Relevant bibliographies by topics / Wages/salary

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

Academic literature on the topic 'Wages/salary'

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

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Journal articles on the topic "Wages/salary"

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Permata, Anggia, Edi Wahjuni, and Ermanto Fahamsyah. "Penetapan Upah Minimum oleh Pengusaha Bisnis Kuliner yang Memiliki Surat Izin Usaha di Kabupaten Jember." e-Journal Lentera Hukum 4, no. 3 (December 14, 2017): 175. http://dx.doi.org/10.19184/ejlh.v4i3.4835.

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Entrepreneurs of culinary business must have employees so their business can run smoothly. Additionally, they must also have a business license, as part of their legal obedience. Some of their legal responsibilities include the payment of minimum salary for employees, stated in regulations. In a practical matter, the payment of minimum wages faces problems, especially for small and medium business enterprises. This minimum wages' research is undertaken based on laws which set about employment, determination of minimum wages by culinary businesses, and legal solutions that employees can do if they did not get minimum wages salary. This research also uses the interview to collect data. Some of the respondents being interviewed are someone who has better knowledge about these problems. The conclusions from this research that salary payment is a never-ending problems, the things that entrepreneur’s thought fair for them but it’s unfair or employees, like minimum wages payments. Employees who did not get minimum wages salary choose to not reporting that, and quit their jobs. Keywords: Culinary businesses, Salary, Minimum Wages, and Employees
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Saragih, Siti Maysaroh, Ayu Lestari, and Mahadir Soleh Hutasuhut. "Implementasi Fuzzy Tsukamoto Dalam Menentukan Upah Gaji Karyawan Perbulan." Brahmana : Jurnal Penerapan Kecerdasan Buatan 1, no. 2 (June 30, 2020): 105–10. http://dx.doi.org/10.30645/brahmana.v1i2.25.

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In a company, salary is a salary for employees who have been working for a month. However, in order to provide fair salary to all employees, the company must determine the criteria for providing salary. By using fuzzy logic, wages can be determined by going through the following stages: Fuzzification, Formation of the knowledge base, Fuzzy Inference, and Defuzzification. One of the fuzzy logic methods that can be used is the Tsukamoto method, where this method has an output in the form of firm values. To determine the salary, the data is collected from the Central Statistics Agency website in accordance with the criteria to be examined. With this research, employers can use the calculations from this research to determine salary salaries for their employees quickly, well, and precisely. So that the problem of determining the wages of their employees' salaries can be resolved properly.
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Azizah, Nur, Sri Rahayu, and Bekti Undari. "Prototype Android Based Payroll Monitoring Application at PT. Anugrah Distributor Indonesia." CCIT Journal 13, no. 1 (February 5, 2020): 56–63. http://dx.doi.org/10.33050/ccit.v13i1.894.

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A Salary is a form of wages or rewards from rights granted by companies to employees. Usually, salaries are given to workers also differ according to position and class level. At PT Anugrah Distributor Indonesia is one of the companies engaged in retail sales. The amount of wages varies as well as determining commissions for each sales process from each unit. Become a complexity factor in determining the amount and salary for employees. In the process of recording and calculating salaries so far using Ms. Excel. Where accountants (finance) as data processors have a central role in processing them experiencing delays in displaying data. The results of the management process and salary reports are in the form of paper and files (softcopy). Delays in displaying data have an impact on the salary that must be reported by the leadership. From these problems, problem-solving is obtained by making an android-based payroll monitoring application prototype, can display salary data and make it easier for leaders to see the salary that has been reported anytime and anywhere. This research was made using observation methods, interview methods, SWOT analysts and literature studies. Using UML as a modeling design.
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Williams, Colin. "Cross-National Variations in the Under-Reporting of Wages in South-East Europe: A Result of Over-Regulation or Under-Regulation?" South East European Journal of Economics and Business 7, no. 1 (April 1, 2012): 53–61. http://dx.doi.org/10.2478/v10033-012-0005-7.

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Cross-National Variations in the Under-Reporting of Wages in South-East Europe: A Result of Over-Regulation or Under-Regulation?This paper seeks to explain the cross-national variations in the tendency of employers in South East Europe to under-report the wages of their employees by paying them two wages, an official declared salary and an additional undeclared envelope wage. Reporting the results of a 2007 Eurobarometer survey of this practice undertaken in five South East European countries, the finding is that the commonality of this illicit wage practice markedly varies cross-nationally, with 23 percent of formal employees in Romania but just 3 percent in Cyprus receiving an under-reported salary. Finding that the under-reporting of wages is more prevalent in neo-liberal economies with lower levels of state intervention and less common in more ‘welfare capitalist’ economies in which there is greater state intervention in work and welfare, the resultant conclusion is that the under-reporting of employees wages by employers is correlated with the under- rather than over-regulation of work and welfare.
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Bose, Indranil, and Baisakhi Mitra Mustaphi. "Trade Unionism and Compensation Dynamics: A Research Overview." Ushus - Journal of Business Management 17, no. 2 (April 1, 2018): 1–12. http://dx.doi.org/10.12725/ujbm.43.1.

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Over the years, government’s enacted laws and enunciated policies to provide for decent work life, guarantee minimum wages, cushion against rise in cost of living, ensure equal remuneration and deter employers from making unfair and arbitrary deductions from wages has led to a change in the impact trade unions had on wage determination. The present article discusses different aspects of trade union’s role in wage and salary administration in terms of choices and options for trade unions, unions’ impact on general wage levels, unions’ impact in terms of spill-over effect, role of trade unions in wage and salary policies and practices and so on.
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Darmawan, Kusnanto. "SALARY: DOES AFFECT EMPLOYEE MOTIVATION AND PERFORMANCE?" International Journal of Accounting and Management Research 1, no. 2 (April 5, 2021): 46–51. http://dx.doi.org/10.30741/ijamr.v1i2.642.

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Work is a mandatory thing that must be done to meet human needs. People work to make ends meet. One of the necessities of life can be fulfilled by means of income, namely wages or salaries. To get wages or salaries we are required to work professionally with the consequences of getting a bigger income. The purpose of this study was to determine and analyze the salary on work motivation and employee performance of UD. Sido Makmur Lumajang. population is all employees at UD. Sido Makmur Lumajang, as many as 35 employees. The sampling method used in this study was saturated samples. Methods of data analysis using Simple Linear Regression. The result of this research is that there is a relationship between salary and work motivation and employee performance.
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Šilingienė, Violeta, Dalia Stukaitė, and Gintautas Radvila. "Darbo užmokestį lemiantys veiksniai: Lietuvos žemės ūkio sektoriaus atvejis." Management Theory and Studies for Rural Business and Infrastructure Development 37, no. 2 (June 17, 2015): 297–309. http://dx.doi.org/10.15544/mts.2015.27.

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In the scientific literature the problematic of the salary and wage gets a lot of attention, however mostly of research is limited either by modeling of the theoretical determinants that determine the level of wages or by analyzing the effect of separate individual determinants on the level of company or a specific occupation. Meanwhile, on the sector, as well as on the agricultural sector, level there is not much of research or they are fragmented. The scientific problem of the article: what external determinants have a significant impact on the level of wages in the agricultural sector? That implies the study objective – how the determinants affect wages of agricultural sector. The methods of the research: a systematic analysis of the scientific literature, the study and analysis of legislation, the analysis of quantitative statistical data and correlation analysis. Main results: common determinants affecting wage level are being supplemented with determinants of kind of economic activities; wages in the agricultural sector depend on all the examined determinants, however effects are different. It has been disclosed that the agricultural sector’s wages in Lithuania are more than average affected by a minimum monthly wage, capital investment and direct foreign investment; less by basic monthly salary, the number of unemployed persons and gross value added.
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Sinitsa, Arseniy L. "The Influence of the Ownership Form of the Educational Organization on the Salary of Pedagogical Employees." Economics of Contemporary Russia, no. 2 (July 17, 2019): 103–15. http://dx.doi.org/10.33293/1609-1442-2019-2(85)-103-115.

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Currently, the pace of socio-economic development is largely determined by the development level of the education system. Preschool and general education plays a special role, as they form the main features of the future workforce. The quality of the education system depends on many factors, one of which is the remuneration of pedagogical employees. The first goal of the work is to demonstrate that, despite the adoption of Presidential Decree No. 597, the salary of pedagogical employees and their standard of living continue to remain low. The second goal of the work is to analyze their wages, taking into account the ownership form of the educational organization. The article describes the basic pedagogical employees pay indicators that are presented in open databases of the statistical authorities or calculated by the author: absolute pedagogical employees’ salary and its growth; pedagogical employees’ salary as compared to the regional salary and ratio of pedagogical employees’ salary to the consumer basket of a working age adult. It is shown that in 2013–2017 the living standards of pedagogical employees as a whole has been decreasing, and the target indicator has not been reached, however, their salary markedly differs depending on the ownership form of the educational organization. In preschool education pedagogical employees of organizations in regional ownership are in the best position. Pedagogical employees of organizations in federal ownership have the best performance in general education. However, they have fairly close indices that exceed the target indicator. The most numerous pedagogical employees of municipal educational organizations are in the worst position, and their salary is far behind the wages of pedagogical employees in state-owned organizations and is well below target values.
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Bulow, Jeremy, and Jonathan Levin. "Matching and Price Competition." American Economic Review 96, no. 3 (May 1, 2006): 652–68. http://dx.doi.org/10.1257/aer.96.3.652.

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We develop a model in which firms set impersonal salary levels before matching with workers. Wages fall relative to any competitive equilibrium while profits rise almost as much, implying little inefficiency. Furthermore, the best firms gain the most from the system while wages become compressed. In light of our results, we discuss the performance of alternative institutions and the recent antitrust case against the National Resident Matching Program.
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Huesca Reynoso, Luis, and Linda Irene Llamas Rembao. "Crisis y resiliencia en género y salarios: el sector manufacturero en México y la frontera norte." Frontera norte 31 (January 1, 2019): 1–24. http://dx.doi.org/10.33679/rfn.v1i1.2051.

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This study analyzes men’s and women’s wages in the manufacturing sector on Mexico’s northern border, with a specific focus on the years 2005, 2009, and 2017. Salary profiles are estimated with spline regressions corrected for selection bias, based on disaggregated data from various issues of the National Occupation and Employment Survey (ENOE). The findings explain how women on the border enjoy an advantage over those from the rest of the country in terms of human capital. However, their wages are subject to certain glass ceilings. Men are resilient in this process and their wages recover faster than women’s.
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Dissertations / Theses on the topic "Wages/salary"

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Bell, Chandra M. "Graduate Education Attainment and Salary: An Examination of Institutional Type, Major Choice, Gender, Race/Ethnicity, Parental Education and Work Experience Differences." Ohio : Ohio University, 2010. http://www.ohiolink.edu/etd/view.cgi?ohiou1273520207.

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Ibrahim, Abdo, and David Kaya. "Effekter av belöningssystem och säljledare på försäljning av försäkringar – Försäljningsservice i Bergslagen AB." Thesis, Mälardalens högskola, Akademin för ekonomi, samhälle och teknik, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-28339.

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Sammanfattning - ”Effekter av belöningssystem och säljledare på försäljning av försäkringar              – Försäljningsservice i Bergslagen AB”   Datum: 28 Maj 2015   Nivå: Kandidatuppsats i företagsekonomi, 15 hp   Institution: Akademin för Ekonomi, Samhälle och Teknik, EST, Mälardalens Högskola   Författare: Abdo Ibrahim                       David Kaya                     1 December 1990                 18 Maj 1990   Handledare: Esbjörn Segelod   Titel: Effekter av belöningssystem och säljledare på försäljning av försäkringar – Försäljningsservice i Bergslagen AB   Nyckelord: Belöningssystem, motivation, belöningar, prestationsbaserad lön, fast lön, prestationer, säljcoach, lön och löneformer   Problem: Försäljningsservice i Bergslagen är beroende av sina försäkringsförmedlare för att kunna upprätthålla företagets försäljningsvolymer. För att få de anställda att arbeta mot verksamhetens uppsatta mål är det viktigt att rekrytera rätt personal men även att behålla nyckel personer i företaget. Belöningssystemet är en viktig del för att säkerställa detta. Belöningssystem innefattar bland annat belöningar som används för att styra medarbetarna mot att uppnå företagets syfte. Som ett ytterligare steg använder sig Försäljningsservice i Bergslagen av löneformerna prestationsbaserad lön och fast lön. För att motivera de anställda till att arbeta mer effektivt och öka sin försäljning, som gynnar det egna intresset, används den prestationsinriktade lönen. Utifrån detta valde vi att undersöka effekterna ut av belöningssystemet på försäljningskvantiteten samt prestationen och arbetstillfredsställelsen men även säljledarens påverkan på medarbetarnas försäljningsprestation.   Syfte: Syftet med denna uppsats är att studera hur försäkringsförmedlarnas försäljningsvolym, prestationer och arbetstillfredsställelse påverkas av Försäljningsservice i Bergslagens belöningssystem samt säljledare.   Metod: En fallstudie har utförts med grund i informationsinsamling från personliga intervjuer samt enkäter. Intervjuerna gjordes med delägaren och försäljningschefen på Försäljningsservice i Bergslagen, Elin Gustin samt säljledaren på Försäljningsservice i Bergslagen, Linnea Héléne. Enkätundersökningen riktade sig mot samtliga medarbetare på Försäljningsservice i Bergslagen.   Slutsats: De slutsatser vi kommit fram till är att den prestationsbaserade lönen påverkar medarbetarnas försäljning positivt på grund ut av att den ökar motivationen. Även belöningarna är motivationshöjande och leder till ökade arbetsprestationer. Säljledaren påverkar via sitt arbete direkt säljarnas prestationer.
Abstract –”Effects of the reward system and the sales leader in the sale of insurance – Försäljningsservice i Bergslagen AB”   Date: 28 May 2015   Level: Bachelor thesis in Business Administration, 15 ECTS   Institution: School of Business, Society and Engineering, Mälardalen University   Authors:      Abdo Ibrahim                     David Kaya                     1st December 1990              18th May 1990   Tutor: Esbjörn Segelod   Title: Effects of the reward system and the sales leader in the sale of insurance – Försäljningsservice i Bergslagen AB   Keywords: Reward system, motivation, rewards, performance related salary, fixed salary, performance, sales coach, salary and forms of wages   Problem formulation: Försäljningsservice i Bergslagen is dependent on their sales staff in order to maintain the company's sales volumes. To get employees to work towards the business goals it is important to recruit the right staff but also to retain key employees. The reward system is an important part in ensuring this. Reward system includes rewards that are used to control the employees to achieve the main purpose of the company. As a further step Försäljningsservice i Bergslagen uses forms of wages such as performance-based salary and fixed salary. To motivate employees to work more efficiently and increase their sales, which favors their own interests, they use performance-based salary. Based on this, we chose to examine the effects of the reward system on sales quantity, performance and job satisfaction, but also if the sales coach influence employee sales performances.   Purpose: The purpose of this essay is to study how the insurance intermediaries’ sales volume, performance and job satisfaction are affected by Försäljningsservice i Bergslagens reward system as well as the sales coach.   Method: A case study has been performed with basis in gathering information from personal interviews and a survey. Interviews were conducted with the co-owner and sales manager in Försäljningsservice I Bergslagen, Elin Gustin and sales coach in Försäljningsservice i Bergslagen, Linnea Héléne. The survey was handed to all employees in Försäljningsservice i Bergslagen.   Conclusion: We came to the conclusions that the performance-based salary affect employee sales volumes positively because it increases motivation. The rewards are also motivating and leads to increased job performance. The sales coach also influence directly, through her work, the sales staff performances.
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Lund, Olov. "Frälse, tjänare eller anställd? : Svenner, tjänsteideal och lön i senmedeltidens Sverige." Thesis, Stockholms universitet, Historiska institutionen, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-148795.

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This thesis studies “svenner” – armed servants, bailiffs and administrators – and service ideals in late medieval Sweden by using a variety of sources including payrolls, correspondence, charters and service instructions. The study argues that in order to reach an understanding of the relationship between lord and servant, and the complexity of service ideals, questions must be asked about for whom service was open, if there was competition, and what in that case was characteristic of the people and requirements that constituted the service.The conclusion is that service was not open to all; loyalty and strong social bonds were cru-cial, while other capitals such as military competence and ancestry could increase the material and immaterial benefits of service. The social field was closely connected to the political field why those who intended to compete in the field had limited opportunities to influence the terms of service. Although serving the aristocracy could be beneficial in many ways, legisla-tion and a deeply rooted service ideal held the feudal power relations firmly intact.
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Douglas, Tami Diane. "Perceptions of fairness and the wage setting process." CSUSB ScholarWorks, 1990. https://scholarworks.lib.csusb.edu/etd-project/773.

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Daňhelová, Aneta. "Motivace a evaluace zaměstnanců ve vybraném podniku." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2013. http://www.nusl.cz/ntk/nusl-224150.

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The subject of my diploma thesis is the motivation, evaluation and remuneration of employees in a particular enterprise. The first part focuses on the description of the theoretical knowledge, which I use in the practical part. The second part focuses on the analysis of the company, the current system of motivation, evaluation and compensation. The last part outlines the recommendations and suggestions for changes that will improve the system of motivation and evaluation of staff.
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Öhrling, Julia. "Arbetsvärdering : en möjlig väg till jämställdhet i arbetslivet? En kvalitativ studie av ett arbetsvärderingsprojekt med jämställdhetssyfte i en kommun." Thesis, Linköping University, Department of Thematic Studies, 2002. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-2620.

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The purpose of this degree project is to study a work evaluation project in a municipality, on the basis of key participants. The municipality is the employer, per-forming the workplace project and the chief objective is to reach gender equality between the employees. Equal pay for equal work. Through work evaluation is it pos-sible to find out which of a lot of different jobs, which have equal requirements. The jobs, which have equal requirements, should have equal pay.

According to Swedish law, all employers need to analyse and survey their salary/wage distribution, to identify and remedy sexual discrimination concerning that area. One way to do that is to do a work evaluation and to study the result. Studying the result was what the municipality was doing, when got in contact with it. My focus is to find out what the central issues, problems and hinders are, or can occur when an employer is trying to follow the law.

This study is based on qualitative research. The empirical material (interviews and ob-servations) from key participants, who took part in the project in the municipality, is presented through excerpts. They speak about different problems and other aspects they have experienced during the work process with the result from the evaluation project. The material is then analysed in the light of different theories. The theories treat areas as gender and organisation.

For example is not al of the involved unions of the same opinion about the project. Money is one aspect that the key persons talk about and the circumstances around how to reach the goals of the project is another subject. The result of the study has shown that it could be useful within the project to have greater concern about the system of gender and to stronger point out the gains of ex-tended gender equality. Thou a lot of money are needed if equal pay for equal work should be reached, the gain in efficiency from the employed might compensate that.

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Thomazini, Leandro [UNIFESP]. "Carreira e vencimento de professores da educação básica no Estado de São Paulo." Universidade Federal de São Paulo (UNIFESP), 2016. http://repositorio.unifesp.br/handle/11600/39225.

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A pesquisa se propôs a analisar estatutos e planos de carreira do magistério da rede estadual de São Paulo e de quatro municípios paulistas: Águas de São Pedro, São Caetano do Sul, Barra do Turvo e Natividade da Serra. A escolha dos municípios tomou como referência o Índice de Desenvolvimento Humano Municipal em Educação, sendo selecionados os dois municípios com índice mais elevado do estado (Águas de São Pedro e São Caetano do Sul) e os dois com índice mais baixo (Barra do Turvo e Natividade da Serra). Do ponto de vista teórico-metodológico, recorreu-se ao método dialético, ancorado nos referenciais do materialismo histórico. Trata-se de pesquisa qualitativa, de caráter descritivo-analítico, com base na técnica de análise documental de recomendações internacionais e legislações nacionais, estaduais e municipais sobre o tema em questão e de entrevistas semiestruturadas com representantes das secretarias municipais de Educação. O objetivo do trabalho foi compreender em que medida as recomendações internacionais incidiram nas políticas nacionais para a carreira docente, avaliar o processo de consolidação da legislação federal para a formulação de planos de carreira, e como essa legislação tem sido incorporada nos planos de carreira dos entes federados participantes do estudo. Partiu-se da hipótese de que os planos de carreira apresentariam formulações diversas da legislação nacional, não demonstrando linearidade, mesclando medidas de valorização docente, responsabilização docente, políticas meritocráticas e de pouco incentivo à formação continuada. Inicialmente, discutiram-se as recomendações dos organismos internacionais para a América Latina e o Caribe e respectivas formulações para as políticas educacionais brasileiras, as indicações para a construção da carreira docente, o diagnóstico elaborado sobre condição docente e as medidas necessárias à valorização do magistério. No que tange à construção do marco legal brasileiro para a carreira docente, foram analisadas a Lei do Piso Salarial Profissional Nacional (2008), as orientações contidas na Lei de Diretrizes e Bases da Educação (1996), bem como as perspectivas adotadas nos Planos Nacionais de Educação (2001-2010 e 2014- 2024) e nos pareceres e resoluções do Conselho Nacional de Educação. A partir dessa base legal, buscaram-se erigir relações entre as políticas adotadas para a elaboração dos planos de carreira no magistério estadual e dos municípios estudados, referentes a aspectos dos planos de carreira: jornada de trabalho, estrutura e progressão na carreira, composição da remuneração, dispersão no vencimento-base, licença para formação continuada e relação numérica professor/aluno. Constatou-se que aspectos dos planos de carreira e estatutos não haviam sido implementados pelos municípios, influenciando negativamente nas possibilidades legais de movimentação e, consequentemente, na diminuição da dispersão do vencimento-base, o que significa remuneração inferior àquela possível de acordo com os planos. Observou-se que a carreira da rede estadual incorporou aspectos das recomendações dos organismos internacionais ao adotar políticas meritocráticas de vinculação de bônus a resultados de desempenho dos docentes. Por fim, evidenciou-se a não aplicação de aspectos previstos na legislação nacional nos planos de carreira estudados, especialmente em relação à jornada de trabalho e ao licenciamento remunerado para estudos
The research aimed to analyze statutes and career plans for teachers of the state of São Paulo in four counties: Águas de Sao Pedro, Sao Caetano do Sul, Barra do Turvo and Natividade da Serra. The choice of municipalities took as a reference its Human Development Index applied to Education, and selected two municipalities with highest index (Águas de São Pedro and São Caetano do Sul) and the two with the lowest index (Barra do Turvo and Natividade da Serra). From the theoretical and methodological point of view, it used the dialectical method, anchored in the historical materialism reference. It is a qualitative research, descriptive and analytical, based on document analysis of international recommendations and national, state and local laws on the subject in question and semi-structured interviews with representatives of municipal education. The objective was to understand the extent to which international recommendations focused on national policies for the teaching profession, assess the federal legislation consolidation process for the formulation of career plans, and how that legislation has been incorporated into the career plans in states of Federation, which took part in this study. We started from the hypothesis that the career paths would present various formulations of national law, not showing linearity, mixing teaching enhancement measures, educational accountability, meritocratic policies and little incentive for continuing education. Initially we discussed the recommendations of international organizations in Latin America and the Caribbean and their formulations for Brazilian educational policies, directions to the construction of the teaching profession, the diagnosis elaborated on teaching conditions and the measures necessary for the enhancement of teaching. Regarding the construction of Brazilian legal framework for the implementation of career plans, we analyzed the Law of the National Professional Minimum Wage (2008), the guidelines contained in the Law of Education Guidelines and Bases (1996), as well as the perspectives adopted in the National Education Plans (2001-2010 and 2014-2024) and the reports and resolutions of the National Council of Education. From this legal basis, relationships, similarities and differences between the policies adopted in the preparation of career plans for the state and the municipalities were built, supported by academic discussions concerning certain aspects of career plans: working hours, structure and career development, compensation composition, dispersion in the basic salary, paid leave for continuing education and numerical ratio teacher/student. Some aspects of career plans and statutes were not been implemented by the municipalities, with negative influence on the legal handling of possibilities for career and hence to decrease the dispersion of the basic salary, which means remuneration lower than that possible according with the plans. It was observed that the teaching career in the state of São Paulo has incorporated aspects of the recommendations of international organizations to adopt bonus meritocratic policies linking to the performance results of teachers. Finally, evidence of failure to implement aspects under national law of career plans was found, especially in relation to working hours and paid leave for complementary studies.
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Rašnerová, Martina. "Návrh na změnu systému odměňování a motivace zaměstnanců ve vybraném podniku." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2012. http://www.nusl.cz/ntk/nusl-223363.

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The contens of my dissertation deal with motivation, assessment and system of rewarding for employees in a choosed firm. The system of rewarding must be setted up to be understanable and fair for employees and so they could be motivated to a better achievement. The aim of this dissertation is in terms of theoretical knowledge that will be delimitated in the first part of this dissertation and consecutive analyse of present situation of a firm in the second part of my dissertation to propose such a system of rewarding that is going to contribute to bigger satisfaction and better job participation of employees and so to raise productivity of a firm.
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Sousa, João Paulo Saraiva Martins de. "Paying the right way : a statistical analysis on the wages in the Premier League." Master's thesis, Instituto Superior de Economia e Gestão, 2017. http://hdl.handle.net/10400.5/14468.

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Mestrado em Finanças
Esta dissertação usa métodos estatísticos da temporada de 2016-2017 da English Premier League para calcular salários, relativos a parâmetros de performance dos jogadores, tendo em conta que o modelo atual de avaliação de jogadores é ineficiente em cumprir as expectativas de stakeholders quanto à definição de valor. Fundamentalmente, stakeholders querem saber quanto devem pagar a um jogador. Consequentemente, visto que a principal despesa dos clubes de futebol profissionais é a remuneração dos jogadores, o uso de um modelo mais avançado pode levar a um decréscimo de dificuldades financeiras ou do risco de bancarrota. Com esse fim em mente, esta dissertação foca-se na criação de um modelo que ajude nesse mesmo problema. As descobertas sugerem que aqueles que tomam decisões em clubes de futebol devem consultar estatísticas avançadas com maior frequência - devido a decisões de gestão salarial questionáveis - e aponta para direções de investigação futura bastante prometedoras.
This dissertation uses statistical techniques within the English Premier League 2016-2017 season to calculate salaries relative to player's performance parameters, taking into account the current player evaluation system's insufficiency to fulfill the expectations of stakeholders regarding the definition of value. Ultimately, stakeholders want to know how much players should be paid. Consequently, since the largest expense items in the budget of professional sports teams is the remuneration of players, they can decrease the risk of financial distress or even bankruptcy. To that end, this thesis focuses on creating a model to tackle this very issue. The findings imply that decision-makers in professional football should consult more advanced player statistics to a greater extent - due to questionable salary management decisions - and points out some promising directions for further research.
info:eu-repo/semantics/publishedVersion
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Obono, Metoulou Gaëlle. "Contribution à l'étude juridique de la politique de l'emploi et des prélèvements obligatoires en droit français." Thesis, Paris Sciences et Lettres (ComUE), 2016. http://www.theses.fr/2016PSLED003.

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Le droit fiscal est le droit de l’impôt alors que le droit du travail régit la relation salariée. Cette apparente indifférence des deux systèmes juridiques cache une interdépendance due aux fonctions de l’impôt. De manière classique, l’impôt a une fonction budgétaire. De ce fait, il exerce une pression sur les contribuables par son impact économique sur leurs patrimoines et leurs revenus. Les contribuables sont alors tentés de mettre en œuvre des techniques d’évitement de l’impôt, par la voie du travestissement des notions juridiques. Le droit fiscal réagit en consacrant des notions autonomes. Ainsi une notion fiscale de salarié permet de déterminer le champ d’application de l’impôt. Une notion spécifique de salaire sert à la détermination des bases d’imposition du salarié.De façon plus contemporaine, la fonction incitative de l’impôt est de plus en plus usitée. Elle n’est pas directement liée à une finalité budgétaire. Elle est appréciée parce que l’impôt exerce une contrainte moins violente que l’interdiction ou la punition. Elle permet d’agir sur les comportements des contribuables en les orientant dans un sens souhaité. Or, il apparaît que le revenu fiscal dépend étroitement du revenu salarial. Pour cela, le Législateur a créé des instruments fiscaux pour annihiler les inégalités du marché du travail. Le droit fiscal devient un droit de la régulation du marché du travail
Tax law is the law related to taxation while labor law is governing the employee/employer’s relationship. This apparent indifference of these two branches of law covers an interdependence due to tax functions. Conventionally, tax has a budget function. Therefore, it puts pressure on taxpayers by its economic impact on their assets. Taxpayers are then tempted to implement tax avoidance techniques, through the disguise of legal concepts. Tax law reacts by devoting independent concepts. Thus the concept of « employee » in tax law allows one to determine the scope of application of the tax field. A specific concept of « pay » is used to determine the employee's tax base. In a more contemporary way, the incentive function of taxation is increasingly used. It is not directly related to a budgetary purpose. It is also appreciated because tax exercice a less violent strain than prohibition or punishment. It has an influence on the behavior of taxpayers by directing them in a desired direction. However, it appears that tax revenue heavily depends on the wage income. For this reason, the legislator has created fiscal instruments to reduce inequalities in the labor market. Tax law tends to become a law regulating the labor market
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Books on the topic "Wages/salary"

1

Kebbi State (Nigeria). Committee to Verify Salary and Wages of the Ministry of Health. Report of the Committee to Verify Salary and Wages of the Ministry of Health. Birnin Kebbi: Kebbi State of Nigeria, 2005.

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Knapp, John Laurence. Employment and wages: A review of 1980-87 wage and salary employment data and 1987 wage data for Virginia localities. Charlottesville, VA: Center for Public Service, University of Virginia, 1989.

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United States. Internal Revenue Service. Table for figuring amount exempt from levy on wages, salary, and other income (Forms 668-W and 668-W(c)), 1991. [Washington, D.C.?: Dept. of the Treasury, Internal Revenue Service, 1991.

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N, Rands D., ed. Salary administration. 4th ed. Aldershot, Hants, England: Gower, 1989.

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McQueen, John A. Virginia employment and wages, 1981-1990: A review of 1981-1990 wage and salary employment data and 1990 average wage data for Virginia's localities and principal industries. Charlottesville, VA (2015 Ivy Rd. Charlottesville 22903-1795): Center for Public Service, University of Virginia, 1992.

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Krannich, Ronald L. Salary success. Woodbridge, VA: Impact Publications, 1990.

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Krannich, Ronald L. Dynamite salary negotiations. Manassas Park, Va: Impact, 1994.

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Jekel, Clifford. Wage wars: The battle for equitable wages in the elderly home care system : a study of salary levels in the home care/area agency on aging system in Massachusetts. Boston, Mass: Mass Home Care, 1988.

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E, Oyer Paul. Salary or benefits? Cambridge, MA: National Bureau of Economic Research, 2005.

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

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Book chapters on the topic "Wages/salary"

1

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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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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Phillips, David C., Christopher H. Herbst, David Haddad, and Agnes Soucat. "Appendix C. Health Worker Wages before and after the Salary Rationalization Program of 2006." In Toward Interventions in Human Resources for Health in Ghana, 181–94. The World Bank, 2013. http://dx.doi.org/10.1596/9780821396674_app-c.

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Schweid, Richard. "Not For The Fainthearted." In The Caring Class, 6–27. Cornell University Press, 2021. http://dx.doi.org/10.7591/cornell/9781501754104.003.0002.

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This chapter discusses the training and working conditions of home health aides (HHAs). The largest home care agency franchisers employ tens of thousands of HHAs. Home care is a lucrative business, and part of that profitability is based on keeping wages as low as legally possible. Because the job is hard and the salary is minimum wage, the workers are usually women of color, or white women with a limited education, who do not have a wide choice of jobs and are trying to survive on the low end of the income-inequality gap. Many aides are African Americans, and many others are first-generation immigrants or their daughters. Indeed, the home care industry in both urban and rural settings depends on immigrant labor. The chapter then looks at the experiences of HHAs from Cooperative Home Care Associates, a home health care agency located in the South Bronx, which provided home health aides to elderly and disabled Medicaid recipients.
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Ghafele, Roya, and Benjamin Gibert. "Open Growth." In Open Source Technology, 528–60. IGI Global, 2015. http://dx.doi.org/10.4018/978-1-4666-7230-7.ch029.

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Open Source Software (OSS) is well established in sectors as diverse as aviation, health, telecommunications, finance, publishing, education, and government. As nations increasingly rely on knowledge assets to grow, the adoption of OSS will have profound economic consequences. This paper identifies the mechanisms inherent to OSS production that help fuel innovation in knowledge-based economies. As a collaborative and open production model, OSS is conceptualized as a prototype of open innovation. Drawing on US employment projections for 2008-2018, the authors' analysis predicts OSS will have a positive impact on employment growth in well-paid salary jobs across multiple sectors of the US economy. OSS-related software development jobs are widely diffuse throughout the economy, help build a skilled labour force and offer wages significantly above the national average. OSS is thus believed to be a strong contributor to growth in high-value employment in the US. The authors also posit that, as industries are exposed to the benefits of OSS as a result of the broad diffusion of OSS-related jobs, open innovation processes outside software development may be adopted through a process of learning and imitation.
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Shuaibu, Halliru, Yusri Bin Kamin, Umar Muhammad Isa, and Abdullahi Musa Cledumas. "The Concept of Entrepreneurship." In Education at the Intersection of Globalization and Technology. IntechOpen, 2021. http://dx.doi.org/10.5772/intechopen.94857.

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The chapter examined the concept of entrepreneurship in technical education; types of entrepreneurs such as craft-men, promoters and opportunists; profile of an entrepreneur like originality, hard-work drive, task result oriented, among others; relevance of entrepreneurship to technical education students or graduands such as creating necessary awareness and motivation to excel in students/graduands so as to promote self-reliance and self-employment which is an alternative to salary and wages; challenges in the implementation process of entrepreneurship in technical education, example conglomeration of contents like financial accounting, commerce, economics, among others. In summary, entrepreneurship has been viewed from the standpoints of the psychologist (behaviourist), the economist, and sociologist. Furthermore, the objective of the chapter is to provide literature synthesis on the concept of entrepreneurship. The methodology was meta-synthesis of 15 relevant studies obtained from conference proceedings, text books, and online data bases. Scope of the study included higher and secondary education which are selected as the focus groups of the study in order to encourage assimilation and implementation of entrepreneurship education curricula and development. Data acquired were quantified using descriptive statistics (percentages on bar chart). The result of the study signifies definitions, characteristics, and importance of entrepreneurship needed for improvement of knowledge in enterprise curricula aside from skills and competencies. Higher and Secondary education are selected as the focus groups of the study in order to encourage assimilation and implementation of entrepreneurship education curricula and development.
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Conference papers on the topic "Wages/salary"

1

Černěnko, Tomáš. "Konkurencieschopné platy v miestnej štátnej správe. Regionálny kompenzačný príplatok." In XXIII. mezinárodní kolokvium o regionálních vědách / 23rd International Colloquium on Regional Sciences. Brno: Masaryk University Press, 2020. http://dx.doi.org/10.5817/cz.muni.p210-9610-2020-28.

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Uniform wages offered by the public administration are not always competitive compared to private sector wages in every district. This is reflected in high levels of turnover, vacancies or an unbalanced age structure of employees and leads to a lower quality of public services provided. One way to address this would be to introduce a system to compensate for regional pay gaps. The aim of our paper is to propose a mechanism for determining the regional compensatory allowance for employees of district offices. We used two approaches to determine it. The first consists in expressing the share of individual salary classes in the national average wage and their subsequent reflection on individual regions and districts. The second is based on calculation of the gaps between individual salary classes and their subsequent projection into individual regions and districts. Together, we offer 4 scenarios (2 theoretical approaches with 2 variants) for determining the regional compensatory allowance. The result is regional pay scales and tables with the amount of the regional compensation surcharge, as well as a quantification of each scenario. From our point of view, the most suitable for implementation is a scenario based on the projection of the share of wages in the average regional wage at the district level.
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