Abstract
Purpose: The economic crisis that has affected since 2008 requires greater attention to the costs of the company with consequences sometimes negative for workers. With a palliative effect, you can apply remuneration policies tailored to the needs of people and what they consider important well adapted to their current social and economic reality. This research focuses on this remuneration policy that is based on humane values and intangible that add value to the management of companies to facilitate the reconciliation of professional and personal life. Design / methodology / approach: We carried out a literature review from 2002 in PSYCHOINFO databases, MEDLINE and PSICODOC addition to reviewing research IESE and ESADE, two of the most important Spanish business schools. We have selected the most important to aid in designing the structure of the remuneration policy and its position in the Spanish State. Research implications: The analyzed studies allow to determine that the not tangible remuneration produces positive influence on the personal and professional worker's environment Furthermore it has been shown to compensate the worker with more than money is a practice that has been growing within enterprises, although the implantation is being progressive and workers consider very positive. Practical implications: This study will raise awareness of this remuneration policy and develop new methodologies adapted to the current economic and social challenges for balancing personal and professional life. Originality / Value: In an unfavorable economic context, the implementation of remuneration intangible supposes a social equilibrium and the evolution towards good and better human management companies.
Highlights
This study will raise awareness of this remuneration policy and develop new methodologies adapted to the current economic and social challenges for balancing personal and professional life
Hace casi 150 años ya se creía en la idea de poder separar las horas laborales de las horas personales de los trabajadores a pesar que el valor humano que aportaba la persona trabajadora a finales del siglo XX era, en muchas ocasiones, algo sin importancia (Rubio & Sánchez, 2009)
A nivel práctico, en la empresa debe existir una mejora de las directrices marcadas por las normas y leyes laborales vigentes en el país que, en el caso de España, son Constitución Española (España, 1978), la Ley de la Seguridad Social (España, 1994) el Estatuto de los Trabajadores (España, 1995a) y su última modificación (España, 2012), la Ley de Prevención de Riesgos Laborales (España, 1995b), la Ley para promover la conciliación de la vida familiar y laboral en las personas trabajadoras (España, 1999) y la Ley para la igualdad efectiva de mujeres y hombres (España, 2007)
Summary
Resumen Objeto: La crisis económica que afecta desde 2008 obliga a prestar mayor atención a los costes de la empresa con consecuencias, en ocasiones, negativas para los trabajadores. Se pueden aplicar políticas retributivas adaptadas a las necesidades de las personas y aquello que éstas consideran importantes y, así, adaptar la retribución a su realidad social y económica actual. La presente investigación centra la atención en esta política retributiva que se sustenta en valores humanistas y no tangibles que aportan valor añadido a la gestión de las empresas al facilitar la conciliación de la vida personal y profesional. Aportaciones y resultados: Los estudios analizados permiten determinar que la de retribución no tangible tiene influencia positiva en el entorno profesional y personal del trabajador. Implicaciones prácticas: Este estudio permitirá dar a conocer esta política retributiva y potenciar nuevas metodologías adaptadas a los retos sociales y económicos actuales para el equilibrio de la vida personal y profesional. Palabras clave: retribución no tangible, conciliación laboral, humanismo empresarial, retribución flexible Códigos JEL: M12
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Disclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.