Assessment of the Practice and Problems of compensation‚ Employee Motivation and Morale: in the Ethiopian Management Institute (EMI)—Addis Ababa‚ Ethiopia. Abstract The availability of sufficient and equitable compensation practice‚ in any organization‚ is the major source of employee motivation. As it is evident that organizational members have different personalities and behaviors‚ individuals get motivated by different motivating factors. And it is also often surprising that at how well some
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of individuals who do the same job in the same organization and judge if it is fair. Example: A retail store has 2 Assistant Store Managers (2 people doing the same job in the same organization) FACTORS AFFECTING WAGE & SALARY LEVELS * Remuneration in comparable industries * Firm’s ability to pay * Cost of living * Productivity * Union pressure & strategies * Government legislations WAGE FIXATION INSTITUTION IN INDIA Wages are fixed by the following institutions
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Theories of Corporate Governance Agency Theory • • • Separation of ownership from control Dispersed ownership structure – no single shareholder has the power to control management Economic theory suggest that managers will act in their own self interest instead of maximizing shareholders’ return Stewardship Theory Managers are good stewards of corporations and diligently work to attain high levels of corporate profit and shareholders’ returns • Different
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the organization. What is compensation management? Effective and efficient process of managing the earnings – financial and non financial rewards of the employees in an organization based on their performance towards organizational goal is called compensation management. International Compensation is an internal rate of return (monetary or non monetary rewards / package) including base salary‚ benefits‚ perquisites and long term & short term incentives that valued by employee’s in accordance with
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for the work they perform. Compensation includes direct forms such as base‚ merit‚ and incentive pay and indirect forms such as vacation pay‚ deferred payment‚ and health insurance. Compensation does not refer‚ however‚ to other kinds of eployee rewards such as recognition ceremonies and achievement parties. The ultimate objectives of compensation administration are: efficient maintenance of a productive workforce‚ equitable pay‚ and compliance with federal‚ state‚ and local regulations based on
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Meanwhile‚ the said program for employees should provide changes based on performance‚ promotion or changing conditions and provision of regular remuneration and performance reviews is considered essential. Similarly‚ incentives remuneration such as giving bonuses as discretionary rewards for achieving targets can also heighten the determination of employees to work. Gerhart and Rynes (2003) support the idea that individual incentives can generate substantial increases
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Human Resource Services PwC Saratoga Managing people in a changing world Key trends in human capital a global perspective – 2010 We have approached this fourth biennial series of reports with the same rigour as in previous studies – interrogating our PwC Saratoga database and macroeconomic indicators for people-related trends that might just provide our clients with the kind of insight they need to re-engineer their people strategy and‚ ultimately‚ stay ahead of the competition.
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PROJECT ON INDEX 1. INTRODUCTION ………………………………………..…Page 3 2. KFC CULTURE…………………………………………..…Page 4 3. MOTIVATION…………………………….………………...Page 7 4. TOP MANAGEMENT…………………….…………….….Page 7 5. SOCIAL RESPONSIBILITY……….………………….…..Page 9 6. LEADERSHIP……………………………………………… Page 10 7. RECRUITMENT & SELECTION PROCESS………….... Page 12 8. TRAINING & DEVELOPMENT PROCESS…………...... Page 14 9. PERFORMANCE OF APRAISAL PROCESS…………… Page 17
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TABLE OF CONTENT NO. CONTENT PAGE 1 ABSTRACT 2 INTRODUCTION 3 LITERATURE REVIEW 4 METHODOLOGY 5 ISLAMIC PERSPECTIVE OF TRANSPARENCY 6 CATEGORY: 1) OVERVIEW 2) GOVERNANCE 3) FINANCIAL 4) PERFORMANCE 5) OTHERS 7 CONCLUSION ISLAMIC PERSPECTIVE OF TRANSPARENCY Accountability‚ transparency and good governance are mutually reinforcing concepts that assume
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this issue. 2. Referring to the standard answer the following question: a) Does a share based payment arrangements always relate to employees? No. It is very common that entities usually use share options for the purpose of employee remuneration. However the scope of the standard is much broader than this. Under AASB 2‚ the definition of share-based payment transaction indicates that a share-based payment arrangement only requires the exchange of goods or services or incurs an obligation
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