Traditional Compensation Model Research Articles

A Critical Review of Executive Compensation Policies Grounded in ESG Principles

High executive salaries often lead executives to prioritize short-term gains over long-term ESG benefits. This review explores how reducing executive compensation, influenced by environmental regulations, impacts innovation in sustainable technologies. As shareholders demand more ESG-focused models, the traditional compensation model is shifting to link compensation with environmental and social goals. The literature focuses on greenhouse gas emissions, employee satisfaction, and regulatory compliance. This review covers global ESG-based incentives, followed by country-specific approaches in China, France, Germany, India, Italy, South Africa, Sweden, and the United States. It concludes with alternative frameworks from financial institutions. Executives are more likely to engage in environmental initiatives when personal gains are tied to these goals. Equity-based incentives are favored over salary-based bonuses. Concepts like the parity pill aim to increase investor trust and transparency. As investors become more environmentally conscious, they expect companies to align with these values. Executives are encouraged to prioritize long-term sustainability over short-term personal gains.

Challenges and Opportunities for the Academic Mission Within Expanding Health Systems: A Qualitative Study.

To explore challenges and opportunities for surgery departments' academic missions as they become increasingly affiliated with expanding health systems. Academic medicine is in the midst of unprecedented change. In addition to facing intense competition, narrower margins, and decreased federal funding, medical schools are becoming increasingly involved with large, expanding health systems. The impact of these health system affiliations on surgical departments' academic missions is unknown. Semistructured interviews with 30 surgical leaders at teaching hospitals affiliated with health systems from August - December 2019. Interviews were transcribed verbatim and coded in an iterative process using MaxQDA software. The topic of challenges and opportunities for the academic mission was an emergent theme, analyzed using thematic analysis. Academic health systems typically expanded to support their business goals, rather than their academic mission. Changes in governance sometimes disempowered departmental leadership, shifted traditional compensation models, redirected research programs, and led to cultural conflict. However, at many institutions, health system growth cross-subsidized surgical departments' research and training missions, expanded their clinical footprint, enabled them to improve standards of care, and enhanced opportunities for researchers and trainees. Although health system expansion generally intended to advance business goals, the accompanying academic and clinical opportunities were not always fully captured. Alignment between medical school and health system goals enabled some surgical department leaders to take advantage of their health systems' reach and resources to support their academic missions.

A Novel Strategy for Improving the Aeromagnetic Compensation Performance of Helicopters.

An aeromagnetic survey is an important method in magnetic anomaly detection and geophysical prospecting. The magnetic field is typically measured by optically pumped magnetometers (OPM) installed on the aircraft. The measurement accuracy of the OPM is easily affected by the platform-generated magnetic fields. Therefore, aeromagnetic compensation is necessary. The traditional compensation model only considers the permanent, induced, and eddy current interference magnetic field of the aircraft platform. However, the interference field produced by the avionics system, and the relative motion between the aircraft and the magnetometer, are still not taken into account. To address this issue, we proposed a novel strategy to eliminate the additional interference of the platform with two OPMs. Among them, the OPM located farther away from the aircraft serves as a sensing magnetometer, whereas the near OPM serves as a reference magnetometer. The coherent noise suppression method is used to process the residual magnetic field interference after compensation. By establishing the interference magnetic transfer function between the two sensors, the interference field can be suppressed. The results of the experiments demonstrate the effectiveness of the novel strategy, and the standard deviation of residual interference drops from 0.065 nT to 0.045 nT.

Is the Compensation Model for Real Estate Brokers Obsolete?

This study examines the traditional compensation model for real estate brokers under which both the listing and buyer brokers are paid by the seller based on a percentage of the property sales price. We argue that this model has not evolved to reflect contemporary legal agency relationships and technology-driven information availability. It therefore creates substantial transactional inefficiencies for buyers and sellers at both the matching and bargaining stages of a transaction. While there is evidence that market forces are pushing for a change in the status quo, there is also evidence that the brokerage industry is resisting this change by pursuing anti-competitive policies and laws. We explore the economics of the current and alternative compensation structures and suggest policy implications regarding anti-competitive behavior in the brokerage industry.

Modified compensation model of CdTe

The traditional compensation model to explain the high resistivity properties of CdTe is based on the presence of a deep acceptor level of the cadmium vacancy in the middle of the band gap. A new compensation model based on a deep intrinsic donor level is presented. The compensation model is used together with an appropriate segregation model to calculate axial distributions of resistivity which are compared with spatially resolved resistivity measurements. The Te-antisite defect is discussed as a possible origin cause of this intrinsic defect, which is also supported by theoretical calculations.

Ability and effort weights in pay level and pay increase decisions

It was hypothesized that ability, effort, and the interaction between ability and effort would influence pay level and pay increase decisions. An experiment was conducted with 66 human resource professionals to test this hypothesis. The results indicate that pay level decisions are influenced primarily by ability, and pay increase decisions are influenced primarily by the interaction between ability and effort. The results are discussed in the context of the traditional compensation model which suggests that ability should influence pay level, but not pay increase, and that effort should influence pay increase, but not pay level. It was concluded that the distinction currently being made between person and job based pay plans may not be meaningful.