Terms Of Remuneration Research Articles

Sistem Upah Minimum Kabupaten Dalam Perspekti Islam (Studi Kasus Pada Upah Minimum Kabupaten Sidoarjo)

Islam does not allow wages under the minimum level based on the basic needs of groups of workers; nor let their wage increases that exceed a certain level determined based on his contribution to production. Employers need workers to run its business to remain in existence, while workers need the work to make ends meet. Islam tries to create a fair balance between the two, both in terms of remuneration and protection of the interests of workers and employers. There are three parameters in Islam as basis in determining the appropriate wage system of sharia, namely Justice, Feasibility and Virtue. The state has important roles in giving attention to the workers in earning sufficient wages to sustain a level of decent living and not allow wages under the minimum levels.

Female pharmacists’ career perceptions in Saudi Arabia: A survey at an academic center in Jeddah

ObjectivesThis study aimed to describe existing patterns of female pharmacy students’ perceptions and their expectations regarding employment, job sectors, salaries, difficulties, and burdens, and to understand students’ long-term prospects for employment in the pharmaceutical sector. The second objective was to assess students’ perceptions of their careers in the short- and long-term. MethodsThis prospective survey was conducted on female pharmacy students at King Abdulaziz University, Jeddah from January 12, 2013 through January 21, 2013. The survey instrument was distributed online using Survey Monkey and was designed to assess students’ opinions regarding employment in pharmacy. ResultsA total of 108 students responded to the surveyed. Approximately half reported that they would prefer to work in the government sector (50.9%), followed by the academic field (19.4%). Community pharmacies were underrepresented in the responses. Students’ working durations, their preferred working shifts, and their 10-year prospects differed significantly from what was expected (p < 0.001). Similarly, students’ preferences to work specific shifts (p < 0.001) and their long-term prospects (p < 0.001) were significantly different from what was expected. Participants perceived community and private pharmacies as the least rewarding in terms of remuneration. Approximately 61.1% of the participants perceived salaries at private hospitals to range between $1865 and $2397/month (p < 0.001). ConclusionFemale graduates anticipate challenges in the pharmacy workforce, especially in the pharmaceutical sector. Lack of training, job stability, as well as religious and cultural constraints appeared to influence female graduate's decision to join a particular sector in the pharmacy field.

IMPORTANT ROLE OF GAS STATIONS OPERATOR AND THE REASON FOR OWNERS SHOULD TREAT THEM FAIRLY

The operator of gas stations have an important role in providing services to consumers. Gas station owners have to look at the position as a provider of human resources that need to be considered. However, many gas station operators who feel injustice in terms of remuneration, distribution of working hours, job guarantees, and the treatment gas station owner. This study aimed to determine the effect of distributive injustice and interactional justice on job satisfaction and employee engagement. The object of this study was Pertamina gas station employee who served as an operator in Jakarta. Data were taken from 200 respondents who are gas stations operator of the five areas in Jakarta. The data in this study used the statistical method of SEM with LISREL statistical program. The results showed that perceptions of interactional justice have an influence on a job satisfaction gas stations operator, job satisfaction affects the employee engagement, and there is no relationship between distributive justices on job satisfaction.

International primary care snapshots: Nigeria and Poland.

Doctors have been working as generalists in primary care in Africa and Nigeria, and in rural hospitals without any further training, since the start of the 19th century.1 In Nigeria, postgraduate training in family medicine (previously known as general medical practice) began in 1981,1 although the Medical and Dental Council of Nigeria recognised it as a specialty when it established postgraduate medical training in the 1970s.2 Its popularity among young medical graduates has steadily risen since then to its present status where it is now the preferred specialty of choice in postgraduate residency training in Nigeria. Its graduates, Fellows of the Specialty in Nigeria, now number 313, and hold the same status as other specialists in terms of remuneration, career path, and privileges.3 Many Nigerians also hold the West African version of the degree from the West African College of Physicians.4 These fellows are distributed in all generalist settings, serving as consultant family physicians in general hospitals, university teaching hospitals, federal medical centres (tertiary hospitals), voluntary agency (mission) hospitals, and general practices. Due to their broad training, they also fill in for surgeons, obstetricians, internal medicine specialists, and paediatricians when there are shortages in general hospitals and federal medical centres, as well as fulfilling their generalist roles.4 GPs, under the aegis of the Association of General and Private Medical Practitioners of Nigeria, are being encouraged to take the Diploma in Family Medicine course, run by the Faculty of Family Medicine (FFM) of the National Postgraduate Medical College (NPMC), so as to mainstream them into the family medicine movement.4 Although Nigeria has a strong culture of medical research in family …

Does Education Raise Productivity and Wages Equally? The Moderating Roles of Age, Gender and Industry

The labour market situation of low-educated people is particularly critical in most advanced economies, especially among youngsters and women. Policies aiming to increase their employability either try to foster their productivity and/or to decrease their wage cost. Yet, the evidence on the misalignment between education-induced productivity gains and corresponding wage cost differentials is surprisingly thin, inconclusive and subject to various econometric biases. We estimate the impact of education on productivity, wage costs and productivity-wage gaps (i.e. profits) using rich Belgian linked employer-employee panel data. Findings, based on the generalised method of moments (GMM) and Levinsohn and Petrin (2003) estimators, show a significant upward-sloping profile between education and wage costs, on the one hand, and education and productivity, on the other. They also systematically highlight that educational credentials have a stronger impact on productivity than on wage costs. This ‘wage compression effect’, robust across industries, is found to disappear among older cohorts of workers and to be more pronounced among women than men. Overall, findings suggest that particular attention should be devoted to the productivity to wage cost ratio of low-educated workers, especially when they are young and female, but also to policies favouring gender equality in terms of remuneration and career advancement.

Employee job satisfaction: A Study of Centaur Lake View Hotel

Nowadays, the number of hotels in India is increasing year by year due to the effect of tourism in the country. However, the employees’ turnover rate in hotel industry is increasing year by year also. There is not an easy way to maintain the employee loyalty in an organization to retain the employees. There are several variables that influence the employee loyalty in the hotel industry such as career development, compensation and rewards, job security and workplace environment. The researcher carried out the study owing to human resource management problems facing the hospitality organizations, specifically as they concern work force stability. The researcher was concerned at the rate at which workers in this sector switched over to other similar organizations on a regular basis. The main objective of this study was to determine the level of job satisfaction and its relationship on workers’ productivity in the hospitality sector. The study was carried out in the Centaur Lake View Hotel, Srinagar. This result indicated that workers’ job satisfaction plays a very crucial role in the workers’ productivity in the hospitality sector. The researcher conducted an exploratory research, where in the data was collected using self structured questionnaire and also some open ended questions through interview method and the data thus obtained was analyzed using basic descriptive statistics. The respondents were the employees of the Centaur Lake View Hotel. Based on the findings the researcher recommends that management of the hotel should endeavor to have a specific well defined man power plan or strategies, in terms of remuneration, fringe benefits, reward/Recognition schemes for staff members, training and development programs. This is to assist them in reducing dissatisfaction and increase the level of job satisfaction among Staff members, reduce employee turnover and also maximize profit. This study also describes the important role of employees for the company productivity and operation. Furthermore, several recommendations are proposed in the last part of this research for cultivating the employee loyalty towards the hotel industry which can help organizations in maximizing profits and improve the operation.

Evaluation of the time required for overhead tasks performed by physicians, medical physicists, and technicians in radiation oncology institutions: the DEGRO-QUIRO study.

Developments in radiation oncology in recent years have highlighted the increasing deployment of personnel resources for tasks not directly related to patients. These tasks include patient-related activities such as treatment planning, reviewing files, and administrative duties (e.g., invoicing for services, documentation). The aim of the present study, part of the QUIRO project of the German Society of Radiation Oncology (DEGRO), was to describe, on the basis of valid data, the deployment of personnel resources in radiation oncology centers for "overhead" tasks. Questionnaires were used to analyze the percentages of time needed for various tasks. The target group comprised physicians, medical physics experts (MPE), and medical technical radiology assistants (MTRA). A total of 760 personnel from 65 radio-oncology centers in the German inpatient and outpatient sector participated (32 % physicians, 23 % MPE, and 45 % MTRA). High percentages of overhead tasks during working time were measured for each of the three personnel groups considered (physicians, MPE, and MTRA). Patient-related efficiency, i.e., the percentage of working time associated directly or indirectly with the patient, was highest among MTRA and lowest among MPE. Particular features could be seen in the activity profiles of personnel in university clinics. Duties in the areas of research and teaching resulted in a greater percentage of overhead tasks for physicians and MPE. Irrespective of function (physician, MPE, or MTRA), a managerial role resulted in lower patient-related efficiency, as well as a narrower time budget for direct patient care compared with non-managerial employees. Using the data gathered, it was possible to systematically investigate the time required for overhead tasks in radio-oncological centers. Overall, relatively high time requirements for a variety of overhead tasks were measured. These time requirements, generated for example by administrative duties or research and teaching, are currently not taken into adequate consideration in terms of remuneration or personnel capacity planning.

‘Off-key’ note speakers

To the Editor: Isn't it disconcerting what some international keynote speakers demand in terms of remuneration, first-class travel and luxury accommodation, whether visiting rich or developing countries? I have just discovered why this may be not just deserved but necessary, as it results in local organisers anxiously awaiting the arrival of keynote speakers at the airport.

Competition Among Health Plans: A Two‐Sided Market Approach

We set up a two‐sided market framework to model competition between a Prefered Provider Organization (PPO) and a Health Maintenance Organization (HMO). Both health plans compete to attract policyholders on one side and providers on the other. The PPO, which is characterized by a higher diversity of providers, attracts riskier policyholders. Our two‐sided framework allows us to examine the consequences of this risk segmentation on the providers' side, especially in terms of remuneration. The outcome of the competition depends mainly on two effects: a demand effect, influenced by the value put by policyholders on the providers access and an adverse selection effect, captured by the characteristics of the health risk distribution. If the adverse selection effect is too strong, the HMO receives a higher profit in equilibrium. On the contrary, if the demand effect dominates, the PPO profit is higher in spite of the unfavorable risk segmentation. We believe that by highlighting the two‐sided market structure of the health plans' competition, our model provides a new insight to understand the increase in the PPOs' market share as observed in the USA during the last decade.

Estimating as a profession in UK construction

PurposeBoth quantity surveyors (QSs) and estimators have pivotal roles in the profitability of construction contracts; however, only the QS is classified as a professional. Preliminary examination of the responsibilities of the estimator and the level of qualification required in comparison with the QS suggests that the current failure to recognise estimating as a profession may be an anomaly. The purpose of this inquiry is to consider the role of the estimator relative to the accepted criteria attaching to professional status.Design/methodology/approachTo achieve this, available definitions of a profession were distilled into core criteria which were then used to compare QSs and estimators in terms of remuneration, education and professional representation.FindingsA statistical analysis on each of these criteria suggested that there was no significant difference in terms of salary offered or education required by employers. Further investigation, however, did reveal a considerable difference in educational and professional opportunities available to QSs. With regard to the key defining criteria of a profession and the consideration given by employers, the results indicate that there is no difference between the two groups.Originality/valueGiven the information revealed by this research it may therefore be the case that the current standing of estimators should be reconsidered with the purpose of upgrading estimating to a professional status.

Provincial Governors and the Absolute State: Piedmont 1713-48

Most studies of absolutism, particularly in Piedmont (and more broadly the Savoyard state of which it was part) focus on the emergence of intendants as an agent of the centralizing state. However, this completely ignores the role of the provincial governors. This article therefore looks in closer detail than has been done hitherto, at the role, recruitment, remuneration and social background of the provincial governors of Piedmont as an important but still rather obscure period of Savoyard state formation. Provincial governors were essentially soldiers in a highly militarized state, which was one reason for their prominent role, and they fulfilled many of the absolutist or centralizing functions (monitoring, punishing) usually attributed to other agents of the state. Among their responsibilities was watching over the local nobility. The modus operandi of governors reflected a growing formalization of practice within the Savoyard state. At the same time, however, governors sometimes clashed with the other agents of that state. In terms of remuneration, governors scored much higher than did intendants. Governors were also of more exalted social origin. More work needs to be done on the provincial governors of the early modern Savoyard state but clearly they cannot be ignored as an instrument of that state, or as an indicator that the older elite successfully inserted itself into that structure to its own advantage.

Role redesign: new ways of working in the NHS

PurposeTo examine the introduction of role‐redesign in the NHS and highlight implications for employment relations.Design/methodology/approachA 12‐month independent evaluation (2003‐2004) of a role redesign initiative in the NHS is reported. The study followed a developmental, case‐study design and included secondary data analysis, semi‐structured interviews and observations at five case‐study sites.FindingsThe role redesign process involved four types of change to job content: skill‐mix changes; job widening; job deepening; and development of new roles. Each of these changes had implications for employment relations in terms of remuneration, management and accountability, and education and training.Research limitations/implicationsThe research involves one initiative in the NHS and was evaluating a developing programme. Whilst implications are suggested for efforts at role redesign generally the research specifically relates to NHS organisations.Practical implicationsThree aspects of employment relations are identified as important when attempting role redesign: remuneration, management and accountability, and education and training.Originality/valueThis paper offers the first account of this national NHS role redesign initiative.

Renegotiating Arbitrators’ Terms of Remuneration Sea Containers Ltd. v. ICT Pty. Ltd

Renegotiating Arbitrators’ Terms of Remuneration <i>Sea Containers Ltd. v. ICT Pty. Ltd</i>

Emprego Feminino: O que Há de Novo e o que se Repete

Based on Brazilian census data for 1985-95 (PNAD), the article offers evidence concerning recent changes in female employment. In doing so, it calls into question the current notion that when women become more economically active, male joblessness rates rise over the long run. If it is true that jobs are scarce at this moment of productive restructuring and that the market now favors women over men, it is also true that this has transpired without substantially shifting job standards that display sharp gender segregation. Nevertheless, there are promising signs that labor market inequalities between men and women are decreasing in terms of remuneration, particularly beyond the bounds of the wage relation. These changes, however, would appear to benefit a relatively limited group of women, that is, those with college degrees. These women are the only ones who wield any effective bargaining power on the labor market, although relative. Inequalities between women are thus increasing while differences between the genders have not yet been overcome

Terms of Remuneration

Terms of Remuneration