Remuneration Models Research Articles

Characteristics of Economic Fairness in the Music Streaming Economy: A Comparative Analysis of Current Distribution Models

This article compares current distribution models in the music streaming economy. The models presented are the pro rata model, the user-centric model (UCM), a progressive extension of the UCM and an alternative model. It focuses on a critique of the UCM as an alternative remuneration model, arguing that the UCM has the potential for economic devaluation, which can be exposed through simple logical analysis. It also provides criteria for fair remuneration in a distribution model.

Collaborative and integrated working between general practice and community pharmacies: A realist review of what works, for whom, and in which contexts.

Collaborative and integrated (C + I) working between general practice and community pharmacies has the potential to increase accessibility to services, improve service efficiency and quality of care, and reduce health care expenditures. Many existing studies report challenges and complexities inherent in establishing effective C + I ways of working. The aim of our review is to understand how, when and why working arrangements between General Practitioners (GP) and Community Pharmacists (CP) can provide the conditions necessary for effective communication, decision-making, and C + I working. We conducted a realist review to explore the key contextual factors and mechanisms through which GP-CP C + I working may be achieved. MEDLINE, Embase, CINAHL, PsycINFO, HMIC, Web of Science, IBSS, ASSIA, Sociological Abstracts, Sociology Database and the King's Fund Library Database were searched for articles and grey literature published between January 2000 and April 2022. A total of 136 documents were included in the final synthesis. Our findings highlight the importance of mutually beneficial remuneration models to support effective integration of services; supportive organisational cultures and values; flexible and agile IT systems/technologies; adequate physical infrastructure and space design to support multidisciplinary teamworking; the importance of establishing patient's trust in collaborative processes between GP-CP; and the need to acknowledge, support and utilise effective triadic relationships. Our research generates new insights regarding how, why and in which contexts C + I working can be achieved between GPs and CPs. The findings of our review can be used to inform future policy, research and clinical practice guidelines for designing and delivering C + I care.

Building the right employee value proposition to retain millennial talents: A case study at a national bank in Indonesia

Bank ABC are dominated by the millennial generation, which makes up 65% of all employees. During the 2020-2022 period, there was an increase in the number of employees who resigned, most of whom were the millennial generation and had good performance. Meanwhile, in the next 3-5 years the millennial generation is projected to occupy strategic positions. Therefore, this study aims to develop employee value proposition (EVP) development strategy in the context of millennial talent employees’ retention. The research was conducted through a survey using Pawar and Charak's EVP Priority Model dimension guide, equipped with additional dimensions obtained from interviews with millennial employees with high potential and performance. The survey was filled by 366 millennial talent employees. The survey results were processed and analysed using the Importance Performance Analysis (IPA) method. Results related to priority EVP attributes for development (quadrant 1 IPA results) were obtained, namely: Career development, performance appraisal, workload, work-life balance, technological innovation, annual leave and performance-based remuneration. Based on the findings obtained, a model has been built which consists of three priority areas for EVP development, namely Leader's Future Development, Design of Organization, and Remuneration for Human Capital Sustainability (abbreviated to LDR – Leadership Development Remuneration Model), with four strategic program designs consisting of: (1) performance assessments that prioritize the principle of fairness,(2) acceleration of levels digital-based career and competency development, (3) workload analysis and job design that supports the future of work, and (4) development of competitive compensation with equitable principles.

Relationship Between Songwriters’ Remuneration from Digital Streaming Platforms and Live Performances

With the completion of their songs’ production, signing with a publishing house, and distribution of said song within various platforms, Malaysian songwriters should acknowledge the financial remuneration and its importance within the relationship between digital streaming platforms (DSP) and live performances. This research looks into disseminating information regarding the different remuneration models for the different DSPs, and how it relates to the gains from live performances via merchandise and tickets sold. Social media is another pertinent aspect in the complex network of the two mediums, as social media today highly influences audiences’ retention rate in keeping up to date with the songwriters’ lives and their works, thereby leading to a higher attendance rate for live events. This research also delves into local songwriters and their success within the music industry as examples, gleaning information from the wide gamut of platforms currently available. These examples stand to prove the concept of the DSP-live performance-social media chain, thus further emphasizing the importance of being present on all 3 fronts.

A new future for family medicine/general practice in Portugal

The ‘Blue Book’: a Future for Family Medicine in Portugal, edited in 1990 by the Portuguese Association of General Practice and Family Medicine, influenced the subsequent years and built the foundation for the Primary Healthcare Reform, initiated in 2005, but not fully implemented. In the current moment of low professional satisfaction, reviewing the principles that should guide family medicine in the future is important. The family doctor is the individual’s physician, who accompanies people's health throughout their life. Family doctors are specialists in primary healthcare and act according to the core values of family medicine as defined by the WONCA. Their actions form the basis of the health system and are associated with better health outcomes. Therefore, their actions must be centered on the person and the provision of differentiated care, reducing bureaucratic tasks and those with low health value. Physical spaces, equipment, and human resources should be adequately ensured, including the adjustment of the size of patients’ lists to ensure quality and dignified work by the Family Doctor, in every working setting. The Portuguese Association of General Practice and Family Medicine advocates for a performance-based remuneration model appropriate to the family doctor’s activity that compensates and prioritizes value-based healthcare, focusing their actions on the individual and reducing inefficiencies and duplications. This model is based on a new, simplified, and modern quality system grounded in the classic Structure – Process – Results framework but considering the dimensions of patient and professional satisfaction and adequately rewarding clinical work, teamwork, and citizen-centeredness. The present document is an adaptation and translation into English of the book 'A New Future for General and Family Medicine', edited by the Portuguese Association of General Practice and Family Medicine, in 2023.

An organizational model of staff remuneration in the financial management system

An organizational model of staff remuneration in the financial management system

Islamic Economic Review of The Concept of Employee Wages (Case in Jakarta)

Research indicates that the concept of remuneration in Islamic economics emphasizes alignment with its principles. Workers are expected to maintain professionalism and avoid fraud. The primary aim of this remuneration concept is to enhance workers' well-being, reflecting a focus on community welfare and humanity rather than just profit. Entrepreneurs are encouraged to treat workers like family, fulfilling all their needs, and embodying the spirit of cooperation (ta'awun), ensuring no harm comes to any party. This ethos promotes collective responsibility in meeting the basic needs of the less fortunate. In the context of Place in Jakarta City, the remuneration model aligns with Islamic economic principles. Employee pay is based on customer percentage, encouraging each worker to contribute to the business's success. Salaries are adjusted according to the employees' skills and the number of customers they serve, resulting in variable wages rather than a fixed amount. This model ensures that remuneration is fair and reflects the employees' contributions, fostering a cooperative and supportive work environment consistent with Islamic values.

A Canadian Healthcare Policy Framework for Clinical Care at the End and the Beginning of Life: Prioritization, Human Resource Management, and Remuneration Models

A Canadian Healthcare Policy Framework for Clinical Care at the End and the Beginning of Life: Prioritization, Human Resource Management, and Remuneration Models

System-Based Interventions to Address Physician Burnout: A Qualitative Study of Canadian Family Physicians' Experiences During the COVID-19 Pandemic.

Medical professionals experienced high rates of burnout and moral distress during the COVID-19 pandemic. In Canada, burnout has been linked to a growing number of family physicians (FPs) leaving the workforce, increasing the number of patients without access to a regular doctor. This study explores the different factors that impacted FPs' experience with burnout and moral distress during the pandemic, with the goal of identifying system-based interventions aimed at supporting FP well-being and improving retention. We conducted semi-structured qualitative interviews with FPs across four health regions in Canada. Participants were asked about the roles they assumed during different stages of the pandemic, and they were also encouraged to describe their well-being, including relevant supports and barriers. We used thematic analysis to examine themes relating to FP mental health and well-being. We interviewed 68 FPs across the four health regions. We identified two overarching themes related to moral distress and burnout: (1) inability to provide appropriate care, and (2) system-related stressors and buffers of burnout. FPs expressed concern about the quality of care their patients were able to receive during the pandemic, citing instances where pandemic restrictions limited their ability to access critical preventative and diagnostic services. Participants also described four factors that alleviated or exacerbated feelings of burnout, including: (1) workload, (2) payment model, (3) locum coverage, and (4) team and peer support. The COVID-19 pandemic limited FPs' ability to provide quality care to patients, and contributed to increased moral distress and burnout. These findings highlight the importance of implementing system-wide interventions to improve FP well-being during public health emergencies. These could include the expansion of interprofessional team-based models of care, alternate remuneration models for primary care (ie, non-fee-for-service), organized locum programs, and the availability of short-term insurance programs to cover fixed practice operating costs.

Innovative performance-based remuneration model for oncologists: Balancing productivity with quality of care in a Brazilian healthcare setting.

e23089 Background: Traditional fee-for-service (FFS) models in oncology often lead to biased healthcare delivery, prioritizing quantity over quality of care. Our objective was to develop and implement a comprehensive remuneration model for oncologists in Brazil that emphasizes both productivity and quality in patient care. Methods: The '4E' model forms the basis of our remuneration strategy. 'Effectiveness' measures clinical productivity through patient consultations, treatments, and participation in multidisciplinary activities. 'Structure' evaluates academic credentials and scientific contributions, 'Efficiency' examines adherence to clinical and administrative protocols, and 'Excellence' assesses quality interactions with patients and healthcare systems. These elements provide nuanced bonus adjustments to the effectiveness score, facilitating a balanced and comprehensive compensation approach. Adapted to various healthcare settings, the model accommodates different budgeting methodologies. Results: Implemented in February 2020, the model has led to significant improvements in service delivery. Between May 2020 and August 2023, consultations in private services increased by 36.8%, and patient numbers grew by 42.2%. The financial impact was notable, with more than a doubling of revenue, reflecting the model's success in enhancing both the volume and quality of healthcare provision. Conclusions: This multi-level remuneration model offers a comprehensive, ethical approach, aligning physician compensation with a broad range of professional activities and responsibilities. It demonstrates potential for enhancing healthcare delivery quality while ensuring financial sustainability. However, a limitation of our study is the lack of longitudinal quality measurement, an aspect we aim to address in future research. This suggests the model's replicability in diverse global oncology settings and underscores its relevance in the current healthcare landscape.

RURAL MIDWIFERY: OVERCOMING BARRIERS TO PRACTICE

Access to the delivery of health services, including midwifery, is a challenge for rural parturient women due, in part, to the closure of practices and centralization of health care services The Centre for Rural Health Research and the Midwives' Association of British Columbia (MABC) Rural Midwifery Committee convened a meeting in June 2008 consisting of researchers and rural midwives with the objective of clearly identifying barriers to practice. Barriers and potential solutions to the sustainability of rural midwifery arose from the discussion. The article divides the barriers into six themes: professional and social barriers, health service delivery challenges, education challenges, integration issues, inadequate models of remuneration for care in rural environments, and geographic barriers to practice. Potential solutions and recommendations are explored in order to reduce or eliminate barriers to access and move towards a sustainable future for rural midwifery.

Нові підходи до оплати праці державних службовців в Україні

Нові підходи до оплати праці державних службовців в Україні

Physical activity promotion in the community pharmacy: An opportunity for an expanded role?

BackgroundPhysical inactivity is a major risk factor for the development of chronic diseases, and it is increasingly prevalent in the Portuguese population. Pharmacists’ role in promoting physical activity (PA) is still not well established, although health promotion is foreseen by law in Portugal. Competing tasks and location where the pharmacy is embedded can hinder this promotion in their daily practice. ObjectiveThe aim of this study was to identify the main barriers and facilitators of physical activity promotion (PAP) in Portuguese community pharmacies and explore possible pathways for future implementation of physical activity promotion. MethodsIn-depth, semi-structured interviews were conducted with purposively enrolled community pharmacists. Participant recruitment was aligned with data saturation. Data analysis comprised a mixed model of a deductive theme mapping strategy using the Theoretical Domains Framework (TDF) for the behaviour of promoting physical activity and an inductive approach for any other relevant themes and which might influence PA promotion. ResultsData saturation was reached at eleven interviews. Barriers and facilitators for the behaviour of promoting PA were identified from 11 out of the 14 TDF domains. Following an inductive approach, other emerging codes were clustered in additional seven major themes. Highlighted barriers focused on domains #1 – Knowledge, #10 – Memory, Attention and Decision Processes and #13 – Environmental Context and Resources. Community mapping, establishment of remuneration models and the use of digital technologies were suggested as additional potential contributors to scale up PAP. ConclusionCommunity pharmacists are well placed inside their communities to serve as a focal point for signposting, engagement with other healthcare professionals and community resources and activities organized by the pharmacy itself. Pharmacists should be supported in being knowledgeable, aware, and available when promoting PA in their daily counseling.

South African Industry and Geographic Dynamics Perspective on the Link Between Employee Diversity Attributes and Employee Productivity

This study is part of an ongoing research project on various aspects of employee productivity in the South African workplace. The aim of the article is to measure the industry and geographic dynamics of the impact of different employee diversity attributes on productivity as no South African econometrically focused publications on this particular topic exist. I deemed it important to close this gap in the employee productivity literature. I applied an employee real remuneration model with a dissimilarity index vector and an industry dynamics vector to estimate the spillover effects of employee productivity for different employee diversity attributes. To validate the robustness of the estimates of the employee real remuneration model, estimations of the fixed-effect panel data were done for the full firm-based data sets. The estimation results indicated the same productivity pattern for the two industries in the three geographic areas. The productivity estimates suggest that the impacts of higher employee productivity spillovers (for all diversity subcategories) were more prominent for the area of the stronger gross geographic product. Limitations of this study that should be addressed are studies focused on the individual employee level and the productivity impact of the different levels of female remuneration gaps in the workplace. The estimation methodology applied in this study and the results thereof are intended to contribute to human resource policy debates on the impact of employee diversity attributes on employee productivity across industries and geographic areas in a diverse workplace.

Perspectives of community pharmacists on extended pharmacy services and value-added services in Malaysia: a cross-sectional survey.

This study aimed to investigate patterns of extended pharmacy services (EPS) provided by Malaysian community pharmacists and their willingness to provide value-added services (VAS) in addition to EPS. Additionally, this study examined the barriers to the effective implementation of these two services. A cross-sectional survey was conducted using a self-administered questionnaire among community pharmacists in Selangor and Kuala Lumpur. Convenience sampling was done, and descriptive statistics and correlation analysis were performed. Two hundred and thirty-six pharmacists participated. The most rendered EPS were nutritional supplements, hypertension management, and diabetic management, while chronic kidney disease management, smoking cessation, and mental health services were the least rendered. Pharmacists were willing to provide medication waste management and vaccination as VAS but were less inclined towards therapeutic drug monitoring and sterile compounding. Barriers included limited access to medical records of patients, lack of designated counselling areas, and concerns about remuneration. High sales pressure and busy workloads were additional barriers to providing VAS. Continuous professional development (CPD) positively influenced pharmacists' engagement in EPS and VAS. This study highlights service provision trends and areas for improvement. Addressing identified barriers, such as enhancing access to patient records and establishing designated counselling areas, can improve service delivery. Remuneration models and workload management strategies should be considered to alleviate barriers related to sales pressure and time constraints. Promoting CPD opportunities is crucial for enhancing pharmacist engagement and optimizing EPS and VAS.

Remuneration Model for Health Workers in A State University Hospital (Case Study at The University of Indonesia Hospital)

A high turn over rate is an indicator for a company to implement a strategy to retain employees. From the literature study, it was found that one of the efforts to retain employees is through compensation strategies. Compensation can be used as an attraction to attract prospective employees with high qualifications and retain high performing employees. The role of state university hospitals (RSPTN) as places for education, research and integrated health services in the fields of medical and/or dental education, continuing education and other health education in a multi-professional manner cannot be separated from the role of existing health workers. This research is to look for components that can be taken into account as remuneration components to obtain a remuneration model for health workers at RSPTN.

Impact of a quality programme on overindication of surgeries for endometriosis and cholecystectomies

Approximately 45% of patients receive medical services with minimal or no benefit (low-value care). In addition to the increasing costs to the health system, performing invasive procedures without an indication...

Promoting optimal mental health outcomes for children and youth.

While paediatric care providers are often the first point of contact for children or youth experiencing mental health challenges, they may lack the resources (e.g., access to a multidisciplinary team) or training to adequately identify or manage such problems. This joint statement describes the key roles and competencies required to assess and address child and youth mental health problems, and the factors that optimize outcomes in this age group. Evidence-informed guidance on screening for and discussing mental health concerns with young people and families is provided. Preventive and therapeutic interventions with demonstrated efficacy in community care settings are discussed. This foundational statement also focuses on the changes to medical education, health systems, and health policy that are needed to improve clinical practice and advocacy efforts in Canada, including appropriate remuneration models, stepped-care approaches, targeted government funding, and professional training and education.

On the regulation of the Conservation-Restoration profession in Germany

The VDR was founded in 2001. The main concerns of the VDR are the protection and proper preservation of art and cultural assets while respecting their material, art-historical and aesthetic signiÞcance. The restorer`s association is both a trade association and a professional association as well. It thus stands for the professional interests of its members in all disciplines throughout Germany. As a professional association, we are concerned with raising awareness of the profession of “restorer” in politics and the public, drawing a clear picture of the profession and informing the public about the need for responsible cultural property protection.
 We are committed to the recognition of the achievements of restorers with scientiÞc training – nationally and internationally through our membership in E.C.C.O.
 The VDR Presidium and the Executive Board endeavour to protect the professional title „Restaurator“ and „Restauratorin“ in Germany.
 We Þght for better pay for salaried and self-employed freelancers, who were and still are, Þxed on 50-year-old remuneration models for far too long and in some cases still are. Successes in the struggle for higher groupings in the last three years give reason to hope that steady improvements will be achieved for the employed restorers.

Incentivo de capitação ponderada (Programa Previne Brasil): impactos na evolução do cadastro populacional na APS

Abstract In Brazil, consistent advances occurred towards universal coverage after the creation of the Family Health Program (FHP), the main strategy for expanding first contact access and changing the care model in Brazil, strengthened from the creation of The Primary Care Floor (PAB), with resources exclusively for Primary Care, transferred to the municipalities on a regular and automatic basis. The registration of the population is one of the fundamentals of work in the Family Health Strategy (ESF), aiming to know the families enrolled in the teams. The institution of the Previne Brasil Program in November 2019 established a new funding model for PHC, with weighted capitation as one of its components, whose remuneration model is calculated based on the number of people registered. The aim of this study was to analyze the evolution of the population registered in PHC after the weighted capitation incentive creation, considering the registration in the municipalities and their behavior in the different rural-urban municipal typologies and the population size. The study showed that in 76.1% of the municipalities there was an increase in registrations in the analyzed period, regardless of the rural-urban typology and population size of the municipalities.