Relevant bibliographies by topics / Improved pay and labor incentives

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  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Improved pay and labor incentives'

Author: Grafiati
Published: 30 May 2022
Last updated: 19 July 2025

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Journal articles on the topic "Improved pay and labor incentives"

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Deutschman, Mark Robert, and Sarah Koep. "Improved Cost Estimates for Agricultural Conservation Practices." Applied Engineering in Agriculture 38, no. 3 (2022): 539–51. http://dx.doi.org/10.13031/aea.14677.

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HighlightsDeveloped Useful Life Total Cost (ULTC) functions for 23 types of agricultural conservation practices.Derived each cost function from multiple ULTC estimates bracketing a range of design variations and sizes for each agricultural conservation practice.Developed Annual ULTC based on practice life cycle duration.Compared Prioritize, Target, Measure Application costs to ULTC.Recommend using ULTC rather than Prioritize, Target, Measure Application Environmental Quality Incentives Program payment as a cost surrogate. Abstract. The cost to achieve water quality goals is an essential piece
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Levy, Santiago, and Norbert Schady. "Latin America's Social Policy Challenge: Education, Social Insurance, Redistribution." Journal of Economic Perspectives 27, no. 2 (2013): 193–218. http://dx.doi.org/10.1257/jep.27.2.193.

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Long regarded as a region beset by macroeconomic instability, high inflation, and excessive poverty and inequality, Latin America has undergone a major transformation over the last 20 years. The region has seen improved macroeconomic management and substantial and sustained reductions in poverty and inequality. In this paper, we argue that social policy, including human capital and education, social insurance, and redistribution, need special attention if achievements of the last two decades are to be sustained and amplified. Starting in the mid 1990s, many governments in the region introduced
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Dixon, Jay, Bryan Hong, and Lynn Wu. "The Robot Revolution: Managerial and Employment Consequences for Firms." Management Science 67, no. 9 (2021): 5586–605. http://dx.doi.org/10.1287/mnsc.2020.3812.

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As a new general-purpose technology, robots have the potential to radically transform employment and organizations. In contrast to prior studies that predict dramatic employment declines, we find that investments in robotics are associated with increases in total firm employment but decreases in the total number of managers. Similarly, we find that robots are associated with an increase in the span of control for supervisors remaining within the organization. We also provide evidence that robot adoption is not motivated by the desire to reduce labor costs but is instead related to improving pr
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Ding, Xiuling, Qian Lu, Lipeng Li, Apurbo Sarkar, and Hua Li. "Does Labor Transfer Improve Farmers’ Willingness to Withdraw from Farming?—A Bivariate Probit Modeling Approach." Land 12, no. 8 (2023): 1615. http://dx.doi.org/10.3390/land12081615.

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Because of the increased expansion of the non-agricultural industry spurred on by vigorous urbanization, labor migration or transfer from farm to urban regions is to become more predominant in China. Studying the effect of labor transfer on farmers’ willingness to withdraw from land is conducive to deepening the understanding of the reality of the “separation of human and farmland”. As most rural livelihoods, directly and indirectly, depend upon farming, the socio-economic impact of leaving the homestead fosters profound research value. Moreover, it would provide a decision-making reference fo
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Antonietti, Roberto, Davide Antonioli, and Paolo Pini. "Flexible pay systems and labour productivity." International Journal of Manpower 38, no. 4 (2017): 548–66. http://dx.doi.org/10.1108/ijm-09-2015-0152.

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Purpose The purpose of this paper is to analyze the link between flexible pay systems (FPS) and labor productivity, also looking at which factors drive firms to adopt such wage schemes. Design/methodology/approach The analysis is conducted on an original sample extracted from a firm-level survey on manufacturing firms with at least 20 employees in the Emilia-Romagna region of Italy. A two-stage model is adopted to mitigate potential self-selection into FPS adoption. Findings The results show that the adoption of a FPS is linked to the unions’ involvement and organizational changes within firms
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Edmonds, Eric V., and Maheshwor Shrestha. "You get what you pay for: Schooling incentives and child labor." Journal of Development Economics 111 (November 2014): 196–211. http://dx.doi.org/10.1016/j.jdeveco.2014.09.005.

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Tsikhanava, L. E., and V. V. Fedotova. "THEORETICAL FUNDAMENTALS OF PERSONNEL MOTIVATION." Vestnik of Polotsk State University. Part D. Economic and legal sciences, no. 6 (June 30, 2022): 54–60. http://dx.doi.org/10.52928/2070-1632-2022-61-6-54-60.

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The article proposes an organizational and economic mechanism for personnel incentives, based on the priority areas of employee motivation, as well as taking into account the characteristics of the organization, its internal and external environment, employment and labor markets. Methods and tools for staff incentives have been systematized. Within the framework of the proposed concept, the goal and tasks are defined, the priorities of the incentive policy are identified. The proposed priority areas include: defining the goals and objectives of labor incentives, assessing the labor market and
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CATALÁN, MARIO, JAIME GUAJARDO, and ALEXANDER W. HOFFMAISTER. "Coping with Spain's aging: retirement rules and incentives." Journal of Pension Economics and Finance 9, no. 4 (2009): 549–81. http://dx.doi.org/10.1017/s1474747209990308.

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AbstractThis paper evaluates the macroeconomic and welfare effects of extending the averaging period used to calculate pension benefits in a pay-as-you-go system. It also examines the complementarities between reforms extending the averaging period and those increasing the retirement age under alternative tax policies. The analysis applies a model in the Auerbach-Kotlikoff tradition to the Spanish economy. Extending the averaging period to the entire work life maximizes long-run welfare and limits expenditure pressures at the peak of the demographic shock as much as increasing the retirement a
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Dlamini, Mbusi, Margie Sutherland, and Merle Werbeloff. "The effects of hybrid pay incentives on work-team performance: A longitudinal study." South African Journal of Economic and Management Sciences 18, no. 4 (2015): 463–74. http://dx.doi.org/10.4102/sajems.v18i4.961.

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Despite the widespread use of pay incentives to drive performance, few studies empirically demonstrate their long-term benefits within work-team settings in field studies; even fewer studies incorporate hybrid pay incentives in their design. This longitudinal field study explored the effects on individual work performance of allocating tellers to teams with supervisors who received hybrid pay incentives, where 60 per cent of their incentive was based on the individual performance of each of their team members and 40 per cent on their own performance. It was conducted on bulk-cash tellers worki
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Stallmann, Judith I., Thomas G. Johnson, Ari Mwachofi, and Jan L. Flora. "Labor Market Incentives to Stay in School." Journal of Agricultural and Applied Economics 25, no. 2 (1993): 82–94. http://dx.doi.org/10.1017/s1074070800018988.

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AbstractHuman capital theory suggests that job opportunities will create incentives for human capital investment. If job information does not flow freely, or if they prefer not to move, students will make investment decisions based upon local job markets. Communities with a high percentage of low-skill jobs which do not reward high school and higher education do not create incentives for students to finish high school or continue beyond high school. Data from Virginia support this hypothesis. Targeted job creation, and improved labor market information may create incentives for increased human
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Dissertations / Theses on the topic "Improved pay and labor incentives"

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Кобилінський, О. Ю. "Удосконалення оплати та стимулювання праці на підприємстві (на прикладі ТОВ «Телекарт-Прилад»)". Thesis, Одеський національний економічний університет, 2021. http://local.lib/diploma/Kobylinsky.pdf.

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Доступ до роботи тільки на території бібліотеки ОНЕУ, для переходу натисніть на посилання нижче<br>У роботі розглянуто сутність оплати праці, основні положення стимулювання праці на підприємстві, напрями вдосконалення оплати та стимулювання праці. Наведена загальна характеристика підприємства ТОВ «Телекарт-Прилад», виконано аналіз фінансово-економічного стану підприємства, проведено аналіз ефективності оплати праці на підприємстві ТОВ «Телекарт-Прилад». Запропоновано вдосконалити систему оплати праці за рахунок впровадження побічно-відрядної системи оплати праці для допоміжних та обслуго
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Shelton, Bryan. "An evaluation of two performance pay systems on the productivity of employees in a certified public accounting firm." Thesis, University of North Texas, 2005. https://digital.library.unt.edu/ark:/67531/metadc4930/.

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This study examined the effects of switching from an incentive pay system solely based on productivity to a scorecard-based incentive pay system. Performance of staff and senior accountants was analyzed across three departments for a two-year baseline and a three-year intervention period. Results showed that percent of charge hour goal remained high during the study. Once the scorecard-based incentive system was implemented, performance on the other line items increased or remained at or above goal levels. Incentive payouts were generally higher under the second incentive plan than under t
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Bojilov, Raicho. "Learning about Ability and the Effects of Pay Incentives." Thesis, 2011. https://doi.org/10.7916/D8FT8SZF.

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This dissertation studies how pay incentives interact with learning about ability and labor turnover to shape the employment dynamics at a US call center. The first chapter provides an introduction to my work and summarizes my main results. The second chapter offers a descriptive analysis of the work environment, the production process, and the effects of pay incentives. The third chapter introduces learning about ability and turnover in a model of effort choice under moral hazard. This model is then used to evaluate the effects of changing pay incentives at the call center. The effect of ince
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Карпінський, Б. О. "Удосконалення системи стимулювання праці та його вплив на ефективність виробництва на підприємстві". Thesis, 2017. http://dspace.oneu.edu.ua/jspui/handle/123456789/7896.

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У роботі розглядаються теоретичні аспекти сучасних концепцій мотивації праці, сутність та ефективність матеріальних заохочень, їх види та методи розрахунку, а також важливість нематеріальних стимулів для підвищення ефективності трудової діяльності. Проаналізовано діяльність підприємства в розрізі його техніко-економічних показників, склад і структура працівників, а також організація оплати і стимулювання праці на підприємстві. Запропоновано впровадження непрямої відрядної системи оплати праці для цехових майстрів та використання заходів нематеріального стимулювання, що, за прогнозом, призв
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Books on the topic "Improved pay and labor incentives"

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Dohmen, Thomas. Performance pay and multi-dimensional sorting: Productivity, preferences and gender. IZA, 2006.

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Brown, Charles. Firms' choice of method of pay. National Bureau of Economic Research, 1989.

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Bayo-Moriones, Alberto. Is seniority-based pay used as a motivation device?: Evidence from plant level data. IZA, 2004.

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Bayo-Moriones, Alberto. Is seniority-based pay used as a motivation device?: Evidence from plant level data. Centre for Economic Performance, London School of Economics and Political Science, 2004.

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O'Dell, Carla S. Major findings from People, performance, and pay: The American Productivity Center/American Compensation Association national survey on non-traditional reward and human resources practices. The Center, 1986.

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O'Dell, Carla S. People, performance, and pay: A full report on the American Productivity Center/American Compensation Association national survey of non-traditional reward and human resource practices. American Productivity Center, 1986.

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O'Dell, Carla S. People, performance, and pay: A full report on the American Productivity Center/ American Compensation Association National survey of non-traditional reward and human resource practices. American Productivity Center], 1987.

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Harrington, Jim. Pay/reward systems for improved business performance. Training Commission, 1988.

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Pay me in stock options: Get the most out of your incentives. John Wiley, 2001.

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Prince, Cynthia D. Higher Pay in Hard-to-Staff Schools: The Case for Financial Incentives. ScarecrowEducation, 2003.

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Book chapters on the topic "Improved pay and labor incentives"

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Polachek, Solomon W., and W. Stanley Siebert. "Family Labor Market Incentives: Men and Women Working for Pay." In Household and Family Economics. Springer Netherlands, 1996. http://dx.doi.org/10.1007/978-94-011-5384-3_8.

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Wolfe, John R. "Comments on “Family Labor Market Incentives: Men and Women Working for Pay”." In Household and Family Economics. Springer Netherlands, 1996. http://dx.doi.org/10.1007/978-94-011-5384-3_9.

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Stein, Michael D., and Sandro Galea. "High Pay Gets Higher, Low Pay Gets Lower." In Pained. Oxford University Press, 2020. http://dx.doi.org/10.1093/oso/9780197510384.003.0033.

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This chapter studies the effects of wages on health. A 2018 health policy brief in Health Affairs highlights fluctuations in wages and how population health reflects these changes. In the brief, the authors emphasize that the labor market does not strictly follow basic economic assumptions. In particular, an increase in wages may not reduce quantity or quality of work, as an economist critiquing minimum wage hikes might expect. Instead, the study’s authors argue that increased wages can improve productivity by boosting morale. Wages between 1979 and 2013 rose notably only for those with very high pay; people in the middle wage group have not seen much of an increase in pay over the years. Meanwhile, those with very low wages have almost exclusively seen drops in their pay over the decades. The study authors then explain how increases in the minimum wage can positively impact health, citing prior research on the connections to lower smoking, fewer missed work days, and improved birthweight. With many states looking to raise their minimum wages, the authors recommend that those still caught in the debate should approach the decision from both a health and economic perspective.
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Madland, David. "The Contours of a Modern Labor System." In Re-Union. Cornell University Press, 2021. http://dx.doi.org/10.7591/cornell/9781501755378.003.0004.

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This chapter explains why policies that encourage union membership and promote broad-based bargaining would enable labor to deliver much more for workers and the economy than they can under the current system. The chapter discusses why labor has been in decline in the United States and elsewhere but has been able to maintain strength in a few other countries with favorable policies. Policies that actively encourage union membership are needed to counteract the collective action problem unions present. The chapter also discusses why collective bargaining currently does not work very well in the United States but could be much improved by shifting toward broader-based bargaining. Compared to worksite bargaining, broad-based bargaining raises wages for more workers, reduces economic inequality as well as gender and racial pay gaps to a greater degree, and is better suited to the way firms are structured in the modern economy.
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Xu, Zhongbo, Qihao Shen, and Weihong Lv. "Risk Prediction of Tension Pay-Off Method for Overhead Lines Based on Deep Learning and Short-Term Memory." In Frontiers in Artificial Intelligence and Applications. IOS Press, 2024. http://dx.doi.org/10.3233/faia231212.

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With the rapid development of the science and technology era, digital technology has been widely used in power grid infrastructure projects, and intelligent equipment, high-precision sensing technology, and wireless ad hoc network equipment have been used in various fields of power grid infrastructure. Nowadays, the pay-off construction of overhead transmission lines has also realized intelligent visualization of centralized control, which has improved the safety of stringing construction. Overhead tension pay-off is a key infrastructure construction project, and for the safety of overhead tension pay-off, there are major breakthroughs in reducing labor costs, improving the automation degree of tension pay-off, and improving the working environment, which effectively improves safety construction efficiency. In this paper, the long-term and short-term memory network model using deep learning is used to model and quantitatively analyze the overhead tension pay-off, predict its future security risks, take timely measures, and adjust the operation strategy according to the prediction results of the model.
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Phillips, Jim. "Miners and the Scottish Nation: from the 1950s to the 1970s." In Scottish Coal Miners in the Twentieth Century. Edinburgh University Press, 2019. http://dx.doi.org/10.3366/edinburgh/9781474452311.003.0006.

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Economic security in the coalfields was strengthened after the closure of Scotland’s largest colliery, Michael in East Fife, in 1967. The moral economy was enforced vigorously by the New Mine generation. Mobilisation averted a significant erosion of employment. Increased coal burn at new power stations was secured. As the creation of jobs in new industries slowed, so did the rate of employment loss in coal. Pits closed only where the interests of mining localities were carefully protected. Security was also pursued through industrial action for improved wages. The New Mine generation in Scotland was instrumental in shifting union politics to the left, and Scottish miners were prominent in major unofficial strikes in 1969 and 1970. Miners across Britain won significant pay increases in 1972 and 1974. These struggles reflected ambitions for more trenchant resistance to deindustrialisation, but the trend to unity across the coalfields was countered by the NCB’s introduction of area incentive schemes. The prominence of territorial divisions reinforced the Scottish labour movement’s argument that deindustrialisation and economic security were phenomena with distinct national features in Scotland.
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Graubart, Karen B. "The Specters of Black Self-Governance." In Republics of Difference. Oxford University PressNew York, 2022. http://dx.doi.org/10.1093/oso/9780190233839.003.0008.

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Abstract Black self-governance was present in Seville but absent in Lima. In Seville, the alcalde de los negros likely functioned as a kind of ombudsman or mayordomo of a confraternity, resolving small disputes and organizing festival behavior. In the New World, such an office was abandoned on a general level, particularly as Atlantic slavery grew exponentially in the seventeenth century. But Spanish leaders did embrace the Black republic in certain forms: to force free Black men and women to work in mining, or to entice cimarrones (runaway slaves) to form free towns, pay tribute, and police future runaways. In Lima, Black confraternities became voluntary spaces of limited self-governance and mutual aid. But Lima’s authorities often regretted the lack of Black leaders with incentives to extract wealth and labor from the city’s large Black population.
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L. Woomer, Paul, Rachel M. Zozo, Sabra Lewis, and Dries Roobroeck. "Technology Promotion and Scaling in Support of Commodity Value Chain Development in Africa." In Sustainable Development. IntechOpen, 2023. http://dx.doi.org/10.5772/intechopen.110397.

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Strengthening the production and processing of key food commodities forms the basis of agricultural development in Africa. These value chains follow a quasi-linear progression across seven main segments: farm planning &gt; land preparation and crop establishment &gt; field production &gt; harvest &gt; post-harvest handling &gt; marketing &gt; and value addition. Each of these consists of sub-segments whose improvement depends upon promotion and adoption of specific modernizing technologies. The technologies either have commercial application, as with the distribution of production input products and labor-saving equipment, or are related to management of farms and processing. For crop commodities, these products include improved varieties planted with more and better-formulated fertilizers and pest management materials. Management options are primarily directed toward the better conservation of resources and wiser integration of different farm enterprises. Key factors underlying value chain advancement include wider application of digital services, more effective incentives for climate-smart action, increased mechanization and irrigation, improved marketing efficiency and fairness, and incentives for value-creating agro-processing. An analogous set of factors also relate to value chains supporting animal enterprise. Attracting women and youth to meaningful careers in agriculture is particularly important since they are major stakeholders in the scaling of much-needed technologies and business models.
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Tongia, Rahul. "Growing Complexity and Transformations of the Power Sector." In Advances in Business Information Systems and Analytics. IGI Global, 2014. http://dx.doi.org/10.4018/978-1-4666-4518-9.ch014.

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Enterprise Architecture (EA) can be thought of as a powerful tool to transform electricity (distribution) utilities into more service-oriented and also economically viable enterprises, if not sustainable enterprises (spanning the so-called triple-bottom-line, viz., profits, people, planet). Developing regions (such as India) face even greater challenges than global concerns about electricity. Developing regions’ utilities are often loss making and have numerous operational challenges (including high theft and a weak/unstable grid). They also face a populace with limited means to pay (putting pressures on pricing) but also a large swath of potential consumers whom they have not yet reached. The rise of Information and Communications Technology (ICT) offers the ability to know what (and how much) is going where, with high time and geographic precision, covering not merely flows of electricity but also money, information, control, manpower, etc. More than converting data into information, it can lead to improved decision-making (“knowledge” and “wisdom”). Ultimately, harnessing ICT not only speeds up processes, but also transforms the enterprise. The widest-reaching form of EA transformation has been called a Smart Grid, an ongoing transformation of utilities worldwide. EA done right is complex, but so is electricity distribution. Instead of hiding or ignoring complexities, EA internalizes them into the decision-making process. While decision-makers cannot ignore issues of political economy, an Enterprise Architecture lens focuses on incentives, operations, and planning important for all enterprises independent of public versus private ownership.
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Kahl Felix, Rulhoff Stefan, Stjepandić Josip, and Thatenhorst Klaus. "Advances in Assembly Planning for Multi-Variant Production Based on 3D PDF." In Advances in Transdisciplinary Engineering. IOS Press, 2017. https://doi.org/10.3233/978-1-61499-779-5-871.

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Rapidly increasing, global competition has led many companies to pay more attention to each singular requirement of their customers and, therefore, caused the tendency to small batch sizes and a greater variety of products. Assembly workload and human labor is the prime expense factor during the assembly of products. Here the hours of work by workmen multiplied with a company-specific factor equal the occurring costs. Based on the frequent use of variant-oriented product modelling, the efficiency of preparation processes has been improved. However, the assembly planning of single productions or short runs is often based on experience or the method of compare and estimate. Most production planning systems used in practice have an essential weakness in that they do not support hierarchical planning based on assembly constraints and do not observe resource constraints at all production levels. Therefore, tight synchronisation between design and production structures is necessary in early stage of the preparation and planning process in parallel to the design process. In this paper a project is presented, in which the assembly planning is put into practice based on engineering 3D CAD models in 3D PDF and a preplanned library of work steps. Through connected time values multiplied by frequency and under consideration of assembly difficulties, transparent assembly basetimes can be calculated and expectable costs can be estimated. Though connected resources the needed tooluse per workstation can be determined. Furthermore a connection of product, assembly process and resource is implicitly created by the planning process itself, which machine-readable will provide a lot of potential for future automatisms.
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Conference papers on the topic "Improved pay and labor incentives"

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Romanova, Yu, V. Grickih, and Yu Popova. "MOTIVATION OF PERSONNEL IN SERVICE CONDITIONS." In Manager of the Year. FSBE Institution of Higher Education Voronezh State University of Forestry and Technologies named after G.F. Morozov, 2022. http://dx.doi.org/10.34220/my2021_262-265.

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Currently, the effective method of improving labor productivity in enterprises is the personnel motivation. It contains incentives that determine the behavior of each personality. This set of actions is aimed at improving activities. Only with a clear motivation, a person will achieve high results. An effective way to motivate personnel is considered a guarantee of the successful labor of the service organization for the implementation of its plans and strengthening the market situation. Consequently, the motivation of employees is an urgent topic for all times, not paying attention to the sys
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Sulejmani, Loredana. "Women Participation in the Labor Force: The Case of Albania." In 7th FEB International Scientific Conference. University of Maribor, University Press, 2023. http://dx.doi.org/10.18690/um.epf.3.2023.64.

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Despite the increase in the labour force of women and the focus given of gender equality, women still do not have the same opportunity as men to participate in economic activity. Yet, after 7 years where 193 countries pledged to achieve SDG goals, including gender equality goal, there are still 20 percent less women than men participating in the work force on average globally, and there are major disparities between genders in pay and educational opportunities. These disparities are particularly high in developing countries such as Albania, where even though statistics on women's employment ha
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Reports on the topic "Improved pay and labor incentives"

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Edmonds, Eric, and Maheshwor Shrestha. You Get What You Pay For: Schooling Incentives and Child Labor. National Bureau of Economic Research, 2013. http://dx.doi.org/10.3386/w19279.

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Hallward-Driemeier, Mary, Carmen Pagés, and Reyes Aterido. Does Expanding Health Insurance Beyond Formal-Sector Workers Encourage Informality?: Measuring the Impact of Mexico's Seguro Popular. Inter-American Development Bank, 2011. http://dx.doi.org/10.18235/0011476.

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Seguro Popular (SP) was introduced in 2002 to provide health insurance to the 50 million Mexicans without Social Security. This paper tests whether the program has had unintended consequences, distorting workers' incentives to operate in the informal sector. The analysis examines the impact of SP on disaggregated labor market decisions, taking into account that program coverage depends not only on the individual's employment status, but also on that of other household members. The identification strategy relies on the variation in SP's rollout across municipalities and time, with the differenc
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Stickney, Christy. Many Paths to a Home: Emerging Business Models for Latin America and the Caribbean's Base of the Pyramid. Inter-American Development Bank, 2014. http://dx.doi.org/10.18235/0006231.

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The lack of adequate housing is a problem throughout Latin America and the Caribbean (LAC). Almost 40 percent of families in the region live in a house beyond repair, have no title, or lack water, sewerage, electricity, adequate building materials, or space. It is estimated that by 2015, that number will increase by 10 percent. Only an investment of at least $310 billion will close the region's current housing gap, that is 7.8 percent of LAC's GDP. The demand for improved housing among the base of the pyramid (BOP) has been consistently strong and represents a relatively steady proportion of t
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