Journal articles: 'Value based Systems of Remuneration'

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Jakubcová, Marie, and Anna Fedorová. "Implementation of EVA indicator in value based remuneration system in small and medium-sized enterprises." Acta Universitatis Agriculturae et Silviculturae Mendelianae Brunensis 60, no. 4 (2012): 141–54. http://dx.doi.org/10.11118/actaun201260040141.

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A value based remuneration system can be ranked among the modern remuneration systems. The value based remuneration systems focus their attention on the interconnection of the personal objectives of employees with the objectives of owners. Such an aim can be accomplished by meticulously selected evaluation quantities. A presented article concentrates on the economic value added quantity. This topic was a subject of an undertaken research within the framework of the Internal Grant Agency of the Faculty of Business and Management, the partial objective of which was to acquire the information on the value based remuneration systems applied in the small and medium-sized enterprises situated in the South-Moravia region. Selected research results are presented in the submitted article. The investigation research outputs enriched and completed a literary background research and together with the secondary research results facilitated the formulation of pre-requisites appropriate for the value based remuneration system application in the remuneration schemes of the small and medium-sized enterprises. On the basis of the formulation of these pre-requisites the article describes the EVA indicator implementation progress steps in the value based remuneration system and, subsequently, an employee value based remuneration model with the indicator of the economic value added is introduced.

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Staňková, Marie. "Analysis of remuneration systems in small and medium enterprises." Acta Universitatis Agriculturae et Silviculturae Mendelianae Brunensis 58, no. 6 (2010): 473–82. http://dx.doi.org/10.11118/actaun201058060473.

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Submitted article is focused on the problem of employees’ remuneration. It investigates the importance of remuneration systems at management of companies. The article deals with factors influencing employees, their motivation for reaching company´s goals, and with company remuneration systems as well. The observed topic was, is and will be still actual because increasing of employees´ performance in connection with concurrent effort for quality employees maintenance is very demanding managerial task in every stage of company´s development. Last, but not the least, it is necessary to realize that remuneration systems should lead not only to increase in company´s performance, but they should support especially the reaching of company´s goals. In present, increasing the value of company is possible to be considered as the highest company´s goal. Increase of company´s value can be ensured also by the means of value based remuneration as an important and effective tool of value based management. Because it is a tool which is relatively new and not experienced in the Czech environment, the focus is directed on it as well in the article. Then, the aim of the article is to provide complex view on the problem of importance of remuneration systems in small and middle sized companies in the South Moravian Region.

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Deschenes, Sebastien, Hamadou Boubacar, Miguel Rojas, and Tania Morris. "Is top-management remuneration influenced by board characteristics?" International Journal of Accounting & Information Management 23, no. 1 (March 2, 2015): 60–79. http://dx.doi.org/10.1108/ijaim-11-2013-0062.

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Purpose – The purpose of this article is to examine if certain board characteristics have an impact on the total remuneration of top management and the ratio of stock-based remuneration to total top-management remuneration. Design/methodology/approach – The study draws on data from the largest public Canadian companies, the constituents of the TSX/60 index. The study controls for firm size and profitability. Findings – The authors concludes that total remuneration of top management is directly linked to board-member total remuneration and the board average number of director-tenure years. The study also shows that the ratio of stock-based to total top-management remuneration is positively affected by the percentage of independent directors, total remuneration of board directors, the ratio of stock-based remuneration of directors to their total remuneration and the average number of tenure years of the board of directors. Practical implications – If regulators are determined to curb the excesses in top-management remuneration by means of promoting boards with certain characteristics, they should implement measures facilitating the control of directors’ remuneration and tenure, to discourage cronyistic behavior. Good corporate governance requires that the board act as a counterbalance to top management, ensuring that a substantial percentage of top-executive total compensation is variable, and not fixed. According to our findings, the boards that are the most likely to hold managerial avoidance of variable pay in check are those favoring director independence, variable director remuneration and longer director tenures. Social implications – The present article examines specifically the latter aspect, namely, the role of board characteristics (independence, size, compensation, board director ownership and tenure, etc.) in the determination of top-management compensation. This relationship is important because it allows us to further the analysis of corporate governance. If the above-mentioned traits of boards have a meaningful relationship with the compensation of the top management, one might conclude that certain practices in the composition of boards could influence good corporate governance practices. This is relevant for regulatory agencies, for investors and for corporations. Originality/value – The article adds to the extant literature in a number of ways. Firstly, it considers the role of the traits of the board in the determination of the compensation of the top-management teams, and not only of the chief executive officer, as is the focus of previous literature. Secondly, the article focuses on the power interplay between boards and managers, and, more particularly, on the ability of boards to be an effective mechanism of corporate governance. Finally, the article examines the potential impact of board traits in the determination of top-management compensation in the context of Canadian firms, a subject that has received less attention from academic research, which has mostly concentrated on analyzing the issue in the US context.

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Wiskemann, Gabriel. "Farewell to performance ratings." Strategic HR Review 15, no. 6 (November 14, 2016): 262–66. http://dx.doi.org/10.1108/shr-06-2016-0057.

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Purpose The purpose of this paper is to examine the relation between individual performance and remuneration. Design/methodology/approach The paper critically examines the importance of payment systems as a means of directly controlling employee behavior. Findings Abolishing performance ratings does not mean denying the importance of performance as the essential reference value. Instead, it is precisely the concept of ongoing dialogue through which the performance aspect comes to the fore. Originality/value The paper examines dialogue as basis for performance-based payment.

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Zhu, Weidong, Yufei Tian, Xue Hu, Quan Ku, and Xiaoya Dai. "Research on relationship between government innovation funding and firms value creation using clustering-rough sets." Kybernetes 49, no. 2 (September 28, 2019): 578–600. http://dx.doi.org/10.1108/k-03-2019-0208.

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Purpose The purpose of this paper is to reveal the pattern between government innovation funding and enterprise value creation. Many factors, including government innovation funding, R&D ability, corporate governance and some company characteristics significantly affected the efficiency of firm value creation. Design/methodology/approach This paper proposed a novel methodology based on clustering-rough sets to explore the characteristics of enterprise value creation behavior, and map the relationship between government innovation funding and enterprise value creation. The agglomerative hierarchical clustering (AHC) algorithm were used to classify firm performance and get two types of value creation efficiencies and to discretize condition attributes because the rough set theory cannot deal with continuous attributes. This paper utilized the rough sets method to realize data mining and get rules of government innovation funding and enterprise value creation. Findings R&D ability, proportion of independent directors, remuneration of directors, operating revenue, number of employees, price-earnings ratio, quick ratio, capital intensity and ROA were important to identify firm value creation efficiency when government funded the firms. Firms of high level of government innovation funding, high lagged R&D ratio, high remuneration of directors, low price-earnings ratio, low quick ratio, moderate capital intensity and high ROA were more likely to have high efficiency of value creation. Originality/value Since China implemented the innovation-driven development strategy, facilitating enterprise innovation has become an important way to achieve high-quality economic growth. With constantly increasing of Chinese government innovation funding, studying on the effect of government innovation funding on firm’s value creation is significant to improve the efficiency of government resource allocation. It is valuable to reveal the pattern between government innovation funding and enterprise value creation based on the value added theory. The rules obtained could be used to provide decision-making support to improve the efficiency of government innovation funding and prevent waste of government resources effectively.

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Bogachyova, O., and O. Smorodinov. "Pay Systems in Public Sector of OECD Countries." World Economy and International Relations 64, no. 12 (2020): 54–62. http://dx.doi.org/10.20542/0131-2227-2020-64-12-54-62.

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The article deals with development of public sector pay systems in OECD countries. It is noted that reforms in this sphere began in the 1980s as part of the implementation of the broader concept of “New public management”, which was based on active introduction of market mechanisms and instruments in the activities of public sector organizations. The authors consider how the reforms affected changes in all elements of the pay systems – the basic and variable parts of payment, the tariff schedule, and the classification of jobs (positions). It is shown how transition from traditional unified tariff schedule of basic remuneration to a grade scale was connected with the shift of career model to position model, in which the key role was assigned to employee’s qualifications and performance. Further reform of pay systems has resulted in expansion of competence-related pay and further strengthening the role of grading as a tool for organizing pay in public sector. In this regard, the role of job classification, professional standards that allow to objectively assess the value of each type of activity (each position) for a specific organization and form an effective grading scale of basic pay has significantly increased. Reforms of pay systems in OECD countries have affected both basic, and variable parts of pay, as a result of which different pay systems can be applied not only within a single country, but also sometimes within a single organization. The article discusses the most common of these systems – performance-related pay, competence-, skill- and merit-based pay systems.

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Castellano, Sergio. "Photovoltaic greenhouses: evaluation of shading effect and its influence on agricultural performances." Journal of Agricultural Engineering 45, no. 4 (December 21, 2014): 168. http://dx.doi.org/10.4081/jae.2014.433.

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During the last years, European government remuneration polices promoted the realisation of photovoltaic systems integrated with the structures instead of on ground photovoltaic (PV) plants. In this context, in rural areas, greenhouses covered with PV modules have been developed. In order to interdict the building of greenhouses with an amount of opaque panels on covering not coherent with the plant production, local laws assigned a threshold value, usually between 25% and 50%, of the projection on the soil of the roof. These ranges seem not to be based on scientific evaluation about the agricultural performances required to the building but only on empirical assessments. Purpose of this paper is to contribute to better understand the effect of different configurations of PV panels on the covering of a monospan duo-pitched roof greenhouse in terms of shading effect and energy efficiency during different periods of the year. At this aim, daylighting and insolation analysis were performed by means of the software Autodesk® Ecotect® Analysis (Autodesk, Inc., San Rafael, CA, USA) on greenhouse model with different covering ratio of polycrystalline photovoltaic panels on the roof.

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Krueger, Thomas, and Jack Shorter. "Bibliographic measures of top-tier finance and information systems journals." Journal of Applied Research in Higher Education 12, no. 5 (November 19, 2019): 841–55. http://dx.doi.org/10.1108/jarhe-12-2018-0257.

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Purpose Pay, tenure and promotion decisions are frequently based upon inferences regarding the value of faculty research. Meanwhile, departmental, college and university reputations are frequently based on perceptions regarding the quality of research being produced by its faculty. Making correct inferences requires accurate measurement of research quality, which is often based upon the journal through which results are shared. This research expands upon the research found elsewhere through its detailed investigation of leading journals in two business disciplines, including examination of four different citation-based measures and four journal characteristics which are exogenous to the quality of any individual piece of research. The paper aims to discuss this issue. Design/methodology/approach This study assists in the development of an accurate perspective regarding research quality, by studying the popular Journal Citation Reports (JCR) impact factor. A further expansion on the past literature is consideration of three newer journal quality metrics: SCImago Journal Rank (SJR), Source Normalized Impact per Paper (SNIP) and percentage of articles cited. Top-tier journals in finance and information systems are compared to evaluate the consistency of these measures across disciplines. Differences in journal characteristics and their impact on citation-rate based measures of quality are also examined. The potential impact of discipline-based variation in acceptance rate, issue frequency, the time since journal inception and total reviewers are put forth as additional potential exogenous factors that may impact the perception of journal quality. t-Tests are employed for discipline comparisons, while correlation and multiple regression are used for journal characteristic analysis. Findings There is a significant difference in the JCR impact measures of high-quality finance journals vs high-quality information systems journals, which are correlated with a variety of journal-specific factors including the journal’s acceptance rate and frequency of issue. Information systems journals domination of finance journals persists whether one considers mean, median, minimum or maximum impact factors. SJR measures for finance journals are consistently higher than information systems journals, though the SJR value of any individual journal can be quite volatile. By comparison, the SNIP metric rates premier information systems journals higher. Over 12 percent more of the articles in leading information systems journals are cited during the initial three years. Research limitations/implications Logical extensions of this research include examining journals in other business disciplines. One could also evaluate quality measures reaction to variation in journal characteristics (i.e. changes in acceptance rates). Furthermore, one could include other measures of journal quality, including the recently released CiteScore metric. Such research will build on the present research and improve the accuracy of research quality assessment. Practical implications To the extent that citation-based research measures and journal-specific factors vary across disciplines as demonstrated by our investigation, discipline-specific traits should be considered adjusted for, when making inferences about the long-term value of recently published research. For instance, finance faculty publishing in journals with JCR readings of 2.0 are in journals that are 53 percent above the discipline’s average, while information systems faculty publishing in journals with JCR readings of 2.0 are in journals that are 18 percent below the discipline’s average. Furthermore, discipline-specific differences in journal characteristics, leading to differences in citation-based quality measures, should be considered when making inferences about the long-term value of recently published research in the process of making recommendations regarding salary adjustments, retention and promotion. Social implications Quantity and quality of research are two hallmarks of leading research institutions. Assessing research quality is very problematic because its definition has changed from being based on review process (i.e. blind refereed), to acceptance rates, to impact factors. Furthermore, the impact factor construct has been a lightning rod of controversy as researchers, administrators and journals themselves argue over which metric to employ. This research is attempting to assess how impact factors and journal characteristics may influence the impact factors, and how these interactions vary business discipline. The research is especially important and relevant to the authors which separately chair departments including finance and information systems faculty, and therefore are in roles requiring assessment of faculty research productivity including quality. Originality/value This study is a detailed analysis of bibliographic aspects of the top-tier journals in two quantitative business areas. In addition to the popular JCR, SJR and SNIP measures of performance, the analysis studies the seldom-examined percentage of the article cited metric. A deeper understanding of citation-based measures is obtained though the evaluation of changes in how journals have been rated on these metrics over time. The research shows that there are discipline-related systematic differences in both citation-based research measures and journal-specific factors and that these discipline-specific traits should be considered when making inferences about the long-term value of recently published research. Furthermore, discipline-specific difference in journal characteristics, leading to differences in citation-based quality measures, should be considered when making personnel and remuneration decisions.

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Lyubich, S. V. "General characteristics of civil service systems." Uzhhorod National University Herald. Series: Law, no. 63 (August 9, 2021): 65–69. http://dx.doi.org/10.24144/2307-3322.2021.63.12.

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The article is devoted to highlighting the general features of different systems of civil service organization. The relevance of the study is due to the fact that Ukraine's participation in globalization and European integration processes reflects the need to study the experience of states that make up the Western legal tradition, which should focus on civil service systems, based on the tasks of the state in democratic societies. Ukraine. It is noted that in the postmodern era there is a need to rethink the classical models of civil service organization, analysis of modern systems of such organization and the formulation of generalized conclusions, their systematization. The purpose of the article is to systematize and generalize the various systems of civil service organization: classical, mixed and modern, available in the European political space. The focus is on the identification of three classic systems of civil service organization that are immanent to the states of the European community: career, job and mixed. The prevalence of the career model in these states is indicated, however, the states do not focus on the characteristics of such a model, using the contamination of individual features of each of these systems. There are such features of the career system of the civil service as strict compliance with the statutory requirements as a condition for career growth of the employee; disregard for experience in the private sector; features of remuneration and pension provision of civil servants; regulation of subordination relations; normative consolidation of rules of conduct for civil servants, etc. The defining feature of the modernization model of the civil service is the management of purely public interests and demands. The transient model assumes belonging to models with open orientation. The postmodernist model is an excellent vision, illuminating a new categorical apparatus (individual values, humanistic principles, openness). A characteristic feature of the mixed model is the contractual relationship between a public employee and a government agency. The significance of the main provisions and conclusions of the study is determined by the possibility of their use in public administration in Ukraine.

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Samsudin, Samsudin. "OPTIMALISASI PENERIMAAN REMUNERASI DOSEN MENGGUNAKAN METODE RULE BASE REASONING." KLIK - KUMPULAN JURNAL ILMU KOMPUTER 6, no. 3 (November 3, 2019): 224. http://dx.doi.org/10.20527/klik.v6i3.185.

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Remuneration is a term that relates to employee payroll which is set by certain regulations routinely based on work values, with the aim of creating better and cleaner governance and increasing motivation and work performance. Performance is determined by assessing the compilation oflecturer’swork files and then verified by the department that responsible to it. Rule Base Reasoning is an expert system based on a series of rules that represent human knowledge and experience in solving some complex cases. Expert system is a system whose capability to adopt human knowledge in solving problems so the system can solve problems as is usually done by experts. To implement this method a web-based system is used using the PHP programming language with the concept of Object Oriented Programming with ecpectation this system can be designed more easily and can be developed continuously so it can optimize the acceptance of lecturer remuneration andso far it can minimize the possibility of errors due to human errors. on institutions and lecturers.Keywords: Remuneration, Rule Base Reasoning, Performance, Lecturers, Expert Systems. Remunerasi merupakan sebuah istilah yang berhubungan dengan penggajian pegawai yang ditetapkan dengan peraturan tertentu secara rutin berdasarkan nilai-nilai kerja, dengan tujuan terciptanya tata kelola yang lebih baik dan bersih serta meningkatkan motivasi dan prestasi kerja.Kinerja ditentukan dengan pengumpulan bukti kerja kepada pihak yang bertanggung jawab dan dihitung oleh badan yang ditentukan.Rule Base Reasoning adalah sistem pakar berdasarkan serangkaian aturan-aturan yang merupakan representasi dari pengetahuan dan pengalaman manusia dalam memecahkan kasus yang rumit. Sistem pakar adalah suatu sistem yang berusaha mengadopsi pengetahuan manusia dalam menyelesaikan masalah sehingga sistem tersebut dapat menyelesaikan masalah seperti yang biasa dilakukan oleh para pakar.Untuk mengimplementasikan metode ini dibuat sebuah sistem berbasis web menggunakan bahasa pemrograman PHP dengan konsep Object Oriented Programming dengan harapan sistem ini bisa dirancang lebih mudah dan bisa dikembangkan secara berkelanjutan dan dapat mengoptimalkan penerimaan remunerasi dosen sehingga bisa memperkecil kemungkinan terjadinya kesalahan karena human error yang bisa menyebabkan kerugian pada pihak institusi maupun dosen.Kata kunci: Remunerasi, Rule Base Reasoning, Kinerja, Dosen, Sistem Pakar.

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Hikmatulloh, Hikmatulloh, Dede Wintana, and Susilawati Susilawati. "SISTEM PAKAR ANALISA KERUSAKAN SEPEDA MOTOR MATIC DENGAN METODE DEMPSTER SHAFER DAN PEMROGRAMAN PYTHON." KLIK - KUMPULAN JURNAL ILMU KOMPUTER 7, no. 1 (March 2, 2020): 1. http://dx.doi.org/10.20527/klik.v7i1.193.

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Remuneration is a term that relates to employee payroll which is set by certain regulations routinely based on work values, with the aim of creating better and cleaner governance and increasing motivation and work performance. Performance is determined by assessing the compilation oflecturer’swork files and then verified by the department that responsible to it. Rule Base Reasoning is an expert system based on a series of rules that represent human knowledge and experience in solving some complex cases. Expert system is a system whose capability to adopt human knowledge in solving problems so the system can solve problems as is usually done by experts. To implement this method a web-based system is used using the PHP programming language with the concept of Object Oriented Programming with ecpectation this system can be designed more easily and can be developed continuously so it can optimize the acceptance of lecturer remuneration andso far it can minimize the possibility of errors due to human errors. on institutions and lecturers.Keywords: Remuneration, Rule Base Reasoning, Performance, Lecturers, Expert Systems.Remunerasi merupakan sebuah istilah yang berhubungan dengan penggajian pegawai yang ditetapkan dengan peraturan tertentu secara rutin berdasarkan nilai-nilai kerja, dengan tujuan terciptanya tata kelola yang lebih baik dan bersih serta meningkatkan motivasi dan prestasi kerja.Kinerja ditentukan dengan pengumpulan bukti kerja kepada pihak yang bertanggung jawab dan dihitung oleh badan yang ditentukan.Rule Base Reasoning adalah sistem pakar berdasarkan serangkaian aturan-aturan yang merupakan representasi dari pengetahuan dan pengalaman manusia dalam memecahkan kasus yang rumit. Sistem pakar adalah suatu sistem yang berusaha mengadopsi pengetahuan manusia dalam menyelesaikan masalah sehingga sistem tersebut dapat menyelesaikan masalah seperti yang biasa dilakukan oleh para pakar.Untuk mengimplementasikan metode ini dibuat sebuah sistem berbasis web menggunakan bahasa pemrograman PHP dengan konsep Object Oriented Programming dengan harapan sistem ini bisa dirancang lebih mudah dan bisa dikembangkan secara berkelanjutan dan dapat mengoptimalkan penerimaan remunerasi dosen sehingga bisa memperkecil kemungkinan terjadinya kesalahan karena human error yang bisa menyebabkan kerugian pada pihak institusi maupun dosen.Kata kunci: Remunerasi, Rule Base Reasoning, Kinerja, Dosen, Sistem Pakar.

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Kulikowski, Konrad. "The model of relationships between pay for individual performance and work engagement." Career Development International 23, no. 4 (August 13, 2018): 427–43. http://dx.doi.org/10.1108/cdi-10-2017-0181.

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Purpose Research on the relationship between pay for individual performance (PFIP) and work engagement (WE) is limited. The purpose of this paper is to present a model outlining a threefold association between PFIP and WE: a direct association, an indirect association via pay satisfaction and a joint indirect association via pay level and pay satisfaction. Design/methodology/approach Structural equation modeling and bootstrapping procedures were used to test hypotheses with regard to these associations based on data obtained from two independent studies: the author’s own research project, and the European Work Conditions Survey 2015. Findings In both studies, the author found the hypothesized direct association between PFIP and WE; indirect association between PFIP and WE via pay satisfaction; and a joint indirect association between PFIP and WE via pay level and pay satisfaction. Research limitations/implications Given its limited cross-sectional design, future longitudinal research in this area is needed to test the model of relations presented in this paper. Practical implications The association between PFIP and WE is weak, and partially mediated by pay satisfaction; thus, it seems that to promote WE, it is not solely sufficient to introduce PFIP into remuneration systems, but that, in addition, PFIP should be aligned with employee pay expectations. Originality/value This study contributes to the career development literature by proposing and initially testing a model describing the three ways PFIP may be related to WE, one of the most crucial factors in achieving career success.

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Aluoch, Moses Odhiambo, Erasmus S. Kaijage, Cyrus Iraya, and Martin Ogutu. "Board Activities and Performance of Firms Listed at the Nairobi Securities Exchange." European Scientific Journal, ESJ 14, no. 28 (October 31, 2018): 250. http://dx.doi.org/10.19044/esj.2018.v14n28p250.

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This study sought to examine the relationships among board activities and performance of firms listed at the Nairobi Securities Exchange. This study used a census approach and a target population of the study comprised of all companies listed at the Nairobi Securities Exchange between 2002 and 2016. A total of sixty five (65) companies were listed at the Nairobi Securities Exchange as at 31st December 2016. The data on board activities and performance of firms were extracted from annual reports of the individuals firms. This study employed longitudinal descriptive research design to determine relationships amongst board activities and performance of firms. A panel data regression analysis was conducted using random effects model which allowed the companies to have a common mean value of the intercept to determine whether corporate governance influence firm performance. An increasing trend was observed in other board activities variables such board ownership, board meetings, board tools, board committees and number of committees meetings. The study findings on the other hand revealed reducing trend in board tenure and board remuneration of listed firms Kenya. This was inferred to indicate that listed firms in Kenya have been strengthening their corporate governance over the study period. Regression analysis indicated that board activities are insignificant predators of Return on Assets, However board tenure, committees meetings and board remuneration were found to have a positive but insignificant effect on Tobin’s Q among listed firms in Kenya. Board ownership board tools, board meetings and number board committees were found to have negatively affected the performance measured by Tobin’s Q in listed firms in Kenya. However, only board tools significantly affected the performance measured by Tobin’s Q. The study concluded that listed firms in Kenya adopted corporate governance practices as part of the requirements of the regulating authority which had not impact on the specific company’s performance. Based on the findings of this study, stakeholders of listed firms and regulating authority such as Capital Markets Authority may relook at the board activities policies of listed firms with the view revising the existing policies or formulating new and more progressive policies to ensure shareholder interests are protected. These policies may go a long way to ensure listed firms not only strengthened their board activities during poor performing seasons but rather clear systems and activities that provide a clear roadmap to guide board operations.

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Hasan, Nabil, and Azizah Abdul Rahman. "Ranking the Factors that Impact Customers Online Participation in Value Co-creation in Service Sector Using Analytic Hierarchy Process." International Journal of Information Systems in the Service Sector 9, no. 1 (January 2017): 37–53. http://dx.doi.org/10.4018/ijisss.2017010103.

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Ranking the factors that impact customer participation and engagement in value co-creation in service sector enables practitioners, especially service providers, to identify vital factors from those that are unimportant and that are essential for their service quality success and development. The objective of this study is to prioritize the factors that impact customer participation in value co-creation in the service sector. Analytic Hierarchy Process (AHP) is adopted by using Multi-Criteria Decision Making technique (MCDM) to determine the relative importance of the factors in influencing customer participation in the value co-creation through online platform. In order to rank the factors, this study is planned and performed in two stages. In the first stage some critical success factors that impact customer participation in value co-creation were identified through the literature review and preliminary case study. In the second stage, a pairwise comparison is designed based on AHP method to collect the opinions of experts and questionnaires were distributed among 10 organizational experts and academics as respondents. The pairwise comparisons obtained from this stage are analyzed by AHP using super decision software and excel spreadsheet. The research findings indicate that the success factors to engage customers in value co-creation activities have different priorities and weights. The weights obtained from AHP indicate that the organizational factors and individual factors got higher scores and ranked higher than the technological factors respectively. The most important results indicated that organizational aspects such as rewards and remunerations, open innovation culture and the organization leadership style are higher priority than any other factors, and in technology aspect it is verified that platform reliability and easy access got the fourth higher priority as well. Therefore, such results and weights obtained from this study will be used for prioritizing the factors that impact customer participation in value co-creation in the service sector and will be taken into consideration when value co-creation online platforms or systems are designed.

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Akintola, Adeyemi Ayodele, Senthilkumar Venkatachalam, David Root, and Akponanabofa Henry Oti. "Distilling agency in BIM-induced change in work practices." Construction Innovation 21, no. 3 (March 24, 2021): 490–522. http://dx.doi.org/10.1108/ci-09-2019-0088.

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Purpose Critics of claims about building information modeling’s (BIM’s) capability to revolutionize construction industry practices describe it as overhyped, fallacious and therefore suggest that there is need for a more critical examination of its change impacts. Others have posited that the changes BIM induces are evolutionary rather than revolutionary. In this vein, the purpose of this paper was to undertake a careful analysis of the nature of such changes to distil actual changes that happened, and the type of agency that brings such changes about. Design/methodology/approach Drawing from appropriate qualitative research strategies, data was collected through key informant interviews from consulting organizations in South Africa that have implemented BIM within their organizations and on projects. Findings Changes in organizations’ work practices were evident in their workflows, formal/informal methods of interaction, norms, leadership and authority structures, remuneration and the way work was conceived or conceptualized. Furthermore, changes in organizational work practices do not solely occur through the direct agency of the BIM tool’s implementation. Instead, BIM-induced change occurs by delegated, conditional and needs-based agency – which are not mutually exclusive. Originality/value The nature of changes in professional work practices could be misconstrued as being solely because of the actions of agents who actively participate in implementing BIM. The discussion in the literature has, therefore, been advanced from general to specific theoretical understandings of BIM-induced change, which emphasize the need for construction stakeholders to actively participate in developing the innovations that drive change in the industry rather than hand the power to drive change to BIM authoring and management application developers who have less stake in the industry.

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Farooq, Muhammad Bilal, Rashid Zaman, and Muhammad Nadeem. "AccountAbility’s AA1000AP standard: a framework for integrating sustainability into organisations." Sustainability Accounting, Management and Policy Journal 12, no. 5 (March 19, 2021): 1108–39. http://dx.doi.org/10.1108/sampj-05-2020-0166.

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Purpose This study aims to evaluate corporate sustainability integration by evaluating corporate practices against the sustainability principles of inclusivity, materiality, responsiveness and impact outlined in AccountAbility’s AA1000 Accountability Principles (AA1000AP) standard. Design/methodology/approach Data comprise 12 semi-structured interviews with senior managers of listed New Zealand companies. Findings are evaluated against AccountAbility’s principles of inclusivity, materiality, responsiveness and impact, which are based on a normative view of stakeholder theory. Findings In terms of inclusivity, stakeholder engagement is primarily monologic and is directed more towards traditional stakeholder groups. However, social media, which is gaining popularity, has the potential to facilitate greater dialogic stakeholder engagement. While most companies undertake a materiality assessment (with varying degrees of rigour) to support sustainability reporting, only some use it to drive planning and decision-making. Companies demonstrate responsiveness to stakeholder concerns through corporate governance and sustainability initiatives. Companies are monitoring and measuring their impact on stakeholders using sustainability key performance indicators (KPIs). However, measuring traditional metrics is easier than measuring areas such as the community. In rare instances, the executive’s remuneration is linked to these sustainability KPIs. Practical implications The study findings offer useful examples of the integration of sustainability into corporate processes and systems. Practitioners may find the insights useful in understanding how sustainability is currently being integrated into corporate practices by best practice New Zealand companies. Regulators may consider incorporating AA1000AP into their corporate governance guidelines. Finally, academics may find the study useful for teaching business and accounting courses and to guide the next generation of business managers. Originality/value First, the study brings together four streams of research on how sustainability reports are prepared (inclusivity, materiality, responsiveness and impact) in a single study. Second, the findings offer novel insights by evaluating corporate sustainability against the requirements of a standard that has received little academic attention.

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Herath, Hemantha S. B., Wayne G. Bremser, and Jacob G. Birnberg. "Team-based employee remuneration." Accounting Research Journal 32, no. 2 (July 1, 2019): 252–72. http://dx.doi.org/10.1108/arj-11-2016-0148.

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Purpose The purpose of this paper is to relate the balanced scorecard (BSC) to strategy and teams. Design/methodology/approach This paper proposes deriving performance targets and weights using a multiparty collaborative decision model that can be integrated into team-based bonus formulas. Findings Cross-functional division managers face a more complex problem in setting goals for individual managers. The proposed approach is intended to develop such goals and link them for team-based incentives. An example illustrates the application of the proposed BSC model and the team-based pay formula. Practical implications The model can be used to determine group bonus. Originality/value The paper has two objectives: to relate the BSC to the team setting with a participative flavor rather than with imposed targets and weights, and to develop a better way of relating behaviors and outcomes to the team’s and/or the organization’s goals. Integrating the strategies of various units adds a new dimension that differs from rationalizing the superior’s and the subordinate’s goals. The proposed model considers input from all value chain functional managers involved in implementing an organizational strategy. A methodology is provided to operationalize (Hope and Fraser, 2003) beyond the budgeting model principles.

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Atreya, Kishor, Bhishma P. Subedi, Puspa L. Ghimire, Sudarshan C. Khanal, Shambhu Charmakar, and Rabindra Adhikari. "Agroforestry for mountain development: Prospects, challenges and ways forward in Nepal." Archives of Agriculture and Environmental Science 6, no. 1 (March 25, 2021): 87–99. http://dx.doi.org/10.26832/24566632.2021.0601012.

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Most of the agroforestry systems (AFS) in Nepal are traditional, and deliberate management of trees, crops and livestock as an integrated and interactive agroecosystem, albeit its enormous socio-economic and ecological benefits, is limited. The objective of this review paper is to understand the prospects, analyze challenges and suggest practical solution for promoting agroforestry as a viable system balancing economic, social and environmental concerns. We develop this paper based on practical experience on the ground and an in-depth review of relevant literature and highlights the prospects, challenges and ways forward of AFS, both farm-based and forest-based, in Nepal. Nepal has enormous agroecological diversity, suitable land availability for agroforestry, traditional knowledge, skill and labor forces, and huge prospects of adapting new technologies and developing market systems, especially considering emerging markets for developing remunerative and environment friendly value chains. However, the prospective value chains of the mountain agroforestry products face many challenges, including i) socio-economic constraints of the farmers mainly because of high initial adoption costs, limited information on benefit-cost of agroforestry practices, limited knowledge on full benefits of agroforestry, and limited markets and marketing information; ii) institutional constraints because of unclear policy to support agroforestry, the lack of extension services and undefined administrative boundaries; and iii) inadequate scientific knowledge, expertise and technologies to address management complexity of agroforestry system. We therefore suggest having a scan of those challenges and find out solutions, especially for promoting growth and competitiveness of the sector with poverty reduction strategy ensuring availability of food, fuel, fodder and employment opportunity for local communities. The paper provides a few successful cases of AFS and finally suggests ways forward to promote AFS and a business model which could help achieve the untapped potentials for enhancing income and employment opportunity, achieving food and nutrition security, and building sustainable land use systems.

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Vonzun, Messmer, Boller, Shrivas, Patil, and Riar. "Extent of Bollworm and Sucking Pest Damage on Modern and Traditional Cotton Species and Potential for Breeding in Organic Cotton." Sustainability 11, no. 22 (November 12, 2019): 6353. http://dx.doi.org/10.3390/su11226353.

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Resistance against cotton bollworm is one of the main arguments for the use of genetically modified (GM) Bt cotton around the globe. The use of GM is prohibited in organic systems and thus the remunerative value of organic cotton cultivation depends on effective bollworm control. In this study, we investigated the extent of bollworm and sucking pest damage in 68 different hybrid and varietal lines of Gossypium hirsutum and varietal lines of G. arboreum at two different locations with contrasting soil fertility and water dynamics. The damage potential of bollworms was assessed from open capsules at two time points. Sucking pests were assessed at three time points using a scoring method. G. arboreum varietal lines and G. hirsutum hybrids were on average significantly more tolerant than G. hirsutum varietal lines to bollworm under fertile and irrigated situations. For sucking pests, the G. arboreum varietal lines were clearly more tolerant than G. hirsutum hybrids and varietal lines. Since, recently, pink bollworm (Pectinophora gossypiella) became resistant against Bt cotton and pressure of sucking pests severely increased, screening of genetic resources and systems-based cotton breeding for bollworm and sucking pest tolerance will improve sustainability of organic and conventional cotton production.

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Akomea-Frimpong, Isaac, Charles Andoh, Agnes Akomea-Frimpong, and Yvonne Dwomoh-Okudzeto. "Control of fraud on mobile money services in Ghana: an exploratory study." Journal of Money Laundering Control 22, no. 2 (May 7, 2019): 300–317. http://dx.doi.org/10.1108/jmlc-03-2018-0023.

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Purpose Fraud is a global economic menace which threatens the survival of individuals, firms, industries and economies, and the mobile money service is no exception. This paper aims to explore the main causes of fraud in the mobile money services in Ghana and the measures to combat the menace by the key stakeholders connected to the mobile money services. The paper is motivated by recent reports of numerous fraudulent transactions on the mobile money platform, and the need to clamp down these nefarious transactions with effective and practical measures to sustain the service. Design/methodology/approach A thorough review of existing studies on fraud risk relating to mobile money services was done revealing a paucity of literature on the subject. Primary data were gathered using an interview guide to explore the magnitude of the problem based on the views of employees of mobile money operators, mobile money agents, banking supervisors from Bank of Ghana, employees of partnering banks, employees of National Communications Authority and mobile money subscribers. Findings The study revealed that fraud in mobile money services is caused by weak internal controls and systems, lack of sophisticated information technology tools to detect the menace, inadequate education and training and the poor remuneration of employees. These factors disrupt the growth, and the smooth-running of the services. To curb this menace, a detailed legal code and internal fraud policy should be developed and used by mobile money operators and partner banks. Adequate training for mobile money agents should be encouraged coupled with public awareness campaigns to educate stakeholders especially the mobile money subscribers on the tricks of the fraudsters. Research limitations/implications With the chosen research methodology and limited sample size, the findings may not reflect the views of all the stakeholders connected to the mobile money services. Therefore, future studies on this subject are entreated to use research methods which embrace larger samples to get more details about this menace. Practical implications The study will assist in tackling the mobile money fraud to sustain the service in the foreseeable future. Originality/value This paper contributes to scanty literature on fraud relating to the mobile money services by drawing lessons from a middle-income country.

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Andrews, G. S. "Strategic planning and remuneration." South African Journal of Business Management 17, no. 1 (March 31, 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 the reward and compensation system to act in their own interests and not in the company's interests. Poorly designed measurement and compensation systems tend to reward short-term thinking and do not recognize the value of strategic compensation systems. Managers must be made partners in a firm's success by linking compensation to the strategic variables of success.

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Khvatova, Tatiana, and Svetlana Dushina. "To manage or govern? Researching the legitimacy of NPM-based institutional reforms in Russian universities." Journal of Management Development 36, no. 2 (March 6, 2017): 250–67. http://dx.doi.org/10.1108/jmd-06-2016-0110.

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Purpose Global trends in higher education are calling now for public university reforms which aim to increase the competitiveness of the university on the world markets, enlarging its role in the economy and in society by making it more entrepreneurial, more efficient, and closer to practical life. In order to achieve these goals, universities should be managed in a different way. The principles of New Public Management (NPM), which are being actively introduced in Russian universities, substantially transform educational and scientific practices. The purpose of this paper is to demonstrate the growing crisis of NPM-based university institutional reforms in terms of legitimisation, to reveal which factors shape legitimacy, and to show why legitimacy as such cannot be achieved within the framework of NPM. Design/methodology/approach The productivity and efficiency of the NPM-based strategy are mainly defined by the attitudes of all actors, or stakeholders. As such, it is very important to investigate local responses on a workplace level, in order to understand how insiders – lecturers and researchers – view the structural changes taking place within Russian universities. In order to do so, an empirical research of lecturers in four national research universities (NRUs) in St Petersburg has been organised. Using a self-designed questionnaire, the authors assessed the academic perceptions and evaluations of certain changes which have taken place in Russian universities over the last few years. In all, 126 teachers of four St Petersburg NRUs took part in the survey, which was conducted between January and February 2015 and consisted of questions measuring resources of legitimacy and legitimacy markers. Findings Legitimacy markers were revealed such as acceptance of goals, positive perception of results and emotional state. A serious conflict between the existing cognitive culture of universities and the new managerialistic approach was diagnosed. The legitimacy of NPM-based reforms in Russian NRUs was proven to be low for the following reasons: the objectives of reforms are unclear or even unknown to employees; the results of the reforms are either not seen or negatively evaluated; and the reforms provoke stress and professional burnout. The following factors influencing the process of legitimisation were proven to be significant: the agreement of personnel with reforms and the changes they bring, positive perception of changes, opportunity to participate in decision making (engagement), and, to some extent, influence. Remuneration has only a slight effect on legitimacy. Research limitations/implications The findings of this study are not free from limitations. The data were collected within only four research universities in St Petersburg. Furthermore, the authors’ findings are based on self-reported data, which can be biased. Increasing the volume of the sample and the number of NRUs could be one solution. In the future, research could be developed by enhancing the sample, by making international comparisons, and by providing a more detailed questionnaire. Practical implications Higher education systems in many countries in the world are going through similar reforms and are facing similar issues: increasing competition for funds, students and teachers, massification and commercialisation of education, a new managerialistic approach to governance, research valorisation, and effective contracts. New managerial ideology is having a big impact on university culture and can cause passive resistance to reforms, along with disappointment, frustration and professional burnout. These are important issues which cannot be ignored if a successful “third generation” entrepreneurial university is to be built. This study provides important insights into the perceptions of reforms and requires us to pay more attention to university as a social and public value. Originality/value The research is original. It is interesting and new because it discusses the NPM-based reforms in higher education in the Russian Federation, a country which was earlier quite well-known for the quality of its education and richness of its university traditions, and empirically tests the factors influencing their legitimacy. Prior research on legitimacy applies the concept mainly in politics. Otherwise, legitimacy is still a concept which is difficult in terms of both theoretical interpretation and empirical validation. The results of the study have practical implications for providing and developing more effective governance in public organisations.

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Oladokun, Sunday Olarinre, and Manya Mainza Mooya. "Pricing of property valuation services in Lagos Nigeria." Property Management 38, no. 1 (October 31, 2019): 82–108. http://dx.doi.org/10.1108/pm-04-2019-0024.

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Purpose The pricing of professional service has been identified as one of the factors influencing the quality of service and willingness of clients to pay. However, the issue of service pricing is hardly seen as an object of discourse in real estate literature, especially among valuation studies, as it is obtainable in other fields. In Nigeria, it has become the practice for some sets of clients, especially financial institutions, to fix valuers’ remuneration based on the fact that these clients have market advantage. This practice and some other issues around pricing of valuers’ services have been going on for some years with little or no research insights from academics. The purpose of this paper is to examine the pricing system of valuation services within the Lagos property market with the aim of providing information to better valuation practice. Design/methodology/approach This study assumes an interpretive paradigm and adopts a qualitative research approach. In-depth semi-structured interviews were conducted with 24 registered valuers practising within the Lagos property market. Snowballing sampling technique was employed in selecting the registered valuers who were active in the practice of valuation in the study area. Data collected were analysed using thematic analysis with the aid of NVivo 12 software. Findings This study finds that the pricing system for valuation services in the study area can be broadly categorised under “negotiation” and “fixed rate” systems while the use of the “professional scale of charges” is more or less non-existent. The study also reveals various forms by which these systems are practised, and issues associated with them as well as the effects they have on valuation practice. The study further reveals the factors responsible for the continuous striving of the present pricing system which includes valuers’ inability to enforce the professional scale, competition in the market, buyers’ market syndrome, the game of numbers and the banks’ strategy to protect their customers. The authors also found that the low pricing of valuation service poses challenges to valuation practice and encourages unprofessional conducts that affect the quality of valuation output. The study also provides, albeit limited, an evidence of the relationship between valuation fee and quality of valuation. Research limitations/implications This study is limited to Lagos property market and only the practising valuers. Insights from other major cities and stakeholders in service pricing like clients and regulatory authority may produce more insightful results. Originality/value This study provides important insights into valuers’ experience in the area of service pricing and how this affects the delivery of professional services. It also serves as the research blueprint in giving research attention to the service pricing in property valuation practice.

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Kosyak, A. "ORGANIZATION AND REGISTRATION-ANALYTICAL PROVIDING OF CALCULATIONS FROM SALARY IN SYSTEM MANAGEMENT BY COMMUNAL ENTERPRISES." Series: Economic scienceue/view/124 2, no. 155 (April 3, 2020): 41–47. http://dx.doi.org/10.33042/2522-1809-2020-2-155-41-47.

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The problem of the use of labour resources and remuneration of labour is actual enough for today. The ques-tion of economic essence and value of "salary" and "remuneration of labour" is investigational in the article, the legislative adjusting and normatively-legal providing is considered in Ukraine of remuneration of labour, registration-analytical providing of calculations with workers from a salary in control system of communal enterprises, organization of account of calculations is investigational from a salary, forms and systems of remuneration of labour are reasonable, directions of improvement offer. On results undertaken a study it is set that a salary is a money term of cost and cost of commodity, she serves as payment of services of labour of workers, represents socio-economic position in a national economy and stand-ard of living in society. Theoretical and practical consideration of questions about calculations from the remuneration of labour has an actual value, as a remuneration of labour is the important enough link of the system of sociallabour relations and most thorny in a decision socio-economic problem. The questions of salary are regulated by the wide enough circle of legislative and normative documents, that every workplace of accountant, accountable for a certain area account of calculations must be provided from a salary. The major constituents of organization of remuneration of labour are setting of norms of labour, tariff setting of norms of salary, development of forms and systems of remuneration of labour. Order of extra charge and payment of salary on communal enterprises envisaged by the Collective agreement and Statutes about the remuneration of labour. A salary depends on complication and terms of implementation of work, quality of her implementation workers, results of financially-economic activity of communal enterprises and select leaders (by proprietors) principles of the system of material stimulation of workers. For the increase of wage level in Ukraine, to our opinion, it is necessary: to decrease the shadow sector of na-tional economy, decrease the rate of inflation, increase production (works, services) volumes, increase prices on labour force, to perfect a legislatively-normative base in Ukraine. Keywords: a salary, remuneration of labour, organization of account, record-keeping, forms and systems of remuneration of labour, fund of remuneration of labour, is registration-analytical providing, communal enterprise

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McDaid, D. "Psychiatric remuneration systems in Europe: an overview." Die Psychiatrie 08, no. 01 (January 2011): 09–15. http://dx.doi.org/10.1055/s-0038-1671847.

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SummaryNew forms of psychiatric remuneration linked to levels of activity undoubtedly will have an increasing role to play in mental health systems right across Europe. Potentially they can be more efficient and promote choice, but valid concerns have been raised about their impact on the sustainability and nature of psychiatric care. This article looks in particular at recent developments in England and the Netherlands and reflects on how remuneration mechanisms may need to develop further both to improve efficiency and quality within the context of an ever more fragmented and multi-sectoral mental health system. Any introduction of activity- based reimbursement should be introduced gradually. This should be accompanied by investment in adequate information systems to help better understand service utilisation patterns, transitional funding safeguards to reduce the risk of financial instability and incentives/ contractual measures to ensure that services strive to offer services of the highest possible quality that meet the needs of service users.

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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 (December 13, 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 remuneration is variable remuneration,and the continental model is based on fixed remuneration. The results obtained suggest that the in both corporate models that the bigger the bank, thehigher the level of remuneration.

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Akinsanya, Opeoluwa Ore, Maria Papadaki, and Lingfen Sun. "Towards a maturity model for health-care cloud security (M2HCS)." Information & Computer Security 28, no. 3 (December 16, 2019): 321–45. http://dx.doi.org/10.1108/ics-05-2019-0060.

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Purpose The purpose of this paper is to propose a novel maturity model for health-care cloud security (M2HCS), which focuses on assessing cyber security in cloud-based health-care environments by incorporating the sub-domains of health-care cyber security practices and introducing health-care-specific cyber security metrics. This study aims to expand the domain of health-care cyber security maturity model by including cloud-specific aspects than is usually seen in the literature. Design/methodology/approach The intended use of the proposed model was demonstrated using the evaluation method – “construct validity test” as the paper’s aim was to assess the final model and the output of the valuation. The study involved a literature-based case study of a national health-care foundation trust with an overall view because the model is assessed for the entire organisation. The data were complemented by examination of hospitals’ cyber security internal processes through web-accessible documents, and identified relevant literature. Findings The paper provides awareness about how organisational-related challenges have been identified as a main inhibiting factor for the adoption of cloud computing in health care. Regardless of the remunerations of cloud computing, its security maturity and levels of adoption varies, especially in health care. Maturity models provide a structure towards improving an organisation’s capabilities. It suggests that although several cyber security maturity models and standards resolving specific threats exist, there is a lack of maturity models for cloud-based health-care security. Research limitations/implications Due to the selected research method, the research results may lack generalizability. Therefore, future research studies can investigate the propositions further. Another is that the current thresholds were determined empirically, although it worked for the case study assessment. However, to establish more realistic threshold levels, there is a need for more validation of the model using more case studies. Practical implications The paper includes maturity model for the assessment management and improvement of the security posture of a health-care organisation actively using cloud. For executives, it provides a detailed security assessment of the eHealth cloud to aid in decision making. For security experts, its quantitative metrics support proactive and reactive processes. Originality/value The paper fulfils a recognised requirement for security maturity model focussed on health-care cloud. It could be extended to resolve evolving cyber settings.

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Parzonko, Andrzej, and Piotr Bórawski. "Competitiveness of Polish dairy farms in the European Union." Agricultural Economics (Zemědělská ekonomika) 66, No. 4 (April 29, 2020): 168–74. http://dx.doi.org/10.17221/254/2019-agricecon.

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This article analyses the competitiveness of dairy farms in Poland in relation to selected EU countries. The competitive advantage of dairy farms was evaluated and compared based on remuneration for family labour. Two variants of the above indicator were calculated: (1) Remuneration for family labour (FL1) as the relationship between farm net income and the farmer’s unpaid labour input, and (2) Remuneration for family labour (FL2) as the relationship between farm net income minus the opportunity costs of own land and capital to the farmer’s unpaid labour input. The calculations were performed based on EU FADN (European Union Farm Accountancy Data Network) data for an average dairy farm in 2005, 2010 and 2016. The study revealed the highest average remuneration for family labour (FL1) in Irish and German dairy farms. The value of the second indicator (FL2) was also highest in Germany, followed by France. The analysis produced interesting results regarding dairy farms in Denmark and the Netherlands which were characterised by the highest scale of production in the evaluated period (high net value added), but very low farm incomes and remuneration for family labour. The study revealed that Polish dairy farms were characterised by average competitiveness relative.

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Ivanytska, Svitlana, Tatyana Galayda, and Nataliia Tenytska. "Personnel Labor Remuneration Innovative Systems Implementation for Construction Companies in Ukraine." International Journal of Engineering & Technology 7, no. 3.2 (June 20, 2018): 149. http://dx.doi.org/10.14419/ijet.v7i3.2.14393.

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The article is devoted to the personnel labor remuneration innovative systems implementation possibilities investigation for construction companies in Ukraine. Methodical proposals on the use of the Key performance indicator system for employee compensation systems at various levels of management, taking into account the construction business specifics have been developed.Personnel remuneration effective system takes into account all the motivational components of achieving the goals, contributes to higher labor productivity as one of the key indicators for the construction company business strategy the successful implementation.A significant contribution to the research and development of theoretical and practical aspects of the motivational systems formation and the search for ways to solve increasing personnel remuneration efficiency problems in various spheres of economy was made by scientists: R. Kaplan, D. Norton, M. Skibniewski, S. Ghosh, I. Gabcanova, H. Robinson, E. Meshcheryakova, P. Cardoso, S. Sushil,D. Ibrahimova, E. Pogrebnaya, D. Podgórski, A. Klochkov, A. Lapteva and others.Improving motivational systems methodological aspects elaboration insufficiency in civil engineering requires study of using innovative forms possibilities for labor remuneration organization by business entities in the construction business of Ukraine.The purpose of the study is the methodological recommendations formation on labor remuneration e organization for personnel construction companies in Ukraine based on the Key performance indicator for the effective motivational system formation.Key Performance indicator system development and implementation, which is used in the developed countries of the world, including in construction companies, has all the prerequisites to become one of the directions for improving the personnel remuneration systems and motivation level. The construction industry of Ukraine can apply the latest developments in the field of HR management based on the proposed methodology. The process of mastering the KPI system is reduced to the sequential several stages implementation. Methodical recommendations using key indicators for the activity effectiveness for various organizational levels of the construction company are proposed. The author's motivation system formation methodology for the staff engaged in the construction business in Ukraine is developed.Using the proposed methodological recommendations for business entities in the construction sector result in increasing human resources efficiency usage and companies competitiveness.

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Канавина, А., and A. Kanavina. "Grading-Based Wage System." Management of the Personnel and Intellectual Resources in Russia 8, no. 2 (May 13, 2019): 71–74. http://dx.doi.org/10.12737/article_5cb712b4491269.55928949.

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With the high competitiveness of organizations, the role of labor resources is increasingly growing as one of the fundamental factors of success. The staff, as the main source for the implementation the mission, have to be promoted. A fair remuneration system affects the employee’s performance. To my mind, the best system of remuneration is based on grading. The article deals with the theoretical features of the use of the grading system in a modern organization in terms of staff motivation. The article highlightes the importance of fairness in the wage system, there are several grading systems, which are divided depending on their complexity. Moreover, the stages of the introduction of the grading system based on grading are described, practical recommendations are given for the implementation of grading in the organization. What is more, the modern method of approving grades based on official grades is considered.

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Ntanos, Stamatios, Georgios Sidiropoulos, Evangelia Triantafyllou, Miltiadis Chalikias, and Grigorios L. Kyriakopoulos. "Remuneration and reward systems during an economic crisis: case study from Attica region, Greece." Problems and Perspectives in Management 18, no. 2 (June 19, 2020): 261–76. http://dx.doi.org/10.21511/ppm.18(2).2020.22.

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This study investigated the structure of employees’ remuneration and rewards systems, focusing on medium- and large-sized firms in the region of Attica in Greece during the economic crisis. Data were collected using a structured questionnaire based on relevant literature. A sample of 150 companies filled out a total of 500 questionnaires. The results revealed that medium- and large-sized companies applied various remuneration systems, including the base wage, performance-related bonuses, and a combination of additional non-wage benefits. Greek firms did not avoid wage cut in times of low turnover, although hypotheses testing revealed no relationship between firm size and the use of flexible remuneration systems. However, a positive relationship between the unions’ engagement and the use of non-wage cutting strategies was confirmed. Furthermore, a positive correlation between wage rigidity, labor market legislation, and collective agreements for setting minimum wage levels was found. Finally, a hypothesis test regarding the association between the firm, the business sector, and wages cut over the last seven years was accepted. The study concludes that wages cut should be the final choice by firms since remuneration is a source to satisfy, engage, and attract employees.

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Jesch, Thomas, Hartmut Renz, Stephen Culhane, Simon Firth, David Sausen, Willys Schneider, and George Williams. "Fortress Europe? UCITS V and the US Fund Manager." Journal of Investment Compliance 15, no. 2 (June 3, 2014): 36–38. http://dx.doi.org/10.1108/joic-05-2014-0023.

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Purpose – To discuss the new UCITS V Directive, recently agreed upon by the European Parliament and Council, which will include safeguards to protect client assets in the event of a depositary’s insolvency and also address remuneration practices that are thought to encourage excessive risk-taking. Design/methodology/approach – Summarizes UCITS-V, discusses whether the new remuneration rules are sound, addresses the concern that the UCITS V remuneration restrictions could make it difficult for USA-affiliated advisers and managers to manage UCITS, summarizes next steps and further procedures. Findings – From an institutional point of view, deferred remuneration systems will require credit institutions, as well as investment firms and custodians, to ensure sound and sustainable business models that also protect the public. This will be accomplished in part by establishing incentives and compliance systems that foster a risk-aware approach and an awareness by employees that they will profit only if the fund investors or the relevant credit institutions do. UCITS offering materials will need to be evaluated to see if current advisory structures can be maintained while retaining the desired business profile of the fund. Originality/value – Practical explanation by experienced lawyers.

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Wang, Yu-Yin, Tung-Ching Lin, and Crystal Han-Huei Tsay. "Encouraging IS developers to learn business skills: an examination of the MARS model." Information Technology & People 29, no. 2 (June 6, 2016): 381–418. http://dx.doi.org/10.1108/itp-02-2014-0044.

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Purpose – Though prior research has recognized business skills as one of the keys to successful information system development, few studies have investigated the determinants of an IS developer’s behavioral intention to learn such skills. Based on the motivation-ability-role perception-situational factors (i.e. the MARS model), the purpose of this paper is to argue that the intention of IS developers to acquire business skills is influenced by learning motivation (M), learning self-efficacy (A), change agent role perception (R), and situational support (S). Design/methodology/approach – Data collected from 254 IS developers are analyzed using the partial least squares technique. Findings – Results show that a developer’s intention to learn business skills is positively influenced by intrinsic learning motivation and both absolute and relative learning self-efficacy. Furthermore, in comparison to two other change agent roles, the advocate role leads to a significantly higher level of learning intention. Finally, work and non-work support positively influence both extrinsic and intrinsic learning motivation. Notably, non-work support has a greater impact on both absolute and relative learning self-efficacy. Research limitations/implications – Though many of the proposed hypotheses were supported, results showed several interesting and unexpected findings. First, regarding the change agent role perception, people who perceived themselves as advocates displayed a higher level of intention to learn business skills than did those who identified with the other two roles (i.e. traditionalist and facilitator). Second, when compared to extrinsic learning motivation, intrinsic learning motivation contributed more to the intention to learn business skills. Third, the study contributes to the literature by finding that, in terms of direction and magnitude, the two types of self-efficacy have similar influence on an IS developer’s behavioral intention to learn business skills. Finally, work support was found to have a positive impact on both extrinsic and intrinsic learning motivation. However, it was interesting to note that work support did not lead to significantly higher levels of relative and absolute learning self-efficacy. Practical implications – The findings of this study provide several critical implications for practitioners seeking to encourage IS developers to learn b-skills. First, organizations should strongly encourage IS developers to take on the advocate role in ISD projects, and urge them to acquire business skills through formal education and on-the-job training. Second, organizations should also help IS developers understand how learning business skills is important for their future work and potential self-growth, rather than focusing solely on extrinsic benefits such as promotion or remuneration. Third, organizations can also make use of the strategies to enhance IS developer’s learning self-confidence and beliefs, which will, in turn, increase their intention to learn business skills. Finally, support from others is influential in the formulation of positive work attitudes and behaviors, so organizations will benefit when employees are well supported. Originality/value – While prior research has emphasized the importance of business skill possession for IS developers during the system development process, few studies have explored the factors affecting an IS developer’s behavioral intention to learn those business skills. This study intends to bridge this gap by investigating factors that drive IS developers’ intention to learn business skills. The findings of this study are useful to researchers in the development and testing theories related to IS developer learning behavior, and to practitioners to facilitate business skill learning for their IS development staff.

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Van der Zahn, Mitchell, Inderpal Singh, and Alistair Brown. "Intellectual capital performance and cash-based incentive payments for executive directors: Impact of remuneration committee and corporate governance features." Corporate Board role duties and composition 1, no. 3 (2005): 29–45. http://dx.doi.org/10.22495/cbv1i3art3.

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We use a sample of 964 executive directors representing 354 Singapore publicly listed firms to examine linkage between firm performance and cash-based bonus payments. As a pooled OLS regression model may hide different models that characterize subsets of observations we use latent class analysis to further examine the data and to identify more specifically the influence of corporate governance features. Our latent class analysis results indicate that remuneration committees with members having their interests better aligned with shareholders (such as presence of a significant owner) appear more likely to consider the incremental value of tying executive director compensation to intellectual capital performance. Remuneration committees with a lower risk of influence from managerial power were also found to be more likely to support a compensation linkage for executive directors to intellectual capital performance. The influence of the remuneration committee features is evident for both entrepreneurial and traditional firms. Overall, our findings are consistent with both the optimal-contract pricing and managerial power views of executive compensation setting.

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Theunissen, Marli, and Merwe Oberholzer. "An Application Of Data Envelopment Analysis To Benchmark CEO Remuneration: A South African Study." Journal of Applied Business Research (JABR) 29, no. 5 (August 28, 2013): 1509. http://dx.doi.org/10.19030/jabr.v29i5.8032.

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The purpose of the study is twofold; firstly, to use data envelopment analysis (DEA) to estimate the technical efficiencies of Johannesburg Stock Exchange (JSE)-listed companies (per industry) to convert the multiple components of CEO remuneration into multiple company determinants, namely size and performance indicators, and secondly, to develop an efficiency frontier to serve as a benchmark to suggest acceptable CEO remuneration levels. An empirical study was executed on a sample of 221 JSE-listed companies. Cross-sectional data of CEO remuneration and company determinants were obtained from the McGregor BFA database for the 2010 financial year. The study found that CEOs from 80 of the 221 companies included in the sample emerged as the benchmark CEOs and formed the efficiency frontier against which inefficient CEOs were compared. The practical value is that remuneration committees can use this model, which is based on best practices, to simplify the structuring of reasonable CEO remuneration packages.

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Kostyuk, Alexander, and Dmitriy Govorun. "The board committee members’ remuneration: theory and advanced practices for banks." Corporate Ownership and Control 7, no. 4 (2010): 72–82. http://dx.doi.org/10.22495/cocv7i4sip10.

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The paper investigates the issue of the board committee members’ remuneration in banks. The authors came with conclusion that this issue of research is not explored enough by researchers in international context. Probably this is the major reason of such big black holes in the bank practices. The systems of remuneration for committee members in banks are still highly rigid and based rather on “pay for presence” than “pay for performance” principle. The authors developed an advanced system of remuneration for the board committee members with a set of new ratios which account the committee members’ initiative and participation in the committee activity. The system has a variable structure and the problem of its rigidness has been solved through putting in the remuneration structure bonuses which take a huge part. The system has been applied methodologically for the audit committee member to assess his/her performance and set the remuneration.

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Michał Igielski. "Training and remuneration systems as motivational incentives based on the example of company x - case study." Współczesna Gospodarka 10, no. 2 (33) (June 30, 2019): 41–54. http://dx.doi.org/10.26881/wg.2019.2.05.

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In the 21st century management boards of enterprises are looking for newer incentives that stimulate employees to work even better. They are now the main driver of success, and the process of motivating has become an integral part of a well-functioning company. All this in connection with the behaviour of contemporary employees, who are often not satisfied with the working conditions and who change their place of employment, has led to formulating the purpose of this study, i.e. to evaluate training systems and salaries in the surveyed construction company. The study should be treated as a pilot - a field of experience, because in the future, this experience will be translated into a study with a representative group of companies. By defining and analyzing the validity of the criteria, the author specified two methods that meet the above criteria - the audit questionnaire method and the direct questionnaire. The analysis showed that the training and remuneration systems in the surveyed company X are properly designed - they have a positive impact on the employees' motivation. It also turned out that effective motivation with non-wage elements is possible only if the staff is satisfied with the level of their remuneration.

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Carrillo, Javier. "Managing Knowledge‐based Value Systems." Journal of Knowledge Management 1, no. 4 (December 1997): 280–86. http://dx.doi.org/10.1108/eum0000000004610.

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Faria, Pedro, João Spínola, and Zita Vale. "Distributed Energy Resources Scheduling and Aggregation in the Context of Demand Response Programs." Energies 11, no. 8 (July 31, 2018): 1987. http://dx.doi.org/10.3390/en11081987.

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Distributed energy resources can contribute to an improved operation of power systems, improving economic and technical efficiency. However, aggregation of resources is needed to make these resources profitable. The present paper proposes a methodology for distributed resources management by a Virtual Power Player (VPP), addressing the resources scheduling, aggregation and remuneration based on the aggregation made. The aggregation is made using K-means algorithm. The innovative aspect motivating the present paper relies on the remuneration definition considering multiple scenarios of operation, by performing a multi-observation clustering. Resources aggregation and remuneration profiles are obtained for 2592 operation scenarios, considering 548 distributed generators, 20,310 consumers, and 10 suppliers.

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Басовский, Leonid Basovskiy, Овсянников, and Aleksandr Ovsyannikov. "Dynamics and Drivers of Earned Income in Regions of Russia." Economics 2, no. 3 (June 17, 2014): 50–55. http://dx.doi.org/10.12737/5228.

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Econometric models for earned incomes per Russia’s regions are constructed. Impacts of capital-labor ratio, human capital and innovative technologies on earned incomes are evaluated. Capital-labor ratio is calculated as fixed assets value divided by amount of manpower employed. Human capital is evaluated in terms of average time of training in the education system. Implementation of innovation technologies is assessed in terms of proportion of usable (not wornout) fixed assets value. The models constructed can account for up to 70 per cent of remuneration of labor. The models are constructed based on crosssectional data by regions for the period of 2008–2012. It is found that the effect of capital-labor ratio on remuneration generally diminishes, while it showed temporal increase in 2010. The effect of human capital on remuneration also diminished. Nevertheless, in 2009, in the midst of severe slump human capital did acutely, while temporally, increased its effect on remuneration of labor. The impact of innovative technologies on labor remuneration shows growth, with the exception of 2011, when the impact took plunge. For the period examined the authors identify general trends of diminishing the effects of capital-labor ratio and human capital of manpower employed on the level of labor remuneration. The effect of innovation technologies, on the contrary, increases. The general trend of capital-labor ratio effectiveness diminishing can be reasoned by growing wearing out of fixed assets. Given the high educational level of manpower employed in this country and insufficient level of innovation technologies implementation, the defined trends in shifting the effects of the said drivers can be explained by the known effect of production drivers interplay.

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Benavides, Carlos, Ricardo Álvarez, Rigoberto Torres, Rodrigo Moreno, Marcelo Matus, D. Francisco Muñoz, José M. González, Guillermo Jiménez-Estévez, and Rodrigo Palma-Behnke. "Capacity payment allocation in hydrothermal power systems with high shares of renewable energies." E3S Web of Conferences 140 (2019): 11008. http://dx.doi.org/10.1051/e3sconf/201914011008.

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The increasing use of variable generation technologies (VGTs) in power systems, such as wind and photovoltaic generation, has introduced new challenges in the definition of capacity remuneration mechanisms for promoting system reliability. In this context, in this article we propose a novel framework for determining the capacity value of VGTs to contribute to the generation system adequacy, as well as a corresponding method for allocating capacity payments in hydrothermal power systems. We show that the capacity value of VGTs increases with the presence of water reservoirs, since VGTs help relieving hydropower plants from using scarce water resources during off-peak hours thus making more resources available to supply the demand during peak hours.

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Smith, Meg, and Gillian Whitehouse. "Wage-setting and gender pay equality in Australia: Advances, retreats and future prospects." Journal of Industrial Relations 62, no. 4 (June 9, 2020): 533–59. http://dx.doi.org/10.1177/0022185620926220.

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This article re-examines the main principle applied in the pursuit of gender equality in Australian wage-setting systems (equal remuneration for work of equal value) through the lens of a typology of contrasting approaches to gender (and overall) wage equality. It focuses on landmark legislative initiatives and cases over four epochs in Australian wage-setting history, from the first national equal pay case in 1969 to current provisions under the Fair Work Act. Our analysis indicates that there is no guarantee of a progressive trajectory, from narrowly conceived strategies that limit comparisons to the same work, through the revaluation of female-dominated work, to a more comprehensive approach capable of redressing systemic disadvantage. Rather, the Australian pattern has been one of advances, retreats and constantly changing barriers. We argue that although the principle of equal remuneration for work of equal value has potential to challenge the reproduction of gender inequalities within wage-setting systems, this is highly contingent on the strategies in place and ultimately requires recognition that wage disparities reflect the accumulation of structural inequalities and gendered practices.

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GRETCHENKO, Anatoliy Ivanovich, Olga Gennadevna DEMENKO, and Alexander Anatolievich GRETCHENKO. "Model of Remuneration: ‘Catching up’ Type (Russian Case)." Journal of Advanced Research in Law and Economics 9, no. 4 (June 30, 2018): 1249. http://dx.doi.org/10.14505//jarle.v9.4(34).10.

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Purpose: the aim of our research is the development of the theory and methodology of wages from the position of institutional and complementary approaches which encourage formation and implementation of the compensation model of payment at the corporate level, in the background of which the market price of labor lies, which is determined in the process of interaction of employment relations actors. Design/methodology/approach: this paper is based on the description and analysis of payment in Russia Findings: based on the empirical analysis of Russian and foreign literature, the author showed a trend of ‘catching up’ development wages model in Russian’s organizations. The author introduced scientifically based historical allocation of payment model development in Russia and suggested their classification. The conceptual framework of payment institution has been expanded. The conceptual approaches to forming the compensation model of payment at the corporate level have been reasoned. The mechanism of development and implementation of the compensation model of payment at the corporate level has been proposed. It has been proved that the contents of the ‘grading’ process using Western methods of job evaluation is identical to the content of the ‘tariff regulation’ and represents the reducing of labor at the corporate level. Author's definition of a social package has been justified. Originality/value: the paper discusses and develops conceptual frameworks, theoretical and methodological approaches to payment in Russia in the context of lessons derived from developed countries, as well as the guidelines to improve the mechanism of remuneration at the corporate level with regard to the economic conditions of modernization; the author considers that scientific findings will be of value for companies and their corporate governance.

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Blackman, Danny, Meredith Burgmann, Philippa Hall, Fran Hayes, Anne Junor, and Meg Smith. "From equal pay to overcoming undervaluation: The Australian National Pay Equity Coalition 1988–2011." Journal of Industrial Relations 62, no. 4 (May 4, 2020): 582–607. http://dx.doi.org/10.1177/0022185620918623.

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Australian feminists have struggled to define the International Labour Organisation’s Equal Remuneration Convention’ goal of gender pay equity and find a platform for achieving it. Approaches based on discrimination, or a male comparator, have proved unworkable. Networking nationally and internationally, the National Pay Equity Coalition (1988–2011) formulated many submissions to industrial tribunals and parliamentary inquiries. Early interventions argued the disadvantages to women of the decentralisation of bargaining in the 1990s, but following the failure of discrimination-based cases, this focus shifted. National Pay Equity Coalition submissions came to define the gender gap, not as one between women and male comparators, but as a recognition gap. They argued that indicators of a history of gender-based undervaluation should lead to a bias-free work value assessment. Bias lay in the distance between actual job demands and their characterisation in classification descriptions. It could be redressed by fuller recognition of the work value of feminised service roles. This approach to the recognition and remedy of undervaluation informed the 1998 NSW Pay Equity Inquiry and the NSW Equal Remuneration Principle, but is not recognised in federal labour law. No Equal Remuneration Principle yet applies in the federal jurisdiction which since 2009 has governed most Australian wage setting amidst growing social inequality.

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Gerst, Benedikt, and Christian Grund. "Career interruptions and current remuneration." International Journal of Manpower 40, no. 5 (August 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 compensation components next to individual and job characteristics. The incidence and duration of past career interruptions act as the most important independent variables. Mincer-type wage regressions are complemented by estimations on wage increases. Findings The results show that career interruptions are more related to lower subsequent bonus payments than they are to fixed salaries. Furthermore, interruptions caused by unemployment are associated with higher interruption pay gaps than those resulting from other reasons such as parental leave. The results even hint for catch-up effects following parental leave with regard to higher wage increases compared to individuals without interruptions. Career interruptions are more prevalent for female managers offering an explanation for a considerable part of gender pay gaps. Wage losses after career interruptions are more pronounced for male employees than they are for females, though. Originality/value This study extents the literature by disentangling the relation of career interruptions and different compensation components, bonus payments next to fixed salaries in particular. The role of interruption type and gender are also taken into account so that the paper deepens the understanding of the role of past career interruptions for employees’ remuneration.

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Hidayah, Nur, and Arlina Dewi. "Pemetaan Analisis Jabatan dan Penilaian Kinerja sebagai Dasar Pengembangan Sistem Remunerasi." Berdikari: Jurnal Inovasi dan Penerapan Ipteks 9, no. 1 (April 7, 2021): 77–86. http://dx.doi.org/10.18196/berdikari.v9i1.6500.

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Job analysis and performance appraisals are the basis of developing a remuneration system consisting of fees for position, fees for service, and fees for people. Clinic Pratama receives payment for health services for patients participating in the National Health Insurance in the form of a capitation package. The capitation package distribution has not been regulated based on the position value index and performance appraisal according to the performance indicators of each employee’s detailed job descriptions, responsibilities and authorities. The purpose of this community service activity is to develop a remuneration system which can then be implemented in KPF as a strategy in human resource management facing the era of National Health Insurance (JKN) to achieve Universal Health Coverage (UHC). The method used is a qualitative method through a Focus Group Discussion (FGD) approach, interviews and documentation studies. The results of community service show that the Remuneration System can be developed based on Job Analysis and Performance Appraisals

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Balkanski, Stefan V., Joana I. Simeonova, Stanislav R. Gueorguiev, Elina S. Petkova-Gueorguieva, Ivan G. Gitev, and Ilko N. Getov. "Pilot Study of Pharmacists’ Attitudes towards and Expectations for Remuneration of Valueadded Pharmacy Services (VAPS) in Bulgaria." Folia Medica 62, no. 2 (June 30, 2020): 324–30. http://dx.doi.org/10.3897/folmed.62.e39371.

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Introduction: Value-added pharmacy services (VAPS) are additional services to the traditional pharmacy activities, which do not include dispensing of medicinal products and professional consultation. These services have cost reduction effect on the healthcare system and add value to the work of the pharmacist as a healthcare professional. Aim: To assess the pharmacists’ attitudes and expectations towards the remuneration of value-added pharmacy services (VAPS) in Bulgaria. Materials and methods: A cross-sectional study including pharmacists working in community pharmacies was carried out between August 2018 and October 2018. A web-based 15-item questionnaire was developed. The questionnaire was distributed to all members of the Bulgarian Pharmaceutical Union (n=5165). Two hundred thirty-three questionnaires were filled in and returned (response rate of 4.5%). Data were processed by SPSS v. 24.0. Results: Over 51% of the community pharmacies in Bulgaria offer VAPS, mainly measuring blood pressure (67.4%) and blood glucose (12.9%). Over two-thirds of the pharmacists considered charging a remuneration fee for blood pressure measurement irrelevant. About 30.5% of those who held the opposite opinion proposed that the fee charged should not be higher than EUR 2.56. Over 44% of the respondents proposed that the fee for blood glucose measurement should not be higher than the same amount. Most pharmacists (98.3%) supported the idea of charging a remuneration fee for injections and influenza vaccination in a pharmacy. Conclusion: The study shows that pharmacists in Bulgaria are ready to offer VAPS, but additional remuneration for the services should be provided.

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Brown, Melissa M., Gary C. Brown, and Sanjay Sharma. "Value-Based Medicine: Value Component of Evidence-Based Medicine." Evidence-Based Eye Care 4, no. 1 (January 2003): 7–10. http://dx.doi.org/10.1097/00132578-200301000-00004.

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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 indicators are taken as a reference. However, this relation does not exist with those indicators made according to market data. These results should make researchers and regulators think about the need for new ways of remuneration that convey confidence to compensation systems.

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Melis, Andrea, and Silvia Carta. "The impact of expensing stock options in blockholder-dominated firms. Evidence from Italy." Corporate Ownership and Control 6, no. 1 (2008): 107–14. http://dx.doi.org/10.22495/cocv6i1p11.

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Accounting for stock options and executive remuneration have been one of the most debated and controversial issues in accounting regulation and corporate governance. The purpose of this study was to explore the impact of the mandatory adoption of IFRS 2 for accounting of stock options in Italian non financial listed companies. This paper has investigated the economic consequences of recording the cost of stock options at its fair value, in terms of its impact on the companies‟ reported earnings, and other key financial performance indicators, such as diluted earnings per share (EPS) and return on assets. The impact of the mandatory recording of the cost of stock options measured at its fair value has generally reduced the reported earnings and other key performance measures moderately. Despite some evidence of creative accounting which was found concerning the elusion of the substance over form principle for the accounting of stock options plans set up before 7th November 2002, accounting regulation has increased the level of disclosure by making companies report the “true” cost of stock options in their Profit or Loss. Based on 2004 stock-based remuneration disclosures of the value of options given to directors and employees, the expensing of options have a material negative impact on nearly 30 per cent of the sample firms‟ reported income and diluted EPS. The mandatory adoption of IFRS 2 seems to have relevant implications for corporate governance as it has reduced the information asymmetry between corporate insiders and outsiders on the “true” cost of stock-based remuneration

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Journal articles on the topic 'Value based Systems of Remuneration'

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