Relevant bibliographies by topics / Remuneration (compensation)

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  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters

Academic literature on the topic 'Remuneration (compensation)'

Author: Grafiati
Published: 4 June 2021
Last updated: 3 February 2022

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Journal articles on the topic "Remuneration (compensation)"

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Manzaneque, Montserrat, Elena Merino, and Yolanda Ramírez. "Relationship between directors’ compensation and business performance: One issue to debate." Corporate Board role duties and composition 11, no. 3 (2015): 166–75. http://dx.doi.org/10.22495/cbv11i3art13.

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The compensation received by directors has attracted the interest on good corporate governance practices related to remuneration matters, with particular emphasis on the need to link the remuneration of directors and the business performance. However, the question remains whether this relationship is being implemented or, on the contrary, we must address through other measures that encourage directors’ remunerations more in line with the shareholders’ interests. The analysis of a sample of 76 Spanish firms over the period 2004-2009 shows the existence of this relationship if book based indicat
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Pucheta‐Martínez, María Consuelo, and Cristina Narro‐Forés. "The compensation committee and the remuneration of the directors." Academia Revista Latinoamericana de Administración 27, no. 1 (2014): 46–74. http://dx.doi.org/10.1108/arla-10-2013-0149.

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Purpose The purpose of this paper is to analyze if the composition and activity of the appointment and remuneration committee have a significant effect in the remunerations of the members of the board of directors. Design/methodology/approach To achieve the paper's objective the authors proposed four hypotheses in order to analyze the repercussions of independent, institutional and executive directors in the Appointment and Retribution Committee (ARC) and its activity in the directors’ remunerations. Findings The results put into evidence that the composition (independent, institutional and ex
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Andrews, G. S. "Strategic planning and remuneration." South African Journal of Business Management 17, no. 1 (1986): 13–16. http://dx.doi.org/10.4102/sajbm.v17i1.1028.

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Management thought, practice and process have changed dramatically over the recent past and we need new ways to think about how business performs and how to measure the managers who run our business operations. With rapidly changing markets, technologies, customers, suppliers and consumers, more and more emphasis is being placed on thinking strategically and on how to position the business for the future. Unfortunately many firms are still grappling with the concept of strategy and do not fully understand the concept of strategic management. As a result, many managers are being encouraged by t
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Fawzia, Elfira, and Firman Pribadi. "How is the Compensation of Employees?" At-Taqaddum 13, no. 1 (2021): 103–15. http://dx.doi.org/10.21580/at.v13i1.8633.

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The compensation system is very critical and sensitive in the company. So that not a few companies are experiencing difficulties due to compensation that appears not implemented properly. The primary purpose of this study was to determine the remuneration system at PKU Aisyiyah Hospital Jepara. This study uses observation and in-depth interviews with selected respondents to collect data and analyzes with a qualitative approach using an action research design. The qualitative case study used purposive sampling involving nine people directly involved in the compensation process: three directors,
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Gerst, Benedikt, and Christian Grund. "Career interruptions and current remuneration." International Journal of Manpower 40, no. 5 (2019): 850–78. http://dx.doi.org/10.1108/ijm-05-2018-0142.

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Purpose Career interruptions of employees imply important issues for both firms and individuals, including a possibly lower compensation after returning to a job. Different compensation components are explored, as bonus payments frequently complement fixed salaries for many employees, making various channels of lower compensation possible. This paper aims to discuss this issue. Design/methodology/approach This study is based on a yearly salary survey among a rather homogeneous group of professionals and middle managers from the German chemical sector, which contains detailed information on com
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Baharudin, Dayana Mastura. "Board Remuneration Transparency: A Pre and Post Analysis of MCCG 2017." Business Management and Strategy 10, no. 2 (2019): 108. http://dx.doi.org/10.5296/bms.v10i2.15491.

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Purpose – This study investigates the impact of the three main determinants of strengthening board remuneration through Board Remuneration Committee Composition, Remuneration Composition of Directors and Top Five Senior Management Remuneration compared between pre and post MCCG 2017.Design/methodology/approach – In order to analyze the reporting of Board compensation committee composition, compensation composition of directors and top five Senior Management Remuneration, the research will follow the purposeful technique of sampling followed by descriptive statistic, regression analysis and con
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Catuogno, Simona, Claudia Arena, and Riccardo Viganò. "Compensation Committee Quality and Effective Executive Remuneration." International Journal of Business and Management 11, no. 6 (2016): 118. http://dx.doi.org/10.5539/ijbm.v11n6p118.

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Grounding in the agency theory, this paper questions whether high quality compensation committee influences the design of executive remuneration towards the alignment of the contrasting interests between managers and shareholders. Relying on a comprehensive approach that captures the compensation committee quality based on different attributes (i.e. independence, interlocking directorates, directors appointed by minorities) we conduct a two-step empirical analysis. First, we illustrate the evolution over time of the stock option plan characteristics and construct an illustrative diagram that s
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Folwarski, Mateusz, and Mariusz Trojak. "Wpływ modelu korporacyjnego na tendencję kształtowania wynagrodzeń kadrzarządzających w wybranych bankach." Kwartalnik Kolegium Ekonomiczno-Społecznego. Studia i Prace 2, no. 3 (2015): 39–50. http://dx.doi.org/10.33119/kkessip.2015.2.3.3.

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The article compares the trends in compensation systems in financial institutionsunder two different models of corporation (Anglo-Saxon model in the USAand continental model in Germany). In the article wage levels, much higher in theAnglo-Saxon model, were not analyzed, only tendencies of executive salaries forthe years 2004–2012. General conclusion for both systems is that in the post-crisisperiod the managers’ compensation declined compared to the pre-crisis period.Management remuneration system differ significantly in both mondels. In theAnglo-Saxon model, a significant share of total remun
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Sungatullina, L. B., E. I. Kadochnikova, and G. R. Faizrahmanova. "Modeling the Effectiveness of Employee Compensation Based on Financial Resources." International Journal of Financial Research 11, no. 6 (2020): 63. http://dx.doi.org/10.5430/ijfr.v11n6p63.

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Modeling the effectiveness of employee compensation by evaluating the relationship with the factors of the labor intensity of products, work experience, and incentive payments based on a linear model of multiple regression on the main components. In this paper, several methods are utilized, including the classical least squares method, variation inflation factor, principal component method. It is expected with theoretical representations that the labor intensity of products reduces the efficiency of employee remuneration, the experience and incentive payments in the General Fund of remuneratio
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Budsaratragoon, Pornanong, Suntharee Lhaopadchan, and Steen Thomsen. "Community and compensation: Director remuneration in Thailand." Research in International Business and Finance 52 (April 2020): 101124. http://dx.doi.org/10.1016/j.ribaf.2019.101124.

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Dissertations / Theses on the topic "Remuneration (compensation)"

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Rankin, Michaela, and Michaela Rankin@buseco monash edu au. "Determinants of Executive Remuneration: Australian Evidence." RMIT University. Accounting and Law, 2007. http://adt.lib.rmit.edu.au/adt/public/adt-VIT20080812.140803.

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Corporate governance, and the role of executive pay in particular, has received increased attention from the media, government, and the business arena in recent years. The study reported in this thesis adds to our understanding of both the components and determinants of Australian remuneration packages for the top management team. It does so in four main ways: 1. The study examines the determinants of compensation of a range of senior executives within the organisation, in addition to the CEO. No Australian research, to date, explores the structure and determinants of remuneration beyond
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Erixson, David, Emil Folkesson, and Elvira Hendeby. "Remuneration Programs : A Principal Agent Theory perspective of CEO Remuneration Programs." Thesis, Jönköping University, JIBS, Accounting and Finance, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-770.

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<p>In the media today, remuneration programs to CEO’s are frequently discussed. Media are usually focusing on the large amounts paid out rather than why the companies use the programs. The purpose of this thesis is to examine whether the conflict of interest presented by the Principal Agent Theory is affected by a CEO remuneration program.</p><p>To reach the purpose, an inductive method has been used. Questionnaires have been send out by e-mail and phone interviews have been carried out with two sample groups, one with remuneration programs, and one that do not use remuneration programs.</p><p
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El-Sayed, Nader Mahmoud. "An examination of executive directors' remuneration in FTSE 350 companies." Thesis, University of Exeter, 2013. http://hdl.handle.net/10871/14025.

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Issues as to the suitability of executive compensation packages have obtained an ever increasing profile in recent years. Whilst there has been quite extensive empirical investigation of pay-performance sensitivity, the framework of performance-pay has received less attention in the literature and examination to date. Besides this - whilst there has been a quantum of investigation of relationships between compensation and performance, there has been less focus on case study based analysis. In this context, the current study makes a twofold contribution to the examination of executive directors
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Mtazu, Pauline Sibusisiwe. "Evaluating remuneration and reward systems at lobels bread, Zimbabwe." Thesis, Nelson Mandela Metropolitan University, 2009. http://hdl.handle.net/10948/1136.

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To gain workforce support and commitment, organisations should offer remuneration and rewards that are internally and externally equitable, as inequity in remuneration is the source of employee discontent and turnover. To succeed, organisations have to communicate the total value of rewards allocated to employees. Communication is the foundation of reward management and organisational success. Communication helps employees to understand that the rewards they receive are worth having. Remuneration and rewards communicate the value that organisations place on their employees. To deliver the prop
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Desfontaines, Pascal Gerard. "Chief Executive Officer remuneration and financial performance of Australian and South African publicly listed companies." Diss., University of Pretoria, 2018. http://hdl.handle.net/2263/66039.

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Executive remuneration has been discussed extensively in both academia and industry, causing much disagreement. This dilemma is not exclusive to South Africa as executive remuneration has been central in a number of company scandals globally and considered a critical contributor to the global financial crisis. The purpose of this research was to identify and compare the significant CEO pay-performance relationships between the developed and developing economies of Australian and South African publicly listed companies respectively. International comparisons of CEO pay-performance relationshi
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Bobi, Lungiswa. "Remuneration and rewards strategies at the Nelson Mandela Metropolitan University." Thesis, Nelson Mandela Metropolitan University, 2011. http://hdl.handle.net/10948/d1021232.

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To be competitive, organisations need to ensure that all their resources are functioning at optimal level. The most important of these resources being its employees. This is because their commitment can guarantee the attainment of organisational goals. Commitment can be attained by an organisation through the payment of internally and externally competitive remuneration and reward packages, that communicate the value of the employees to the organisation. Remuneration and reward strategies are a critical tool for organisations, as they can motivate, attract and retain high performing employees.
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Steyn, Gideon Francois. "The relationship between CEO compensation and future share returns in South Africa." Thesis, University of the Western Cape, 2015. http://hdl.handle.net/11394/5272.

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Magister Commercii - MCom<br>As a result of high economic inequality, widespread discontent with excessive chief executive officer (CEO) compensation levels is acute in South Africa (SA). Some commentators argue that instead of high levels of CEO pay causing inequality, it may be part of the solution if higher levels of CEO compensation translate into better company performance, so reducing unemployment. International studies investigating the relationship between CEO short-term cash compensation and current company performance generally report a weak or no relationship where accounting based
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Kagumya, Elias. "Compensation Strategies That Support Commercial Banks’ Effective Risk Management Practices." ScholarWorks, 2020. https://scholarworks.waldenu.edu/dissertations/7675.

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Compensation structures with relatively high levels of contingent pay encouraged managers to engage in excessive risk-taking behavior at financial institutions, which contributed to the global financial crisis of 2008. The purpose of this study, guided by the theory of the firm, was to explore compensation strategies that some executives in Uganda used to support effective risk-management practices. This multiple case study was an in-depth inquiry into compensation strategies that encouraged prudent risk-taking behavior. The target population comprised 5 risk-management executives from 5 separ
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Alagla, Saleh Ali F. "The role and effect of corporate governance and remuneration consultants on CEO compensation : empirical evidence from UK companies." Thesis, Durham University, 2012. http://etheses.dur.ac.uk/3481/.

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This thesis investigates the role and effect of different aspects of corporate governance, ownership structure and remuneration consultants on determining the level and the structure of CEO compensation. The main objective of this research is to better understand the impact of these aspects on compensation of Chief Executive Officers (CEOs) in UK firms. Two models are constructed and a set of hypotheses is developed. These models are tested using a sample consisting of the top 350 companies listed on the London Stock Exchange. Firms in the financial, investment and insurance industries are exc
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Bothma, Gustav. "Studying the effect of the current remuneration practices in Route Management (Pty) Ltd: Cape Town." Thesis, Stellenbosch : Stellenbosch University, 2012. http://hdl.handle.net/10019.1/95654.

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Thesis (MBA)--Stellenbosch University, 2012.<br>Many different definitions of human resources as a field of practice exist but few would disagree with the fact that a company’s remuneration practices play a crucially important role in the development and management of a productive workforce. Being such a crucial part of the employment relationship, a company’s remuneration strategy has the potential power to influence many factors contributing to employee well-being and operational success. The focus of this project has been an investigation of the current remuneration practices within R
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Books on the topic "Remuneration (compensation)"

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Pink, Geoffrey C. Remuneration planning manual. Butterworths, 1986.

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Divecha, Anwar. Remuneration of a manager: Dilemma, dimensions, dissensions, dichotomies, directions. Sterling Pub., 1990.

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Helen, Murlis, and Institute of Personnel Management, eds. Reward management: A handbook of remuneration strategy & practice. 2nd ed. Kogan Page in association with the Institute of Personnel Management, 1991.

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Helen, Murlis, ed. Reward management: A handbook of remuneration strategy and practice. 5th ed. Kogan Page, 2004.

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Poels, Frans. Job evaluation and remuneration strategies: How to set up and run an effective system. K. Page, 1997.

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Job evaluation and remuneration strategies: How to set up and run an effective system. K. Page, 1997.

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New compensation management in changing environment: Managerial remuneration and wage & salary administration : a professional manual. Deep & Deep Publications, 2003.

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Bussin, Mark. The remuneration handbook for Africa: A practical and informative handbook for managing reward and recognition in Africa. Knowres Pub., 2011.

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Reward Management: A Handbook of Remuneration Strategy and Practice. 5th ed. Kogan Page, 2007.

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Murlis, Helen, and Michael Armstrong. Reward Management: A Handbook of Remuneration Strategy and Practice. 5th ed. Kogan Page, 2005.

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Book chapters on the topic "Remuneration (compensation)"

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Conyon, Martin J., Nuno Fernandes, Miguel A. Ferreira, Matos Pedro, and Kevin J. Murphy. "The Evolution of Executive Compensation: The US Experience1." In Executive Remuneration and Employee Performance-Related Pay. Oxford University Press, 2013. http://dx.doi.org/10.1093/acprof:oso/9780199669806.003.0004.

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Braendle, Udo C., and Amir Hossein Rahdari. "Executive Compensation in the 21st Century: Future Directions." In The Theory and Practice of Directors’ Remuneration. Emerald Group Publishing Limited, 2016. http://dx.doi.org/10.1108/978-1-78560-683-020151003.

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"Direct loss Direct loss is, firstly, the reduction of value of the goods due to their non-conformity. The aggrieved buyer is allowed to have the non-conformity cured at the expense of the seller. The aggrieved party is, furthermore, entitled to receive remuneration for the expenses it incurred in pre-contractual negotiations, in performing a contract or removing goods as well as costs for reselling and marketing and other costs incurred under substitute transactions. 4. Incidental loss a) In general According to the principle of full compensation set out in Art. 74 CISG, incidental damages are recoverable as well. Incidental damages include expenditure for making delivery, storing and preserving non-conforming goods, shipping and customs costs incurred when returning the goods, repairing any damage to goods that has since occurred, or installing substitute goods. The main question is whether the losses which the aggrieved party seeks to recover have become futile due to the defective performance of the other party. b) Special cases aa) Expenditure for debt collection and costs of legal proceedings A prominent problem under the damages rules of the CISG is whether the expenditure for debt collection is recoverable. See thereto the following case abstracts. 74-2." In International Sales Law. Routledge-Cavendish, 2007. http://dx.doi.org/10.4324/9780203945445-195.

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