the rural credit policy. In the second case, the use of provisional decree (Medida Provisória) made results of stabilization process and CMN reform safer, what could coordinate Executive and Legislative branches in a different way and put the Parliament pro-reform. The thesis results are important comparing two periods of Brazilian political system, which improves the knowledge about Executive-Legislative relations. Legislative instruments of Executive Branch and the management of uncertainty are central elements in this comparison. Besides, the thesis increases the knowledge about Brazilian Congress during the first year of Military Government, showing that for Bank Reform Parliament was important and could influence the institutional format of the monetary authority.
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Burns, Lesley Martina. "Bringing the judiciary back in : an analysis of the impact of executive-judicial relations on democratic institutional stability in Venezuela." Thesis, University of British Columbia, 2009. http://hdl.handle.net/2429/12662.
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Using a method of process tracing based on in-depth elite interviews, this dissertation examines the relationship between presidentialism and the rule of law in Venezuela. It finds that the perils of presidentialism—minority government, coalitions, deadlock, term limits and fixed terms—lead to institutional instability when they interact with low rule of law.
Institutional instability occurs when one branch of government threatens or attacks another. Instead of exploring regime level stability this dissertation argues that state level factors more accurately capture problems associated with democracy. Rather than focusing on executive-legislative relationships, as much of the literature does, I argue that the judiciary is an important determinant of democratic governance. This dissertation shows how an examination of executive-judicial relationships helps explain dynamics leading to institutional instability in presidential systems.
Interviews revealed that institutional instability was associated with judicial non-independence in three periods of Venezuela’s democratic history. During the Punto Fijo era political parties supplanted state institutions that are necessary foundations for democracy; in the transition period the gravity of the problems of a non-independent judiciary became evident; and during the Bolivarian period, the interaction between a low rule of law and presidentialism led to institutional instability.
An examination of the precarious executive-judicial relationship in Venezuela builds on previous studies of instability to provide a more complete account for the decline of a seemingly stable democracy. Specifically, it provides a case study of an unstable presidential democracy to show how presidentialism contributes to institutional instability when the rule of law is weak. Finally, the dissertation contributes to shifting the analytical focus of the democratization literature from regime to state. This shift in analysis shows that satisfying the minimal regime criteria for democracy, such as elections, is insufficient to ensure institutional stability, and perhaps continued democracy. For free and fair elections to be meaningful state institutions must be capable of restraining executive power.
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Bowling, Alexandra J. "Emotional Interference: The Impact of Task-relevant Emotional Stimuli on Cognitive Performance." University of Dayton / OhioLINK, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=dayton1429958352.
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Calado, Vanessa Tome Gonçalves. "Desempenho de indivíduos acometidos por traumatismo cranioencefálico no teste n-back auditivo." Universidade de São Paulo, 2013. http://www.teses.usp.br/teses/disponiveis/5/5162/tde-03012014-150743/.
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INTRODUÇÃO: O termo memória operacional (MO) refere-se a um constructo cognitivo capaz de armazenar e manter a informação acessível para uso determinado por um tempo limitado, possibilitando a manipulação de diversas informações simultâneas e sequenciais como operações matemáticas longas ou complexas, compreensão de palavras pouco frequentes, extensas ou frases complexas. A linguagem está entre as funções cognitivas que dependem do funcionamento da memória operacional e pode estar comprometida em várias condições patológicas, dentre elas o traumatismo cranioencefálico (TCE). Dados da literatura referentes a essa população ainda são restritos ou pouco consistentes. OBJETIVOS: investigar se o teste n-back é uma medida válida para identificar o déficit de memória em pacientes com TCE, estabelecer nota de corte e curva ROC do teste n-back, comparar o desempenho entre os indivíduos saudáveis e aqueles que sofreram TCE, comparar o teste n-back com os testes de linguagem e aspectos da lesão neurológica, tais como gravidade e tempo, tempo de coma e localização hemisférica da lesão nos resultados para verificar o desempenho e a relevância na separação dos casos em pacientes e controles.MÉTODOS: 53 indivíduos brasileiros (26 adultos com TCE e 30 adultos saudáveis) foram avaliados por bateria de estímulos verbais auditivos para verificar diferenças inter-grupos na capacidade de processamento da memória operacional, quanto ao numero de respostas corretas (acurácia), capacidade máxima de processamento na memória operacional (span) e também verificar a relação da memória operacional com habilidades linguísticas, através da comparação de testes. RESULTADOS: na comparação entre os pacientes e os indivíduos do grupo controle observou-se diferença estatisticamente significante entre os grupos tanto para os testes de base quanto para os resultados do n-back. Os grupos foram estatisticamente pareados em relação às variáveis sócio-demográficas (idade, escolaridade e gênero). O modelo estatístico com as variáveis do teste n-back demonstrou ótima separação dos casos em pacientes/ controle com a área sob a curva ROC de 89%. O modelo também mostrou convergência com os testes de linguagem para compreensão auditiva de sentenças, fluência verbal e aspectos discursivos-pragmáticos e com o nível cognitivo. O lado da lesão foi estatisticamente significante para o n-back, fluência verbal e discurso conversacional. CONCLUSÃO: Os resultados mostram que o n-back na maneira como foi desenhado é capaz de diferenciar os indivíduos alterados e os normais na habilidade de memória operacional. No estudo foi possível discriminar o comportamento de indivíduos com lesão encefálica adquirida e indivíduos saudáveis quanto à medida de acurácia e capacidade máxima de manipulação da informação na memória operacional. Esse comportamento reflete o funcionamento linguístico e cognitivo que se correlaciona com o mecanismo de memória operacionalINTRODUCTION: The term working memory (WM) refers to a construct cognitive capability of storing and keeping information on line to a determined use for a limited time, enabling the manipulation of diverse simultaneous and sequential information such as long or complex mathematical operations, comprehension of less frequent words, extensive or complex sentences. The language is among the cognitive functions which depends on the operational memory behavior and may be engaged in many pathological conditions, among them the TBI (traumatic brain injury). Literature dada relative to such population are still restrict or weak. AIM: investigate whether the n -back task is a valid measure for identifying memory deficits in patients with TBI; establish cutoff and ROC curve of n-back task; to compare performance between normals individuals and those who have suffered TBI; to compare n-back task with tests of language and aspects of neurological injury, such as severity, coma and hemispheric laterality of the lesion to verify the performance and relevance in the separation of cases. METHODOS: 53 individuals Brazilians (26 adults with TBI and 30 healthy adults) were assessed by a battery of auditory verbal stimuli for detecting differences between groups in the processing capacity of working memory, as the accuracy and span also check the relationship of working memory to language skills, through the comparison tests. RESULTS: in the comparison between patients and control subjects was observed statistically significant differences between groups thus to the tests as the basis tests as to results of the n -back. The groups were statistically matched in relation to socio-demographic variables (age, education and gender). The statistical model with variables of the n -back test showed good separation of cases where patients / control with the area under the ROC curve of 89 % . The model also showed convergence with language tests for auditory comprehension of sentences, verbal fluency and pragmatic - discursive aspects and the cognitive level. The side of the lesion was statistically significant for the n -back, verbal fluency and conversational discourse. CONCLUSION: the results demonstrated that the n-back on the way it was designed is able to distinguish the changed individuals and the normal on the working memory ability. On the study it was possible to discriminate the behaviors of individuals with acquired brain injury and healthy individuals regarding the accuracy and maximum capacity of manipulating information on the working memory. Such behavior reflects the linguistic and cognitive function which correlates with the working memory mechanism
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Lisle, Lily. "Currency Sovereignty in the Future: Cryptocurrency Policy in the US and China." Scholarship @ Claremont, 2018. http://scholarship.claremont.edu/scripps_theses/1110.
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Why are the US and China regulating cryptocurrency? This paper first uses linear regression to model the relationship between the US dollar and Bitcoin, and separately, the Chinese Renminbi and Bitcoin. Next, legal text is analyzed to make the comparative case for the United States' and China's legal responses to new advances in cryptocurrency, and how it shows threats to the traditional definition and control of currency.
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Goenarjo, Roman. "Effect of age, vascular parameters, physical activity, and cardiorespiratory fitness on executive performances : role of cerebral oxygenation." Thesis, Poitiers, 2020. http://www.theses.fr/2020POIT2252.
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De nombreuses études ont montré que l’activité physique régulière et le niveau de condition physique étaient associés à la performance cognitive et plus particulièrement aux fonctions exécutives. Parmi les nombreux mécanismes physiologiques qui sous-tendent cette association, l’oxygénation du cortex préfrontal semble avoir un rôle majeur. Il est bien établi que l'impact spécifique de l'oxygénation préfrontale sur le lien entre l’activité physique et la cognition est influencé par certains facteurs comme le sexe, l’âge, et la santé cardio-vasculaire. Ainsi, l'objectif de cette thèse était d'étudier l'impact de l'activité physique et du niveau de condition physique sur les fonctions exécutives au cours du vieillissement chez des hommes sains. L'influence de l'oxygénation du cortex préfrontal et de la santé cardiovasculaire sur la relation « niveau de condition physique – fonctions exécutives » a également été étudiée. A partir de la littérature existante, nous avons formulé l’hypothèse que l’activité physique et le profil cardiorespiratoire auraient des effets bénéfiques sur les fonctions exécutives chez les hommes jeunes et plus âgés, et que pour ces deux populations, l’oxygénation du cortex préfrontal et la santé cardiovasculaire seraient impliquées dans cette relation. Une revue de littérature et quatre études transversales ont été réalisées pour vérifier ces hypothèses.Notre revue de littérature chez les personnes âgées a indiqué que:• Un niveau de condition physique plus élevé est associé à de meilleures performances dans certains tests de fonction exécutive.• Un niveau de condition physique plus élevé est associé à une moindre rigidité artérielle, à une réactivité vasculaire plus élevée, et à une plus grande amplitude de l'oxygénation cérébrale au cours de l'exercice ou d'une tâche cognitives.• Un plus grand volume de matière grise et une plus grande d’intégrité de la substance blanche sont liés àu profil cardiorespiratoire, mais moins systématiquement associés à l’activité physique.• Au moins de 12 semaines d'un programme d'exercice aérobie sont nécessaires pour obtenir un effet significatif sur les fonctions cognitivesNos études expérimentales nous ont permis de conclure que:Chez les jeunes hommes:• Les individus actifs obtenaient de meilleures performances dans les tâches exécutives que les inactifs et avaient un changement important dans l'oxygénation du cortex préfrontal lors des conditions les plus complexes de la tâche de Stroop.• Un niveau de condition physique plus élevé était liée à une meilleure performance en double tâche et une plus grande oxygénation des deux côtés du cortex préfrontal.Chez les hommes âgés:• Le niveau de condition physique n’est pas lié aux performances de Stroop ni à l’ oxygénation du cortex préfrontal.• Un niveau de condition physique plus élevé est lié à une meilleure performance et une plus grande oxygénation de cortex préfrontal droit au cours d’une tâche de Stroop dans le groupe de 61+ ans mais pas dans le groupe de 55-60 ans, ce qui suggère l'importance de la classification de groupe d'âge pour évaluer l'effet du niveau de condition physique sur les fonctions exécutives chez les hommes âgés.• Les hommes âgés ont des relations plus fortes entre plusieurs paramètres cardiovasculaires et la performance des tâches de Stroop que les jeunes hommesCette projet de recherche montre que l'activité physique et le niveau de condition physique ont des effets positifs sur les fonctions exécutives chez les jeunes hommes et âgés, en particulier dans la tâche la plus complexes. L’oxygénation du cortex préfrontal et la santé cardiovasculaire modulent la relation entre l'activité physique et la cognition. Nous concluons que d’être physiquement actif ou d'avoir un meilleur niveau de condition physique donne des effets avantageux pour la santé vasculaire, l’oxygénation du cortex préfrontal, et les fonctions exécutives non seulement chez les hommes âgés, mais aussi chez les jeunes hommesMany studies have reported that regular physical activity and cardiorespiratory fitness were associated with cognitive performance and more selectively with executive functions. Among numerous physiological mechanisms that may underlie the association between them, prefrontal cortex oxygenation seems to play a major role. However, the specific impact of prefrontal oxygenation on the link between physical activity and cognition is influenced by several factors, such as gender, age, or cardiovascular health. Therefore, the aim of this thesis was to investigate the impact of physical activity and cardiorespiratory fitness on executive functions across the adults' age span in healthy males, as well as the influence of prefrontal cortex oxygenation and cardiovascular health. To obtain those objectives, we conducted a review of the effect of physical activity on the brain in older adults and four cross-sectional studies. From our review, we highlighted that: • In older adults, higher fitness level is associated with better performance in several executive function tests. Even though the limited number of studies available makes it difficult to draw definitive conclusions.• Better cardiovascular fitness in older adults is associated with improve arterial stiffness, higher vascular reactivity, and greater amplitude of cerebral oxygenation during exercise or cognitive tasks.• Greater gray matter volume and white matter integrity were related to the cardiorespiratory fitness but less consistently related to physical activity.• At least 12 weeks of an aerobic exercise program are required to give advantageous effects to the brainAnd our experimental works show that:In young males:• The active individuals performed better in executive tasks than their inactive counterparts and had a larger change in prefrontal cortex oxygenation during the most complex conditions of Stroop task.• High cardiorespiratory fitness was related to a better performance in dual-task and greater oxygenation on both sides of the prefrontal cortex.In older males:• Cardiorespiratory fitness is not related to Stroop task performance nor prefrontal cortex oxygenation in overall older males.• Higher cardiorespiratory fitness was related to a better performance and greater right prefrontal cortex oxygenation during a Stroop task in 61+ years old group but not in 55-60 years old group, suggesting the importance of age-group classification to evaluate the effect of cardiorespiratory fitness on executive function in older male subjects.• Older males have stronger relationships between several vascular parameters and Stroop task performance than young malesThis work shows the relationship between physical activity and cardiorespiratory fitness on executive functions in young and older males. The potential neurophysiological mechanisms that underlie that relationship, especially prefrontal oxygenation and vascular health, are presented
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Decise, Jean-François. "L'entreprise de Soi des délégataires bancaires : la résistance à la déprofessionnalisation et l'impératif d'employabilité : une étude au travers de l’identité professionnelle des personnels d’Etablissements bancaires en charge de l’attribution de crédits." Thesis, Montpellier 3, 2011. http://www.theses.fr/2011MON30072.
Full textAbstract:
Dans le contexte de la société néolibérale, l’entreprise bancaire est devenue « bancassurance », a rapproché ses activités d’investissement et de banque de détail, et a fortement accentué ses stratégies commerciales. Dans le même temps, et comme dans toutes les entreprises, les conditions d’exercice d’une activité salariée au sein d’un Etablissement de Crédit ont évoluées : de la demande de qualification à l’exigence actuelle de compétences. Le concept d’employabilité s’est imposé depuis le début des années 2000 ; la loi et le marché ont « bousculé » la formation professionnelle. L’objectif de cette recherche est de mener, dans ce contexte, une « investigation » sur la construction, l’évolution et la reconnaissance profes-sionnelle des salariés « délégataires bancaires » et sur les incidences sur leur identité profes-sionnelle. La thèse interroge les situations, individuelles et collectives, des acteurs observés, concernant leur métier, leurs compétences et leur employabilité, ainsi que leur formation pro-fessionnelle. Est mis en exergue le fait que les « délégataires bancaires » manifestent des formes de résistance à la déprofessionnalisation, cherchent à maintenir, ou à retrouver, une « identité de métier » ; ils ont également la volonté de rester employables, de « garder l’emploi et retrouver le métier ». La « sécurisation de l’employabilité » en même temps que le « renouvellement identitaire » dépend à la fois de la capacité de chacun à mener une « entre-prise de Soi » pour se préserver d’une « idéologie de la mobilisation infinie » et de la capacité des entreprises à mettre en œuvre une formation professionnelle qualifiante. Le cadre théo-rique se rattache aux orientations actuelles de la sociologie de l’entreprise tenant compte de l’interdépendance entre société et entreprise, mais aussi des « logiques d'action » des salariés pouvant aller jusqu’à « l’impératif de gestion de sa propre personne ». Par ailleurs, il est ac-cordé un fort intérêt à la gestion des Ressources Humaines à travers « le besoin » de métier et d’identité professionnelle. Les constats présentés sont issus d’une étude empirique menée auprès d’un panel de dix Etablissements de crédit en articulant divers moyens de recueil de données : Observation directe, « Observation Participante Interne », questionnaires et entre-tiens, consultation de la documentation d’entreprise, de la documentation syndicale et de la presseIn free market society, bank business is become « bank insurance », has linked investment activities and retail banking and has strongly increased its business strategies. In the same time, and like in every firm, working conditions of the employees in banks have changed. Outstanding skills are required. The concept of employability has appeared from the beginning of 2000. Law and market has upset professional training. The aim of its research is to achieve an “investigation” about change, professional gratitude of employees and the effects on their professional identity. Thesis questions: Individual and collective situations of employees concerning their trade, their skills and their employability as well as their professional training. “The bank executives” resist to deprofessionalization. They are trying to find back a trade identity.They has the will to remain able to be employed, to keep the job and find back the trade. Employees must have a strategy of professional life for preserving themselves against “the ideology of infinite mobilization.” This thesis deals with: Today trends of sociology of firms and more particularly employees behavior considering the strong link between society and firm .Too, it deals with the employees who have “the necessity to manage themselves”. Besides, the thesis deals with the interest of human resources management through the “need” of trade and professional identity. The results of this investigation are issued from a study from 10 banks, using varied means to gather data like: direct observation, questionnaires and interviews, study of firm documents, study of union documents and press
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Scharinger, Christian [Verfasser], and Peter [Akademischer Betreuer] Gerjets. "EEG Frequency Band Power and Pupil Dilation as Measures for Executive Working Memory Load in Task Settings of Basic and Applied Research / Christian Scharinger ; Betreuer: Peter Gerjets." Tübingen : Universitätsbibliothek Tübingen, 2015. http://d-nb.info/1163462896/34.
Full text
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Barker, Frances. "Under international law, when can states deny refugees asylum on the basis of national security: an analysis of the 2017 U.S. ‘travel ban’ executive orders and the suspension of the refugee admissions program." Master's thesis, University of Cape Town, 2018. http://hdl.handle.net/11427/29407.
Full textAbstract:
In 2017, President Trump of the United States issued the ‘Travel-Ban’ Executive Orders. These orders restricted immigration from certain Muslim-majority countries and suspended the U.S. Refugee Admissions Program for 120 days. Subsequently, on 24 September 2017, the President issued Proclamation 9645, which continued many of these immigration restrictions. The actions of the U.S. President reflect the growing connection between refugees and issues of national security. This paper seeks answer the question as to when states can reject refugees on the basis of national security under international law. Particularly, this paper provides an overview of the international refugee law regime and the extent to which nation states are bound by their obligations. Subsequently, this paper outlines the national security exceptions to refugee status under international law – with specific regard to Article 33(2) and Article 1F of the UNHCR Refugee Convention, and the concept of non-entrée. Following, it outlines the domestic U.S. immigration and refugee law regime, and its relationship to international law. Subsequently, this paper performs an analysis of President Trump’s ‘travel-ban’ executive orders. Finally, it assesses whether the executive orders violate the United States’ international law obligations – holding that a blanket immigration and refugee ban does not fall within the scope of the national security exceptions provided in international law. In conclusion, this paper holds that the ‘travel-ban’ executive orders and the Proclamation put the U.S. in violation of its obligations under international law. This paper aligns with the current literature in its examination of the relationship between national security and refugee law – however, it is able to consider these issues in light of recent events in international refugee law. Importantly, this paper provides an academic analysis of the executive orders and the Proclamation from an international law perspective, where much of the previous literature focused primarily on U.S. domestic law. Thus, this paper aims to be at the forefront of legal analysis of the United States’ policies regarding refugees and immigration.
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Malan, Franck Adonis. "International political economy : on the trajectories of policy-makers and reforms policies." Thesis, Normandie, 2017. http://www.theses.fr/2017NORMLH10/document.
Full textAbstract:
Cette thèse en politique économique internationale analyse à travers 4 chapitres les facteurs influençant la prise de décision en se focalisant sur les trajectoires des décideurs. Le premier chapitre montre que les membres du Conseil d’Administration (CA) du Fonds Monétaire International (FMI) ont un avantage considérable en matière de prêt et de remboursement sur les autres membres du FMI à travers des réseaux informels développés par leur simple présence aux réunions de CA du FMI à Washington DC. Le second chapitre met l’accent sur les trajectoires de carrière des membres du CA du FMI avant et après leur poste au sein de cette institution et comment ces trajectoires influent les prêts et les modalités de remboursement des pays emprunteurs. Dans un troisième chapitre, nous cherchons à savoir si les années de récession connues par les Présidents des Banques Centrales des pays occidentaux sont en mesure d’influencer leur gestion de ces institutions. Enfin, le quatrième chapitre propose un modèle d’économie politique des réformes en montrant l’importance des syndicats des travailleurs ainsi que des transferts de richesse de la part des gouvernements vers les populations, sur la mise en œuvre des réformes au sein des pays de l’OCDE. Cette thèse montre qu’à l’instar des décideurs nationaux qui ont tendance à influencer directement la vie économique des pays, les décideurs internationaux de par leurs histoires, leurs identités et leurs expériences de vie, peuvent également influencer la sphère économique des paysThis thesis in international political economy analyses factors influencing the decision-taking focusing on the trajectories of policy-makers across 4 chapters. The first chapter shows that the IMF’s Executive Board (EB) members have a considerable advantage on other IMF members in terms of loans and repayments through informal networks developed by their simple presence on the IMF’s EB at Washington DC. The second chapter focuses on the IMF’s EB career trajectories before and after their position, and how these trajectories influence loans and repayment modalities of borrowing countries. In a third chapter, we want to know in what extend central bankers’ recession experiences tend to lead them to decrease the interest rates of central banks. Finally, the fourth chapter proposes a model of political economy of reforms showing the importance of unions and transfers from governments to populations concerning the implementation of reforms in OECD countries. This thesis shows that, as national policy-makers which tend to directly influence the economic life, international policy-makers, through their stories, identities and life experiences, can also influence the economic sphere of countries
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Bateman, William. "Parliamentary control of public money." Thesis, University of Cambridge, 2018. https://www.repository.cam.ac.uk/handle/1810/286229.
Full textAbstract:
This dissertation analyses the idea that parliament controls public money in parliamentary constitutional systems of government. That analysis proceeds through an historical and contemporary examination of the way legal practices distribute authority over public money between different institutions of government. The legislative and judicial practices concerning taxation, public expenditure, sovereign borrowing, and the government financing activities of central banks are selected for close attention. The contemporary analysis focuses on the design and operation of those legal practices in the United Kingdom and the Commonwealth of Australia, in the context of the boom-bust-recovery economic conditions experienced between 2005 and 2016. The dissertation's ultimate claims are explanatory: that "parliamentary control" is a poor explanation of the distribution of financial authority in parliamentary systems of government and should be jettisoned in favour of an idea of "parliamentary ratification". An empirically engaged methodology is adopted throughout the dissertation and (historical and contemporary) public sector financial data enrich the legal analysis. The dissertation acknowledges the impact of, but remains agnostic between, different economic and political perspectives on fiscal discipline and public financial administration. The dissertation makes a number of original contributions. It provides a detailed examination of the historical development, legal operation and constitutional significance of annual appropriation legislation, and the legal regimes governing sovereign borrowing and monetary finance. It also analyses the way that law interacts with government behaviour in situations of economic emergencies (focusing on the Bank of England's public financing activities since 2008), and the institutional and doctrinal obstacles facing judicial involvement in disputes concerning public finance (focusing on the Australian judiciary's recent engagements with public expenditure legislation).
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Paruk, Nazira. "Stress management amongst bank executives : a case study." Thesis, 2010. http://hdl.handle.net/10413/7333.
Full textAbstract:
This study was conducted within the Retail Credit Evaluation and Assessment (RCEA) units at one of the big four banks within South Africa. The aim of this study was to assess stress amongst employees that were employed within the credit evaluation and assessment unit of a financial institution and then evaluate the factors that contributed to these employees stress levels with an option of implementing stress management programmes and employee assistance programmes within the organisation. The objectives of this study was to determine the overall stress levels of employees working within this environment based on demographics, length of service and qualification levels. The questionnaire was designed around obtaining data on the objectives of the study and respondents were requested to give information on the stress levels, their qualification levels, and length of service, race and gender. Respondents were also requested to rate the items that they believed contributed to their stress levels using a five point Likert-scale measurement tool. The medical information of respondents was assessed and respondents were to identify the medical conditions that they suffered from and if it was stress related. Employees were also asked about whether they would be willing to participate in stress management programmes and interventions to assist in managing their stress levels. The RCEA environment is a relatively small business unit within the chosen bank and is based across the major cities of South Africa. The decision was taken to obtain information from as many staff as possible through a web based survey using the on-line software programme QuestionPro, in order for the survey to be accessible to all respondents.
The results of the survey found that 47.3% of respondents identified their current stress levels as very high to high and a further 44.7% of respondents experienced moderate stress levels as opposed to 7.9% of respondents who rated their stress levels as low and very low. A salient feature of this study is that the majority of respondents were prepared to accept assistance in managing their stress levels in that 65.5% of respondents revealed that they would participate in a healthy lifestyle programme and that 67.6% of respondents would attend monthly physical checks by medical practioners if provided by the employer. The study can benefit the organization in identifying the factors that cause employees to experience stress and then develop and implement strategies to manage stress levels of employees. A healthy workforce is a more productive workforce.Thesis (MBA)-University of KwaZulu-Natal, Westville, 2010.
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FANG, JIA-LI, and 方嘉麗. "Executives' Overconfidence, Corporate Social Responsibility and Bank Assets Quality." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/97345698248739397361.
Full textAbstract:
碩士銘傳大學
財務金融學系碩士班
105
This paper mainly deals with the relationship between the excessive self-confidence of 84 US bank managers and the preparation of bank loan losses. Due to the different business functions, this paper divides the managers into two parts: CEO and CFO. This paper further discusses the relationship between overconfidence, corporate social responsibility and The relationship between the loan loss preparation. As a result, it was found that the CEO and CFO's overconfident banks would raise a lower loan loss and whether there was a significant negative correlation between corporate social responsibility and manager's overconfident bank and loan loss, In the case of self-confidence, this article found that managers in the case of non-self-confidence, the more corporate social responsibility, the listed loans to prepare the higher the loss.
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HSIUNG, WU HSI, and 吳錫雄. "The Executives Talent Training of Banking Industry _ Evidence from State-Owned Bank." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/2dhjhj.
Full textAbstract:
碩士大葉大學
管理學院碩士在職專班
104
The individual case study company is a one-hundred percent state-owned bank. There is less elasticity in its personnel system since it is limited by decree and regulation. Yet the flexibility of human resource development and talent cultivation of state-owned bank is like holding a candle to the former in financial industry; if the human resource management of state-owned bank is unable to transform in the future soon, it will encounter the predicament about lacking of talents. Hence, an appropriate promotion system is expected to be implemented so as to select the outstanding talents. The individual case study company was established for ages, bearing the mission of national policies, and the human resource promotion system has been implemented for years as well. Even though he promotion system has been amended from time to time, there are still some defects and failures. In this study, the Two Factor Theory issued by Herzberg is utilized as the basis structure, and three main suggestions are elaborated: 1. amending the Civil Service Performance Evaluation Act, setting Grade B will be the standard for general staffs in order to correct the inactive attitude; 2. designing a subject learning portfolio for the staffs to establish the necessary capacities and strengthen the training for middle managements and executives; 3. combining the training of middle managements and executives with the promotion system, making the people with great abilities ought to be promoted and break the old subjectivity and faction thinking.
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"Managerial selection process in the banking industry of Hong Kong." Chinese University of Hong Kong, 1997. http://library.cuhk.edu.hk/record=b5889041.
Full textAbstract:
by Chow Ho Kong, Tang Ying Cheung, Eric.Thesis (M.B.A.)--Chinese University of Hong Kong, 1997.
Includes bibliographical references (leaves [35-37]).
ABSTRACT --- p.ii
TABLE OF CONTENTS --- p.iii
Chapter
Chapter I. --- INTRODUCTION --- p.1
Significance of Managerial Selection --- p.1
Environmental Context --- p.2
Banking Industry --- p.2
Recruitment Environment --- p.3
Problem Identification: Imperfect Selection Process --- p.4
Chapter II. --- SCOPE OF STUDY --- p.6
Objectives of This Study --- p.6
Methodology --- p.7
Chapter III. --- OVERVIEW ON THE MANAGERIAL SELECTION PROCESS --- p.8
Functions and Success Factors of Selection --- p.8
Stages of Selection Process --- p.10
Chapter IV. --- STAGES OF MANAGERIAL SELECTION PROCESS --- p.12
Stage One: Pre-Selection --- p.12
Internal Manpower Needs --- p.13
Job Analysis --- p.14
Managerial Competencies --- p.16
Stage Two: Selection --- p.19
Stage Three: Post-Selection --- p.25
Chapter V. --- CURRENT PRACTICES OF MANAGERIAL SELECTION IN BANKS --- p.28
The Interviews with Banks --- p.28
Pre-Selection Stage --- p.29
Communication of Job Opening --- p.29
Job Analysis --- p.30
Managerial Competencies --- p.31
Sourcing of Potential Candidates --- p.31
Chapter V. --- CURRENT PRACTICES OF MANAGERIAL SELECTION IN BANKS (Continued)
Selection Stage --- p.32
Application Letter / Resume and Written Test --- p.32
Job Interview --- p.33
Validity of Selection Methods --- p.33
Selection Decision --- p.35
Post-Selection Stage --- p.35
Induction Programme --- p.35
Probationary Period --- p.36
Chapter VI. --- CONCLUSION AND RECOMMENDATIONS --- p.38
Recommendations on Banks' Managerial Selection Process --- p.38
Proactive Role of Human Resources Managers --- p.38
In-depth Job Analysis to Identify Job-Specific Competencies --- p.39
Well Documented Records in Each Stage of Selection Process --- p.40
Cost Effective Use of Managerial Competencies Model --- p.41
Use of Structured Interview for Testing --- p.41
Selection Decision Made According to Pre-Determined Criteria --- p.42
Induction Programme to Socialize New Manager --- p.42
Evaluation after Probationary Period as Feedback --- p.42
Implications on the Designed Framework of Managerial Selection Process --- p.43
Conclusion --- p.45
APPENDIX
BIBLIOGRAPHY
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HO, HUI-JU, and 何蕙如. "Analysis of Association Rule in Taiwan Business Executives Job Requirement-Example of 1111 Job Bank." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/56395383649604453884.
Full textAbstract:
碩士僑光技術學院
管理研究所
97
The development of the Internet turns employment information media of job seekers from reality to virtuality. In recent years, domestic job seeking and matching web sites appeared. Using the advantages provided by the Internet to job seekers, affinity, convenience, interactivity and rich information form a strong contrast to traditional printing media. With its unlimited human resource classified layout features, job opportunities matching can be approached through the Internet and provides rapid access of job information to the seekers. Under the situation of various source information increasing along with storage costs decreasing, one may wonder how to use these data and find the value of potential applications, so that it can contribute to organizations. Business executives are in the most potential growing group of human resources and also the future elites of companies. Along with the overall social environment and political and economic changes, the structure of work values are in an increasingly diverse. When making choices to employment, people would consider more requirements of working environment and conditions. In order to face the generation of fierce competition, enterprises use computer and network operations to improve efficiency. Using technologies of data mining can help the industry finding the useful hidden information in huge databases. Nowadays, e-commerce and the Internet related applications are popular. Data mining technologies become today''s very popular field of study, especially the discussion in association rule technical aspects. This study explored the use of data mining technology. Through industry-academia cooperation, we obtained the 1111 Job Bank database and then do actual analysis of the relations among Taiwan business executives job requirement conditions. By using the analysis algorithm of association rules in data mining technology, we found out the relations between each business executives'' job requirement from the database and then understand what kind of job requirements are really needed for the companies. These requirements are including computer-related expertise, language proficiency, academic qualifications, work areas and licenses. We found the number of useful support , the link between working conditions, master-slave relationship and dependency network therefore we figure out the requirement of skilled business executive talents in current situation. Hope to give the trends of current real business job needs in the human resource market and to provide job-seekers the references for enterprise talent recruit.
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"The Bank of China Group's approach to management development & training." Chinese University of Hong Kong, 1992. http://library.cuhk.edu.hk/record=b5887108.
Full textAbstract:
by Kung Ching-Chuan, Anna.Thesis (M.B.A.)--Chinese University of Hong Kong, 1992.
Includes bibliographical references.
TABLE OF CONTENTS --- p.ii
INTRODUCTION --- p.1
The Management Development Needs For Hong Kong In The Decade Of 90s --- p.4
The Scope Of The Study --- p.6
The Rationale For A Case Study On The Bank Of China Group --- p.7
The Objectives Of The Case Study --- p.8
LITERATURE REVIEW ON MANAGEMENT DEVELOPMENT & TRAINING --- p.10
What Is Meant By Management Development & Training --- p.10
The Purposes Of Management Development & Training --- p.12
Meeting the Future Management Needs --- p.13
Developing & Advancing the Individuals --- p.14
The Historical Development Of The Concept Of Management Development --- p.15
A CASE STUDY： THE BANK OF CHINA GROUP TRAINING & DEVELOPMENT CENTRE --- p.19
The Development Trend Of The Training & Development Programme --- p.19
The First Stage: 1980 - 1985 --- p.20
The Second Stage: 1986 - 1988 --- p.20
The Third Stage: 1989 and Onwards --- p.21
The Structure Of The Bank Of China Group Training & Development Centre --- p.22
The Corporate Strategy Of The BOC Group In The 1990s --- p.23
The Overall Objective Of The BOC Group Training & Development Centre --- p.23
The Purposes Of The Centre's Training And Development Programme --- p.24
The Nature Of The Centre's Management Development And Training Programme --- p.25
The Programme For The Lower Level Management --- p.27
The Programme For The Middle Level Management --- p.30
An in-depth elementary course on Management --- p.31
Seminar on Leadership & Teamwork --- p.32
Seminar on Interviewing Skills with Subordinates --- p.32
A Course on Banking Business Development --- p.33
A Course on Human Resources Management --- p.33
The Programme For The Top Management --- p.34
The English-Language Training Courses --- p.35
Other Courses --- p.36
The Role Of Trainers --- p.36
As An Encourager --- p.37
As A Facilitator --- p.37
As A Deliverer --- p.37
An Evaluation On The Programme --- p.38
Its Future In The Coming Years --- p.39
CONCLUSION --- p.42
The Growing Importance Of Management Development In Hong Kong --- p.42
A Change In The Approach of Management Development --- p.45
The Common Management Development & Training Methods --- p.47
BIBLIOGRAPHY --- p.50
APPENDIX --- p.54
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Zamrazilová, Marta. "Vztah mezi systémy odměňování výkonných ředitelů a výkonem bank příjemců TARP." Master's thesis, 2011. http://www.nusl.cz/ntk/nusl-298346.
Full textAbstract:
The objective of this diploma thesis is to examine the relationship between executive compensation and bank performance. We study the executive pay structure of the U.S. largest 100 bank holding companies during period 2002-2009. Our data analysis describes differences between behaviour of TARP recipients and the banks that did not receive state financial help with consideration of financial crisis effect. We use econometric model to test the dependence of bank performance measures and particular elements of executive remuneration - total sum, bonus, stock award and option award. The relationship is generally considered as weak, but we also find linkage between TARP recipients' compensation and Market Capitalisation and on the other hand non-TARP bank appeared to define compensation according to earning per share. A special attention is devoted to executive remuneration structures of TARP recipients with weakest results and their comparison with Dodd-Frank Financial Reform Act and TARP standards. JEL Classification: G21, G35, G38, K23 Keywords: Executive compensation, bank performance, Troubled Asset Relief Program, performance-related pay, corporate governance, financial crisis, executives
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Modiba, Zanele. "Factors affecting entrepreneurial intentions among black managers in the banking sector: a South African perspective." Thesis, 2017. http://hdl.handle.net/10539/23107.
Full textAbstract:
A research report submitted to the Faculty of Commerce,
Law and Management, University of the Witwatersrand, in partial
fulfilment of the requirements for the degree of Master of
Management specialising in Entrepreneurship and New Venture
Creation
Johannesburg, 2017In South Africa, very little research has been conducted to test the entrepreneurial intentions of highly educated and skilled black professionals. A significant portion of entrepreneurial intention research is primarily focused on students. Very little is known about the entrepreneurial intentions of mid-career individuals who are in highly specialised industries. More specifically, no research has looked at testing the entrepreneurial intentions among managers within the banking sector. Specifically, the study is aimed at determining whether self-efficacy, family background and the role of government influences entrepreneurship intentions among black managers within the banking sector. The study was done within the major banks in the Gauteng province of South Africa. 220 questionnaires were sent to bank employees who are managers and specialists in their role. The testing for hypothesis involved the relationship between dependent variable, entrepreneurship intention and the independent variables; desirability of self-efficacy, family background, government support. The analysis was done using SPSS version 23 using descriptive statistics and hierarchical multiple regression analysis. ANOVA was carried out where there was a need to compare groups of cases for differences in their means along particular variables. The analysis concludes that the independent variables, such as self- efficacy, family background and government support have a significantly positive relationship to entrepreneurship intention. The regression analysis also verified that there is a significant influence between independent variable and attitudes toward entrepreneurship among black bank managers. The findings suggest that there are high levels of self-efficacy among black managers in the banking sector. The results revealed that entrepreneurial self-efficacy has the most significant and positive impact on their intention to become an entrepreneur. It is also worth noting that government support plays an integral part in influencing the entrepreneurial intentions of the respondents. Although this study focused on the antecedents of intentions to start a business, future research must also explore relationships between intentions and behaviour.
MT2017
45
Guerra, Joana Machado. "Executive compensation in banking." Master's thesis, 2010. http://hdl.handle.net/10071/6380.
Full textAbstract:
Executive compensation has raised, over the years, interest not only in the international
community, but also in researchers who try to understand which factors are behind this
“phenomenon”.
Is compensation of executives structured to encourage risk taking? Why do CEOs receive
higher compensation than other employees and a wide range of benefits?
In this paper, the main goal is to answer these questions, by analysing executive compensation
in banking, throughout a sample of the financial industry in the United States of America.
In the end, it will be possible to conclude about a likely relationship between executive
compensation and firm characteristics, as well as features of bank executives.A compensação de executivos tem suscitado, ao longo dos anos, muito interesse por parte não só da comunidade internacional mas também por parte de estudiosos, que procuram entender que efeitos estão por detrás deste “fenómeno”. Será que a compensação dos altos quadros das empresas está estruturada para promover a tomada de risco? Porque razão os CEO recebem valores tão elevados e tantos benefícios? Ao longo deste trabalho, procura-se responder a estas questões, analisando a compensação de executivos na banca, através de uma amostra do sector financeiro dos Estados Unidos da América. No final, será possível aferir sobre a eventual relação entre a compensação de executivos e as características da empresa, bem como as características dos executivos dos bancos.
46
BUCHDADI, AGUNG DHARMAWAN, and 安志誠. "Corporate Governance, Executive Compensation, and Bank Performance in Indonesia." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/qxgch2.
Full textAbstract:
博士南臺科技大學
商管專業學院
105
This thesis aims to examine the impact of the good corporate governance (GCG) variables proposed by the central bank to bank performance and also examine the determinant of compensation from the GCG variables and the firm performance. The GOG variables are the independent board (IB), the annual board meeting (BM), the percentage of annual board of director meeting attendance (ABM), the annual board-executive meeting (BEM), the percentage of annual board-executive meeting attendance (ABEM), audit committee (AC), audit committee meeting (ACM), the percentage of annual audit committee meeting attendance (AACM), risk committee (RC), risk committee meeting (RCM), and the percentage of annual risk committee meeting attendance (ARCM), remuneration and nomination committee (RNC), remuneration and nomination committee meeting (RNCM), and the percentage of annual remuneration and nomination committee meeting attendance (ARNCM). We developed 10 model equations and analyzed it using two stage least square (2SLS) regression to deal with the endogeinity problems. The data are the listed bank in Indonesia capital market from 2006 to 2015. The findings reveal that the independent board (IB) only have positive effect to net interest margin ratio (NIM) of the samples and especially the big banks. However, the IB does have significant impact on the ROA and the market value–based performance. In addition, the findings show that the attendance level of board meeting (ABM) has a positive impact on the ROA and NIM among the small banks. It also found that attendance level of board-executive meeting (ABEM) has a positive impact on the ROA among the big banks. Finally, It is also noted that audit committee meeting in the small banks has a positive effect to the ROA, while the big banks will enhance the market value- based performance. In addition, the attendance of audit meeting will also improve the market value among the big banks. In addition, the findings regarding the performance on pay relation as it is mainly suggested in agency theory reveal that accounting-based performancehas a positive impact on the executive’s compensation (EC). However, the market-value based performance does not provide a positive impact on the EC. In addition, the results regarding the pay on the performance relation reveal that the EC has a positive impact on accounting-based performance, but not the market-value based performance. Then, in Indonesia, the pay (executive compensation) on performance (accounting-based performance) and the performance on pay relationship have a dynamic correlation in which both correlations are valid. Finally, the study on the ownership structure, we found that the ownership concentration holders behave differently with the thesis in agency theory which will more focus to monitor the bank to make it have better performance as they have the benefit and the reason to do so. Beside, in the state banks, the findings reveal that the pay has a positive impact on accounting based performance, the accounting based performance also has a positive impact on executive’s compensation, and the remuneration committee has a negative relationship to the executives’ compensation. While only in the state bank the remuneration and nomination committee has a good impact on both accounting-based performance and market value-based performance
47
BUCHDADI, AGUNG DHARMAWAN, and 安志誠. "Corporate Governance, Executive Compensation, and Bank Performance in Indonesia." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/tggpfq.
Full textAbstract:
博士南臺科技大學
經營管理博士學位學程
105
This thesis aims to examine the impact of the good corporate governance (GCG) variables proposed by the central bank to bank performance and also examine the determinant of compensation from the GCG variables and the firm performance. The GOG variables are the independent board (IB), the annual board meeting (BM), the percentage of annual board of director meeting attendance (ABM), the annual board-executive meeting (BEM), the percentage of annual board-executive meeting attendance (ABEM), audit committee (AC), audit committee meeting (ACM), the percentage of annual audit committee meeting attendance (AACM), risk committee (RC), risk committee meeting (RCM), and the percentage of annual risk committee meeting attendance (ARCM), remuneration and nomination committee (RNC), remuneration and nomination committee meeting (RNCM), and the percentage of annual remuneration and nomination committee meeting attendance (ARNCM). We developed 10 model equations and analyzed it using two stage least square (2SLS) regression to deal with the endogeinity problems. The data are the listed bank in Indonesia capital market from 2006 to 2015. The findings reveal that the independent board (IB) only have positive effect to net interest margin ratio (NIM) of the samples and especially the big banks. However, the IB does have significant impact on the ROA and the market value–based performance. In addition, the findings show that the attendance level of board meeting (ABM) has a positive impact on the ROA and NIM among the small banks. It also found that attendance level of board-executive meeting (ABEM) has a positive impact on the ROA among the big banks. Finally, It is also noted that audit committee meeting in the small banks has a positive effect to the ROA, while the big banks will enhance the market value- based performance. In addition, the attendance of audit meeting will also improve the market value among the big banks. In addition, the findings regarding the performance on pay relation as it is mainly suggested in agency theory reveal that accounting-based performancehas a positive impact on the executive’s compensation (EC). However, the market-value based performance does not provide a positive impact on the EC. In addition, the results regarding the pay on the performance relation reveal that the EC has a positive impact on accounting-based performance, but not the market-value based performance. Then, in Indonesia, the pay (executive compensation) on performance (accounting-based performance) and the performance on pay relationship have a dynamic correlation in which both correlations are valid. Finally, the study on the ownership structure, we found that the ownership concentration holders behave differently with the thesis in agency theory which will more focus to monitor the bank to make it have better performance as they have the benefit and the reason to do so. Beside, in the state banks, the findings reveal that the pay has a positive impact on accounting based performance, the accounting based performance also has a positive impact on executive’s compensation, and the remuneration committee has a negative relationship to the executives’ compensation. While only in the state bank the remuneration and nomination committee has a good impact on both accounting-based performance and market value-based performance
48
Lo, Tzu-Chin, and 羅子欽. "Executive Bonus Compensation, Corporate Governance and Risk-Taking in Bank Industry." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/euvrx6.
Full textAbstract:
碩士國立東華大學
會計與財務碩士學位學程
102
This study investigates the link between the incentive mechanisms embedded in chief executive officers cash bonuses and the riskiness of financial institutions. Other than cash bonuses, we also examine the relevance of financial institution governance on executive risk-taking, and whether board of directors monitor executive risk-taking effectively. Using the financial companies of 2009 to 2012, our research purpose is to explore the impact of cash bonuses and corporate governance on executive risk-taking. As to corporate governance, we focus on three dimensions: the ratio of stock hold by directors, the number of independent directors divided by total directors, and busy directors. The findings of this study were summarized as follows: 1. Our results show that financial institutions where chief executive officers receive large cash bonus payments (both in absolute terms as well as relative to their total compensation) display risk-averse, and lower the risk of a company. 2. We find evidence showing that busy bank directors and the risk of a company are positively related in a multivariate setting. This result means that busy directors increase a company overall risk profile. However, we do not find that executive risk-taking is influenced by the ratio of stock hold by directors and the number of independent directors divided by total directors.
49
Sonkova, Marketa. "Strategic allocation of human capital: executive appointments in multinational bank subsidiaries." Thesis, 2015. https://hdl.handle.net/2144/13319.
Full textAbstract:
This dissertation explores (i) the determinants of executive selection in the international labor market, (ii) how these determinants shift relative to economic and institutional conditions, and (iii) how they differ for various functional roles. Using regression-based analysis and competitive assignment matching models, I examined executive appointment patterns in the subsidiaries of global banks located in Central & Eastern Europe between 2005 and 2012. The setting and timeframe not only yielded a heterogeneous sample of executive appointments under a variety of environmental conditions but also provided the opportunity to study the impact of financial shocks in the environment and/or the subsidiary network on executive succession during and in the aftermath of the Financial Crisis of 2008.
The results indicate that there exists a substantial difference in appointment strategies by functional role, which remains intact regardless of the level of environmental uncertainty present in the subsidiary market. In examining the entire subsidiary executive team, the results of the two-sided competitive assignment matching model show that firm-specific human capital is the dominant determinant of an executive appointment during an economic upswing, but during an economic downturn firm-specific human capital is nearly four times weaker in driving an executive—subsidiary match than general human capital.
Upon limiting the sample to just subsidiary CEOs, I find that while broad economic shocks and subsidiary-specific performance shocks both incite CEO turnover, they prompt different preferences for successors' human capital attributes. Specifically, country-wide economic crisis promotes a preference for local human capital, while performance shocks limited to the subsidiary are associated with a preference for expatriate human capital and for successors with broad international experience.
50
Chang, Chih-Shan, and 張志杉. "Executive Compensation Scheme and Its Impact on Discretionary Provisions:Evidence from U.S. Bank Holding Companies." Thesis, 2003. http://ndltd.ncl.edu.tw/handle/25884764629633554692.
Full textAbstract:
碩士國立臺灣大學
會計學研究所
91
Earnings management is one type of fraudulent financial reporting scheme where management’s desire to meet specific objectives can become a substitute for accurate disclosure. A general problem in large firms stems from the separation of ownership and control. In the 1990s, Companies use stock options to align the interests of shareholders and managers, and encourage managers to take appropriate risks. Thus, stock options now constitute the majority of managers’ compensation in many firms. However, executives may have growing temptation to want to “dress up” earnings numbers to maximize their wealth. This paper discusses the banks executive compensation scheme and its impact on executives’ earnings management decision. In our research, discretionary loan loss provision is used as a proxy for earnings management. Using different specifications, we find evidence contrary to prior studies. The impact of compensation on incentives of bank executives to manage earnings is different from the non-bank firms. We also document the reason for the conflicting results in these effects observed in prior studies. Additionally, we find that earnings management intensity to bank’s executives, as measured by absolute value of discretionary provisions scaled by asset size, is not significantly related to compensation package design.