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Relevant bibliographies by topics / Wage payment system

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Academic literature on the topic 'Wage payment system'

Author: Grafiati

Published: 4 June 2021

Last updated: 13 February 2022

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Journal articles on the topic "Wage payment system"

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Asnudin, Andi. "FAKTOR-FAKTOR YANG MEMPENGARUHI PEKERJA KONSTRUKSI MEMILIH SISTEM PEMBAYARAN UPAH KERJA (KASUS PROVINSI SULAWESI TENGAH)." Inersia: Jurnal Teknik Sipil 13, no. 1 (April 28, 2021): 48–54. http://dx.doi.org/10.33369/ijts.13.1.48-54.

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In general, there are two types of payment systems for work wages in construction work, the first is the daily wage system based on the number of working days / hours, and the second is the wholesale system based on the volume or type of work. Some information that is often heard in the construction project environment is about problems that arise as a result of the wage system for construction workers. Therefore, this study aims to determine the factors that influence the construction workers in choosing a work wage payment system. Non-parametric approachment is used in the form of descriptive analysis consisting of data reduction carried out by reading interview transcripts, questionnaires responses, and making notes according to the data. Then a summary of the data is made which provides an overview in the form of narrative text and tables. The results showed that the most workers that used the payment of work wages based on the volume of work of 58.84% and those who used working hours or of daily wages were 41.16%. Factors that influence the two payment systems are: First, based on Work Volume, are (1) Additional working hours, (2) Special jobs (Specialists, (3) Remote work locations, (4) High worker productivity, (5) Employee Competence Fulfilled, (6) Experienced more than 2 years, (7) Low risk of material damage. Second, the payment system based on Working Hours are (1) Work experience less than 2 years, (2) Weather conditions, extreme (3) Availability of materials, (4) High wages for workers, (5) Working hours less than 7 hours per day , (6) Difficult mastery of tools, (7) Low labor productivity.

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Gvetadze, R. Sh, V. G. Butova, M. V. Zuev, and A. Yu Zherebtzov. "Regulatory framework of the new wage payment system in dentistry." Stomatologiya 96, no. 5 (2017): 14. http://dx.doi.org/10.17116/stomat201796514-18.

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Brown, Martin, and Peter Philips. "The Decline of the Piece-Rate System in California Canning: Technological Innovation, Labor Management, and Union Pressure, 1890–1947." Business History Review 60, no. 4 (1986): 564–601. http://dx.doi.org/10.2307/3115659.

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In the following article, Professors Brown and Philips examine two questions concerning wage payment systems. First, has the prevalence of incentive systems been affected by the rise of the modern corporate enterprise? Second, what has been the effect of institutionalized unionism on the prevalence of incentive systems? Brown and Philips explore these issues through a historical case study of the decline of the piece-rate system in the California canning industry, from which they conclude that in the context of Chandlerian industrial development piece-rate systems tend to give way to more complex incentive and hourly wage-rate systems. They explore this hypothesis further through an examination of historical data on wage payment systems for American manufacturing as a whole.

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Soleha, Soleha, and Saiin Saiin. "Sistem Pengupahan Kebun Sawit dalam Perspektif Ekonomi Islam." AL-Muqayyad 3, no. 2 (December 25, 2020): 169–79. http://dx.doi.org/10.46963/jam.v3i2.281.

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The purpose of this research was to determine the wages for oil palm plantations within the Islamic economic system. Descriptive qualitative with data reduction, data presentation, and conclusions drawing was applied in this study. The results showed that the oil palm plantation wage system in determining the sharing was in accordance with the Islamic Economics principles because plantation owners discussed the number of wages to be given in advance. Regarding the time of payment procedure, the owner of the oil palm plantation did not delay the payment, the wages are given directly to workers after they have finished their routine. The oil palm plantation wage system has fulfilled the value of justice because wages were distributed based on each type of work performed. However, the provision of wages has not met the eligibility value, because the stipulated wages have not been able to meet the living needs of the workers even though the wages paid were in accordance with the minimum wages’ regulation of Indragiri Hilir Regency.

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LAMBRECHT, THIJS. "Reciprocal exchange, credit and cash: agricultural labour markets and local economies in the southern Low Countries during the eighteenth century." Continuity and Change 18, no. 2 (August 2003): 237–61. http://dx.doi.org/10.1017/s0268416003004624.

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This article examines the labour market for day labourers in the Southern Low Countries during the eighteenth century from the perspective of reciprocal exchange. In particular I will look at wage payment structures and their economic and social foundations. In contrast with other agricultural regions, wage payments in proto-industrialized inland Flanders were highly diversified. Large farmers and day labourers engaged in a system of reciprocal exchange of labour, goods and services in which monetary payments played only a secondary role. I find that both employers and employees had strong reasons for maintaining this exchange relationship and that they both, in their own ways, benefited from this mutual dependency.

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Kulakov, A. A., V. G. Butova, S. N. Andreeva, and I. P. Tarasova. "Regulatory framework of the new system of wage payment in research institutions." Stomatologiya 99, no. 4 (2020): 57. http://dx.doi.org/10.17116/stomat20209904157.

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Krueger, Malte. "The introduction of cashless wage payments and the spread of branch banking in post-war Germany." Financial History Review 24, no. 2 (August 2017): 185–207. http://dx.doi.org/10.1017/s0968565017000142.

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The period from the 1950s to the late 1970s saw an almost uniform decline of cash-to-GDP ratios in industrial countries. A closer look at the German payment system suggests that the factor causing such a change was a shift towards cashless wage payments. In this period, in Germany, the branch network of banks expanded significantly and at the end of the period almost all economically active individuals had a current account. This change was triggered by rising wages and income. Rising wages increased the burden of weekly wage payments in cash, and rising income made the average earner more attractive for banks. Moreover, regulation and deregulation, by triggering both price and non-price competition, may also have played a role. Technological change was not an independent driver. In the 1950s, the number of giro accounts per German adult was comparable to the current situation in many developing countries. Yet, I argue that the German post-war experience does not provide a blueprint for most of these countries.

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Ajslev, Jeppe Zielinski Nguyen, Roger Persson, and Lars Louis Andersen. "Associations between Wage System and Risk Factors for Musculoskeletal Disorders among Construction Workers." Pain Research and Treatment 2015 (October 28, 2015): 1–11. http://dx.doi.org/10.1155/2015/513903.

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Piece rate and performance based wage systems are common in the construction industry. Construction workers are known to have an increased risk of pain and musculoskeletal disorders (MSD). In this cross-sectional questionnaire study, we examined the association between wage system and (1) physical exertion, (2) time pressure, (3) pain, and (4) fatigue. The participants comprised 456 male Danish construction workers working on one of three different wage systems: group based performance wage, individually based performance wage, and time based wage system. The statistical analyses indicated differences between the wage systems in relation to physical exertion (ηp=0.05) and time pressure (ηp=0.03) but not to pain or fatigue. Workers on group based performance wage scored higher (i.e., worse) than workers on individual performance based wage and workers with an hourly/monthly wage. In conclusion, group performance based wage was associated with higher levels of physical exertion and time pressure. Accordingly, group performance based wage can be viewed as a factor that has the potential to complicate prevention of MSD among construction workers. Since performance based wage systems are common in many countries across the world, more attention should be paid to the health effects of these types of payment.

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Naumovski, Ljupcho. "Business Law Service in the Workplace as a Career Trend or To Wage Erosion - Minimum Wage." International Journal of Law and Public Policy 3, no. 1 (March 11, 2021): 30–48. http://dx.doi.org/10.36079/lamintang.ijlapp-0301.183.

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The author, motivated and motivated by the importance of the minimum wage, tried to make the relevance of this paper based on inconsistencies in the equality of legal regulation of the minimum wage; the theoretical objectivity of the legal regulation of the minimum wage; controversial definition and meaning of minimum wage. Theme. Institution minimum wage in Central and Eastern Europe (CEE). Objectives. Theoretical and legal aspects of the minimum wage in CEE. The purpose of the research - Overview of CEEC in the economic field/relations regarding the current demand for the minimum wage to the workplace. Methodology. The dialectical method with the methods of formal-logical, system-structural, comparative legal and statistical analysis through the study of monographs, scientific literature, analysis of existing laws and regulations, data synthesis. The methodological basis of this work is the study of professional literary sources on this topic, their analysis and generalization so that this work will use excerpts from the above sources. Theoretical basis. The scientific basis of the research is the study of monographs, scientific articles of general theoretical and sectoral nature of scientists in the world. The empirical basis is from international legal acts, laws and other regulatory legal acts. In this situation, we mean the importance of the level of payment, but not the inadmissibility of determining a payment less than the minimum wage. However, for the minimum wage to fulfil its economic, social and legal function today, it must be set at a sufficiently appropriate level.

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Butova, Valentina Gavrilovna, A. E. Olesov, M. V. Zuev, K. V. Umarova, A. Yu Zherebtsov, and V. A. Peshkov. "THE MONITORING OF DENTAL ORGANIZATION’S MEDICAL WORKERS COMPETENCES ACCORDING TO THE NEW SYSTEM OF WAGE PAYMENTS." Russian Journal of Dentistry 21, no. 4 (August 15, 2017): 211–16. http://dx.doi.org/10.18821/1728-2802-2017-21-4-211-216.

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Using the method of empirical anonymous sociological research the competence of 630 dentists and health care institutions managers according to the new system of wage payments (NSWP) was studied. On the 7 questions asked, containing about 6138 possible answers from all the respondents 2253 correct answers were retrieved which represents 36,7% of all responses. Found data shows that only every third dental clinic specialist has the competence in NSWP while the majority 63, 3% are not quite oriented in the NSWP. One of the main problems of the NSWP integration is lack of understanding of basic principles and specific criteria of work quality assessment from health care institutions employees thus nullifies the potentially high impact of its introduction. Raise of the transparency of wage payment system will cause significant personnel motivation improvement in achieving qualitative and quantitative labor values that the authority has laid for the organization that are tied to the work goals of the institution itself and the health care system as a whole. Medical institution administration system should use new tools for staff competence improvement nowadays. It is necessary to provide professional communication space for colleagues on the questions of NSWP.

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Dissertations / Theses on the topic "Wage payment system"

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Van, Deurzen Cathy A. "Designing a custom hourly wage classification system tool to be company specific for The Cheese Company." Menomonie, WI : University of Wisconsin--Stout, 2006. http://www.uwstout.edu/lib/thesis/2006/2006vandeurzenc.pdf.

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Tsui, Lap-fung. "Role of job evaluation in salary administration : case study of a large company in Hong Kong /." [Hong Kong : University of Hong Kong], 1989. http://sunzi.lib.hku.hk/hkuto/record.jsp?B13263250.

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Guzzetta, Judith T. "Executive compensation : performance for pay." Diss., Georgia Institute of Technology, 2001. http://hdl.handle.net/1853/24519.

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Chan, Nga-lai Ella. "Pay administration in the Hong Kong civil service." [Hong Kong : University of Hong Kong], 1992. http://sunzi.lib.hku.hk/hkuto/record.jsp?B13236325.

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Kang, Myung Soo. "A study on changes of wage distribution in Korea, 1976-1998, from the perspective of skill-based technological changes /." free to MU campus, to others for purchase, 2001. http://wwwlib.umi.com/cr/mo/fullcit?p3012984.

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Boyce, Ncedile. "Factors influencing pay systems in the manufacturing industry of Port Elizabeth." Thesis, Nelson Mandela Metropolitan University, 2014. http://hdl.handle.net/10948/d1021168.

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Collective bargaining was impacted by the confrontation at Marakina and the role players, employers and unions were left looking for new creative alternatives to reward operational employees (blue collar workers).Then, finding a well-designed pay system is crucial for the success of the organisation, since collective bargaining is under pressure. The following determinants, job based pay, performance based pay, skills based pay, education and training, and tenure based pay were constructed from literature to formulate the conceptual model for the pay of operators in the manufacturing sector of Port Elizabeth. There are a number of factors that are at play in the determination and design of pay systems, which need to be considered. Two major pay systems are at the centre of this study and they are those based on the worth of the job and those that are based on employees’ skills, productivity, education and training, and tenure. Pay equity is at the heart of employment relationship and is the reference point with regard to the distribution of resources when economic productivity and profitability are achieved. The findings presented indicated that all the determinants, job based pay, performance based pay, skills based pay and education and training, with the exception of tenure based pay, were significant to the pay of operational employees. However, the multivariable regression model found that job based pay is more significant and should be modelled as the foundation of the pay system for operational employees. Other pay determinants, such as performance and skills based pay are best modelled as additional increments that accelerate employees’ pay.

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Madiba, Maseboloka Lintle. "Introducing performance-related pay in the Lesotho civil service : a strategic approach." Thesis, Stellenbosch : Stellenbosch University, 2004. http://hdl.handle.net/10019.1/49997.

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Thesis (MPA)--Stellenbosch University, 2004.
ENGLISH ABSTRACT: A commitment to the market economy was easily extended to a widespread belief that money is the best motivator for work performance although there is no hard evidence to support that belief as a universal proposition (Armstrong & Murlis, 1994:263). Armstrong & Murlis (1994:263) contend that even if the effectiveness of money as a motivator can be questioned, most organisations strongly feel that it is fair to reward employees according to their contribution. The drive against incremental pay systems has taken place because management do not see why people should be paid for simply being there. Many people explicitly associate incremental pay systems with unmotivated performance. The argument being that if people are paid more flexibly according to their performance, they are more likely to be motivated than if they are sitting around waiting for the next automatic salary increment. Performance-related pay (PRP) schemes became more popular in many organisations in the 1980s as an answer to motivating employees and developing performance-oriented cultures. According to Flannery, Hofrichter & Platter (1996:83), organisations have been slowly coming to the realisation that compensation programmes have in many cases become a barrier to the growth and success of the organisations. Consequently, many employers devised new compensation systems that would likely support their emphasis on values such as quality, customer service, teamwork and productivity. Research shows that PRP systems can work for the organisation, but the first wave of enthusiasm revealed some weaknesses in their application. In this study project, the origins and underlying forces around PRP are discussed. The nature of PRP in the Lesotho Civil Service is addressed. PRP as part of the performance management system (PMS) in the Lesotho Public Service is introduced as a substitute for the current 'automatic' incremental pay system. Lastly, a model for introducing PRP in the Lesotho Civil Service is designed as a step-by-step guide for the people who are working on the PRP scheme.
AFRIKAANSE OPSOMMING: 'n Verbintenis tot die markekonomie het maklik aanleiding gegee tot 'n wydverspreide geloof dat geld die beste motiveerder is vir werkprestasie, hoewel daar geen vasstaande bewys is vir ondersteuning van die geloof as 'n universele proposisie nie (Armstrong & Murlis, 1994:263). Armstrong & Murlis (1994:263) beweer dat selfs al kan die effektiwiteit van geld as 'n motiveerder bevraagteken word, die meeste organisasies sterk voel oor die regverdigheid daarvan dat personeel volgens bydrae vergoed word. Die beweegrede vir afsien van die inkrementele vergoedingstelsel is te vinde in die bestuur se siening dat personeel nie noodwendig vir blote teenwoordigheid vergoed hoef te word nie. Baie mense assosieer die inkrementele vergoedingstelsel direk met ongemotiveerde werkverrigting en die argument word dan ook gehuldig dat as personeel met groter buigsaamheid volgens prestasie vergoed word, hulle waarskynlik meer gemotiveerd sal wees as wanneer hulle maar net wag vir die volgende outomatiese salarisverhoging. Prestasie-verwante vergoedingstelsels is gedurende die 1980's toenemend deur organisasies ingevoer as 'n meganisme vir die motivering van personeel en die vestiging van prestasie-georiënteerde kulture. Volgens Flannery, Hofrichter & Platter (1996:83), het organisasies stadigaan begin besef dat vergoedingsprogramme in baie gevalle belemmerend was vir hul groei en sukses. Gevolglik het baie werkgewers nuwe vergoedingstelsels ontwerp met waarskynlike steun vir hul beklemtoning van waardes soos kwaliteit, kliëntediens, spanwerk en produktiwiteit. Navorsing het getoon dat prestasie-verwante vergoedingstelsels gewenste resultate in 'n organisasie kan lewer, maar die aanvanklike geesdrif is gedemp deur swakhede wat in die toepassing daarvan na vore gekom het. In hierdie studie word die oorsprong van en onderliggende stukrag agter prestasieverwante vergoeding bespreek. Die aard van prestasie-verwante vergoeding in die Lesotho Staatsdiens word aangespreek asook hoe dit as deel van die prestasiebestuurstelsel in die Staatsdiens ingevoer kan word as plaasvervanger vir die bestaande outomatiese inkrementele vergoedingstelsel. Ten slotte word daar 'n modelontwerp vir die instelling van prestasie-verwante vergoeding in die Lesotho Staatsdiens as 'n stap-vir-stap gids vir diegene gemoeid daarmee.

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Chan, Nga-lai Ella, and 陳雅麗. "Pay administration in the Hong Kong civil service." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1992. http://hub.hku.hk/bib/B31963997.

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Tsui, Lap-fung, and 徐立豐. "Role of job evaluation in salary administration: case study of a large company in Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1989. http://hub.hku.hk/bib/B31264517.

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Karásková, Monika. "Motivace a odměňování pracovníků ve vybrané společnosti." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2019. http://www.nusl.cz/ntk/nusl-399894.

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My thesis deals with a system of remuneration and motivation of employees in a selected company. The company wanted to remain anonymous. The theoretical part defines basic concepts from the personnel work and employees motivation. In the practical part, I introduce the company and analyse the system of remuneration and motivation of employees. Subsequently, a survey in the form of a questionnaire will be conducted among employees, focusing on their satisfaction with the system of remuneration. Based on the findings, I will propose measures that would improve the current situation and may contribute to a higher motivation of the employees in the future as well as to the improvement of their performance.

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Books on the topic "Wage payment system"

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Kopertyńska, Maria Wanda. System płac przedsiębiorstwa. Wrocław: Wydawn. Akademii Ekonomicznej im. Oskara Langego we Wrocławiu, 2000.

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Wai, Lee Kok. Flexible wage system: Models and worked examples. Singapore: Singapore Institute of Management, 1988.

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Japan's salary system. Tokyo: Sophia University, 1988.

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Persico, Nicola. The effect of adolescent experience on labor market outcomes: The case of height. Cambridge, MA: National Bureau of Economic Research, 2004.

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Itō, Takatoshi. Bonuses, overtime, and employment: Korea vs. Japan. Cambridge, MA: National Bureau of Economic Research, 1989.

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1968-, Jiang Xiaocai, ed. Qi ye ji li zhi du: Enterprise incentive system. Beijing Shi: Zhongguo ren min da xue chu ban she, 2004.

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Belcher, John G. How to design & implement a results-oriented variable pay system. New York: AMACOM, 1996.

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LeAnne, Ochs Holona, ed. Getting a cut: A contextual understanding of commission systems. Lanham, Md: Lexington Books, 2010.

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The sin of wages: Where the conventional pay system has led us and how to find a way out. [U.S.]: PerfSys Press, 1996.

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Auditor, Hawaii Legislature Office of the Legislative. Study of the payroll system of the State of Hawaii: A report to the Governor and the Legislature of the State of Hawaii. [Honolulu]: The Auditor, 1989.

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Book chapters on the topic "Wage payment system"

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Shilnikov, A. S., and Artur A. Mitsel. "Modeling of Wage Payment System Choosing Task." In Global Economics and Management: Transition to Economy 4.0, 3–13. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-26284-6_1.

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Krueger, Malte. "Mobile Payments: The Second Wave." In Transforming Payment Systems in Europe, 214–35. London: Palgrave Macmillan UK, 2016. http://dx.doi.org/10.1057/9781137541215_7.

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Adams, Zoe. "The (Return of the) ‘Market Wage’." In Labour and the Wage, 165–90. Oxford University Press, 2020. http://dx.doi.org/10.1093/oso/9780198858898.003.0007.

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This chapter explores the legal framework concerning workers’ right to be paid as it developed from the late 1970s. The first section explains the background of the Wages Act 1986 before explaining how the Act has altered the legal regime concerning the worker’s right to be paid. The second section explores reforms to the wages councils system and to the legal regime governing deductions from wages. It also discusses how changes in the way that the concepts of the wage, the salary, and remuneration, came to be conceptualized in the common law in the context of workers’ claims for payment, particularly in cases concerning the worker’s right to be paid during periods of industrial action.

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Adams, Zoe. "Wages, Salary, and Remuneration—Towards a Social Wage." In Labour and the Wage, 128–64. Oxford University Press, 2020. http://dx.doi.org/10.1093/oso/9780198858898.003.0006.

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This chapter traces the development of minimum wage legislation through the early to mid-twentieth century. It demonstrates the significance of the concept of ‘remuneration’ in shaping the legal environment in which workers’ right to payment was coming to be conceived. The first section begins with a discussion of this concept, tracing it from its origins in the concept of the salary. The second section builds on this analysis to explore the role of these concepts—the wage, the salary, and remuneration—in experiments in wage regulation. The third section explores the link between these different concepts and the emerging relational model of the contract of employment. The fourth section shows how these changes influenced the way in which minimum wage legislation came to be conceived in the mid-twentieth century, particularly in the context of the wages councils system of the 1940s. The fifth section then explores the broader implications of these changes, returning to the example of dock work and the various ‘decasualization’ policies of the era.

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Anderman, S. D. "Systems of Wage Payment." In Trade Unions and Technological Change, 171–93. Routledge, 2018. http://dx.doi.org/10.4324/9780203710890-11.

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Cole, G. D. H. "Systems of Wage-Payment." In British Trade Unionism To-Day, 91–99. Routledge, 2018. http://dx.doi.org/10.4324/9780429443152-10.

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Ananth, Indira, and Dananjayan Madhava Priya. "Digitalization and Growth of Small Businesses." In Advances in E-Business Research, 142–59. IGI Global, 2019. http://dx.doi.org/10.4018/978-1-5225-7262-6.ch009.

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On November 8, 2016, Government of India declared demonetization of all Rs. 500/- and Rs.1000/- currency notes towards a cashless society and create a digital India. The point of sale (PoS) and prepaid instruments are the most popular systems currently installed by merchants and service providers for receiving payments from customers. The primary focus of the study is to understand the adaptability, affordability, acceptability, and sustainability of the payments system as seen from the point of view of small merchants. A total of 221 responses were collected in Chennai. Results show that cash remains the most preferred mode for business. It is required for the working capital, payment of employee remuneration, wages, and others. With regards to the use of payment systems such as POS and prepaid instruments, awareness needs to be created of the benefits in having non-cash transactions. Improving credit worthiness and eligibility to receive loans from banks is one such benefit which would convince the merchants. However, too many systems could confuse the merchants and customers.

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Davis, Ralph. "The Pay and Conditions of Merchant Seamen." In The Rise of the English Shipping Industry in the Seventeenth and Eighteenth Centuries, 127–52. Liverpool University Press, 2012. http://dx.doi.org/10.5949/liverpool/9780986497384.003.0007.

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This chapter studies the conditions of crewmen during the seventeenth and eighteenth centuries through the systems of payment and wages. It explores the methods by which wages were calculated - such as through shares of the ship’s earnings or payment in lump sum, often the case for shorter voyages. It finds that peace and wartime rates differed, and seeks to determine the reasons for the stability of peacetime wages. It then breaks down the crew roles and their payment rates, and compares the difference between master, mate, and carpenter wages. It give further attention to legislative regulation; advance payments; contributions to social security; and portage. The relationship between wages for slave trade cargoes also comes under consideration, due to disputes over crew requests to carry slaves freight free. Finally, it looks at the difficulties and dangers of the seafaring life, in order to determine why so many men took the risks involved in a career at sea.

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Lai, P. C., Evelyn B. H. Toh, and Abdullah Abbas Alkhrabsheh. "Empirical Study of Single Platform E-Payment in South East Asia." In Strategies and Tools for Managing Connected Consumers, 252–78. IGI Global, 2020. http://dx.doi.org/10.4018/978-1-5225-9697-4.ch015.

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Freedom, choice, and simplicity brought about by the e-commerce and technologies are creating the next internet and mobile wave. The single platform e-payment interactions have emerged in the consumer-centric world. The combination of evolving business drivers, globalization, downsizing, changing customer demands, and the evolution of enabling technology is constructing the customer-centric e-payment solutions. In this chapter, the authors discuss and analyze the e-commerce payment systems with the focus on single platform e-payment. This chapter presents an empirical study of e-payment systems and the implications of the findings on e-payment systems in Southeast Asia. Marketing and management personnel of the e-payment organizations will be able to utilize the study information for developing products and services that encourage the usage of single platform e-payment.

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Clark, Daniel J. "“A Severe and Prolonged Hangover,” 1956–1957." In Disruption in Detroit, 129–46. University of Illinois Press, 2018. http://dx.doi.org/10.5622/illinois/9780252042010.003.0008.

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The 1955 production boom resulted in nearly a million unsold vehicles on dealers’ lots. As a result, automakers scaled back production, resulting in widespread, chronic layoffs for autoworkers. Supplemental Unemployment Benefits were of little help because the programs were not fully funded and most unemployed autoworkers did not meet eligibility requirements. Instead, they struggled to cobble together secondary support systems. Many autoworkers had gone into debt during flush times in 1955 and were now saddled with mortgages, rents, or installment payments without regular income. Detroit floundered while the national economy thrived. More accurately, Detroit's working-class residents suffered while wealthier Detroiters shared in the nation's prosperity. Federal officials and automakers blamed autoworkers, with their high wages and generous fringe benefits, for their predicament.

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Conference papers on the topic "Wage payment system"

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Japarova, Damira. "Motivation of Labor in the Health System." In International Conference on Eurasian Economies. Eurasian Economists Association, 2014. http://dx.doi.org/10.36880/c05.01050.

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With the increase of salaries of medical workers in Kyrgyzstan their income increased. But the desire to earn additional income from patients not disappeared. As practice shows, giving money to the hands of health care workers is widespread in health system of Kyrgyzstan. It is not only drops the image of doctors, but also causes serious damage to the family budget of citizens who are in a hospital bed, or at the reception of doctor's. The main reason for the existence of informal payments in health care is considered a relatively low level of wages. If in the real sector the financial stimulation carried out by the expense of encouraging profit in medicine only source of stimulation is wage fund. The stimulating part should be increased at the expense of main part of wages. İnasmuch as there is no profit in medicine as a source of encouragement it is used the funds received from paid services. The basis for motivation of labor in medicine is to avoid time-based wage system and to introduction of piecework forms in different versions. Criterion for evaluating health care workers is the health of the patient after treatment.

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Huei-Ru Tseng, Shu-Kang Tseng, Tzu-Hsiang Su, and Po-Chun Kang. "Design and implementation of WAVE/DSRC payment systems." In 2012 12th International Conference on ITS Telecommunications (ITST). IEEE, 2012. http://dx.doi.org/10.1109/itst.2012.6425266.

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Alexandrova-Kabadjova, Biliana, Antoaneta Serguieva, and Liliana Garcia-Ochoa. "Formation of tectonic wave networks: Dynamics of the Mexican payment system structure." In 2014 International Conference on Behavioral, Economic and Socio-Cultural Computing (BESC 2014). IEEE, 2014. http://dx.doi.org/10.1109/besc.2014.7059524.

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