Relevant bibliographies by topics / Salaries and Wages Commission

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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 'Salaries and Wages Commission'

Author: Grafiati
Published: 4 June 2021
Last updated: 8 February 2022

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Journal articles on the topic "Salaries and Wages Commission"

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Agba, A. M. Ogaboh, Eteng I. Etobe, T. Charlie Titus, Pius U. Angioha, and Francis E. Ibioro. "Variance in Call Duty and Hazard Allowances: Implication on Health Workers Commitment and Work Relations in Nigeria." SAINSMAT: Journal of Applied Sciences, Mathematics, and Its Education 10, no. 1 (March 31, 2021): 1–10. http://dx.doi.org/10.35877/sainsmat1012092021.

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This study examines disparity in call duty and hazard allowance and its implication on health worker's commitment and industrial dispute in tertiary hospital in South-South, Nigeria. A survey method that allows for the use of structured questionnaire was adopted. The study used a combination of purposive and random sampling techniques in determining a sample of 1191 participants from 4 tertiary hospitals in South-South Nigeria. Data gathered from the field was coded and analyzed using Linear Regression at 0.05 level of significance. Results revealed that call duty discrepancies and hazard allowances significantly affect health workers' commitment and industrial disputes in tertiary hospitals. The study recommended, among others, that National Salaries, Incomes and Wages Commission should carry out a comprehensive review of all health worker's wages and allowances in Nigeria with the view of harmonizing them. The commission should also evolve a periodic pay reform for health workers in Nigeria.
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Nzuve, Stephen N. M., and Mwangi Pauline Njambi. "FACTORS PERCEIVED TO INFLUENCE EMPLOYEES’ PERFORMANCE: A CASE OF THE INDEPENDENT ELECTORAL AND BOUNDARIES COMMISSION." Problems of Management in the 21st Century 10, no. 2 (December 20, 2015): 88–99. http://dx.doi.org/10.33225/pmc/15.10.88.

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Performance is associated with quantity of output, quality of output, timeliness of output, presence or attendance on the job, efficiency of the work completed and effectiveness of work completed (Mathis et al., 2009). In an organization, committed employees are regarded as being willing to build and maintain long-lasting relationships with their employer (Argyris, 1998). Effective management teams need to recognize that positive employee attitudes are often vital to achieving organizational goals and this will be achieved when the employees are satisfied. The objective of the study was to determine the factors perceived to influence employees’ performance at Independent Electoral and Boundaries Commission. The research design adopted was descriptive research design. The population of the study comprised of all the 175 employees in the commission head office. The study used primary data that was collected through self-administered questionnaires. The data was analyzed using the Statistical Package for Social Sciences (SPSS) software and presented using tables and figures. The study found out that the employees of the commission perceived their performance to be influenced by rewards, job design and training and development opportunity. Management style was found to have hindered performance of employees. The employees were satisfied with wages and salaries paid, retirement benefit scheme, job security, performance appraisals were satisfactory hence encouraging the employees to work in the commission and improve their performance. Key words: employee performance, employee perception, Independent Electoral and Boundaries Commission of Kenya.
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Azizah, Nur, Sri Rahayu, and Bekti Undari. "Prototype Android Based Payroll Monitoring Application at PT. Anugrah Distributor Indonesia." CCIT Journal 13, no. 1 (February 5, 2020): 56–63. http://dx.doi.org/10.33050/ccit.v13i1.894.

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A Salary is a form of wages or rewards from rights granted by companies to employees. Usually, salaries are given to workers also differ according to position and class level. At PT Anugrah Distributor Indonesia is one of the companies engaged in retail sales. The amount of wages varies as well as determining commissions for each sales process from each unit. Become a complexity factor in determining the amount and salary for employees. In the process of recording and calculating salaries so far using Ms. Excel. Where accountants (finance) as data processors have a central role in processing them experiencing delays in displaying data. The results of the management process and salary reports are in the form of paper and files (softcopy). Delays in displaying data have an impact on the salary that must be reported by the leadership. From these problems, problem-solving is obtained by making an android-based payroll monitoring application prototype, can display salary data and make it easier for leaders to see the salary that has been reported anytime and anywhere. This research was made using observation methods, interview methods, SWOT analysts and literature studies. Using UML as a modeling design.
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Toxtli, Carlos, and Saiph Savage. "Meta-Gig: Empowering anyone to create crowd marketplaces." Avances en Interacción Humano-Computadora, no. 1 (November 30, 2020): 11. http://dx.doi.org/10.47756/aihc.y5i1.62.

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Few have the power to create crowd markets. Existing marketplaces may thus not embody workers’ or requesters’ needs. In this paper, we imagine a future where anyone could create the crowd markets they desire. We study the characteristics of the markets that 40 workers and 40 requesters from Amazon Mechanical Turk propose. We uncover that workers pushed for marketplaces that either empowered workers to set their own salaries without requiring a minimum wage or had intelligent algorithms that could automatically decide the salaries while also ensuring everyone received a minimum wage. Requesters were consistent in their preference of paying by commission and preferred markets that automatically set the salary. Both workers and requesters advocated for mechanisms to ensure quality and flexible time schedules in the market. We conclude by discussing design implications from our findings.
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Canalda Criado, Sergio. "The Paradox between the European Pillar of Social Rights and EU Economic Governance: Spanish Reforms to Wage-Setting Institutions and the Working Poor." Oñati Socio-legal Series 9, no. 1 (April 1, 2019): 32–50. http://dx.doi.org/10.35295/osls.iisl/0000-0000-0000-1011.

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The European Pillar of Social Rights (EPSR) was announced as a new platform for advancing social policy in the European Union. Among the principles and rights enshrined in the EPSR, the Commission has included the right of workers to be paid fair wages. However, in the context of EU Economic Governance, the EU country-specific recommendations steer national wage-setting institutions in the opposite direction. The outcomes sought by EU Economic Governance and the EPSR thus produce a paradox. This paper presents the Spanish case as an example of this paradox. More specifically, it assesses the reforms the Spanish Government made to minimum wage rules and the collective bargaining system during the financial crisis. In the end, all those reforms have led to wage stagnation and devaluation, causing an increasing number of working poor. El Pilar Europeo de Derechos Sociales (EPSR) fue presentado como una nueva etapa en la dimensión social de la Unión Europea. Entre los principios y derechos consagrados en la EPSR, la Comisión incluyó el derecho de los trabajadores a un salario justo. Sin embargo, en el contexto de la gobernanza económica de la UE, las Recomendaciones a los países de la UE llevan a las instituciones nacionales de fijación de salarios en la dirección contraria. Por lo tanto, los resultados buscados por la nueva gobernanza de la Unión Europea y el EPSR producen una paradoja. Este artículo toma el caso español como ejemplo de dicha paradoja. Más concretamente, evalúa las reformas adoptadas por el Gobierno español durante la crisis con respecto al salario mínimo y al sistema de negociación colectiva, las cuales han llevado a una moderación o una devaluación de los salarios, favoreciendo el aumento de la pobreza laboral.
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Bilquees, Faiz. "Real Wages of the Federal Government Employees: Trends from 1977-78 to 1991-92." Pakistan Development Review 33, no. 3 (September 1, 1994): 229–51. http://dx.doi.org/10.30541/v33i3pp.229-251.

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This paper examines the trends in aggregate emoluments of the Federal Government Employees over the period 1977-78 to 1991-92. Levels of salary and allowances are very important factors in attracting and retaining good-quality human resources in any sector of employment in an economy because they have a direct bearing on the motivation and performance of the employees. In Pakistan, despite tbe fact that government is still the largest employer. the real wages of the government servants have continuously declined over time; the top five grades are the worst-affected. Despite periodic revision of salaries, the successive pay commissions have failed to acknowledge some very obvious anomalies in the basic pay and allowances structures. These anomalies not only harm the interests of the employees, their cost to the national exchequer is also quite significant. The paper aims to provide greater awareness of the weaknesses of the existing salary structures so that they can be reformed. It makes strong recommendations on the revision of the existing patterns of renumeration, to the advantage of both the employer and the employee.
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Stanley Diepiriye, Davies,. "Human Resource Accounting and Shareholders Wealth Maximization: Empirical Study of Nigeria Quoted Manufacturing Firms." International Journal of Business and Management Future 2, no. 1 (January 29, 2018): 38–47. http://dx.doi.org/10.46281/ijbmf.v2i1.118.

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This study empirically investigated the relationship between human resource accounting and shareholders wealth maximization of selected quoted manufacturing firms in Nigeria from 2000-2016. Time series data was generated from the Annual Reports of the quoted firms. Twenty manufacturing firms were selected from the population of quoted manufacturing firms. Two multiple regression models were specified and estimated with the aid of Software package for social services (SPSS). Return on investment was modeled as the function of capital and revenue expenditure components of human resource accounting. The generated collinearity diagnostics result shows that the Eigen values that correspond to the highest condition index and variable constant are consistent with the rule of thumb. The Durbin Watson test shows absence of auto-correlation. From the expenditure component, we found correlation coefficient of 71.3%, R2 and the Adjusted R2 shows that 50.8% and 36.0%. The explanatory power of the predictor variables shows that all the independent variables have positive but insignificant relationship with return on investment of the manufacturing firms except cost of human resource acquisition. The revenue expenditure proved R2 and the adjusted R2 of 61.0% and 49.3% explained variation on return on investment. The coefficient of the independent variables proved that salaries, wages and bonus have positive relationship with return on investment of the selected manufacturing firms while commission and allowances have positive effect on return on investment. It concludes that human resource accounting has significant relationship with shareholders wealth maximization of the selected manufacturing firms. We recommend that all human capital expenditure should properly be accounted for and the need to investment on human capital of the firms.
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KALECKI., M. "PROFITS, SALARIES AND WAGES." Bulletin of the Oxford University Institute of Economics & Statistics 5, no. 8 (May 1, 2009): 125–29. http://dx.doi.org/10.1111/j.1468-0084.1943.mp5008001.x.

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Sule, Olatunji Eniola, and Sarat Iyabo Amuni. "Wages and Salaries Administration as Motivational Tool in Nigerian Organisation (A Case Study of Nestle Nigeria PLC)." Journal of Business Theory and Practice 2, no. 2 (May 17, 2014): 247. http://dx.doi.org/10.22158/jbtp.v2n2p247.

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<em>The study looks into wages and salaries administration as a motivational tool in Nigerian organisation. The study went further to distinguish between gratuitous and paid job with possible effect of wages and salaries as it relates to individual contribution and effort towards the achievement of the corporate goals and objectives. The study made use of a self-designed questionnaire and eventually used chi-square to analyze and conclude on the hypothesis that wages and salaries serves as motivational tool and that wages and salaries has significant relationship with workers performance in Nigerian organisation.</em>
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Martyniuk, Olesia, and Stepan Popina. "Mathematical models of unshadowing the wages." Herald of Ternopil National Economic University, no. 4(90) (December 12, 2018): 19–26. http://dx.doi.org/10.35774/visnyk2018.04.019.

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The article addresses a social and economic phenomenon of shadow economy, which is typical for many countries and may result in a macroeconomic imbalance. The latter hinders the sustainable growth of the economy and leads to state budget losses. Shadow economy is penetrating into almost all sectors of the national economy. As shown in the paper, a high level of shadow economy is a threat to the national economic security of the country and a cause of declining its competitiveness. The findings confirm that measuring the impact of some factors of shadow economy on the economic security of the country is quite difficult. However, there are some factors for which mathematical models can be built to describe a correlation between economic indicators and a certain factor of shadow economy. Since salary expenses constitute a significant portion of enterprise’s basic expenses, it is important to build mathematical models for calculating the correlation between shadow salaries and tax rates. Thus, the purpose of the article is to examine mathematical models of the correlation between official and shadow salaries and tax rates. The developed mathematical models demonstrate that a reduction of tax rates is followed by changes in a shadow part of salaries. The article describes a number of cases when there are no changes in salaries and tax revenues, as well as cases of pay increase. The analysis finally suggests ways to increase salaries and techniques to de-shadow salaries. The authors use general scientific methods of generalization, comparison, analysis, and the method of mathematical modeling.
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Dissertations / Theses on the topic "Salaries and Wages Commission"

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Robinson, Helen. "Intermittent participation, wages and the labour market." Thesis, University of Bristol, 2000. http://hdl.handle.net/1983/9406962c-3dc0-49b3-8737-8d636c09e588.

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Massad, Victor J. (Victor James). "The Eclectic Paradigm of Salesperson Compensation: a New Framework for Investigating the Role of Salary versus Commission." Thesis, University of North Texas, 1995. https://digital.library.unt.edu/ark:/67531/metadc277576/.

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Numerous researchers, employing theories from either psychology or economics, have investigated the circumstances under which firms are likely to adopt salary-based versus commission-based compensation plans. This study integrates the most common theoretical bases of salesperson compensation literature into a broad framework labeled the Eclectic Paradigm of Salesperson Compensation (EPSC). The EPSC proposes that there is a positive association between a firm's salary orientation and resource commitment, and a firm's salary orientation and firm control. There should be a negative association between salary orientation and dissemination risk, and salary orientation and salesperson motivation/performance. Twenty-three hypotheses originating from the EPSC were tested using a pretest sample of 48 real estate salespersons and a test sample of 311 real estate salespersons. The data were analyzed using common factor analysis, logistic regression, multivariate analysis of variance, and median tests. Of the 23 hypotheses, 10 were supported, 7 were partially supported, and 6 were not supported. The results suggest that the eclectic paradigm of salesperson compensation is a promising initial step toward developing a comprehensive model for understanding the determinants of salary versus commission.
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Liu, Suyu. "Wages, family background, on-campus performance and gender : an investigation of Chinese graduates' first job salaries." Thesis, University of Oxford, 2014. http://ora.ox.ac.uk/objects/uuid:204bcd0c-ff1c-493a-8796-8d50c91c315d.

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The last five decades have witnessed an increasing interest in the education-employment transition. In China, millions of university students graduate each year. Their employment has important impact on various aspects of the Chinese society. Additionally, university-work transition is related to the well-being of university graduates and their families. Therefore the university-work transition in China deserves more attention from scholars and practitioners. This thesis examines the determination of Chinese university graduates’ first job salaries. It investigates whether and how university graduates’ family background, on-campus performance (OCP) and gender are linked with their first job salaries. The thesis distinguishes three dimensions of graduates’ family background: Hukou status, parental CCP membership and income. It distinguishes three dimensions of graduates’ OCP: academic achievements, professional capability and political/ideological attainment. Information collected through interviews is used to interpret the statistical results. The results show that graduates’ first job salaries are significantly affected by their professional skills, political/ideological attainments and family income. Graduates’ gender, academic performance and family Hukou status have little impact on their first job salaries. Compared with the widely observed wage disparities among less educated workers caused by gender and Hukou status, this thesis provides evidence that higher education helps reduce the gender wage gap and rural-urban disparity in China. Analyses in the thesis are consistent with ‘state as equalizer’ and ‘market as equalizer’ theories. This thesis provides little evidence to support the marketized transition theory, as we find graduates’ first job salaries are still largely affected by their political/ideological attainments in university. Considering the unique context, the results suggest that some widely used human capital indicators and productivity signals are not applicable in the Chinese labour market. Practical implications are derived from the thesis.
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郭國銘 and Kok-ming Andrew Kwok. "The role and function of the Standing Commission on Civil Service Salaries and Conditions of Service." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1987. http://hub.hku.hk/bib/B31975410.

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Kwok, Kok-ming Andrew. "The role and function of the Standing Commission on Civil Service Salaries and Conditions of Service." [Hong Kong : University of Hong Kong], 1987. http://sunzi.lib.hku.hk/hkuto/record.jsp?B12361100.

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Weichman, Jeremiah. "Gender, racial and citizenship equality at the University of Wyoming an examination of salaries and promotions /." Laramie, Wyo. : University of Wyoming, 2010. http://proquest.umi.com/pqdweb?did=2057732241&sid=1&Fmt=2&clientId=18949&RQT=309&VName=PQD.

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von, Dahn Hannes. "Colleagues or competitors? : A cross-cultural study about the effects of commission based salaries in Sweden vs. the U.S." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-67021.

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An important issue that managers are facing in today’s intensive business environment is how to compensate their employees to keep them motivated. The trend is to be rewarded for the individual performances, which has increased the usage of commission based salary systems. Previous research suggests that commission salary provokes internal competition, while it damages cooperation. However, the main issue in feminine and masculine societies is what motivates people, which indicates that the effects of commission based salary systems needed to be examined from a cultural perspective. Therefore, with the main aim was to enhance the understanding of this, the problem was addressed by the overreaching research question: How do commission based salary systems affect cooperation and internal competition in masculine and in feminine societies? To answer this, empirical data was acquired from Sweden and the United States. Sweden is recognized as the most feminine society, where social motives are dominating. The United States on the other hand, is recognized as a masculine society that encourages competition and where money is the main motivator. The empirical data derived from personal interviews with real estate agents that work with commission salary. Three case companies within each country were included in the study and three interviewees within each company participated. The findings showed that commission salary tends to increase the work effort, limit the cooperation, while it increases the internal competition. Nevertheless, the effects it has distinctively differs between the societies. In Sweden, the importance of group cohesion and interpersonal relationship results in a higher level of cooperation than in the United States. Despite that commission salary evokes internal competition, colleagues are colleagues above all in Sweden. In the United States however, cooperation mainly occurs when it serves the individual performances. Here, money and the own success are what matter the most and due to the competitive mindset, internal competition becomes significantly more intensive in the United States than in Sweden. In contrary to Sweden, commission salary can turn colleagues into competitors, for better or for worse.
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Guzzetta, Judith T. "Executive compensation : performance for pay." Diss., Georgia Institute of Technology, 2001. http://hdl.handle.net/1853/24519.

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Charkasova, Aynur. "THE EFFECT OF IMMIGRATION STATUS ON EARNINGS OF SKILLED IMMIGRANTS IN STEM OCCUPATIONS." OpenSIUC, 2021. https://opensiuc.lib.siu.edu/dissertations/1924.

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The aim of this study was two-fold: firstly, it attempted to focus on the earnings of foreign-born STEM professionals in the U.S. workforce to examine whether this population was at an earning disadvantage compared to the U.S. citizens. Secondly, it aimed to investigate whether legal status acquisition (from temporary work visas to permanent residency) enhanced the earnings of foreign-born STEM professionals in the U.S. workforce. This study utilized a mixed-methods (QUAN/QUAL) research design. ANCOVA (Analysis of Covariance) was used to test the hypothesis in order to determine any statistically significant differences between the group means. Secondary data from the National Survey of College Graduates (NSCG) was utilized for this study. The results of the ANCOVA test showed that temporary worker visa holders were not at earning advantage/disadvantage compared to the U.S. citizens, and there was no statistical evidence that legal status acquisition enhanced the salaries of the foreign-born STEM professionals in the U.S. workforce. The interviews indicated that foreign-born STEM professionals (temporary worker visa holders, LPRs, and naturalized U.S. citizens) were not at earning disadvantage compared to their U.S.-born counterparts. Although the legal status change did not enhance the salaries of the skilled immigrants, it did improve job mobility and overall flexibility.
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Grandin, Sara, and Anna Pettersson. "Fastighetsmäklare - mycket slit och dåliga villkor?" Thesis, University of Gävle, Department of Business Administration and Economics, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-584.

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Fastighetsmäklare har ett rykte att de tjänar mycket pengar utan att anstränga sig. Stämmer detta eller är det bara en bild som media skapat? Med den bakgrunden valde vi att titta närmare på vilka lönesystem för fastighetsmäklare som finns i branschen. Med avgränsning till privatbostadsmarknaden och Stockholm-Uppsala regionen.

Syftet är att öka kunskapen om olika lönesystem för fastighetsmäklare på privatbostadsmarknaden.

Vi har även tittat på hur det fungerar med sjukpenning, föräldrapenning och a-kassa. Sedan har vi valt att titta på hur en mer traditionell lön ser ut och vilka förmåner utöver lön som kan förekomma.

Vi har genomfört två intervjuer angående hur en traditionell eller ”normal” lön fungerar samt fyra intervjuer med fastighetsmäklare angående lönesystem för fastighetsmäklare.


Real estate agents have a reputation of making a lot of money without any effort. Is this true or is it just a picture painted by the media? With this in mind we have decided to take a closer look at different systems for how real estate agents get their salary. We have decided to narrow our thesis down to real estate agents who are operating in the Uppsala-Stockholm region with residential sales.

The purpose of this thesis is to increase the knowledge about different systems for salaries for real estate agents who are working with residential sales.

What happens if you get sick, if you become a parent or if you loose your employment are questions that we discuss.

We have interviewed real estate agents and asked them about their terms for salary. We have also looked at how a more traditional salary works.

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Books on the topic "Salaries and Wages Commission"

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Commission, Virginia General Assembly Joint Legislative Audit &. Review. Technical report of the Joint Legislative Audit and Review Commission on the state salary survey methodology: To the Governor and the General Assembly of Virginia. Richmond: Commonwealth of Virginia, 1989.

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Namibia. Wage and Salary Commission. Report of the Wage and Salary Commission. Windhoek: The Commission, 1995.

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Québec (Province). Conseil du trésor. Le programme gouvernemental de relativité salariale: Rapport présenté à la Commission de l'équité salariale en vertu du chapitre IX de la Loi sur l'équité salariale. [Québec]: Le Conseil, 1998.

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Report of the Presidential Commission on the Review of Pay Structures for the Public Service of Botswana. Gaborone]: Presidential Commission on the Review of Public Service Pay Structures, 2003.

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Island, Prince Edward. Report of the commission of inquiry established to examine and recommend on the adequacy of: Indemnities, salaries and allowances paid to members of the Legislative Assembly, the Speaker and Deputy Speaker... Charlottetown: Prince Edward Island, 1993.

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California. Grand Jury (San Francisco). Classifications and collective bargaining. San Francisco, CA: Grand Jury, 1994.

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Nigeria. National Salaries, Incomes, and Wages Commission. Wages, salaries, and emolument relativity panel. [Abuja]: The Commission, 2006.

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Nigeria. National Salaries, Incomes, and Wages Commission. Wages, salaries, and emolument relativity panel. [Abuja]: The Commission, 2006.

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Pay Equity Commission of Ontario. Determining job rate - salaries/wages/payments. Ontario: Pay Equity Commission, 1988.

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Makings, George. A guide to wages & salaries legislation, 1980-1987. Harare: Institute of Personnel Management of Zimbabwe, 1987.

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Book chapters on the topic "Salaries and Wages Commission"

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Nicholson, Margaret. "Wages and Salaries." In Accounting Skills, 296–306. London: Macmillan Education UK, 1989. http://dx.doi.org/10.1007/978-1-349-10853-4_32.

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Katz, Katarina. "Soviet Wages and Salaries." In Gender, Work and Wages in the Soviet Union, 49–81. London: Palgrave Macmillan UK, 2001. http://dx.doi.org/10.1057/9780230596559_3.

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Daleure, Georgia. "Wages, Salaries, and Expatriate Labor." In Emiratization in the UAE Labor Market, 57–71. Singapore: Springer Singapore, 2016. http://dx.doi.org/10.1007/978-981-10-2765-9_6.

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Silva, Titus De. "SP 040 Payment of Salaries and Wages." In Integrating Business Management Processes, 404–6. New York, NY : Routledge, 2020.: Productivity Press, 2020. http://dx.doi.org/10.4324/9781003042846-109.

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Bailey, Paul. "Wages, Salaries and Other Forms of Remuneration." In Mastering Office Practice, 299–315. London: Macmillan Education UK, 1985. http://dx.doi.org/10.1007/978-1-349-07876-9_22.

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Chiswick, Barry R. "Jewish Immigrant Wages in America in 1909: An Analysis of the Dillingham Commission Data." In Studies of Jews in Society, 73–85. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-41243-2_5.

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Wright, Robert E., and Richard Sylla. "Wages and Salaries." In The History of Corporate Finance, 85–97. Routledge, 2020. http://dx.doi.org/10.4324/9781003074212-6.

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"Administration of wages and salaries." In Human Resource Management in the Hospitality Industry, 172–77. Routledge, 2012. http://dx.doi.org/10.4324/9780080458052-23.

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"The administration of wages and salaries." In Human Resource Management in the Hotel and Catering Industry, 129–33. Routledge, 2017. http://dx.doi.org/10.4324/9781315266725-11.

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"Table 5. Wages And Salaries (Of Jews)." In The Jews in Sicily, Volume 18 Under the Rule of Aragon and Spain, 12339–57. BRILL, 2010. http://dx.doi.org/10.1163/ej.9789004186545.i-12446.109.

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Conference papers on the topic "Salaries and Wages Commission"

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Japarova, Damira. "Legalization of Paid Services - The Source of Increasing Salaries of Medical Workers." In International Conference on Eurasian Economies. Eurasian Economists Association, 2015. http://dx.doi.org/10.36880/c06.01389.

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The main reason for the existence of informal payments in health care in Kyrgyzstan is low wages. On preferential treatment of patients is used 94% of funds allocated by the state. The financing of medical services largely transferred to the citizens themselves. Replacement free assistance paid services, in the absence of government regulation, acts as a natural addition to the market price, it is impossible to cancel or destroy. Promote the quality of work does not go beyond payroll. Kyrgyzstan should be legalized paid medical services. The source of the additional accrual of wages may become fund clinics, hospitals generated by paid services.
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Danilevičienė, Irena, and Boguslavas Gruževskis. "The interactions between wages and productivity nurturing the country’s competitiveness." In Business and Management 2016. VGTU Technika, 2016. http://dx.doi.org/10.3846/bm.2016.45.

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Nowadays wages are determined according to the results of the work but the increase of salaries leads to the higher productivity and efficient work. Here is a strong interaction between wage and productivity, which leads to the country’s competitiveness development. The object of research – the interactions be-tween the wage and productivity. The goal of the article is to assess the influence of wage and productivity on the country’s competitiveness. In addition, the following tasks have been implemented: to analyse the theoretical aspects of productivity and wage; to reveal the connection between productivity and wage and to assess the influence of this interaction on the country’s competitiveness. In this article, the following methods of analysis are used: an analysis and summarize of the scientific literature, the theoretical and practical statements matching method, analysis of the statistical data, correlation and regression analysis.
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Japarova, Damira. "Motivation of Labor in the Health System." In International Conference on Eurasian Economies. Eurasian Economists Association, 2014. http://dx.doi.org/10.36880/c05.01050.

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With the increase of salaries of medical workers in Kyrgyzstan their income increased. But the desire to earn additional income from patients not disappeared. As practice shows, giving money to the hands of health care workers is widespread in health system of Kyrgyzstan. It is not only drops the image of doctors, but also causes serious damage to the family budget of citizens who are in a hospital bed, or at the reception of doctor's. The main reason for the existence of informal payments in health care is considered a relatively low level of wages. If in the real sector the financial stimulation carried out by the expense of encouraging profit in medicine only source of stimulation is wage fund. The stimulating part should be increased at the expense of main part of wages. İnasmuch as there is no profit in medicine as a source of encouragement it is used the funds received from paid services. The basis for motivation of labor in medicine is to avoid time-based wage system and to introduction of piecework forms in different versions. Criterion for evaluating health care workers is the health of the patient after treatment.
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Fanta, Michael, Radek Soběhart, and Aleš Rod. "PRICE OF ALCOHOL IN EU MEMBER STATES – AFFORDABILITY OF ALCOHOLIC PRODUCTS AND ROLE OF EXCISE DUTIES." In 4th International Scientific Conference – EMAN 2020 – Economics and Management: How to Cope With Disrupted Times. Association of Economists and Managers of the Balkans, Belgrade, Serbia, 2020. http://dx.doi.org/10.31410/eman.2020.93.

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This research paper focuses on alcoholic beverages and their price affordability between 2000-2016 in the member states of the European Union. Based on the data from OECD, WHO, Eurostat, and the European Commission, the paper primarily discusses development of prices and consumption of alcoholic products, level of excise duties, and the development of average wages. Overall alcohol consumption has decreased in most EU member states over the past two decades, even though price affordability has increased due to relatively dynamic development of average wages. As consumption of alcohol products is decreasing, producers of alcoholic beverages are now pushed to increase the prices of alcoholic products to keep their level of revenues, which means that the price of alcohol is growing naturally. Those facts raise a question about the role of excise duties on alcohol, whether it is an effective tool for reducing alcohol consumption or just a fiscal tool, whose further increases might lead to market distortions.
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Reports on the topic "Salaries and Wages Commission"

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Chen, Xianglei, and Susan Rotermund. Entering the Skilled Technical Workforce After College. RTI Press, April 2020. http://dx.doi.org/10.3768/rtipress.2020.rb.0024.2004.

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This research brief uses nationally representative data from the 2012/17 Beginning Postsecondary Students Longitudinal Study (BPS:12/17) to examine post-college transitions of US undergraduates into the skilled technical workforce (STW), defined here as workers in a collection of occupations that require significant levels of science, technology, engineering, and mathematics (STEM) knowledge but not necessarily a bachelor’s degree for entry. Thus far, empirical research on the STW has been limited by a dearth of data; however, based on newly available data from BPS:12/17, the findings in this report indicate that STW employment provides workers with above-median salaries, more equitable wages, a variety of benefits, and clear career paths. STW jobs attract diverse populations, especially those from underrepresented groups (e.g., Hispanics, individuals from low-income backgrounds, and those whose parents do not have college education). US community colleges and sub-baccalaureate programs play a large role in developing the STW.
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State Savings Bank of Western Australia - Perth (Head Office) - Staff Records - Record of Service Book, includes lists of salaries and wages paid - 1896-1931. Reserve Bank of Australia, March 2021. http://dx.doi.org/10.47688/rba_archives_2006/20888.

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