Dissertations / Theses on the topic 'Wage payment system'

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.

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.

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.

This thesis aims to increase the quality of telephone operators work and messenger network of the Mediaservis company, which competes to Czech Post and provides customer service outsourcing. The theoretical part of thesis is aimed to work motivation, wage-payment systems and employee benefits. The theory is applied in the second part of thesis, which brings suggestions to improve actual motivation system. Solutions are based on company and employee research.

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Skills and competency based pay systems were developed as an alternative way of establishing employees' salaries in companies that underwent major changes in their organic structure and that perform in a changing and competitive environment. This work had the objective to assess the degree of employees' satisfaction to this new way of rewarding their contributions to organizational results. The study started with the contextualization of the remuneration systems, in inside and outside organizational environment. Then, it was based on theories and researches in organic structure, employees' work satisfaction, traditional application systems and skills and competency pay system in the arrangement of wages. The question raised in the study was Skills and competency based pay systems are instruments really effective for establishinging the employees' salaries?. This question was accomplished through the exploratory research with people that work in companies that use the skills and competency based pay systems. The choice of people was intentional and was made based on the Snow ball practice. The research was made with communication boarding and collected data though auto-administrate surveys. The research measurement used a scale with two extremes: completely agree and completely disagree to the constructs. The results are submitted demonstrating people agreement percentage with the constructs that determine the satisfaction or dissatisfaction degree on the skills and competency - based pay systems. To a better understand enjoy the research results, the constructs answered by participants were classified in: (a) system's concepts and theoretical basis; (b) system's objectives and its links with the organizational strategy; (c) system's management principles and; (d) system's perceived equity. These categories were valid to indentify the causes of skills and competency - based pay systems satisfaction or dissatisfaction.
Os sistemas de remunera????o por habilidades e compet??ncias s??o formas alternativas de se estabelecer a remunera????o de funcion??rios em empresas que passaram por mudan??as em sua estrutura organizacional e que competem em um ambiente inst??vel e competitivo. Este trabalho teve como objetivo verificar o grau de satisfa????o dos funcion??rios em rela????o a estas novas formas de recompensar suas contribui????es aos resultados organizacionais. O estudo teve in??cio com a contextualiza????o do sistema de apoio denominado remunera????o nos ambientes intra e interorganizacional. Depois, procurou apresentar as teorias e pesquisas realizadas no campo da estrutura organizacional, da satisfa????o do funcion??rio em rela????o ao trabalho, da aplica????o de sistemas tradicionais de remunera????o e de sistemas de remunera????o por habilidades e compet??ncias. A quest??o levantada com os dados secund??rios foi: Os sistemas de remunera????o por habilidades e compet??ncias s??o instrumentos realmente eficazes para determinar o sal??rio dos funcion??rios?. Esta quest??o foi verificada atrav??s de uma pesquisa explorat??ria com pessoas que trabalham em organiza????es que utilizam o sistema de remunera????o por habilidades e compet??ncias. A escolha dos participantes foi efetuada de forma aleat??ria atrav??s da utiliza????o da t??cnica denominada Bola de Neve. A pesquisa utilizou a abordagem de comunica????o e os dados foram coletados atrav??s de surveys auto-administradas. A mensura????o da pesquisa utilizou uma escala com dois extremos: total concord??ncia e total discord??ncia com as afirmativas. Os resultados s??o apresentados demonstrando o percentual de concord??ncia das pessoas em rela????o ??s afirmativas que determinam o grau de satisfa????o ou insatisfa????o sobre os sistemas de remunera????o por habilidades e compet??ncias. Para compreender os resultados da pesquisa, as afirmativas respondidas pelos participantes foram categorizadas em: (a) conceituais sobre o sistema; (b) por objetivos - rela????o entre o sistema e a estrat??gia da organiza????o - ; (c) administrativas - como o sistema ?? gerenciado - e; (d) sobre a eq??idade percebida sobre o sistema. Esta categoriza????o permitiu saber as causas da satisfa????o ou insatisfa????o em rela????o aos sistemas de remunera????o por habilidades e compet??ncias.

Thesis (MPhil)--University of Stellenbosch, 2003.
ENGLISH ABSTRACT: The historical development of the role of directors in public listed companies contains inherent tensions by reference to the fiduciary responsibility of directors and the method in which directors are remunerated. The nature of incentive based remuneration is such that it will compel directors, in certain circumstances, to weigh their interests against those towards whom they owe a duty of care and a moral responsibility to act with prudence and temperance. The modem day corporate environment is complex and calls for directors with strong ethical views. This assignment endeavours to identify some of the complexities that contribute towards directors finding it difficult to stay on the ethical "straight and narrow" and attempts to weigh the effect of those factors against the effect of incentive remuneration, both as detractors from ethical behaviour. Both the shareholder supremacy business model and the stakeholder approach are analysed to identify those factors present in each that may add to the ethical complexity that directors have to deal with. The advent of the stakeholder approach in particular, adds an enormous amount of complexity. The case studies deal with two South African financial services companies that have both ceased trading as a consequence of unethical behaviour. The incentive remuneration models of both companies have been found to have played a major contributing role in the decision making processes in the companies, and have contributed to the demise of these organisations. Lessons are taken from the case studies and applied against the backdrop of the various principles of ethical behaviour namely rights, utility, justice and the ethics of responsibility. The finding of this study is that there is a role for incentive remuneration of directors, provided that the ethical pitfalls that this causes are recognised and steps taken to address them. Some of these steps are identified.
AFRIKAANSE OPSOMMING: Die historiese ontwikkeling van die direkteursrol, en spesifiek van openbare genoteerde maatskappye bevat inherente teenstrydighede met verwysmg na direkteursvergoeding en die vertrouensverpligtinge wat op direkteure rus. Die aard van direkteursvergoeding met 'n aansporingskomponent is so dat dit 'n direkteur van tyd tot tyd in 'n posisie plaas waar hy tussen sy eie belange en die van die ander belanghebbendes in 'n maatskappy, aan wie hy dit verskuldig is om met verdrag en versigtig op te tree, moet kies. Die hedendaagse maatskappyomgewing is kompleks van aard, en vereis direkteure met sterk etiese oortuigings. Hierdie werkstuk poog om sommige van die komplekse faktore wat afbreuk doen aan 'n direkteur se vermoe om ten alle tye streng eties op te tree, te identifiseer en op te weeg teen die effek wat direkteursvergoeding speel - beide as items wat afbreuk doen aan etiese optrede. Hier word ondersoek ingestel na beide die sogenaamde "aandeelhouersmodel" asook die" belanghebbende" model waarvolgens besigheid bedryf word. Die ontsluimering van die belanghebbende model veroorsaak spesifiek 'n aansienlike hoeveelheid etiese kompleksiteit. Die gevallestudies behandel twee Suid Afrikaanse fmansiele instellings wat hul bedrywighede gestaak het as gevolg van onetiese optrede deur direkteure. Die aansporingskomponent van die vergoedingsrnodelle in daardie maatskappye blyk 'n groot bydraende faktor te wees in die onetiese besluitneming wat plaasgevind het, en wat uiteindelik tot die ondergang van die ondernemings gelei het. Laastens, word die lesse wat geleer is uit die gevallestudies, toegepas in gewysigde format, en getoets aan die hand van die verskillende beginsels wat etiese besluitneming onderhou, naamlik die beginsels van regte, regverdigheid, utiliteit en die beginsel van etiese verantwoordelikheid. Daar word tot die slotsom gekom dat daar wel ruimte vir aansporingskemas vir direkteure is, maar dat dit slegs eties regverdigbaar sal wees mits ag geslaan word op die lesse wat uit die gevallestudie voortspruit, tesame met die impementering van sekere korrektiewe maatstawwe.

The remuneration system and motivation of employees are very important part of every company. It is very resisting in how the system is adjusted and if it works not only for company, but for employees as well. The remuneration system together with motivation of employees are better matching with all the processes in company, which are in progress in the company, the final result can be taken for the employees as bigger motivation for the work and they will be worked more effectively, which is the main goal of the remuneration system and motivation.

M.Phil.
Purpose: The purpose of the research was to evaluate the extent to which the constructs and dimensions identified by De Swardt (2005) are valid in describing and predicting the outcome of a variable pay plan. The following secondary research questions were therefore asked: What is the reliability of the eleven dimensions and three constructs? What are the statistical characteristics of the 11 dimensions and 3 constructs, and can they be used to benchmark new variable pay plans? How reliable are the 78 items as test criteria for the 11 dimensions and 3 constructs? Motivation for study: The primary rationale for this study was the unavailability of empirically tested models and the lack of validated variable pay instruments that evaluate the outcome of any variable pay scheme. Design/Methodology/Approach: The study followed a quantitative research methodology, with the primary objective of assessing outcome similarities through Structural Equation Modelling (EQS) factor analysis. Both exploratory and confirmatory factor analysis were performed to the sample data to measure correlations. Findings: The findings of the research highlighted that there were minimal differences between De Swardt’s variable pay models. Differences were identified by analyzing the reliability statistics and factor analysis rules of assessing model fit. Following certain research limitations, the research questions were further refined for use in future studies. The research findings confirmed De Swardt’s (2005) theoretical model of predicting variable pay outcome. Research limitations: Although the study was conducted amongst a wider population group, individual organisation feedback from the selected participants was not balanced. A considerably larger portion of the feedback was obtained from the company with which the researcher was employed. Practical implications/Value-add: The outcome of this research confirms the commercial applicability of the instrument in identifying potential flaws in any variable pay scheme during the early stages of implementation. This will have a positive impact on an organisation’s bottom line. Additionally, quantifying the impact of variable pay plans will not only enhance HR’s credibility with regards to the broader organisational goals, but will encourage a well-structured, performance-linked variable pay system based on tested models.

碩士
世新大學
行政管理學研究所(含博、碩專班)
99
The purpose of this research is to understand the Far East Air Transport laborers during the period when the enterprise was out of business, the actions the laborers took to obtain their own rights, and to analyze how this influences the application progress of wage compensation. The study found that the Far East Air Transport laborers in the face of the company’s financial crisis had the trade union action the following; liaise with the government manager to ask the local representative for support, notify the media and use strong advocating skills to form pressure against the government. These actions provided additional opportunities for negotiations. In the end, both the laborers and the airline settled their dispute. Laborers are the weaker party as they need to protect their own rights, however together the teamwork of the laborers allowed the trade union to carry out their duty. Overall this study suggests that bureaucratic systems shouldn' t underestimate the power of the laborers.

Orientation: The available literature has revealed a polarised picture regarding the effects of race on CEO remuneration. This division centres on whether race is a beneficial factor or not with regard to the level and sensitivity of remuneration received. Introducing South Africa’s affirmative labour policies and the growing societal calls to better explain executive remuneration creates the unique opportunity to examine the effects of race on CEO pay. Research purpose: The purpose of the research centred on two important themes. Firstly the research sought to investigate the effects of race on the sensitivity of executive pay to corporate performance. Secondly the effects of race on the level and structure of executive pay was probed. Motivation for the study: The primary motivation of the study centred on determining whether race is has an affect, if any, on the remuneration paid to CEOs in South Africa. This will assist in understanding whether the affirmative polices implemented in South Africa have made any impact in the top level of executive remuneration. Research design: The study was designed to be quantitative, descriptive and longitudinal in nature utilising valid secondary data sources. The BFA Macgregor online financial database was selected as the most appropriate source of both corporate performance information and directors’ remuneration. Nineteen black CEOs were identified along with a random sample of 45 white CEOs. Following the data been analysed for reliability and validity it was then subject to primary and secondary statistical tests to determine significance and correlation strength. Main findings/results: All components of South African CEO remuneration studied were found to strongly correlate to PAT and EBITDA and to a lesser degree ROE and HEPS. ROE and HEPS have shown correlation strength growth in recent years. This collection of measures reflects a balanced basket of accounting-­‐based and non-­‐ accounting based measures. Black and white CEO mean remuneration when compared was found to have no significant difference due to race. A notable difference found was the higher degree of pay-­‐performance sensitivity and variability seen within the black CEO sample. Practical/Managerial implications: King III compels boards and remuneration committees to ensure remuneration of directors is fair and reasonable, sensitive to performance and aligned with the strategy of the organisation. Ensuring realistic pay-­‐ performance sensitivities are not just a corporate governance requirement but also help alleviate principle-­‐agent issues while correctly incentivising the CEO. Boards looking to appoint black or minority CEOs should continue to remunerate in a equitable and fair manner and be aware of such mental biases such as the “inverse Matthew effect” and other social out-­‐group biases especially when evaluating performance. Contribution: The study showed that race doesn’t affect the level of CEO remuneration but does impact on the pay-­‐performance sensitivity and the variability. The difference in sensitivity and variability could indicate the presence of mental biases such as the “inverse Matthew effect” and other social out-­‐group biases when evaluating performance.
Dissertation (MBA)--University of Pretoria, 2014.
lmgibs2015
Gordon Institute of Business Science (GIBS)
MBA
Unrestricted

The thesis is entitled "The Reward System in the Selected Organization." This work is focused on managing human resources, the use and promotion of motivational methods and tools in the compensation and evaluation systems in the Czech Savings Bank Corp., U Cerne Veze 1, Ceske Budejovice. The objective of this work lies in the analysis of the reward system and incentive factors and their practical applications within the Czech Savings Bank Corporation and the development of ideas for change (modification) in individual components of the reward system. Based on the survey related to the compensation system and motivation of staff in the Czech Savings Bank, proposals were made for the change of compensation, recognition and evaluation systems, which are part of this work.

The aim of the diploma work is to assess the efficiency of the wage-payment plan of the enterprise and satisfaction of employees from the point of view of motivation and financial and non-financial remunerations. More, there were detected data concerning possible costs on work and comparasion of the costs with statistic data. On the basis of established data, there should be suggested the possibility for increasing the efficiency of the existing wage-payment plan and assessment of their impact on the economic situation of the enterprise.