Relevant bibliographies by topics / Compensation management

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Compensation management'

Author: Grafiati
Published: 4 June 2021
Last updated: 29 July 2024

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Journal articles on the topic "Compensation management"

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Odunayo, H. A. "Compensation Management and Employee Commitment in Selected Banks in Lagos State." European Journal of Business and Innovation Research 10, no. 7 (July 15, 2022): 1–14. http://dx.doi.org/10.37745/ejbir.2013/vol10n7114.

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In the global world of today, for any organization such as banks to have competitive edge amidst her competitors, there must be in place a formidable compensation strategy to retain, attract, and motivate people to join the organisation. The ability of bank managers to achieve the bank corporate objectives to a large extent depends on the effective implementation of compensational packages in order to retain and motivate employees within and beyond their expectation. This study is on compensation management and employee commitment in selected deposit money banks in Lagos State, Nigeria. The problem of this research is that many Nigerian banks has failed to ensure the commitment of staff because they do not manage compensations adequately and as at when due. The objective of this study is basically to determine the effect of compensation management on employee commitment in selected deposit money banks in Lagos State. The research adopted survey research design. The population of study was 1100 and a sample of 600 was derived using Taro Yamane ‘s formula and this constitutes employees of selected three banks in Lagos State. Regression analysis test statistic at P-value of 0.05 level of significance was used in testing the hypothesis. The findings shohttps://www.eajournals.org/wp-content/uploads/Compensation-Management.pdfw that compensation management positively influences employee’s commitment in the selected deposit money banks in Lagos State. The study recommended that the management of selected deposit money banks should work on improving employees’ salaries, commissions and other direct compensations.
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Flarey, Dominick L. "Management Compensation." JONA: The Journal of Nursing Administration 21, no. 7 (July 1991): 39???46. http://dx.doi.org/10.1097/00005110-199107000-00009.

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Grant, Dale B. "Total Compensation Management." Compensation & Benefits Review 18, no. 2 (April 1986): 62–67. http://dx.doi.org/10.1177/088636878601800207.

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Lee, Mijoo, and In Tae Hwang. "The Effect of the Compensation System on Earnings Management and Sustainability: Evidence from Korea Banks." Sustainability 11, no. 11 (June 5, 2019): 3165. http://dx.doi.org/10.3390/su11113165.

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Since the global financial crisis, management incentive compensation, which is sensitive to financial firms’ short-term performance, has been noted to threaten financial systems’ sustainability by incentivizing managers to pursue excessive risks. Subsequently, international standards have been established regarding compensation for financial institutions’ senior executives and employees. However, this compensation may impact not only banks’ risk-taking behaviors, but also their earnings management, as the latter affects financial performance while compensation is decided as a reflection of such performance. Therefore, this study analyses executive compensation’s impact on banks’ earnings management using compensation data on South Korean banks. The analysis revealed higher earnings management using a loan loss provision with more variable compensation. On the one hand, if the proportion of equity-linked compensation to incentive compensation increased, then earnings management increased. On the other hand, more deferred compensation led to increased earnings smoothing. This study evaluates regulatory impacts across multiple dimensions by analyzing the effects of incentive compensation standards—intended to increase financial systems’ sustainability—on individual financial institutions and further contributes to studies on managerial decision making.
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Patnaik, Pooja, and Damodar Suar. "Analyses of Publications on Compensation Management From 2004 to 2017." Compensation & Benefits Review 51, no. 2 (April 2019): 55–76. http://dx.doi.org/10.1177/0886368719860673.

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The article conducts a publication analysis of articles on compensation management from 2004 to 2017. After reviewing 9,823 articles, 1,218 articles were identified and placed under 10 topics. Following the product life cycle model, 10 topics were fitted to different patterns. A cubic pattern is found on topics of benefits, compensating special groups, employee contributions, environmental factors, workforce diversity, international compensation and organizational justice. A quadratic pattern is observed on topics of individual factors, strategic compensation and wage administration. The product life cycle analyses reveal that publications on compensation management undergo growth, maturity or decline phases with respect to time. In addition, the publication analyses find that Compensation and Benefits Review is the most preferred outlet for publication of compensation articles. Furthermore, the most referred journals are Industrial and Labor Relations Review and Journal of Human Resources. Of 1,218 articles, 70.85% are multiauthored, 68% apply quantitative approach and 79% are from Euro-American countries.
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Iswan, Muhammad. "COMPENSATION MANAGEMENT OF EDUCATION." IJER - INDONESIAN JOURNAL OF EDUCATIONAL REVIEW 4, no. 2 (December 21, 2017): 84–92. http://dx.doi.org/10.21009/ijer.04.02.09.

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The objectives of this research are to describe the compensation management in District Government of KutaiKartanegara that consists of planning compensation management, organizing compensation management, actuating compensation management, and controlling compensation management.The findings indicate that (1) Compensation management plan formulates the objectives and requirements that is to arrange employees, motivate improve performance, improve prosperity and spur and improve productivity and quality in providing services to the community and improve the orderly administration of local finance. (2) In Organizing, Procedure for the payment of additional income shall be made monthly, the procedure and the payment mechanism according to the prevailing laws and regulations. (3) Implementation of compensation management are the ongoing compensation process and compensation practice is provided. Requirements to be fulfilled by the employee in compensation (4) Control and evaluation shall be performed by each Regional Device Work Unit (SKPD) for employees through performance and attendance performance to identify the beneficiary in accordance with the data provided by each Regional Device Work Unit (SKPD) Keywords:Compensation, Management, Organization, Controlling
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Krefting, Linda A., and Richard I. Henderson. "Compensation Management: Rewarding Performance." Industrial and Labor Relations Review 40, no. 4 (July 1987): 627. http://dx.doi.org/10.2307/2524079.

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Otte, Thomas. "Compensation Management in Poland." Journal of East European Management Studies 8, no. 2 (2003): 149–72. http://dx.doi.org/10.5771/0949-6181-2003-2-149.

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Burg, Robert H., and Brian J. Smith. "Compensation Management In Practice." Compensation & Benefits Review 19, no. 6 (December 1987): 15–22. http://dx.doi.org/10.1177/088636878701900602.

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Nichols, Richard S. "Compensation Management In Practice." Compensation & Benefits Review 20, no. 2 (April 1988): 9–13. http://dx.doi.org/10.1177/088636878802000202.

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Dissertations / Theses on the topic "Compensation management"

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Wang, Chingning. "Theorizing strategic IT compensation decisions coping with certainty in organizations through IT compensation /." Related electronic resource:, 2007. http://proquest.umi.com/pqdweb?did=1407687901&sid=2&Fmt=2&clientId=3739&RQT=309&VName=PQD.

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El, Diri Malek Taisir Mohammed. "Earnings management, management compensation, managerial ability and market competition." Thesis, University of Leeds, 2016. http://etheses.whiterose.ac.uk/15572/.

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As a result of the agency problem, earnings management may take place due to the high contracting costs, shareholders’ bounded rationalities, and information asymmetry. Therefore, three main groups of motives have been identified to explain earnings management behaviour at the contracting, capital market, and external levels. While the previous studies have individually examined those motives, this thesis provides evidence that they interact in determining earnings management behaviour. The first empirical chapter of this thesis focuses on the contracting factors and examines the impact of earnings management on executive compensation conditioned on managerial ability. It finds that managers who utilize accrual earnings management receive higher compensation than those who undertake real earnings management. However, high quality managers are rewarded less for accrual earnings management and punished less for real earnings management. The second empirical chapter examines the non-linear effect of market concentration as an external motive of earnings management. It documents that accrual earnings management increases in concentrated markets as the quantity of information decreases. However, the sophisticated real earnings management starts to substitute for discretionary accruals at higher levels of market concentration when the quality of information declines. The third empirical chapter combines factors from the contracting and external motives. It examines the effect of market competition on the relationship between managerial ability and earnings management. The results show that in the face of increased competition, high quality managers manipulate earnings via accruals rather than more costly real earnings management. Overall, the results of this thesis show that management compensation is a crucial factor in assessing the costs of earnings management at the firm level. An optimal level of market concentration exists and should be considered by the regulators. Finally, understanding how industry level factors influence managerial decisions at the firm level is essential to explaining earnings management behaviour.
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Muslu, Volkan. "Effect of board independence on incentive compensation and compensation disclosure : evidence from Europe." Thesis, Massachusetts Institute of Technology, 2005. http://hdl.handle.net/1721.1/33660.

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Thesis (Ph. D.)--Massachusetts Institute of Technology, Sloan School of Management, 2005.
Includes bibliographical references (leaves 39-42).
My thesis examines how the lack of board-of-director independence affects the structure and disclosure of executive compensation. I find that European companies with more insiders on their boards grant their executives more incentive compensation, after controlling for the level and economic determinants of executive compensation. This effect is more pronounced in countries with less protection for outside shareholders. The companies with more insiders on their boards also disclose more transparent information about executive compensation. Overall, my evidence supports the contracting hypothesis, in which capital market investors understand potential detrimental effects of insiders and drive companies to mitigate these effects through greater incentive compensation and improved compensation disclosure. The evidence is inconsistent with the opportunism hypothesis, in which risk-averse insiders grant themselves more fixed pay and disclose less transparent information about their compensation.
by Volkan Muslu.
Ph.D.
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Prato, Michael V. "Reactive power compensation using an energy management system." Thesis, Monterey, California: Naval Postgraduate School, 2014. http://hdl.handle.net/10945/43982.

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Approved for public release; distribution is unlimited
A significant contributor to higher energy costs and reduced energy efficiency is the reactive power demand on the grid. Inductive power demand reduces power factor, increases energy losses during transmission, limits real power supplied to the consumer, and results in higher costs to the consumer. Compensating for a reactive power demand on the grid by providing reactive power support to the power distribution system creates energy efficiency gains and improves cost savings. One method of compensating for reactive power is by incorporating an energy management system (EMS) into the power distribution system. An EMS can monitor reactive power requirements on the grid and provide reactive power support at the point of common coupling (PCC) in the power distribution system in order to increase energy efficiency. The use of an EMS as a current source to achieve a unity power factor at the grid is demonstrated in this thesis. The power factor angle was determined using a zero-crossing detection algorithm. The appropriate amount of compensating reactive current was then injected into the system at the PCC and controlled using closed-loop current control. The process was simulated using Simulink and then validated in the laboratory using the actual EMS hardware.
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Silva, Samiria Maria Oliveira da. "Compensation and risk management mechanism in water allocation." Universidade Federal do CearÃ, 2015. http://www.teses.ufc.br/tde_busca/arquivo.php?codArquivo=14819.

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Conselho Nacional de Desenvolvimento CientÃfico e TecnolÃgico
The process of water allocation between different and competing uses in an uncertain climate scenario reinforces the motivation to study risk management of water systems. In this way, the purpose of this study is to propose the incorporation of a climate risk management mechanism in the process of water allocation, aiming an equitable and efficient management of these resources. For this, an aggregate model consisting of a reservoir of regulation and two users (urban supply and irrigation) was used to build and evaluate a financial mechanism. Afterwards, a disaggregation model consisting of multiple reservoirs was used to apply the concepts defined in the previous model. Initially, an indicator was chosen to be used as a trigger for the financial mechanism. This trigger started the mechanism whenever any rigorous state of drought in the water system was detected, which were classified in four different types: moderate drought, severe drought, extreme drought and exceptional drought. The amount of compensation was calculated based on the benefits achieved by the sector that lost water guarantee during the scarcity period. This evaluation was performed by the application of two methods for apportioning the water availability: linear apportionment and priority system. The available water flow for allocation was calculated using the reservoir operation strategy with inflows zero in the semester of the year. However, the incorporation of climate information in the process was also tested. Two triggers were proposed for the financial mechanism: Drought indices and Rationing level. The drought indices were built based on the average precipitation (standardized precipitation index), the inflow (standardized index flow) and the final volume of system operation (synthetic index). The rationing level mechanism is based on the available water flow for allocation and it was chosen due to its existing relation with the volume stored. This relationship allows the trigger to perform well both for the drought detection probability as for the false alarm. In addition, a conceptual framework for incorporating the financial mechanism to charge for the water use was elaborated, as well as an evaluation of the performance of the system as for the incorporation of the financial mechanism through two indicators: economic efficiency and equity (allocative justice). The performance evaluation showed that the payment of compensation in a period of drought due higher warranty (priority) of other uses operates to a greater equity and efficiency in water allocation. In order to keep the funds collected by the charge to cover the compensation, a regularization fund that has annual revenues of parcels carried out by the urban water supply and by the government was created. This regularization fund ensures the financial sustainability and also a good ability to adapt the incorporation mechanism to the collect instrument. Consequently, the financial compensation is a viable option for both water managers, who will have greater flexibility in their decisions, as well as for the water resources system, that will have more equity in their process of water allocation.
O processo de alocaÃÃo de Ãgua entre usos diferentes e conflitantes em um cenÃrio de incerteza climÃtica reforÃa a motivaÃÃo para estudar a gestÃo de riscos em sistemas hÃdricos. Dessta forma, o presente estudo propÃe a incorporaÃÃo de um mecanismo de gestÃo de risco climÃtico no processo de alocaÃÃo de recursos hÃdricos visando o gerenciamento equitativo e eficiente desses recursos. Para isso, utilizou-se um modelo agregado composto por um reservatÃrio de regularizaÃÃo e dois usuÃrios abastecimento urbano e irrigaÃÃo, para construir e avaliar o mecanismo financeiro. Em seguida, utilizou-se um modelo desagregado, com mÃltiplos reservatÃrios, para aplicar os conceitos definidos no modelo anterior. Inicialmente, foi definido um indicador para ser utilizado como gatilho do mecanismo financeiro. Esse gatilho acionou o mecanismo sempre que foi detectado algum estado de severidade seca no sistema hÃdrico, sendo utilizado quatro estados: seca moderada, seca severa, seca extrema e seca excepcional. O valor da compensaÃÃo foi calculado com base nos benefÃcios alcanÃados pelo setor que perdeu garantia hÃdrica no perÃodo de escassez. Essa avaliaÃÃo foi realizada por meio da aplicaÃÃo de dois mÃtodos de rateio das disponibilidades hÃdricas: rateio linear e sistema de prioridades. A vazÃo disponÃvel para alocaÃÃo foi determinada utilizando a estratÃgia de operaÃÃo do reservatÃrio com afluÃncias zero no semestre do ano. Entretanto, tambÃm testou-se a incorporaÃÃo da informaÃÃo climÃtica nesse processo. Foram propostos dois gatilhos para o mecanismo financeiro: Ãndices de seca e NÃvel de Racionamento. Os Ãndices de seca foram construÃdos com base na precipitaÃÃo mÃdia (Ãndice padronizado de precipitaÃÃo), na vazÃo afluente (Ãndice padronizado de escoamento) e no volume final da operaÃÃo do sistema (Ãndice sintÃtico). O nÃvel de racionamento possuiu como base a vazÃo disponÃvel para alocaÃÃo (retirada controlada). A escolha dessa variÃvel deu-se pela relaÃÃo existente entre ela e o volume armazenado Essa relaÃÃo permite que o gatilho obtenha um bom desempenho tanto para a probabilidade de detecÃÃo de seca quanto para o falso alarme. AlÃm disso, elaborou-se uma base conceitual para incorporar o mecanismo financeiro a cobranÃa pelo uso da Ãgua e avaliou-se o desempenho do sistema quanto à incorporaÃÃo do mecanismo financeiro por meio de dois indicadores, eficiÃncia econÃmica e equidade (justiÃa alocativa). A avaliaÃÃo de desempenho mostrou que o pagamento da compensaÃÃo em um perÃodo de seca devido à maior garantia (prioridade) de outros usos opera no sentido de uma maior equidade e eficiÃncia na alocaÃÃo de Ãgua. No intuito de guardar os recursos financeiros arrecadados pela cobranÃa para a cobertura das compensaÃÃes propÃs-se um fundo de regularizaÃÃo que possui parcelas de arrecadaÃÃo anual realizadas pelo abastecimento urbano e pelo governo. O fundo de regularizaÃÃo garante a sustentabilidade financeira e a incorporaÃÃo do mecanismo ao instrumento de cobranÃa uma boa capacidade de adaptaÃÃo ao sistema. Assim, a compensaÃÃo financeira à uma opÃÃo viÃvel tanto para os gestores de recursos hÃdricos que terÃo maior flexibilidade nas suas decisÃes quanto para o sistema de recursos hÃdricos que terà maior equidade no seu processo de alocaÃÃo de Ãgua.
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Kley, Friedrich [Verfasser]. "Executive Compensation : Three Essays on Managerial Risk-Taking, Long-Term Orientation, and Convergence in Executive Compensation / Friedrich Kley." Baden-Baden : Nomos Verlagsgesellschaft mbH & Co. KG, 2017. http://d-nb.info/116048063X/34.

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HOLDER, ANTHONY DEWAYNE. "Earnings Management and Compensation: Do Compensation Committees Distinguish between Future Prospect Signaling and Opportunistic Accounting Choices?" University of Cincinnati / OhioLINK, 2008. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1211908924.

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Holder, Anthony Dewayne. "Earnings management and compensation do compensation committees distinguish between future prospect signaling and opportunistic accounting choices? /." Cincinnati, Ohio : University of Cincinnati, 2008. http://www.ohiolink.edu/etd/view.cgi?ucin1211908924.

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Thesis (Ph.D.)--University of Cincinnati, 2008.
Committee/Advisors: Pradyot Sen PhD (Committee Chair), Davit Adut PhD (Committee Member), Christelle Viauroux PhD (Committee Member). Title from electronic thesis title page (viewed Aug.29, 2008). Keywords: Compensation; Earnings Management; Signal; Opportunistic. Includes abstract. Includes bibliographical references.
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Grambo, Douglas. "The Effect of CEO Compensation on Real Earnings Management." Thesis, Umeå universitet, Företagsekonomi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-172473.

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Real earnings management has been a subject of increasing debate ever since the passing of the Sarbanes-Oxley act in the united states. As research has pointed towards real earnings management increasing this has sparked discussions on whether real earnings management is damaging to companies, or if it is benefiting them, or if it lies somewhere in between. Forthis paper we wanted to examine how the financial incentives of a CEO would affect the usage of real earnings management. Are CEO’s being poorly motivated, and as a result harming their companies? To guide the paper,we decide to formulate our research question thusly: How do different forms of CEO compensation affect real earnings management? In this paper we attempt to find correlations between indicators of realearnings management and threedifferent forms of CEO compensation. For our indicators we follow to a paper by Roychowdhury, titled “Earnings Management Through Real Activities Manipulation”and calculate abnormal cash flow from operations, and abnormal production. These indicate usageof overproduction, reduction of discretionary expenses, and moving sales across periods (Roychowdhury, 2006). For forms of CEO compensation,we measure them as a ratio of total compensation. We track salary, bonuses, and stock ownership. In our results we can see that all three of these are significantly correlated to both of our real earnings management indicators. Bonuses have a positive correlation to abnormal production, and a negative correlation to abnormal cash flow from operations. Salary is positively correlated to both our indicators, and ownership is negatively correlated to both our indicators. Our final conclusion is that yes, the makeup of a CEO’s compensation has a significant effect on the usage of real earnings management within the company.
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Su, Yu. "Eco-compensation, water management and political power in China." Thesis, University of Cambridge, 2018. https://www.repository.cam.ac.uk/handle/1810/276677.

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A growing number of Payments for Ecosystem Services (PES) schemes are being implemented in developing and developed countries alike in order to effect some internalisation of environmental costs. In China schemes under the name of ‘eco-compensation’ are often considered to be similar to PES. Neither the term eco-compensation itself, nor the projects that are supposedly examples of eco-compensation have been subject to scrutiny. This thesis therefore aims to investigate eco-compensation in China, with particular emphasis on water-related programmes. The thesis begins with a comprehensive review of PES literature in order to establish the definition and essential characteristics of such schemes, and to enable an examination of how China’s eco-compensation differs from PES. The analysis of PES provides a framework for focusing on eco-compensation by examining voluntariness, project types, payment, actors, and scales. A broad-scale analysis of 19 Chinese schemes is then undertaken, and this reveals that eco-compensation projects predominantly involve government agents, often with different levels of government as service sellers and buyers; in China individual land users are only directly involved in a few cases. Literature suggests that PES schemes are not simply technical solutions, but are inherently political. Having undertaken this general survey, the political dimension of eco-compensation is then examined in two case studies in great detail, based on semi-structured interviews and project documents. The first case study is of the Xin’an River eco-compensation scheme in which an upstream provincial government is paid to protect water quality to benefit the downstream province. Drawing from studies of “scale”, this case explores the power relationships of central-provincial governments and intra-provincial governments in transboundary river water quality management, especially in the negotiation process of the eco-compensation scheme. It finds that the upstream government mobilises the concept of “eco-compensation” to persuade the downstream government to share the costs of protecting the river and to gain favourable terms in setting the water quality target, using the narrative of “climate change”. The central government adopts a tough stance on the issue of environment protection by the upstream government by setting water quality targets and by introducing basin management planning. This case suggests that eco-compensation is shaped by struggles and conflicts among different actors concerning their strategies in defining eco-compensation rules, and that eco-compensation can also reconfigure power dynamics among these actors. The second case study is of the Miyun Reservoir watershed scheme, in which farmers in the upstream of the contributing watersheds are paid to convert from growing paddy rice to less water-intensive crops, and to reduce fertiliser use. The declared purpose is to increase the water supply to Beijing city, and improve water quality. Applying a political ecology approach, the case examines the history of water provision to China’s capital city, showing that Beijing has been extracting water from its territory and beyond by using its political power. This eco-compensation scheme is just a part of this story. The case also shows that the eco-compensation is justified by framing the upstream agricultural water consumption as the cause of decreasing water flow, while ignoring that large-scale afforestation has significantly contributed to water shortages through the excessive consumption of water. Meanwhile, Beijing has ignored its own huge environmental impact on water quality. This case provides useful insights into how eco-compensation is shaped and framed according to certain priorities and interests, and that it can lead to control over access to water resources amongst the less powerful farmers in order to support water uses in the politically-dominant urban centre. This thesis suggests that although eco-compensation in some instances can be similar to PES, more often than not it is a mechanism used to adjust the relationships between different governments. It includes both incentive-based and regulatory components. That makes it a potentially effective arrangement for river basin water quality management, in spite of contested negotiations. But caution must be exercised, as it can also be used under the market logic by powerful actors to control water resources.
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Books on the topic "Compensation management"

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Myers, Donald W. Compensation management. Chicago, Ill. (4025 West Peterson Avenue, Chicago 60646): Commerce Clearing House, 1989.

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Milkovich, George T. Compensation. New York: McGraw-Hill Irwin, 2011.

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Milkovich, George T. Compensation. Boston: McGraw-Hill/Irwin, 2011.

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Secretaries, American Society of Corporate. Compensation committees. New York, N.Y: The Society, 2000.

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Caruth, Donald L. Compensation management for banks. Boston: Bankers Pub. Co., 1986.

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Kanungo, Rabindra Nath. Compensation, effective reward management. Toronto: Butterworths, 1992.

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Callaghan, Clark Boardman, ed. Workers compensation claims management. Deerfield, IL: Clark Boardman Callaghan, 1995.

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Henderson, Richard I. Compensation management: Rewarding performance. 4th ed. Reston, Va: Reston Pub. Co., 1985.

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Kanungo, Rabindra Nath. Compensation: Effective reward management. Toronto: Butterworths, 1992.

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Henderson, Richard I. Compensation management: Rewarding performance. 5th ed. Englewood Cliffs, N.J: Prentice Hall, 1989.

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Book chapters on the topic "Compensation management"

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Rothmann, Sebastiaan, and Cary L. Cooper. "Compensation management." In Work and Organizational Psychology, 176–86. 3rd ed. London: Routledge, 2022. http://dx.doi.org/10.4324/b22796-12.

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Sharma, R. C., and Sulabh Sharma. "Compensation Management." In Compensation and Reward Management, 33–72. London: Routledge India, 2024. http://dx.doi.org/10.4324/9781032626123-2.

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Bologna, Danielle Marie. "Compensation." In The Encyclopedia of Human Resource Management, 136–42. San Francisco, CA: Pfeiffer: A Wiley Imprint, 2012. http://dx.doi.org/10.1002/9781118364741.ch24.

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Gerhart, Barry, and Ingo Weller. "Compensation." In The SAGE Handbook of Human Resource Management, 210–37. 1 Oliver's Yard, 55 City Road London EC1Y 1SP: SAGE Publications Ltd, 2019. http://dx.doi.org/10.4135/9781529714852.n14.

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Roberts, Gary E. "SLHRM: Compensation Management." In Christian Scripture and Human Resource Management, 207–22. New York: Palgrave Macmillan US, 2015. http://dx.doi.org/10.1057/9781137440679_11.

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Rouziès, Dominique. "Sales force compensation." In Sales Management, 413–32. London: Macmillan Education UK, 2011. http://dx.doi.org/10.1007/978-1-137-28574-4_17.

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Whitehill, Arthur M. "The compensation system." In Japanese Management, 171–92. London: Routledge, 2022. http://dx.doi.org/10.4324/9781003296348-12.

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Wu, Jing, and I.-Shin Chang. "Ecological Compensation." In Environmental Management in China, 181–203. Singapore: Springer Singapore, 2020. http://dx.doi.org/10.1007/978-981-15-4894-9_16.

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Dresang, Dennis L. "Compensation." In Personnel Management in Government Agencies and Nonprofit Organizations, 286–312. Sixth edition. | New York : Routledge, 2017.: Routledge, 2017. http://dx.doi.org/10.4324/9781315545387-15.

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Furnham, Adrian. "Compensation satisfaction." In People Management in Turbulent Times, 44–46. London: Palgrave Macmillan UK, 2009. http://dx.doi.org/10.1057/9780230239616_10.

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Conference papers on the topic "Compensation management"

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Powroznik, Piotr, and Emil Michta. "Elastic model of energy management in micro smart grid." In 2015 International School on Nonsinusoidal Currents and Compensation (ISNCC). IEEE, 2015. http://dx.doi.org/10.1109/isncc.2015.7174716.

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Markowski, A., E. Michta, and R. Szulim. "Communication structures and time dependency analysis in Buildings Energy Management Systems." In 2015 International School on Nonsinusoidal Currents and Compensation (ISNCC). IEEE, 2015. http://dx.doi.org/10.1109/isncc.2015.7174714.

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Li, Shanshan, and Yong He. "Dynamic compensation for Supply Disruption Management." In 2019 IEEE 8th Data Driven Control and Learning Systems Conference (DDCLS). IEEE, 2019. http://dx.doi.org/10.1109/ddcls.2019.8908966.

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Zheng, Fenyun. "Comprehensive Evaluation on Enterprise Compensation System." In 2011 International Conference on Information Management, Innovation Management and Industrial Engineering (ICIII). IEEE, 2011. http://dx.doi.org/10.1109/iciii.2011.23.

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"Difference, Disadvantage and Claims to Compensation." In International Conference Education and Management. Scholar Publishing Group, 2021. http://dx.doi.org/10.38007/proceedings.0001839.

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Shengli Zhang. "Asymmetric information and executive compensation contract management." In 2011 2nd International Conference on Artificial Intelligence, Management Science and Electronic Commerce (AIMSEC). IEEE, 2011. http://dx.doi.org/10.1109/aimsec.2011.6010951.

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Pilipetskii, Alexei. "Nonlinearity Management and Compensation in Transmission Systems." In Optical Fiber Communication Conference. Washington, D.C.: OSA, 2010. http://dx.doi.org/10.1364/ofc.2010.otul1.

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Lei Zhang, Shou-ming Zhang, and Zhen Zhang. "Compensation Management based on mental accounting theory." In 2010 2nd International Conference on Information Science and Engineering (ICISE). IEEE, 2010. http://dx.doi.org/10.1109/icise.2010.5690878.

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Hong Chen. "Practices of reactive power management and compensation." In Energy Society General Meeting. IEEE, 2008. http://dx.doi.org/10.1109/pes.2008.4596588.

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Sheng, Jiliang. "An Asset Pricing Model Based on Compensation Contract." In 2008 International Conference on Information Management, Innovation Management and Industrial Engineering (ICIII). IEEE, 2008. http://dx.doi.org/10.1109/iciii.2008.274.

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Reports on the topic "Compensation management"

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Wallace, Roy A., Michael J. Colarusso, Andrew O. Hall, David S. Lyle, and Michael S. Walker. Paid to Perform: Aligning Total Military Compensation With Talent Management. Volume 8. Fort Belvoir, VA: Defense Technical Information Center, June 2015. http://dx.doi.org/10.21236/ada625235.

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Ferry, Korn. Personnel Perception of Talent Management in the Indian Social Sector Report. Indian School Of Development Management, September 2022. http://dx.doi.org/10.58178/2209.1010.

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Drawing from a study with 92 social sector personnel, this report documents the perception of personnel towards their organizations as well as the social sector at large. It presents a holistic understanding of the perception of employees about their sense of affiliation; compensation and benefits received; and work structure in their organizations.
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Shion Yee, Au, Silvia Cardascia, and Xueliang Cai. Ecological Protection in the People’s Republic of China: Pilot Case Studies on Comprehensive Eco-Compensation, Poverty Alleviation, and Green Development. Asian Development Bank, May 2023. http://dx.doi.org/10.22617/wps230240-2.

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The working paper provides county-level case studies of ecological compensation in the People’s Republic of China (PRC). Eco-compensation has become an important policy framework in the PRC, involving a wide range of programs that promote conservation and environmental restoration while supporting local livelihoods and poverty alleviation. It uses a package of incentive-based policies and regulatory instruments to tackle environmental issues such as water pollution, biodiversity loss, land degradation, or deforestation. The PRC’s experience can offer useful insights to other countries facing similar challenges in environmental management.
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Carlson, Ingrid. Comparative Study on Remuneration Levels of Senior Public Officials in Six Caribbean Countries. Inter-American Development Bank, December 2004. http://dx.doi.org/10.18235/0006668.

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This presentation was commissioned for the Caribbean Subregional Meeting of the Public Management and Transparency Network of the Regional Policy Dialogue celebrated on December 15th, 2004 in Port of Spain, Trinidad and Tobago. Compare and analyze salaries of senior public officials in six caribbean countries; Present selected characteristics of the countries¿ national compensation structures; Promote discussion on effective pay policy.
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Dudley, Lynn M., Uri Shani, and Moshe Shenker. Modeling Plant Response to Deficit Irrigation with Saline Water: Separating the Effects of Water and Salt Stress in the Root Uptake Function. United States Department of Agriculture, March 2003. http://dx.doi.org/10.32747/2003.7586468.bard.

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Standard salinity management theory, derived from blending thermodynamic and semi- empirical considerations leads to an erroneous perception regarding compensative interaction among salinity stress factors. The current approach treats matric and osmotic components of soil water potential separately and then combines their effects to compute overall response. With deficit water a severe yield decrease is expected under high salinity, yet little or no reduction is predicted for excess irrigation, irrespective of salinity level. Similarly, considerations of competition between chloride and nitrate ions have lead to compensation hypothesis and to application of excess nitrate under saline conditions. The premise of compensative interaction of growth factors behind present practices (that an increase in water application alleviates salinity stress) may result in collateral environmental damage. Over-irrigation resulting in salinization and elevated ground water threatens productivity on a global scale. Other repercussions include excessive application of nitrate to compensate for salinity, unwillingness to practice deficit irrigation with saline water, and under-utilization of marginal water. The objectives for the project were as follows: 1) To develop a database for model parameterization and validation by studying yield and transpiration response to water availability, excessive salinity and salt composition. 2) To modify the root sink terms of an existing mechanism-based model(s) of water flow, transpiration, crop yield, salt transport, and salt chemistry. 3) To develop conceptual and quantitative models of ion uptake that considers the soil solution concentration and composition. 4) To develop a conceptual and quantitative models of effects of NaCl and boron accumulation on yield and transpiration. 5) To add a user interface to the water flow, transpiration, crop yield, salt transport, chemistry model to make it easy for others to use. We conducted experiments in field plots and lysimeters to study biomass production and transpiration of com (Zeamays cv. Jubilee), melon (Cucumismelo subsp. melo cv. Galia), tomato (Lycopersiconesculentum Mill. cv. 5656), onion (Alliumcepa L. cv. HA 944), and date palms (Phoenix Dactylifera L. cv. Medjool) under salinity combined with water or with nitrate (growth promoters) or with boron (growth inhibitor). All factors ranged from levels not limiting to plant function to severe inhibition. For cases of combined salinity with water stress, or excess boron, we observed neither additive nor compensative effects on plant yield and transpiration. In fact, yield and transpiration at each combination of the various factors were primarily controlled by one of them, the most limiting factor to plant activity. We proposed a crop production model of the form Yr = min{gi(xi), where Yr = Yi ym-1 is relative yield,Ym is the maximum yield obtained in each experiment, Xi is an environmental factor, gi is a piecewise-linear response function, Yi is yield of a particular treatment. We selected a piecewise-linear approach because it highlights the irrigation level where the response to one factor ceases and a second factor begins. The production functions generate response "envelopes" containing possible yields with diagonal lines represent response to Xi alone and the lines parallel to the X-axis represent response to salinity alone. A multiplicative model was also derived approximating the limiting behaviour for incorporation in a hydrochemical model. The multiplicative model was selected because the response function was required to be continuous. The hydrochemical model was a better predictor of field-measured water content and salt profiles than models based on an additive and compensative model of crop response to salinity and water stress.
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Andersen, Torben. Innovative Financial Instruments for Natural Disaster Risk Management. Inter-American Development Bank, December 2002. http://dx.doi.org/10.18235/0008816.

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This technical paper provides us with an in-depth explanation of how losses due to catastrophes are insured and who absorbs the costs of compensating the insured assets. In the absence of an effective insurance market, the government often becomes the de facto financier of postdisaster rehabilitation efforts. Alternatively, governments can encourage the local insurance industry to engage in risk financing arrangements through insurance pools that, in turn, may cover higher exposures in the global reinsurance and capital markets. This study takes a closer look at how this type of international risk financing scheme might be developed. This paper is an insider's primer on insurance, reinsurance and new capital market instruments that make it possible to continue to respond to the impacts of recurrent natural disasters.
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Chauhan, Priyanshi, and Ria Sinha. Bridging Perspectives: Innovative Finance Insights from India. Indian School Of Development Management, September 2023. http://dx.doi.org/10.58178/2309.1026.

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This case study engages with the journey of Dhwani Rural Information Systems, a social enterprise that traces its earliest origins back to 2012. Founded by the duo of Sunandan Madan and Swapnil Aggarwal – engineers by training who met while studying for a postgraduate course at the Institute of Rural Management Anand (IRMA) – Dhwani since its inception has been trying to help a range of social sector organizations effectively integrate technology without disrupting the core ways in which these organizations work. Notably, it has been amongst one of the early enterprises in the sector which has taken efforts to understand in-depth the technology-related “pain points” common across organizations, and to bring a degree of standardisation to their solutions. The case builds an appreciation towards the fact that at the core of a successful technology-centric social enterprise, which can offer relevant and affordable digital products and services to the sector, lies building a composite culture that can straddle both the developmental and technological landscapes. Such a culture seeks to combine engineering and consulting skills in equal measure, and seeks to solve problems mindful of the particularities of the developmental sector, while also retaining a service orientation. In particular, the case looks to draw attention to the ideas of hybridity and elasticity that are integral to such a culture and how these have to be sustained against continuous pressures of talent sourcing, compensation, retention, and learning and development. In a short period of time, Dhwani has become a mature set-up with a clear sector-agnostic product and service value proposition to the sector, with a team strength of over 120 people and over 50 projects, and a variety of organizations, including nonprofits, philanthropies, CSR divisions and governments as clients. Therefore, the experiences of the founders and members of the team offer valuable lessons for other like-minded practitioners. At the same time, to researchers in the field of social enterprise the case may provide a more granular view of important aspects of culture-building in emerging social enterprises. The fact that such enterprises have to draw from a talent pool in constant competition with their private sector counterparts imparts added force to the above considerations.
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Rao, Menaka, Shantanu Menon, and Kushagra Merchant. Dhwani Rural Information Systems: Bridgnig the Technological divide. Indian School Of Development Management, June 2023. http://dx.doi.org/10.58178/2306.1025.

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This case study engages with the journey of Dhwani Rural Information Systems, a social enterprise that traces its earliest origins back to 2012. Founded by the duo of Sunandan Madan and Swapnil Aggarwal – engineers by training who met while studying for a postgraduate course at the Institute of Rural Management Anand (IRMA) – Dhwani since its inception has been trying to help a range of social sector organizations effectively integrate technology without disrupting the core ways in which these organizations work. Notably, it has been amongst one of the early enterprises in the sector which has taken efforts to understand in-depth the technology-related “pain points” common across organizations, and to bring a degree of standardisation to their solutions. The case builds an appreciation towards the fact that at the core of a successful technology-centric social enterprise, which can offer relevant and affordable digital products and services to the sector, lies building a composite culture that can straddle both the developmental and technological landscapes. Such a culture seeks to combine engineering and consulting skills in equal measure, and seeks to solve problems mindful of the particularities of the developmental sector, while also retaining a service orientation. In particular, the case looks to draw attention to the ideas of hybridity and elasticity that are integral to such a culture and how these have to be sustained against continuous pressures of talent sourcing, compensation, retention, and learning and development. In a short period of time, Dhwani has become a mature set-up with a clear sector-agnostic product and service value proposition to the sector, with a team strength of over 120 people and over 50 projects, and a variety of organizations, including nonprofits, philanthropies, CSR divisions and governments as clients. Therefore, the experiences of the founders and members of the team offer valuable lessons for other like-minded practitioners. At the same time, to researchers in the field of social enterprise the case may provide a more granular view of important aspects of culture-building in emerging social enterprises. The fact that such enterprises have to draw from a talent pool in constant competition with their private sector counterparts imparts added force to the above considerations.
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Bonvecchi, Alejandro. The Political Economy of Fiscal Reform in Latin America: The Case of Argentina. Inter-American Development Bank, May 2010. http://dx.doi.org/10.18235/0010935.

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This paper investigates the political economy of fiscal reform activism in Argentina since the late 1980s. Between 1988 and 2008, tax legislation was changed 83 times, fiscal federal rules 14 times, and budgetary institutions sixteen times. Tax and budgetary reforms moved from centralizing revenue sources and spending authority in the federal government to mild decentralization lately. Fiscal federal rules combined centralization of revenues and management in the federal government with short-term compensations for the provinces. This paper contends that reform activism can be explained by the recurrence of economic and policy shocks while reform patterns may be accounted for as consequences of the decreasing political integration of national parties in a polity whose decisionmaking rules encourage the formation of oversized coalitions. The decrease in political integration weakened the national party leaderships ability to coordinate intergovernmental bargaining, and strengthened the local bosses and factions needed to form oversized coalitions.
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Kokurina, O. Yu. VIABILITY AND RESILIENCE OF THE MODERN STATE: PATTERNS OF PUBLIC-LEGAL ADMINISTRATION AND REGULATION. Kokurina O.Yu., February 2022. http://dx.doi.org/10.12731/kokurina-21-011-31155.

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The modern understanding of the state as a complex social system allows us to assert that its resilience is based on ensuring systemic homeostasis as a stabilizing dynamic mechanism for resolving contradictions arising in society associated with the threat of losing control over the processes of public administration and legal regulation. Public administration is a kind of social management that ensures the organization of social relations and processes, giving the social system the proper coordination of actions, the necessary orderliness, sustainability and stability. The problem of state resilience is directly related to the resilience of state (public) administration requires a «breakthrough in traditional approaches» and recognition of «the state administration system as an organic system, the constituent parts and elements of which are diverse and capable of continuous self-development». Within the framework of the «organizational point of view» on the control methodology, there are important patterns and features that determine the viability and resilience of public administration and regulation processes in the state and society. These include: W. Ashby's cybernetic law of required diversity: for effective control, the degree of diversity of the governing body must be no less than the degree of diversity of the controlled object; E. Sedov’s law of hierarchical compensations: in complex, hierarchically organized and networked systems, the growth of diversity at the top level in the structure of the system is ensured by a certain limitation of diversity at its lower levels; St. Beer’s principle of invariance of the structure of viable social systems. The study was supported by the RFBR and EISI within the framework of the scientific project No. 21-011-31155.
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