Salary Increases Research Articles

Incentivising doctor attendance in rural Bangladesh: a latent class analysis of a discrete choice experiment

ObjectiveDoctor absenteeism is widespread in Bangladesh, and the perspectives of the actors involved are insufficiently understood. This paper sought to elicit preferences of doctors over aspects of jobs in rural...

THE INFLUENCE OF LEADERSHIP STYLE, MOTIVATION AND DISCIPLINE ON EMPLOYEE PERFORMANCE

The purpose of this study is to Test and analyze the influence of Leadership Style, Motivation and Discipline on Employee Performance at PT Sumo Internusa Indonesia. Leadership style still can encourage or motivate the employees to work more actively, effectively, efficiently and optimally. Lack of motivation of employees in the company are visible from at least giving a salary increase, a promotion, giving an increase in incentives as well as the rise of the craft of money. Employees have less work discipline of the presence of kertelambatan employees.The performance of the employees look of not achieving the target company. Methods peneltiian conducted is quantitative. The number of population and sample in this study a total of 62 employees. The simultaneous and partial leadership style, motivation and the discipline has positive and significant effect on employee performance at PT Sumo In

A hard day’s night: building sustainable careers for musicians

ABSTRACT Traditional career theories are largely situated in organisations, where career trajectory is mostly an upward movement, usually associated with greater managerial responsibility and corresponding salary and benefits increase. With increasing growth in the creative economy and creative class, this article examines the complexity of creative work patterns and the associated skills required for sustainable musical careers. A longitudinal qualitative case-study approach documents the careers of eight professional musicians. Interviewees narrated their last decade through semi-structured interviews, which were analysed using thematic analysis. Findings suggest that musical careers are multifaceted and tend to have a lifespan effect. To remain sustainable, a baseline of well- maintained technical skills and musical expertise was a given, but a myriad of soft organisational skills was key.

Teacher attrition: Human capital and terms of employment – Do they matter?

Addressing Sorensen and Tuma's resource–reward theory, we explored teacher attrition from an economic perspective. The study aimed to explore the extent to which teachers' resources and terms of employment correlate with attrition behavior. In a sample of 10,340 Israeli K-12 teachers it was found that many beginning teachers who left the profession were relatively highly educated. Although the literature stresses teachers’ intrinsic motivation for choosing their career, the findings, in line with earlier empirical studies, suggest that job rewards do play an important role in teachers' career decisions. Moreover, the current findings suggest that at lower salary levels, the rewards-attrition association differs by teacher higher-education level. That is, the attrition rates of highly-educated teachers drop more sharply as salary increases, as expected by the theory. Some explanations and policy recommendations are made.

RANCANG BANGUN SISTEM INFORMASI PAYROLL DAN LAPORAN PPH 21 BERBASIS DESKTOP PADA PT CATERPILLAR INDONESIA BATAM

The development of information technology has created convenience and accuracy in decision making within government agencies and companies. The problem that often arises in a company is about the payroll system, this is a lot we see in electronic and print media there are employees who do demos to demand an increase in salary and no transparency in payroll. The use of computers in any company is very common and ordinary, because there are already many and even all companies use computers as a medium for storing data and controlling data. But the data storage system is still manual for example with Ms. Excell is still lacking in data storage systems. Where so far the recording of the salary of employees is still using the manual system. Given the payroll in a company is an important thing and requires proper handling so that there are no errors in the calculation of employee work hours or extra hours / overtime hours, so we need a system that can overcome these problems. Using VB.Net 2008 Programming can help in making reports that are fast, accurate, timely and also eliminate the constraints that exist in making salary data reports.

Research shows scale of financial compensation, company culture and senior management performance have big influence on decisions to leave companies

PurposeThe purpose of this study is to develop tree-based binary classification models to predict the likelihood of employee attrition based on firm cultural and management attributes.Design/methodology/approachAfter preliminary analysis, the authors tested three hypotheses. One was: “Conditioned on an increase in salary, the magnitude of increase enhances the likelihood that an employee will leave their current firm despite differences between the old and new firm culture.” Two was: “Employees whose original firm has an overall rating greater than the 75th percentile that was also founded before 1900 are more likely to stay…” Finally, three was that: “Employees that maintain a low overall original firm rating are more likely to leave their firm upon a job transition, whereas those with higher overall ratings have a greater chance of remaining.”FindingsAfter analyzing thousands of online resumes submitted to Glassdoor’s portal, the authors found that the scale of financial compensation, the company culture and senior management performance all played a major role in influencing decisions to move on.Originality/valueThey offered three concrete recommendations based on the study. First, they said it was vital for companies to maintain strong Glassdoor.com ratings. The results revealed that firms in the top 10% of ratings were over 30% more likely to retain employees during a job transition than companies in the lowest 10%. Second, providing competitive salaries was necessary. Finally, the data showed a large discrepancy between senior management and CEO Glassdoor ratings. The researchers advised HR departments to closely monitor the impact of senior management behaviour.

The 2020 reform of the employment status of Hungarian health workers: Will it eliminate informal payments and separate the public and private sectors from each other?

Hungary, like many countries, features a complex mix of the public and private sector in the financing and provision of health care services. At the same time, the health system also faces challenges related to shortages of health professionals, low public financing, and informal payments. With the added pressure from the COVID-19 pandemic, Hungarian policymakers acted rapidly to pass a sweeping regulation aimed at these issues. Over two days, the Hungarian parliament introduced and unanimously approved a new regulation, Act C of 2020 on the Employment Status of Health Workers, that replaces the existing public employment relationship between health professionals, public providers and their controlling authorities. The Act, passed on 6 October 2020, brings the employment of health workers under strict central control by introducing a new employment status similar to that of the armed forces. The Act also provides doctors with an unprecedented 120% salary increase and criminalizes informal payments. The reception has been overwhelmingly negative, with thousands of health professionals indicating that they would not sign the new contracts, and the policy also contains serious technical and feasibility concerns. Although the first statistics show that only about 3-5% of the active workforce did not sign the contract by 1 March 2021, the implementation of the reform still faces serious challenges.

A Commitment to Public Office Ethics Reduces the Administrative Corruption Manifestation in Sudan

This paper dealt with the issue of a commitment to the public office ethics reduces the administrative corruption manifestations in Sudan. The purpose of this paper is to find out what are the administrative corruption manifestations and how the commitment to the public office ethics contributes in the decreasing of administrative corruption forms. This paper depends on the literature review and uses descriptive approach in order to describe the forms of corruption which are related to the administration. Qualitative method has been followed in this work because, according to the view of the researcher, it is acceptable for this kind of study. The findings show that, embezzlement, extortion, exploitation of public position, forgery, deception, mediation, nepotism, favouritism and gifts to the public office are all shapes of administrative corruption that are pervasive in Sudan, Also, it indicates that, high levels of corporate transparency (auditing and reporting) and high Internet access can be beneficial in Sudan, that by combating corruption in the public sector and adopting effective policies to encourage the development of the private sector. Likewise, increase of salaries and wages for public sector workers can contribute in corruption reduction. The study recommends strongly to implement the principles of ethics of public offices, and law should be set in order to organize the bad morals of individuals in government agencies in Sudan.

Employment preferences of healthcare workers in South Africa: Findings from a discrete choice experiment.

There is a maldistribution of human resources for health globally, with many Lower- and Middle-Income Countries experiencing significant shortages. We examined healthcare workers’ job preferences in South Africa to identify factors which potentially influence employment decisions. A discrete choice experiment was conducted among 855 South African healthcare workers critical to its national HIV testing and treatment programs. Job characteristics included workload, workplace culture, availability of equipment, training opportunities, sector and facility type, location, salary and benefits. Main effects analysis was conducted using fixed effects logistic regression. Interaction effects identified divergence in preferences. Heavy workload (OR = 0.78; 95% C.I. 0.74–0.83), poor workplace culture (odds ratio 0.66; 95% C.I. 0.62–0.69), insufficient availability of equipment (OR = 0.67; 95% C.I. 0.63–0.70) and infrequent training opportunities (OR = 0.75; 95% C.I. 0.71–0.80) had large, significant effects on worker preferences. An increase in salary of 20% (OR = 1.29; 95% C.I. 1.16–1.44) had a positive effect on preferences, while a salary decrease of 20% (OR = 0.55; 95% C.I. 0.49–0.60) had a strong negative effect. Benefits packages had large positive effects on preferences: respondents were twice as likely to choose a job that included medical aid, pension and housing contributions worth 40% of salary (OR = 2.06; 95% C.I. 1.87–2.26), holding all else constant. Although salary was important across all cadres, benefits packages had larger effects on job preferences than equivalent salary increases. Improving working conditions is critical to attracting and retaining appropriate health cadres responsible for the country’s HIV services, especially in the public sector and underserved, often rural, communities. Crucially, our evidence suggests that factors amenable to improvement such as workplace conditions and remuneration packages have a greater influence on healthcare workers employment decisions than employment sector or location.

Decreasing physician Medicare reimbursement for dermatology services

Decreasing physician Medicare reimbursement for dermatology services

Students’ evaluation of teaching in the project-based learning programme: An instrument and a development process

Students' evaluation of teaching (SET) is widely adopted in most universities. Besides allowing teachers to improve their teaching, SET offers an important input for university administrators' consideration in faculty promotion, contract renewal, salary increase and teaching award. While the practice of using SET instrument is well established, it remains ambiguous in the SET literature whether a dedicated SET instrument is used for alternative teaching pedagogy. Our paper argues that SET instrument may need to be re-designed to reflect the idiosyncrasy of another teaching pedagogy. Accordingly, this paper presents the development process of a SET instrument used to measure an alternative teaching pedagogy in project-based learning. By drawing upon a case study of a university in Singapore, we demonstrate the development of a SET instrument and highlight the considerations surfaced during the development process. Our findings showed that active involvement of students and faculty in the development process proved to be important for the successful development and implementation of SET instrument. The paper concludes with implications for research and education, and limitation of this study.

Decision Support System Determining Salary Increase Using the Sugeno Method at Pt. Sumatra Tobacco Trading Company

PT. STTC is a company engaged in the manufacture of cigarettes. In an effort of improving the performance of employees at PT. STTC giving salary increases to employees who have good performance. In granting salary increases are sometimes not in accordance with the results of its performance. Granting salary increases are often on average, or sometimes the granting of salary increases only with estimate only, without application of the calculation. For that is the need for decision support system of determining salary increases. For that is the need for decision support system of determining salary increases. one of the methods in use are using the method of fuzzy logic sugeno. The method selected for being able to complete the assessment of the performance of employees on the basis of criteria that are already in the set.

Willingness to treat COVID-19 disease: What do medical & nursing students perceive?

BackgroundThe COVID-19 pandemic has resulted in many changes in the delivery of health service which not only affect the public as well as healthcare workers, and also among medical and nursing students who are currently undergoing their training. This study aims to determine the commitment and willingness of medical and nursing students in Sarawak in treating patients with COVID-19 and its associated factors.MethodsIt was a cross-sectional study using online questionnaire, carried out in a public university in Sarawak, Malaysia. All medical and nursing students were invited to participate in this study. Data was entered and analysed using IBM SPSS version 22.ResultA total of 304 respondents participated in the study, with 81.6% female and 69.4% medical students. Majority of the respondents were most willing to take a medical history, do a physical examination, throat swabbing, draw blood and perform IV drip insertion. There was a high commitment among respondents to treat COVID-19 patients regardless of personal risks. Majority of the respondents also agreed that medical staff who are involved in treating COVID-19 patients should be receiving a salary increase and compensation should be given to affected healthcare families, and all non-medical staff should be involved in treating COVID-19 patients. About 71% agreed about a law mandating medical staffs to treat patient.ConclusionThe willingness and commitment of medical and nursing students to treat COVID-19 patients was high, indicating their potential work force as healthcare providers.

Job preferences of medical and nursing students seeking employment in rural China: a discrete choice experiment

BackgroundChina has a shortage of health workers in rural areas, but little research exists on policies that attract qualified medical and nursing students to rural locations. We conducted a discrete choice experiment to determine how specific incentives would be valued by final–year students in a medical university in Guizhou Province, China.MethodsAttributes of potential jobs were developed through the literature review, semi–structured interviews, and a pilot survey. Forty choice sets were developed using a fractional factorial design. A mixed logit model was used to estimate the relative strength of the attributes. Willingness to pay and uptake rates for a defined job were also calculated based on the mixed logit estimates.ResultsThe final sample comprised 787 medical and nursing students. The statistically significant results indicated “Bianzhi” (the number of personnel allocated to each employer by the government) and physical conflicts between doctors and patients were two of the most important non-monetary job characteristics that incentivized both medical and nursing students. Policy simulation suggested that respondents were most sensitive to a salary increase, and the effect of incentive packages was stronger for students with a rural family background.ConclusionsStrategies for patient–doctor relationships, Bianzhi and salary should be considered to attract final–year medical and nursing students to work in rural China. In addition, specific recruitment policy designs tailored for students with different majors and backgrounds should be taken into account.

Making the grade

Despite challenging times for industry The Engineer’s 2021 salary reveals a moderate increase in salaries across all sectors and disciplines

Design Business and Website on the Establishment of Tour Guide and Tour & Travel Platform

<p class="02abstracttext">Indonesia is a country with 16,056 islands, well known for its natural wonders and cultural heritages. Indonesia’s Travel and Tourism Competitive Index is 4.3. There is a good opportunity in establishing a business involving tour guide and tour package providers. In this paper, feasibility analysis is done based on market, technical, and financial aspect. The market aspect result shows total demand projection, which is 9,881 and 269 for tour guide booking transaction and tour package provider membership respectively during the first year of establishment. The technical aspect result shows the business process design, website design, and the operational need of the business. The total time needed for overall business process is 689.83 hours in the first year. And to operate the business the numbers of employees needed are one each for managing director, marketing, website admin, tour package provider manager, and tour guide manager. Two employees are also needed for each financial department and call centre position. The financial aspect result shows that the NPV of this business is IDR 162,798,046. The payback period is 4.339 years, and the IRR is 24.47%. The salary increase, demand decrease, and price decrease sensitivity are 6.96%, 2.86%, and 0.94% respectively.</p>

УДОСКОНАЛЕННЯ БУХГАЛТЕРСЬКОГО ОБЛІКУ ОСНОВНИХ ЗАСОБІВ ПІДПРИЄМСТВ

Анотація. Джерелом ресурсів для капітальних інвестицій в основні засоби підприємств можуть бути кошти, які сплачено у формі податку на прибуток. Податкове навантаження на українські підприємства в сучасних умовах значне. Одним із шляхів його зменшення є вдосконалення бухгалтерського обліку основних засобів. Згідно з нормативними документами капітальні інвестиції в необоротні активи не включаються до витрат звітного періоду, у процесі експлуатації їхню балансову вартість відносять на собівартість продукції, товарів, робіт, послуг шляхом нарахування амортизації протягом строку корисного використання, який визначається при зарахуванні основних засобів на баланс, але не менше від допустимого, визначеного Податковим кодексом України. Такі обмеження введено з тією метою, щоб підприємства не встановлювали короткі строки експлуатації, що збільшить розмір собівартості, зменшить фінансовий результат і податок на прибуток, який потрібно сплатити до бюджету. У результаті встановлення тривалих строків корисного використання формується менший розмір виробничих витрат і збільшуються прибуток і величина податку на прибуток. Але значне податкове зобов’язання підприємства відволікає ресурси, які могли б бути направлені на диверсифікацію, розроблення сучасних технологій, оновлення основних засобів, підвищення зарплат, інші цілі. Вивчено вартість основних засобів, ступінь їхнього зносу, обсяги капітальних інвестицій за напрямами вкладення, джерелами коштів, регіонами України і видами діяльності, рентабельність підприємств. На практичних прикладах розглянуто економічний ефект від удосконалення методів включення вартості капітальних інвестицій у собівартість, строків експлуатації основних засобів і виявлено величину впливу цих факторів на фінансовий результат діяльності та податкові зобов’язання. Додаткові кошти у формі інвестицій в основні засоби сприятимуть диверсифікації виробництв, що зумовить більші їхні обсяги і, відповідно, більші доходи й податки підприємств, надходження бюджету за податковими платежами. Визначено доцільність здійснення дооцінки основних засобів для збільшення вартості активів. Доведено необхідність у вдосконаленні законодавчого регулювання у сфері обліку основних засобів для створення умов економічного росту підприємств, організацій і в цілому держави. Ключові слова: основні засоби, капітальні інвестиції, амортизація, собівартість, фінансові результати діяльності, податок на прибуток, розвиток. Формул: 1; рис.: 0; табл.: 3; бібл.: 18.

U.S. fundraisers see slight salary increase for 2019

U.S.‐based fundraisers saw average salary increases of just 1.5% in 2019 according to the latest data from the Association of Fundraising Professionals. The 2020 Compensation and Benefits Report is based on survey responses from almost 4,000 AFP members across the United States and logs data on salary, benefits, demographics, and more.

Analysis of Factors Influencing the Motivation of Production Workers: Experiences of Polish Family Businesses

Purpose: The article's main aim is to evaluate and analyze effective factors that motivate employees of family businesses in the industrial processing sector to work. Design/Approach/Methodology: The research results presented in the study were carried out in Poland. The research tool was a self-questionnaire containing socio-demographic questions and statements regarding opinions about the workplace and factors motivating to work. The survey research was preceded by a series of in-depth, unstructured expert interviews. The questionnaire was developed using the Delphi method. Findings: Employees of family production companies are to the greatest extent motivated by non-material motivation factors, the certainty of receiving remuneration on time, no mobbing and no discrimination, and job security. Among the material factors, the respondents are most motivated by non-monetary factors, participation in training and holiday vouchers, and monetary factors: salary increase and receiving cash prizes. The results of this survey provide important information for owners and managers of family businesses and researchers interested in the topic of employee motivation. They refute the previous (and usually stereotypical) approaches to motivating, according to which Polish companies' employees positively assess only material motivation factors. Practical Implications: The results can be used to build effective incentive systems in manufacturing family businesses. The achieved results may turn out to be particularly important for companies in crises (such as, for example, the global COVID-19 epidemic), during which the business continuity is disturbed and limited financial liquidity results in the inability to use material motivating factors. Originality/Value: The research provides practical answers to encourage further research and summary research globally about the family business.

Perhitungan Pensiun Normal pada Dana Pensiun Menggunakan Projected Unit Credit

The development of the business world increases the field and competition of job seekers. Efforts made by employers for the sake of retaining their employees one of them follows pension fund insurance which aims to establish a number of funds so that they can be used after entering retirement age. The method used in this study is the Projected Unit Credit method. Based on the results of this study it was found that the salary and salary increase level of participants in the pension fund while working were very influential in the calculation of pension funds, namely the greater salary and rate of salary increase, the greater the contribution fees that must be paid by participants to the company and also the greater the value of the obligations will be paid by the company to pension fund participants. Keywords: Projected Unit Credit Method, Normal Pension Fund, Salary