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Dissertations / Theses on the topic 'Employee fringe benefits'
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Steffen, Amy E. "Employee satisfaction and family-supportive workplace benefits." Online version, 2008. http://www.uwstout.edu/lib/thesis/2008/2008steffena.pdf.
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Dutto, Samantha Mia. "Public versus private sector outlays on non-wage compensation in Wisconsin : an analysis of health insurance, pension, tenure, and other systems." Thesis, Georgia Institute of Technology, 1995. http://hdl.handle.net/1853/28547.
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Andoh, Charles. "Business-financed employee voyager-mile points earned from SAA a taxable benefit? /." Pretoria : [s.n.], 2008. http://upetd.up.ac.za/thesis/available/etd-11122008-180830/.
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Rasmussen, Leland J. "The perceptions of Utah members of the National Association for the Self-Employed toward selected service benefits /." The Ohio State University, 1987. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487329662145765.
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Nováková, Martina. "Analýza systému zaměstnaneckých výhod v podniku." Master's thesis, Vysoká škola ekonomická v Praze, 2009. http://www.nusl.cz/ntk/nusl-16861.
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This thesis is aimed on fringe benefits which are very popular part of employee's remuneration these days. The supply of benefits is very wide and it depends on the employer what he chooses. It is important to take into consideration what influence the benefits have on employees' satisfaction and what are their tax impacts. The objective of this thesis is to consider all mentioned aspects and to analyse the system of fringe benefits in the company Murr CZ s.r.o. For analysis of the present employee's satisfaction with the system, questionnaire method was used. Then some changes were recommended which could improve the benefit system regarding satisfaction and also regarding tax impacts. The employees could be divided into two groups according their position in the company. First one would be management and the second one would be team leaders and workers. Following this concept the company could adapt benefits with regard to specifics of each group. The company should think over the new benefits including pension insurance contribution and the alternative between transport allowances and culture or sport vouchers.
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Tinder, Randolph Lee Franklin David L. "A comparison of selected fringe benefits contained in the collective bargaining agreements of small, unit school districts in Illinois." Normal, Ill. Illinois State University, 1989. http://wwwlib.umi.com/cr/ilstu/fullcit?p8918628.
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Thesis (Ed. D.)--Illinois State University, 1989.Title from title page screen, viewed October 13, 2005. Dissertation Committee: David Franklin (chair), Ronald Halinski, Ronald Arnold, Chris Eisele, George Kohut. Includes bibliographical references (leaves 113-115) and abstract. Also available in print.
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Brandenburg, Scott W. "A study identifying factors associated with incentive pay plans." Online version, 1998. http://www.uwstout.edu/lib/thesis/1998/1998brandenburgs.pdf.
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Lam, Chiu-wan. "An appraisal of the system of occupational welfare in China : an exploratory study in Guangzhou city /." [Hong Kong : University of Hong Kong], 1988. http://sunzi.lib.hku.hk/hkuto/record.jsp?B12355951.
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Vosloo, Petro. "An investigation into the relationship between employee value proposition and work engagement." Thesis, Nelson Mandela Metropolitan University, 2015. http://hdl.handle.net/10948/4277.
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The intention of this study was to measure the work engagement and EVP of employees and further to investigate the relationship between work engagement and EVP. A secondary objective was to determine to determine to what extend intrinsic rewards of EVP affects work engagement more than extrinsic rewards. The study was quantitative in nature and data was obtained by means of an electronic survey. The EVP questionnaire and UWES were used to measure EVP and work engagement respectively. Results showed that there is no practical relationship between work engagement and EVP; however, evidence suggested a statistically significant relationship between work engagement and EVP. There was no evidence to suggest that in the relationship between work engagement and EVP, intrinsic components of EVP affect work engagement more than extrinsic rewards. It was however suggested that although the extrinsic rewards component of EVP are important in attracting and retaining employees, rewards had no correlation with work engagement. Implications of the findings suggest that rewards might be important when attracting and retaining employees to a company. However, in order to develop levels of work engagement rewards play no significant role. Companies should invest in enhancing the intrinsic components of their EVP to such an extent that it contributes to levels of work engagement.
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Kwok, Man-shan. "Welfare in Chinese state enterprises : managerial and employee response to state-mandated reforms /." Hong Kong : University of Hong Kong, 1997. http://sunzi.lib.hku.hk/hkuto/record.jsp?B18696405.
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Milne, Stuart H. "Employer adoption of an HMO option for employees : an integrated institutional and resource dependence perspective." Diss., Georgia Institute of Technology, 2001. http://hdl.handle.net/1853/28972.
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Mugari, Elias Levers. "The implementation of employee assistance programme at Makhado Municipality in Limpopo Province." Thesis, University of Limpopo, Turfloop Campus, 2011. http://hdl.handle.net/10386/1098.
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Thesis (MDev. ) -- University of Limpopo, 2011The provision of Employee Assistance Programme in a working environment such as a municipality is very crucial. In order to determine the effectiveness of the implementation of the programme to justify its existence to the outside world and to assess the impact of its fulfilment to its objectives, evaluation is therefore necessary. The aim of this research study was to ascertain the implementation of the EAP at the Makhado Municipality in Vhembe District with special focus on the employees’ awareness of the programme, its utilization and also the programme adequacy. A qualitative approach was used in this study. Forty two (42) employees of various ranks or level’s in the municipality were randomly selected to participate in the study, and they were from all the four main centres of the municipality i.e. Makhado, Waterval, Dzanani and Vuwani. Summary of the Main Findings A high percentage (81%) of the employees knew of the existence of an EAP within the municipality, and meetings appeared to be the main awareness strategy. − The attitudes of employees towards the EAP were positive, this state of affairs points to the usefulness of the EAP service. − The EAP provided by the Municipality was viewed as accessible by the majority of employees. − The utilization rate of the EAP in the Municipality was very low as only 17% of respondents indicated that they had utilized the service before. − The majority of referrals were conducted by supervisors while only 9.1% were self referral. The majority of respondents did not answer the question implying various reason/s and could also mean lack or poor knowledge and information about referrals within the programme. (iv Implementation of the EAP at Makhado Municipality in Limpopo Province − The majority of employees did not respond to the question on whether they were satisfied with the EAP within the municipality, and that could translate into low knowledge and information about the programme. − The majority of employees were generally happy with the current location of EAP in the municipality. − The majority of employees viewed EAP as confidential and the level of trust in the EAP staff was high. − The majority of employees were not aware of the EAP policy and never participated in its formulation. − The majority of employees felt that EAP services were useful, and this means that provision of proper information might encourage employees to use the service. − Most employees suggested that frequent dissemination of information to employees through meetings, workshops and other regular contact sessions could enhance the EAP in the municipality. Recommendations The following recommendations with regard to the employees’ familiarity with the EAP are important: o That more awareness sessions be conducted with all employees, especially those at regions unit so that adequate information is cascaded to all employees of the municipality. o The awareness sessions should be conducted at least quarterly involving all regions, and the EAP Advisory Committee should meet at least bi-monthly to discuss aspects to improve and enhance EAP services in the municipality. o It is also recommended that additional qualified EAP personnel, with at least minimum qualifications in Social Work and, or Social Psychology, or any relevant (v Implementation of the EAP at Makhado Municipality in Limpopo Province qualifications and experience in EAP be appointed to run the programme on full-time basis. o That evaluation of the programme implementation should be conducted using the participatory strategies such as suggestion boxes, arranging focus groups and bench-marking with other institutions. The recommendation to allow employees opportunities to submit suggestions, in-puts and give feedback regarding the programme will no doubt assist in the improvement and promotion of the programme. o The Makhado Municipality should utilize different marketing strategies as recommended by EAP literature, such as the following: i. The use of promotional material such as brochures, leaflets, and posters that are user-friendly and in languages understandable by all employees of the municipality. ii. Outreach programmes: The EAP unit needs to regularly visit all the regional offices of the municipality in order to intensify information sharing to employees about the EAP. These can also include decentralising EAP workshops to the periphery offices in order to reach the employees who are far away from the head office in Louis Trichardt. The above-mentioned could serve as effective strategies in promoting and maximising the visibility of the EAP, and may close the gap on information not reaching all employees in the municipality thereby increasing its penetration rate.
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郭文山 and Man-shan Kwok. "Welfare in Chinese state enterprises: managerial and employee response to state-mandated reforms." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1997. http://hub.hku.hk/bib/B31214198.
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Cheng, Yau-mei Corrina. "An analysis of the employees' compensation system in Hong Kong." Hong Kong : University of Hong Kong, 1996. http://sunzi.lib.hku.hk/hkuto/record.jsp?B17508162.
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Andrews, Charles G. "Comparative Analysis of Management and Employee Job Satisfaction and Policy Perceptions." Thesis, University of North Texas, 2003. https://digital.library.unt.edu/ark:/67531/metadc4239/.
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The purpose of the study was to investigate the perceptions of job satisfaction as defined by management and nonmanagement employees and to compare both parties' perceptions of organizational benefits to a list prepared by the organization's benefit personnel. Turnover is costly to the organization, both in money and in the impact it has on those individuals remaining with the organization. Every effort should be undertaken to reduce the amount of turnover within the organization. A contributing factor leading to turnover may be a gap between what the employees believe is important to them and what management believes is important to the employees. The boundaries of the gap need to be identified before any effort can be made to reduce or bridge the gap. Once the boundaries are identified, policies can be analyzed and the possibility of reducing the gap investigated. Management as a whole must be aware of the needs and wants of their employees before any attempt to develop a retention strategy is undertaken. This knowledge can be acquired only through two-way communication with the employee. The communication process includes the simple process of asking employees for this information and then listening to how they respond. This study suggests that little difference exists in perception of job satisfaction importance for gender, age group, length of time with the organization, topic training hours, and between management and nonmanagement employees. However, perception gaps exist between the job satisfaction items addressed by organizational policies and procedures and those perceived by employees. Additional studies that include a number of varied organizations are needed before extensive generalizations can be made.
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McKee, Julie. "Corporate initiatives in providing child care services." Virtual Press, 1985. http://liblink.bsu.edu/uhtbin/catkey/421945.
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This thesis explores the initiatives possible for corporations interested in providing child care services to their employees. It also attempts to explain why corporations are becoming increasingly interested in providing this benefit to employees.A needs assessment survey was designed to discover the child care related needs of employees and to determine how child care responsibilities impact the work environment. An exploratory study was conducted of a sample of employees (N=127) at General Telephone in Fort Wayne, Indiana.Most employees, parents and non-parents, in this sample believed that child care responsibilities adversely affected productivity within their company. They also felt that company-sponsored child care assistance could improve productivity. Using the chi-square test of significance, child care responsibilities were significantly related to increased rates of absenteeism, work interruptions and turnover. There was substantial interest among employees in a corporate sponsored child care center and/or financial assistance to reduce the cost of child care expenses.
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Packová, Eva. "Analýza dopadu zavedení zaměstnaneckého paušálu na daňovou povinnost poplatníka v ČR." Master's thesis, Vysoká škola ekonomická v Praze, 2009. http://www.nusl.cz/ntk/nusl-15476.
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The diploma thesis deals with the impact of a possible introduction of the employee cost lump sum and of cancelling the tax exemption of some tax fringe benefits on the tax liability of the employee. In the first part the fringe benefits taxation system is described, in the second part the fringe benefits taxation system in some OECD countries is described; the third final part shows calculations of the rate of the employee cost lump sum and the analyses of the impact of the modified tax legislation on the tax liability of the model tax payers.
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Haslett, Vaughan. "Performance bonus as entry vehicle to performance management." Thesis, Cape Technikon, 1999. http://hdl.handle.net/20.500.11838/2058.
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Thesis (MTech (Busines Administration))--Cape Technikon, 1999.The purpose of this research is to answer the following fundamental question: "Is the performance bonus approach a viable alternative methodology for implementing a Performance Management and Development intervention in South African companies? " The intention is to use the performance bonus as an entry vehicle for the establishment of a fully functional performance management and development system. The introduction of a performance based bonus system is intended to instill the recognition of "the pay for performance" concept as opposed to one of entitlement. What is expected is that a culture of performance will develop encompassing standards of work performance, goal orientation and a level of individual responsibility for recognition and reward. Understanding and acceptance of the performance bonus will create a platform for the introduction of further levels of remuneration, being increases and finally basic salary becoming performance based. Furthermore, this will allow the development of the further necessary levels of a fully functional integrated performance management and development system. This would entail the inclusion of management levels within the system as well as operational levels (departments, divisions and regions) and finally the organisational level thereby linking all aspects of the system to overall strategy.
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Bokelman, Elizabeth Johanna. "Fringe benefits tax on HIV/AIDS disease management of employees in the world of work." Thesis, Stellenbosch : Stellenbosch University, 2005. http://hdl.handle.net/10019.1/50358.
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Thesis (MPhil)--Stellenbosch University, 2005.ENGLISH ABSTRACT: HIV-positive employees that receive treatment for HIV/AIDS by having their employers pay for the treatment are being taxed on their lifesaving HIV benefits paid by their employer. This comes after the Commissioner of Inland Revenue (CIR) or South African Revenue Service (SARS) identified the provision of treatment by employers as a “fringe benefit” in terms of paragraphs 2(e), 2(h) and 2(i) of the Seventh Schedule to the Income Tax Act1 and as such is taxable if the treatment is given from the work place. The treatment contribution is included in an employee’s remuneration package as a fringe benefit. Pay-as-you-earn (PAYE) and other assessed taxes are calculated from that. The taxable benefit is included on the employees’ annual IRP5 certificates. In order for the employer’s Human Resources department to affect this on the IRP 5 certificates the affected employee has to disclose his HIV/AIDS status and accordingly pay the PAYE on the fringe benefit. In terms of paragraph 2(e) of the Seventh Schedule to the Income Tax Act No. 58 of 1962, any service rendered at the expense of the employer to the employee, whether by the employer or by some other person, which has been utilised by the employee for private or domestic use, such value of the service must be included in the employee’s consideration for remuneration. Paragraph 2(h)2 taxes the employees on debts paid by the employer on behalf of the employees and paragraph 2(i)3 taxes a one third contribution benefit back in the hand of an employee for contributions to medical aids. If the employee were to receive chronic medication from a medical aid for HIV/AIDS treatment this will be included in the fringe benefit tax as a medical contribution.The Employment Equity Act No. 55 of 19984 promotes the elimination of unfair discrimination in the work place and ensures the implementation of Employment Equity to redress the effects of discrimination. Above all it also promotes the constitutional right to equality. In terms of confidentiality of the employees HIV/AIDS status; the Income Tax Act No. 58 of 1962 (Income Tax Act)5 as interpreted seems to be in conflict with the Employment Equity Act No. 55 of 1998. A solution therefore has to be sought where: - The anonymity of an employee in terms of his/her HIV/AIDS status is protected as envisaged by the Employment Equity Act6. - It is also necessary to understand whether there is in fact conflict between the Income Tax Act7 and the Employment Equity Act8. - It is also necessary to establish whether there are any misconceptions in the interpretation of the legislation and - Try to find the best possible solution to minimise the impact of Income Tax and yet protect the confidentiality of the employees concerned.
AFRIKAANSE OPSOMMING: MIV-positiewe werknemers wat behandeling vir MIV/VIGS ontvang by hul werkgewers word belas op hul lewensreddende MIV voordele wat deur hul werkgewers betaal word. Hierdie word bepaal nadat die Kommisaris van Binnelandse Inkomste (KBI) of die Suid- Afrikaanse Belastingsdiens (SAB) die voorsiening van behandeling deur werkgewers ag as ‘n belastingbyvoordeel in terme van paragrawe 2(e), 2(h) en 2(i) van die Sewende Skedule van die Inkomste belastingwet9 indien die diens gelewer word buite die werksplek. Die bydrae tot behandeling word ingesluit in die werknemer se vergoedingspakket as ‘n belasbare byvoordeel. Werknemersbelasting of LBS en ander aangeslaande belastings word hiervandaan bereken. Die byvoordeel word op die werknemer se IRP5 sertifikaat aangedui. Om hierdie aan te dui op die IRP5 sertifikaat van die geaffekteerde werknemer moet die werknemer se MIV status aan die werkgewer se Menslike Hulpbron departement bekend wees om die nodige byvoordeel te bereken. In terme van paragraaf 2(e)10 van die Sewende Skedule van die Inkomste Belastingwet nr. 58 van 1962, word enige diens gelewer deur die werkgewer namens die werknemer, of deur die werkgewer of deur sekere ander persone, wat gebruik word deur die werknemer vir privaat en huishoudelike gebruik geag as vergoeding te wees en die diens moet ingesluit wees in die vergoedingspakket. Paragraaf 2(h)11 belas die werknemers op skuld betaal namens die werknemer deur die werkgewer en paragraaf 2(i)12 belas een derde van die bydrae terug in die hand van die werknemer vir bydraes betaal deur die werkgewer aan mediese fondse. Indien die werknemer kroniese medikasie ontvang van die mediese fonds vir MIV/VIGS behandeling sal dié belas word as ‘n belasbare byvoordeel. Die Gelyke Indiensnemingwet nr 55 van 199813 bevorder die eliminasie van ongeregmatige diskriminasie in die werksplek en verseker dat die implementasie van die wetgewing die impak van diskrimasie reg aanspreek. Die wetgewing bevorder die konstitisionele reg tot gelykheid. In terme van die vertroulikheid van die MIV/VIGS status van werknemers bleik die Inkomstebelastingwet in konflik te wees met die Gelyke Indiensnemingswetgewing. ‘n Oplossing moet dus gevind word, waar: - Die anonimiteit van die werknemers in terme van hul MIV/VIGS status beskerm word soos veronderstel word in die Indiensnemingsekwiteitswetgewing - Dit is ook nodig om te verstaan of daar inderdaad konflik is tussen die onderskeie wetgewings, naamlik die Inkomstebelastingwet en die Indiensnemingsekwiteitswetgewing. - Dit is ook belangrik om te bepaal of daar enige miskonspesies in die interpretasie van die wetgewing is en - Om te probeer om die bes moontlike oplossing te vind om die impak van Inkomstebelasting te verminder en terselfdertyd die konfidensialiteit van die werknemers te verseker.
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林昭寰 and Chiu-wan Lam. "An appraisal of the system of occupational welfare in China: an exploratory study in Guangzhou city." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1988. http://hub.hku.hk/bib/B31248147.
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Lee, Patrick Quinn. "Essays in occupational fitness and absenteeism." Thesis, University of British Columbia, 1985. http://hdl.handle.net/2429/25151.
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Occupational fitness programs have enjoyed enormous popularity over the course of the past decade. Their continuing penetration into all sectors of the business community coupled with the rapid growth of organizations serving professional fitness personnel, suggests that their presence may be permanent.
A major reason for the popularity of occupational fitness programs, is the claim that fitness programs can reduce employee absenteeism. Two important issues at this time are:
(1) the role of physical fitness in mediating sickness absence behavior, and,
(2) the role of participation in occupational fitness programs as a way of enhancing worker attendance motivation.
These issues fit in well with the Steers & Rhodes (1978) Process Model, a conceptual framework which deals with employee absenteeism from the standpoints of ability to attend (ie. high fitness) and motivation to attend (ie. high morale). The Steers & Rhodes theoretical model was chosen as an appropriate vehicle to guide this study. Part I reviewed the claim that physical fitness as a physiological state, is inversely related to sickness absence among employees. The literature review suggested that fit employees would miss fewer days from work than unfit employees. The prediction that physical fitness and sickness absence will be inversely related, formed the core of the hypotheses generated in Part I. In addition, hypotheses were also developed concerning the possible effects of gender, age, length of service and company affiliation.
Correlational analyses were performed on several physiological and absence variables obtained from a sample of employees from the years 1979 through 1984.
Modest but significant inverse correlations were found to exist between MVO₂ and a number of different absence measures. The magnitude of these correlations disappeared in some cases when the groups were controlled for gender.
Significant correlations were also found between variables such as length of service and absence or age and absence. Absence patterns for males and females and management and classified employees also showed significant group differences. These results point to the need to consider these personal and socio cultural variables when attempting to describe any relationships between occupational fitness and absenteeism. Part II chose the Steers & Rhodes concept of motivation to attend. Based on the review of literature, it was expected that participants in the company fitness program would report positive changes in a number of attitudinal and personal variables.
A simple questionnaire was developed to assess this change, and the entire population of a very large (n=1076) corporate fitness program was polled.
Respondents in the main, indicated a significant improvement in their personal perception of a number of different attitudinal variables. The magnitude of this improvement was significantly related to the length of time they have been members of the program and their degree of participation in the programEducation, Faculty of
Curriculum and Pedagogy (EDCP), Department of
Graduate
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Timothy, Andrea Francis. "The unfair labour practice relating to benefits." Thesis, Nelson Mandela Metropolitan University, 2015. http://hdl.handle.net/10948/d1021157.
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The meaning of the term “benefits” in the context of unfair labour practice jurisprudence, having previously been unsettled for more than a decade, has now been settled by the Labour Appeal Court in the Apollo.1 Prior to Apollo,2 our courts have struggled to adopt a stance to maintain the distinction between disputes of rights and disputes of interest as separate compartments. The prevalent view at that stage was that, in order for an employee to lodge a dispute at the CCMA or Bargaining Council the employee would have to show that he or she had a right to the benefit that arises by virtue of contract, statute or collective agreement, failing which the CCMA or a Bargaining Council would not have the jurisdiction to determine the dispute, in which case it may constitute a dispute of interest and the employee will have to embark on an industrial action to secure a benefit. Apollo3 endorsed a previous decision of the Labour Court,4 i.e. by placing “benefits” into the following two categories: (1) Where the dispute is about a demand by employees concerning their benefits, it can be settled by way of industrial action. (2) Where the dispute concerns the fairness of the employer's conduct, it must be settled by way of adjudication or arbitration. As a result of the above categorisation, the CCMA or Bargaining Council may adjudicate a dispute relating to benefits where there is a pre-existing benefit and the employer refuses to comply with its obligation towards the employer in that regard. It may also adjudicate disputes relating to the provision of a car allowance (i.e. where the employer retains the discretion to grant or withhold the allowance) and disputes relating to the provision of bonuses (i.e. where the employer retains the discretion to grant or withhold the bonus). In this treatise, I set out the history and development of the legislation in relation to the concept of “benefits” (in the context of unfair labour practice) so as to understand how our Labour Appeal Court has now come to settle the issues above.
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Ruggiere, Paul. "Work-family responsiveness in organizations: The influence of resource dependence and institutionalization on program adaptation." Thesis, University of North Texas, 2000. https://digital.library.unt.edu/ark:/67531/metadc2450/.
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Changes in workforce demographics, employee sentiments, and working conditions have increased attention on employees' needs to balance the demands of work life and family life. Despite apparent growing interest among companies to be responsive to these needs, the number of companies demonstrating high levels of work-family responsiveness is relatively small. The frameworks of resource dependence theory and institutional theory were used to develop a model to explain differences in work-family responsiveness among for-profit companies. The theoretical models were tested on survey data collected through a stratified random sample of 692 for-profit companies. The data were further enhanced with secondary data sources.
While the institutional model explained more variance in work-family responsiveness than the resource dependence model, a model combining both theories best explains work-family responsiveness among for-profit companies. High industry-region diffusion of family-friendly benefits was one of several strong predictors of work-family responsiveness. Also, the greater the proportion of professionals in a company's industry, the greater was the level of work-family responsiveness. Companies that measured effectiveness outcomes were more likely to offer family-friendly benefits. The same was true for companies with more positive assessments regarding the impact of their family-friendly benefits. Organizations that were large, publicly traded, or had human resource departments also demonstrated greater levels of work-family responsiveness.
Future research should include variables introduced in this study and should expand the range of variables as to include other theoretical perspectives. Policy makers for companies, advocacy groups and government leaders will find the results of this study beneficial. Companies operating in environments characterized by strong diffusion of family-friendly benefits among similar companies will be well served by developing policies and programs that conform to these norms. Advocates and government leaders should understand that recent interest in work-family responsiveness is unlikely equally benefit all sectors of employment.
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Carew, Bonnie L. "Health care benefits for state workers what drives the differences? /." Diss., Mississippi State : Mississippi State University, 2009. http://library.msstate.edu/etd/show.asp?etd=etd-03132009-110424.
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Tshiki, Pakamisa Washington. "The unfair labour practice relating to benefits." Thesis, Nelson Mandela Metropolitan University, 2005. http://hdl.handle.net/10948/386.
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At the outset of this treatise the development of the unfair labour practice is traced. The point is made that common law knows nothing about fairness and it is pointed out that the concept was introduced as a statutory concept in 1979. In 1995 the development of unfair labour practices since 1979 was relied upon to provide a list of unfair labour practices. The main thrust of the treatise concerns an evaluation of an unfair labour practice relating to benefits – listed presently in section 186(2) of the Labour Relations Act. Reference is made to Industrial Court cases and case law since 1996 is considered and commented upon. In particular, the issue of remuneration not being a benefit, and the fact that interest disputes are not justiciable as unfair labour practices for instance are canvassed.
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Mentz, Melanie. "Share incentive schemes in South Africa : an analysis of company law, accounting and income tax implications." Thesis, Nelson Mandela Metropolitan University, 2013. http://hdl.handle.net/10948/d1021109.
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In the last decade South Africa saw the introduction of s 8C into the Income Tax Act, no.58 of 1962, the introduction of IFRS 2 into the International Financial Reporting Standards and the promulgation of the 2008 Companies Act. Each of these changes is relevant to and impact on the consequences flowing from executive share incentive schemes, from the perspective of both the employer company offering the scheme and the employee participating in the scheme. The aim of this study was to analyse, from the employer company’s perspective, the implications of each discipline in isolation, as well as the interrelationship of the three disciplines. The further aims of this study were to utilise the findings from the analyses to identify where legislative amendment is required to close loopholes or ensure equitable results, to identify where the interrelationship of the three disciplines result in unintended consequences, and to provide recommendations on how to avoid these adverse consequences. The most significant findings of this study are summarised below. Due to the legal precedent created by the Supreme Court of Appeal in the Labat case, the mode of settlement – cash or equity – will be the determining factor as regards the availability of an income tax deduction in the hands of the employer company. It is submitted that legislative amendment is required to rectify this inequitable result. Where payment by the employer pursuant to a share appreciation rights scheme occurs in a year of assessment subsequent to the year of assessment in which vesting occurred, changes in the value of the underlying equity instrument from the vesting date to the payment date could result in adverse income tax consequences to the employer and/or the fiscus. To address this, it is recommended that the Income Tax Act should be amended to expressly bring cash-settled executive share incentive schemes within the scope of s 7B and to align the provisions of s 7B and 8C in order to avoid anomalies existing between these two sections in so far as the income tax consequences in the hands of the participating employees are concerned.
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Grynberg, Roman. "Pattern bargaining and fringe benefits : an institutionalist approach to the North American automobile industry, 1949-1958." Thesis, McGill University, 1985. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=74024.
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Francis, Lauren Maree. "The relationship between assigned age group and child care teachers' staffing patterns, educational level, wages and benefits an exploratory analysis /." Access to citation, abstract and download form provided by ProQuest Information and Learning Company; downloadable PDF file, 116 p, 2007. http://proquest.umi.com/pqdweb?did=1342740551&sid=1&Fmt=2&clientId=8331&RQT=309&VName=PQD.
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Cheng, Yau-mei Corrina, and 鄭有媚. "An analysis of the employees' compensation system in Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1996. http://hub.hku.hk/bib/B31964898.
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Chau, So-wah Francis. "Assess the feasibility of having an insurance-like national-scale health service in Hong Kong /." Hong Kong : University of Hong Kong, 1995. http://sunzi.lib.hku.hk/hkuto/record.jsp?B14710419.
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Schlueter, Donald Elmer. "A case study of the retirement portability for Missouri educators identifying and assessing the driving and restraining forces for policy change." Diss., Columbia, Mo. : University of Missouri-Columbia, 2007. http://hdl.handle.net/10355/6006.
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Thesis (Ed. D.)--University of Missouri-Columbia, 2007.The entire dissertation/thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file (which also appears in the research.pdf); a non-technical general description, or public abstract, appears in the public.pdf file. Title from title screen of research.pdf file (viewed on October 16, 2007) Vita. Includes bibliographical references.
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Kellum, Jennifer Louise. "Child-care: The return on investment for American business." CSUSB ScholarWorks, 1998. https://scholarworks.lib.csusb.edu/etd-project/1657.
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Maldonado, José F. "A national analysis of faculty salary and benefits in public community colleges, academic year 2003-2004." Thesis, University of North Texas, 2006. https://digital.library.unt.edu/ark:/67531/metadc5451/.
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This study provides a detailed description of full-time faculty salary and fringe benefits in US public community colleges by state and by 2005 Carnegie basic classification type for the academic year 2003-2004. This classification is used to analyze data from the National Center for Education Statistics' Integrated Postsecondary Educational Data System (IPEDS). Further analysis clusters states into the following groupings: states with/without collective bargaining agreements, states with/without local appropriations, large megastates versus nonmegastates (using the methodology developed by Grapevine at Illinois State University), and the impact of California on the nation's salaries and fringe benefits. The analysis showed high level of variation of salaries paid by the type of community college (rural, suburban, and urban serving) in the US. The nation's average salary for full-time faculty was $52,598. Rural serving small institutions faculty salary was $18,754 or 45 % less than the nation's average. Salaries in colleges with collective bargaining agreement were higher than in colleges without collective bargaining agreements. Faculty teaching in suburban serving colleges with local taxation had the highest salaries, $61,822 within colleges with access to local support. Suburban serving multiple colleges in megastates had the highest faculty salary average, $64,540 as compared to $42,263 for rural serving colleges in non-megastates. California may be a state with a very high cost of living; however, that does not diminish the fact that community college faculty are among the highest paid faculty in the nation. Colleges with collective bargaining agreements, with local appropriations, and in megastates, tended to have better benefits packages for their faculty. This study includes recommendations for further research, including a recommendation that a quantitative statistical analysis be undertaken to show statistical significance in salaries and fringe benefits among collective and non-collective bargaining states, a study addressing the faculty and leadership challenges that community colleges will be facing soon should be done, and that a similar study be done that includes tribal colleges.
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Dawson, Connie Lynn, Cherie Griffith Hazard, and Linda Villeneuve. "A study toward implementation of a domestic partnership proposal in San Bernardino County, California." CSUSB ScholarWorks, 1997. https://scholarworks.lib.csusb.edu/etd-project/1292.
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Chau, So-wah Francis, and 周甦華. "Assess the feasibility of having an insurance-like national-scale health service in Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1995. http://hub.hku.hk/bib/B31266381.
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Flye, Lindsay Brook. "A structural equation model: Family-friendly organizational policies, norms, supervisory support, work/family conflict and organizational attachment." CSUSB ScholarWorks, 2002. https://scholarworks.lib.csusb.edu/etd-project/2120.
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The purpose of this paper is to present a study that examines the underlying stucture of work/family conflict. Research has shown that reducing work/family conflict is beneficial to both employees and the organization by reducing turnover and increasing satisfction, production and commitment to the organization.
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Lefnerová, Miroslava. "Zhodnocení motivačního programu vybrané společnosti a návrh změn." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2016. http://www.nusl.cz/ntk/nusl-241395.
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The main focus of this diploma thesis is motivation program of selected company. The theoretical part covers the basic concepts related to motivation, theory of motivation, compensation, and employee care. The practical part contains an analysis of the current situation and research of satisfaction which is conducted with the use of questionnaire method. The final part of work is devoted to proposals and recommendations, which should increase satisfaction and the motivation of company employees.
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Nascimento, Ana Cristina Russo. "Remunera????o do executivo vinculada a objetivos de longo prazo e a gera????o de valor ao acionista." FECAP, 2015. http://tede.fecap.br:8080/jspui/handle/tede/666.
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It has been a challenge for companies and scholars the issue of alignment of interest between owners and executives, called agency problems. Among its various views and administrative tools, created with the purpose of mitigating these problems the salary of the executive which can be a tool of encouragement when it is compensated in a variable way linked to purposes which set challenges to add value to the companies and thus a higher return to stockholders. There are claims in this context that the remuneration models which determine long-term goals are more appropriate, once they enable measure tangible results for organizations. Thereforeaim of this study was to investigate the relationship between the presence of variable remuneration linked to long-term goals and business performance as well as the behavior of that financial performance by business sector. One hundred fifty-fivepublicly traded companies were analyzed in 2010, which information has been extracted from References Forms (FR). The indicators used were Enterprise Value, EBITDA and Total Return to Shareholders (TRS), constructed with data provided by the Econom??tica System, for the period from 2010 to 2013. The significance of variables was tested using the method of Ordinary Least Squares (OLS), and the figure which was carried out showed statistical significance the impact on the type of remuneration on the financial performance of the sample only for the indicator Enterprise Value, the results suggested that the long-term goal linked to the remuneration can positively influence the company's performance.
A quest??o do alinhamento de interesse entre acionistas e executivos, denominada problemas do agente-principal, tem sido um desafio para empresas e estudiosos. Dentre seus diversos aspectos e ferramentas administrativas, criados com o prop??sito de mitigar esses problemas, est?? a remunera????o do executivo que pode ser instrumento de incentivo, quando paga de modo vari??vel atrelada a finalidades que estabele??am desafios para agregar valor ??s empresas e, assim, maior retorno aos acionistas. Nesse contexto, h?? afirma????es de que os modelos de remunera????o que determinam metas de longo prazo s??o mais adequados, uma vez que possibilitam aferir resultados concretos para as organiza????es. Assim, o objetivo deste estudo ?? verificar a rela????o entre a presen??a de remunera????o vari??vel atrelada a metas de longo prazo e o desempenho empresarial, bem como o comportamento do referido desempenho financeiro por setor de atividade. Foram analisadas 155 empresas de capital aberto no ano de 2010, cujas informa????es foram extra??das dos Formul??rios de Refer??ncias (FR). Os indicadores empregados foram Valor da Empresa, LAJIDA e Retorno Total ao Acionista (RTA), constru??dos com dados fornecidos pelo sistema Econom??tica, para o per??odo de 2010 a 2013. A signific??ncia das vari??veis foi testada recorrendo ao m??todo dos M??nimos Quadrados Ordin??rios (MQO), e as estimativas realizadas mostraram signific??ncia estat??stica do impacto do tipo de remunera????o sobre o desempenho financeiro da amostra apenas para o indicador Valor da Empresa, cujos resultados sugeriram que o objetivo de longo prazo vinculado ?? remunera????o pode influenciar positivamente o desempenho da empresa.
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Vanness, Pamela Myers. "Life Chances and Life Choices: Female Employee Perceptions of a University Tuition Waiver." Oxford, Ohio : Miami University, 2009. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=miami1260480254.
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Sathiga, Stephene. "A comparative analysis of the taxation of fringe benefits in the South African Income Tax with the Australian Income Tax." Diss., University of Pretoria, 2011. http://hdl.handle.net/2263/30656.
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Fringe benefits are the largest source of tax collection in South Africa, and a major change to the Income Tax Act has affected Fringe Benefit Tax. Virtually every year in the budget speech, the Minister of Finance introduces changes to the legislation, with the concomitant effect on individuals. In the last speech, the use of travel allowances and medical schemes, to name only two, were mentioned as being under constant review. In the budget speech of 2011, delivered by Pravin Gordhan on 23 February 2011, he announced that the employer’s contribution to retirement funds on behalf of employees will constitute a Taxable Fringe Benefit with effect from 1 March 2012. This study intends to establish, by means of a comparison between the South African and Australian Income Tax Acts, whether the taxation of fringe benefits, as set out in the Act in South Africa, is still appropriate. This will be done by evaluating the Australian system of taxing fringe benefits and comparing this with the taxation of the fringe benefits listed in the Act in SA. The study also discusses the various categories of fringe benefits listed in the Act. It will analyse and compare these with the fringe benefits in the Australian tax system. No similar research has been carried out from the South African perspective AFRIKAANS : Byvoordeel bestaan die grootste gedeelte van die bron van belasting invordering. Daar is 'n groot verandering in die Inkomstebelastingwet wat die byvoordeel belasting geaffekteer het in Suid Afrika. Byna elke jaar in sy begrotingsrede het die Minister van Finansies veranderinge aangekondig in die wetgewing wat individue raak.In die begrotingsrede van 2011, vrygestel op 23 Februarie 2011 deur die Minister van Finansies, Pravin Gordhan, sal die werkgewer se bydrae tot aftreefondse namens werknemers ,met ingang 1 Maart 2012 as 'n belasbare byvoordeel graag word. Die doel van hierdie studie is om vas te stel, deur middel van 'n vergelykende studie met Australiese Inkomstebelastingwet, of die wet op belasting op byvoordele in Suid-Afrika nog toepaslik is. Die doelwitte van die studie is om die Australiese stelsel te evalueer in vergelyking met die belasting op byvoordele in SA. Hierdie studie bespreek die verskillende kategorieë van byvoordele soos tans van toepassing op Suid-Afrika; an word ontleed en vergelyk met die byvoordele in die Australiese belasting stelsel. Daar is geen vorige navorsing uitgevoer in hierdie gebied vanuit ‘n Suid-Afrikaanse perspektief nie Copyright 2011, University of Pretoria. All rights reserved. The copyright in this work vests in the University of Pretoria. No part of this work may be reproduced or transmitted in any form or by any means, without the prior written permission of the University of Pretoria. Please cite as follows: Sathiga, S 2011, A comparative analysis of the taxation of fringe benefits in the South African Income Tax with the Australian Income Tax, MCom dissertation, University of Pretoria, Pretoria, viewed yymmdd < http://upetd.up.ac.za/thesis/available/etd-03052012-161405 / > F12/4/143/gmDissertation (MCom)--University of Pretoria, 2011.
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Doležálková, Lenka. "Návrh změn motivačního programu ve vybrané společnosti." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2017. http://www.nusl.cz/ntk/nusl-319180.
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The main focus of this diploma thesis is motivation program in Šroubárny Kyjov comapny. The theoretical part to explains the basic ideas and concepts related to on the topic. The practical part of this work is presented Šroubárny Kyjov company, s.r.o. It analyses the contemporary state of motivational programme in the company. The result of last part is creating more effective motivation program, which would improve satisfaction and increase in the efficiency of work of staff.
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Klauser, Louise. "Förmånsbeskattning av terminer : De skatterättsliga konsekvenserna av terminsavtal i incitamentsprogram." Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Rättsvetenskap, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-23986.
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Uppsatsen syftar till att utreda två skatterättsliga frågor som uppkommit i samband med ett avvisat avgörande från Högsta förvaltningsdomstolen avseende terminsavtal i ett incitamentsprogram. Frågorna är om terminer och terminsavtal utgör värdepapper och om eventuella förfoganderättsinskränkningar i dessa avtal har betydelse för förmånsbeskattningen. Utgångspunkten i uppsatsen är beslutet från Högsta förvaltningsdomstolen som avvisades och det därtill hörande förhandsbeskedet från Skatterättsnämnden. Utifrån de diskussioner som förts i uppsatsen kan författaren konstatera att terminer och terminsavtal kan klassificeras som värdepapper. Begreppet värdepapper är inte definierat i lagtext men utifrån praxis och doktrin samt viss EU-lagstiftning kan det utläsas att terminsavtal uppfyller de krav som ställs på en klassificering som värdepapper. När det gäller beskattning av en förmån krävs det att den anställde förvärvar ett värdepapper, annars utgör rättigheten en personaloption. Författaren anser att då ett terminsavtal ingår i ett incitamentsprogram så representerar det ett ekonomiskt värde för den anställde som ska förmånsbeskattas. Inom incitamentsprogrammen kan det finnas villkor och förfoganderättsinskränkningar. Dock har Högsta förvaltningsdomstolen i ett flertal fall kommit fram till att sådana begränsningar i den rättighet som förvärvas inte påverkar värdepappersstatusen hos rättigheten. Enligt ett av förarbetena så syftar värdepappersregeln till att förmånsbeskattning ska ske oavsett hur villkoren är utformade. Det som har framkommit i framställningen medför att författaren anser att det är märkligt att Högsta förvaltningsdomstolen inte tog beslut i frågan om förmånsbeskattning av terminsavtal. En konsekvens är att det kan leda till framtida problem med tillämpningen av värdepappersregeln i samband med terminsavtal.The aim of this thesis is to examine two taxation questions that arise from the judgement by the Supreme Administrative Court regarding futures contracts in employee incentive plans. The questions concerns whether futures are to be classified as securities and if any restraint in the right of disposition might have an impact on the fringe benefits taxation according to chapter 10 section 11 of the Swedish Income Tax Act. As a result of the discussions in the thesis the author comes to the conclusion that futures might be classified as securities. The terminology regarding securities is not defined in the Swedish Income Tax Act but case-law and literature and also directives from the European Union stipulate demands that futures fulfil. According to the Swedish legislation it is crucial that the employee acquire a security in order for the fringe benefits taxation to apply. The author is of the opinion that when futures are a part of an employee incentive plan then they represent an economic value, which should be taxed as a benefit. The employee incentives plan could be restrained in the right of disposition. However the Supreme Administrative Court has in multiple cases found that it does not affect the classification of a security. The preparatory work shows that the purpose of chapter 10 section 11 in the Swedish Income Tax Act is to tax all benefits regardless of the restraints connected to them. Based on the findings in the thesis the author is of the opinion that the decision by the Supreme Administrative Court regarding the fringe benefits taxation of futures is strange. This is because the decision might cause problem in the future interpretation of chapter 10 section 11 in the Swedish Income Tax Act.
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Pretorius, Luzaan. "A critical analysis of the employees' tax implications of loyalty points awarded to employees in South Africa." Diss., University of Pretoria, 2010. http://hdl.handle.net/2263/26507.
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Since the introduction of frequent flyer miles (e.g. Voyager miles) in South Africa, the concept has evolved in a number of ways. Currently, loyalty programmes are widely used in the consumer industry. Despite the fact that these programmes have been in place for several years, the South African Revenue Service (hereafter referred to as SARS) has failed to issue any legislation or guidance with regard to the treatment of these miles from an employees’ tax perspective. The fringe benefit implications of frequent flyer miles have been the topic of research both in South Africa and abroad. However, little research has been identified on the tax implications of loyalty programmes. This study re-examined past studies and literature identified on frequent flyer miles and analysed the impact these have on loyalty points earned on personal and corporate credit cards from an employees’ tax perspective. The study also extended past research and investigated loyalty points awarded to employees as an incentive from an employees’ tax perspective. The study had three specific objectives. The first objective was to analyse past research studies, court cases and other literature in order to establish the theoretical construct of this study. Secondly, it compared the treatment of frequent flyer miles earned by, or awarded to, employees in South Africa to the treatment of these in Australia and Canada. The third objective was to analyse the employees’ tax implications of loyalty points earned by, or awarded to, employees in specific scenarios. These scenarios were limited to loyalty points earned by employers on corporate credit cards and which are awarded to employees for personal use; loyalty points earned on personal credit cards as a result of business expenditure incurred by employees; and loyalty points awarded to an employee, as part of a loyalty programme operated by the employer, as an incentive. The concluding argument of this study was that loyalty points earned on corporate or personal credit cards, which are used for the benefit of employees, may be considered not to be taxable and that consequently, no employees’ tax obligation will arise. However, this argument is plagued by uncertainties and it is questionable as to whether this view will be supported by the South African courts and SARS. In the scenario where loyalty points are awarded as an incentive to employees, it may clearly be argued that these should be taxable with the result that an employees’ tax obligation will arise. However, the nature and value of the benefit, as well as the point at which the tax event occurs, may create inequities and is therefore uncertain. All these uncertainties highlight the need for guidance in this area from SARS. AFRIKAANS : Sedert gereelde vlugmyle (bv. Voyager miles) in Suid-Afrika in plek gestel is, het hierdie konsep in verskeie vorms ontwikkel. Vandag word lojaliteitsprogramme algemeen in die verbruikersbedryf gebruik. Ten spyte van die feit dat hierdie programme vir baie jare reeds in plek is, het die Suid-Afrikaanse Inkomstediens (hierna verwys na as SAID) steeds geen wetgewing of leiding uitgereik oor die hantering van hierdie myle uit ’n werknemersbelastingsoogpunt nie. Alhoewel die byvoordeelimplikasies van gereelde vlugmyle die onderwerp was van navorsing in Suid-Afrika sowel as oorsee is min navorsing geïdentifiseer oor die belastingimplikasies van lojaliteitsprogramme. Hierdie studie heroorweeg bestaande studies en literatuur oor gereelde vlugmyle en analiseer die impak daarvan op lojaliteitspunte verdien op persoonlike en sakekredietkaarte uit ’n werknemersbelastingsoogpunt. Die studie sal ook bestaande navorsing uitbrei deur lojaliteitspunte, wat as ’n aansporing aan werknemers gegee word, uit ’n werknemersbelastingsoogpunt te analiseer. Die studie het drie spesifieke oogmerke. In die eerste plek is dit om bestaande navorsingstudies, hofsake en ander literatuur te analiseer om ’n teoretiese basis te vestig. Tweedens is dit om die belastinghantering van gereelde vlugmyle verdien deur of toegeken aan werknemers in Suid-Afrika te vergelyk met die hantering hiervan in Australië en Kanada. Die derde oogmerk is om die werknemersbelastingimplikasies van lojaliteitspunte toegeken aan of verdien deur werknemers in spesifieke scenario’s krities te analiseer. Hierdie scenario’s is beperk tot lojaliteitspunte verdien deur werkgewers op sakekredietkaarte en toegeken aan werknemers vir persoonlike gebruik; lojaliteitspunte verdien deur werknemers weens sake-uitgawes aangegaan op persoonlike kredietkaarte; en lojaliteitspunte, wat deel vorm van ’n lojaliteitsprogram wat deur die werkgewer bedryf word, gegee aan werknemers as ’n aansporingsbonus. Volgens die studie se bevindinge kan daar aangevoer word dat lojaliteitspunte verdien op sake- en persoonlike kredietkaarte vir werknemers se persoonlike gebruik nie belasbaar is nie en gevolglik geen werknemersbelastingverpligting teweeg bring nie. Nietemin gaan hierdie siening gepaard met baie onsekerhede en word bevraagteken of dit deur die Suid-Afrikaanse howe en SAID ondersteun sal word. In die scenario waar lojaliteitspunte aan werknemers as ’n aansporing gegee word, kan dit duidelik aangevoer word dat hierdie voordeel belasbaar is en dus ’n werknemersbelastingverpligting teweegbring. Daar is egter onsekerheid oor die tydstip waarop die voordeel belas moet word, asook die aard en waarde van die belasbare byvoordeel. Hierdie onsekerhede onderstreep die behoefte aan leiding op hierdie onderwerp vanaf SAID.Dissertation (MCom)--University of Pretoria, 2010.
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De, Valerio Marcel. "Systém odměňování pracovníků a návrh změn ve vybrané společnosti." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2016. http://www.nusl.cz/ntk/nusl-234853.
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This thesis deals with the issue of corporate culture. It analyses chosed the company, especially the incentive program. The thesis consists of a theoretical part, which introduces the basic knowledge needed for analysis. The practical part analyze the selected company, an analysis of competition, labor market analysis and research conducted through a questionnaire. Proposed section recommends solutions to effectively improve staff morale and achieve greater worker productivity.
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Griffin, Maura Jane. "Employee benefits for national employees of multinational corporations in less developed countries a study of corporate practices and their implications for standards of living and old age income security in Indonesia, Maylasia, and the Philippines /." 1986. http://catalog.hathitrust.org/api/volumes/oclc/15807331.html.
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"中國國有企業的福利擴張." 1997. http://library.cuhk.edu.hk/record=b5889358.
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張家偉.論文(哲學碩士) -- 香港中文大學硏究院政治與行政學部, 1997.
參考文獻: leaves 107-116.
Zhang Jiawei.
Chapter 1. --- 緖論 --- p.1-15
Chapter 2. --- 中國國有企業的福利制度 --- p.16-32
Chapter 3. --- 國有企業的福利擴張趨勢 --- p.33-60
Chapter 4. --- 中國政府對福利擴張的控制 --- p.61-74
Chapter 5. --- 福利擴張揭示的現象-- 工人與企業經營者的關係 --- p.75-90
Chapter 6. --- 總結 --- p.91-97
Chapter 7. --- 附錄一：山東省某國有企業的個案硏究 --- p.98-106
附錄二：中國國有企業職工福利發展相關大事記
Chapter 8. --- 參考文獻 --- p.107-116
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Davis, Thomas Edward. "Three essays in education policy school facilities, employee benefits and refugee education /." Diss., 2008.
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Moremi, Elizabeth Reginah Mmamme. "Evaluation of the employee rewards / incentive schemes, job satisfaction and retention as performance enhancement / Elizabeth Reginah Mmamme Moremi." Thesis, 2010. http://hdl.handle.net/10394/15726.
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The main objective is to discuss whether the rewards/incentives schemes provided to
the employees to improve and enhance performance within the Department. The
discussions will be done on employee satisfaction on the rewards/incentives schemes
offered in the Department. The study will cover both the theoretical and practical
approach to the topic of Incentives/ rewards that can improve performance of employee
and service delivery to communities. Qualitative and quantitative methods were used to
collect data for this study. The samples were selected from employees of the
Department of Health and Social Development, North West Province. A questionnaire
consisting of three parts has been used in the survey.Thesis (MBA) North-West University, Mafikeng Campus, 2010
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Nkosi, Alfred Sandile. "A critical analysis of fringe benefits in South Africa." Thesis, 2002. http://hdl.handle.net/10413/4419.
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"Reinvorgating [sic] the employees after downsizing, salary cut or fringe benefits cut." 1999. http://library.cuhk.edu.hk/record=b5889497.
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by Suen Mei-Yan Priscilla, Tsoi Wing-Hoi Elaine.Thesis (M.B.A.)--Chinese University of Hong Kong, 1999.
Includes bibliographical references (leaves 63-65).
ABSTRACT --- p.i
TABLE OF CONTENTS --- p.ii
CHAPTER
Chapter I --- INTRODUCTION --- p.1
Chapter II --- LITERATURE REVIEW --- p.8
Chapter III --- METHODOLOGY --- p.13
Subjects --- p.13
Data Collection Procedure --- p.13
Measurements --- p.15
Questionnaires for the Employees --- p.14
Questionnaires for the Human Resources Managers --- p.18
Chapter IV --- RESULTS --- p.19
Downsizing --- p.19
Companies' Actual Practice to Laid-off Staff --- p.19
Comparison of Employees，Expectation to Companies' Actual Practice to Survivors --- p.20
Comparison of Employees' and Human Resources Managers' Perception Regarding Things Being Done to Survivors --- p.21
Comparison of Employees，Expectation to Human Resources Managers' Actual Practice to Survivor During Downsizing --- p.22
Human Resources Managers' Perception of Survivors' Productivity and Morale After Downsizing --- p.23
Measures of Employees' Organizational Commitment And Psychological Health with or without Downsizing --- p.23
Salary Cut and Fringe Benefits Cut --- p.24
Comparison of Employees' Expectation to Companies' Actual Practice Regarding Salary Cut and Fringe Benefits Cut --- p.24
Comparison of Employees' and Human Resources Managers' Perception Regarding Things Being Done During Salary Cut or Fringe Benefits Cut --- p.25
Comparison of Employees' Expectation and Human Resources Managers' Actual Practice Regarding Salary Cut or Fringe Benefits Cut --- p.26
Measures of Employees' Organizational Commitment and Psychological Health with or without Salary Cut --- p.26
Measures of Employees' Organizational Commitment and Psychological Health with or without Fringe Benefits Cut --- p.27
Chapter V --- DISCUSSIONS --- p.30
Downsizing --- p.30
Companies' Common Practice to the Laid-off Staff and Employees' Expectation of the Things Being Done to the Survivors --- p.30
Comparison of Employees' and Human Resources Managers' Perception Regarding Things Being Done to Survivors --- p.31
Affective Commitment --- p.32
Continuance Commitment --- p.33
Normative Commitment --- p.33
Psychological Health --- p.34
Salary Cut or Fringe Benefits Cut --- p.34
Comparison of Employees'Expectation to Companies' Actual Practice --- p.34
Comparison of Employees' and Human Resources Managers' Perception Regarding Things Being Done Done to Employees --- p.35
Affective Commitment --- p.36
Continuance Commitment --- p.36
Normative Commitment --- p.36
Psychological Health --- p.37
Chapter VI --- RECOMMENDATIONS --- p.38
"Before Downsizing, Salary or Fringe Benefits Cut" --- p.38
"During Downsizing, Salary or Fringe Benefits Cut" --- p.41
"After Downsizing, Salary or Fringe Benefits Cut" --- p.45
Ways to Improve Morale --- p.45
Ways to Improve Organizational Health --- p.47
Ways to Improve Productivity --- p.48
Ways to Improve Organizational Commitment --- p.50
Chapter VII --- LIMITATIONS --- p.51
Chapter VIII --- CONCLUSION --- p.53
APPENDIX I --- p.54
APPENDIX II --- p.55
APPENDIX III --- p.59
BIBLIOGRAPHY --- p.63