Form Of Remuneration Research Articles

Understanding Principal-Agent Relationships: Evidence from Professional Hockey

This paper examines the professional hockey industry to explore the principles of agency theory. Using basic tenets derived from the agency literature and conditions specific to the hockey industry, a series of propositions are developed. These are investigated using data from industry documents, popular articles on hockey, and interviews with players, agents, team managers and other relevant industry stakeholders. The results suggested that concerns for agent reputation, agent competition, agent certification and salary disclosure have cumulatively reduced information asymmetry favoring the agent and have decreased the likelihood of agent opportunism. This has resulted in a decrease in the use of commissions by agents, but this form of performance contingent compensation remains the most widely used form of remuneration.

Atlyginimo už darbą tendencijos ekonomikos globalizavimo kontekste

Straipsnyje įvertinamos atlyginimo už darbą tendencijos, parodoma, kad viena iš svarbiausių atlyginimo formų - darbo užmokestis Lietuvoje, palyginti su kitomis pasaulio šalimis, yra labai mažas.

The financing of e-business firms

This paper examines key strategic issues in the financing of e-business firms. E-business firms form part of what is called the new economy. The paper focuses on seven Irish e-business firms quoted on NASDAQ. The paper argues that the nature of the assets of e-business firms' labour intensive and employee knowledge intensive restricts the use of debt finance. These characteristics also have implications for leakage of knowledge and dissipation of In these circumstances stock options are an appropriate form of remuneration and help create sticky assets. Because of the nature of assets and risk profile, equity is the most appropriate form of long term finance, but reliance on outside equity creates corporate governance issues and is risky, given control by inside shareholders and the widespread use of options. The paper concludes that managing internal and external finance is one of the key strategic issues facing e-business firms and that this may be most easily achieved with strong linkages/ownership with old economy firms.

Assessing The Impact Of Twelve-Hour Shifts: An Evaluation By Ten Companies And Union Officials

Since the mid-1980s Australia has progressively moved towards a more decentralised industrial relations framework underpinned by the process of enterprise bargaining. This environment has created the opportunity to develop more flexible and enterprise specific patterns of work so as to enhance productivity. Whilst change has been gradual, one of the more significant areas of change has been in relation to work-time flexibility. In particular, the move from a standard eight-hour to a twelve-hour workday has been important. The perceived benefits include increased utilisation of human resources for the employer and increased rewards in the form of remuneration and time-off for the employees. This article draws on case studies undertaken across several industrial sectors. It reveals the effects of changing workday patterns in an environment of enterprise bargaining in which the negotiating parties are relatively inexperienced in this process. Of particular interest is the increasing concern expressed by management and trade unions on some dysfunctional aspects of twelve-hour shifts. Issues raised include questions over productivity gains, occupational health and safety, employee activities during time-off and community orientation of the companies.

CEO compensation, IOS and the role of corporate governance

The empirical relationship between chief executive officer (CEO) compensation, the investment opportunity set (IOS) and corporate governance mechanisms is analyzed for a sample of 415 Canadian firms in 1997. Results indicate that firms with high IOS pay higher levels of total compensation to their CEOs. In addition, CEOs of high IOS derive a larger proportion of their compensation from performance‐contingent forms of pay such as bonuses, stock option grants and long‐term incentive plans. However, CEOs with weak boards of directors are compensated more than CEOs with powerful boards. Contrary to our expectation, we find that in high IOS firms with weak boards of directors, CEOs seek to have higher proportions of contingent forms of pay in their compensation. An implication of this result is that contingent compensation practices may be a more value‐enhancing form of remuneration for CEOs.

Professional medical identities in contention: The National Practitioners' Congress, Brazil (1922)

The object of this paper is the debate among the Brazilian medical elite during the National Practitioners' Congress (Congresso Nacional dos Práticos - 1922). The article begins by analyzing a specific moment in the medical profession's history in early 20th-century Brazil, specifically Rio de Janeiro's 1922 National Practitioners' Congress. The author presents three profiles of medical practice observed in that context: generalists, specialists, and hygienists. He further analyzes their characteristics, similarities, and differences, as well as the strategies for professional affirmation adopted by physicians with these profiles. The article addresses the following issues: What were the relationships between the specialization process, forms of remuneration, and the construction of new professional identities? What identities did medical doctors create for themselves? What were the rivalries between these different professional identities? How did they portray outside competitors, such as the so-called traditional healers? Finally, the author presents several methodological suggestions that may contribute to historical research on the medical profession.

An Australian mentoring program for beginning teachers: Benefits for mentors

Mentoring programs for beginning teachers originated as response to the problems faced by novices in their transition from higher education to professional practice. However, with the spread of mentoring there has been increasing interest in the benefits of such programs for both novices and their teachers mentors. In the United States, where mentoring is a mass phenomenon, many programs provide mentors with formal training on topics such as communication, effective teaching, and theories of adult learning. Some provide rewards in the form of remuneration and/or professional credentials. The face to face mentoring experience itself is considered to provide many benefits for mentors, including renewal, reaffirmation of professional expertise, and opportunities for reflection.

Contract form of remuneration at the Central Regional Hospital

Since the beginning of 1993, the pediatric service of the Kamsko-Ust'insky Central Regional Hospital switched to the contractual form of remuneration (KFOT). Not only doctors, but also nurses began to work on KFOT. The main goal of KFOT is to ensure the correspondence between the labor costs of a particular employee and his remuneration, as well as to raise the specialist's interest in the quality of his work, and to improve his professional skills.

« La bottega e i lavoranti » : approche des conditions de travail des Ciompi

La manufacture florentine de la laine au Bas Moyen Age a fait l'objet de recherches de grande envergure. Nous avons ainsi aujourd'hui de bonnes connaissances sur le chiffre d'affaires de certaines compagnies, sur les coûts de production, les prix d'achat et de vente des produits, l'étendue des relations commerciales et financières. Aussi des pas considérables ont-ils été faits vers la compréhension de l'organisation interne de la corporation, l'organisation de la production, la comptabilité des entreprises, l'essor et la crise de l'art de la laine, la figure du marchand-entrepreneur.

Incentives, Cooperation and Risk Sharing: Economic and Psychological Perspectives on Employment Contracts.

Under the pressure of growing foreign competition, many American firms are entering into incentive contracts with their employees. As a result, the standard fixed-wage system is gradually giving way to a more diversified system of remuneration in which a significant portion of employee income is based upon some measure of the firm's performance. In this volume, a group of economists, industrial psychologists, and business and labor professionals examine the merits of alternative forms of remuneration. The contributors explore such issues as profit sharing, productivity sharing, bonus systems, and employee stock ownership.