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A comprehensive book and CD-ROM package that shows how nonfinancial rewards can be quantified!
Incentive awards. --- Performance awards. --- 65.012.4 --- 65.012.4 Management. Directorate. Technique and methods of management --- Management. Directorate. Technique and methods of management --- Employee awards --- Employees --- Superior performance awards --- Employee recognition --- Performance awards --- Incentive awards --- Awards --- Incentives in industry
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Today's managers are facing challenges that stem from overseeing a workforce in foreign countries. The question arises how to compensate and motivate employees in different countries effectively and efficiently. Based on an empirical study among employees of a multinational corporation (MNC) in Germany and the USA, Marjaana Gunkel shows that the employees in these countries have different preferences regarding incentives and that incentive plans designed for one country are not always effective in others. Money is an important motivator in both countries, but the motivational effects of non-monetary rewards differ greatly. In addition, the author presents an explorative study of employee groups in China and Japan and gives advice for designing appropriate compensation schemes for employees of MNC in different countries.
Performance awards. --- Incentives in industry. --- Incentive awards --- Employee awards --- Employees --- Superior performance awards --- Employee recognition --- Awards --- Incentives in industry --- Employee incentives --- Labor incentives --- Employee competitive behavior --- Employee morale --- Employee motivation --- Goal setting in personnel management --- Personnel management --- Performance awards --- Leadership. --- Personnel management. --- Business Strategy/Leadership. --- Human Resource Management. --- Corporations --- Employment management --- Human resource management --- Human resources management --- Manpower utilization --- Personnel administration --- Management --- Public administration --- Employment practices liability insurance --- Supervision of employees --- Ability --- Command of troops --- Followership
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The choices made by governments about how to reward their top employees reveal a great deal about their values and their assumptions about governing. This book examines rewards of high public office in seven Asian political systems, a particularly rich set of cases for exploring the causes and consequences of the rewards of high public office, having some of the most generous and most meagre reward packages in the world.There are a range of economic, political and cultural explanations for the rewards provided by governments. Likewise, these choices are assumed to have a number of conseque
#SBIB:034.IO --- #SBIB:35H2160 --- #SBIB:35H6060 --- Personeelsmanagement: openbaar ambt: Azië --- Bestuur en beleid: nationale en regionale studies: Azië --- Performance awards --- Public officers --- Government executives --- Executives --- Elected officials --- Government leaders --- Government officials --- Officers, Public --- Officials, Elected --- Officials, Government --- Officials, Public --- Public officials --- Civil service --- Public administration --- Employee awards --- Employees --- Superior performance awards --- Incentive awards --- Salaries, etc.
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Arbeitnehmer werden nicht mehr nur als Kostenfaktor betrachtet, der möglichst minimiert werden sollte, vielmehr wird ihnen ein Anteil an der Wertschöpfung beigemessen. Ihr Beitrag zum Unternehmenserfolg in Form ihrer Arbeitsleistung soll entsprechend honoriert werden.Diese Erkenntnisse führten zur Idee der variablen Vergütungssysteme. Diesen ist immanent, dass sie gleichzeitig eine Anreizwirkung und eine Belohnungsfunktion innehaben. Zum einen werden Mitarbeiter zu höheren Leistungen motiviert und für diese mit einem leistungs- bzw. erfolgsabhängigen Vergütungsbestandteil entlohnt. Zum anderen wird dabei eine Übereinstimmung der Handlungen der Arbeitnehmer mit den Unternehmenszielen angestrebt. Arbeitgeber müssen bei der Ausgestaltung variabler Vergütungssysteme sehr genau auf die Formulierung achten. Die Rechtsprechung des BAG fordert, dass diese Systeme klar und transparent ausgestaltet sind. Unklarheiten gehen im Zweifel zulasten des Unternehmens.
Wage payment systems. --- Merit pay. --- Merit increases --- Merit pay programs --- Merit pay systems --- Merit-type salary schedules --- Pay for performance --- Salary schedules, Merit-type --- Variable pay --- Performance awards --- Wages --- Pay structure --- Compensation / Law, compensation systems.
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The compensation packages of a growing proportion of firms include pay schemes that are linked to employee or company performance, yet little is known about the patterns of performance related pay. This book compares US and European CEOs to investigate the evolution of executive compensation, its controversies, and its resulting regulations.
Executives --- Merit pay. --- Salaries, etc. --- Merit increases --- Merit pay programs --- Merit pay systems --- Merit-type salary schedules --- Pay for performance --- Salary schedules, Merit-type --- Variable pay --- Performance awards --- Wages --- Executive compensation --- Salaries, pensions, etc. --- Merit pay --- Executive ability --- Business executives --- Company officers --- Corporate officers --- Corporation executives --- Managers --- Management --- Administrative ability --- Executive skills --- Ability --- Salaries, etc --- E-books
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In a time when traditional measures of industry and professional status have lost their impact, awards mean more than ever for people and businesses. Proof? Corporate America's interest in quality awards like the Malcomb Baldridge medal.
Marketing. --- Incentive awards. --- Incentives in industry. --- Employee incentives --- Labor incentives --- Employee competitive behavior --- Employee morale --- Employee motivation --- Goal setting in personnel management --- Personnel management --- Employee awards --- Employee recognition --- Employees --- Awards --- Incentives in industry --- Consumer goods --- Domestic marketing --- Retail marketing --- Retail trade --- Industrial management --- Aftermarkets --- Selling --- Performance awards --- Marketing
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Monetary incentives, as a driving force for human behavior, are the main theme of this book. The primary goals underlying the application of monetary incentive systems in companies are motivating employees to strive for superior productivity in line with the interests of employers, and hiring adequately skilled employees. The first goal refers to incentive effects, the latter to sorting effects. This book introduces important theories and concepts concerning behavior under influence of monetary incentives; it reviews existing economic frameworks and identifies specific contingency variables. Based on an integrative framework of elements influencing incentive and sorting effects, a laboratory experiment is presented including detailed methodological discussion on experimentation and data analysis as well as an extensive presentation of findings and discussion of implications.
Personnel management. --- Commerce --- Business & Economics --- Marketing & Sales --- Incentive awards. --- Incentive (Psychology) --- Incentives in industry. --- Employee incentives --- Labor incentives --- Employee awards --- Employee recognition --- Employees --- Performance awards --- Business. --- Organization. --- Planning. --- Industrial organization. --- Industrial psychology. --- Business and Management. --- Human Resource Management. --- Industrial, Organisational and Economic Psychology. --- Industrial Organization. --- Employee competitive behavior --- Employee morale --- Employee motivation --- Goal setting in personnel management --- Personnel management --- Motivation (Psychology) --- Awards --- Incentives in industry --- Applied psychology. --- Industrial and Organizational Psychology. --- Industries --- Organization --- Industrial concentration --- Industrial management --- Industrial sociology --- Applied psychology --- Psychagogy --- Psychology, Practical --- Social psychotechnics --- Psychology --- Organisation --- Management --- Corporations --- Employment management --- Human resource management --- Human resources management --- Manpower utilization --- Personnel administration --- Public administration --- Employment practices liability insurance --- Supervision of employees --- Business psychology --- Industrial psychology --- Psychotechnics --- Industrial engineering --- Psychology, Applied --- Industrial psychologists --- Creation (Literary, artistic, etc.) --- Executive ability
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Inhoudsopgave 1. Inleiding personeelsmanagement 2. Sturing van personeelsstromen 3. Motiveren en beheren 4. Ontwikkelen van Personeel en Organisatie 5. Actuele thema's Medewerkers vertegenwoordigen een grote waarde in organisaties van deze tijd. Die uitspraak is in twee opzichten juist. Van de ene kant zijn medewerkers een hoge kostenpost voor ondernemingen en instellingen, die zorgvuldig beheerd moet worden om rendabel te zijn. Van de andere kant voegen medewerkers veel waarde toe aan producten en diensten. In veel gevallen maken zij juist het verschil met de concurrent. Voorwaarde is dan wel dat zorgvuldig omgegaan wordt met dit waardevolle bezit. Het Leerboek personeelsmanagement is uitgebreid met een ondersteunende website. In deze vijfde druk zijn de laatste ontwikkelingen op het terrein van Personeelsmanagement in kaart gebracht. In meer dan twintig hoofdstukken wordt onder andere ingegaan op: * de historie en huidige stand van zaken van personeelsmanagement * de planning en Sturing van personeelsstromen * het motiveren van en richting geven aan medewerkers * het ontwikkelen van medewerkers en van organisaties nieuwe thema's die zich aandienen. Tot slot is er in deze druk expliciet aandacht besteedt aan de relatie tussen de verschillende onderdelen van het personeelsmanagement. De website (zie 'Links' hieronder) biedt ondersteuning aan studenten, door middel van multiple-choicevragen met feedback, krantenartikelen, begrippenlijst, testen, voorbeeldformulieren, actuele links en extra leerstof over taakontwerp en motivatie en verbetering van de kwaliteit van arbeid en organisatie. Voor docenten is er een aparte 'ruimte' waar opdrachten die gericht zijn op het oefenen van n vaardigheid, projecten die gericht zijn op het oefenen van competenties inclusief uitwerkingen en presentaties om de hoofdstructuur van hoofdstukken te verduidelijken beschikbaar worden gesteld. Het Leerboek personeelsmanagement is in eerste instantie bestemd voor gebruik in het HBO En WO. Daarnaast vindt het ook zijn weg naar professionals, OR-leden, managers en anderen die dagelijks met het vraagstuk van zorgvuldig omgaan met medewerkers te maken hebben. Voor hen vormt dit boek een inspiratiebron en gereedschapskist om ook daadwerkelijk de grote waarde van mensen voor organisaties te benutten.
Employee motivation. --- Incentive awards. --- Incentives in industry. --- Incentive awards --- Incentives in industry --- Employee motivation --- Commerce --- Business & Economics --- Marketing & Sales --- Employee incentives --- Labor incentives --- Employee awards --- Employee recognition --- Employees --- Motivation in industry --- Work motivation --- Performance awards --- Age Leeftijd --- 331.108.2 --- #KVHB:Arbeids- en organisatiepsychologie --- #KVHB:Personeelsbeleid --- 000.1 --- 331.3 --- #SBIB:35H2101 --- #SBIB:316.334.2A553 --- Gestion des ressources humaines Personeelsbeleid --- Appréciation des prestations du personnel Prestatiebeoordeling --- 658.3 --- #KVHB:Handboeken TP --- 65.012.4 --- Personeelsbeleid --- 658.3 Personnel. Human factor. Human relations (Staff relations. Personal or interpersonal relations). Working atmosphere --- Personnel. Human factor. Human relations (Staff relations. Personal or interpersonal relations). Working atmosphere --- Algemene werken --- Personeelsbeleid. Human resources management. Strategisch HRM --- Personeelsmanagement bij de overheid: algemene werken --- Personeelsbeleid en loonbeleid, functieclassificaties --- Employee competitive behavior --- Employee morale --- Goal setting in personnel management --- Personnel management --- Awards --- Motivation (Psychology) --- Psychology, Industrial --- personeelsmanagement --- HRM (human resource management) --- effectief personeelsbeleid --- nieuwste ontwikkelingen --- planning en sturing personeelsstromen --- motiveren van werknemers --- Personeel --- Management --- Personeelsmanagement --- Personeelsbeleid. --- Training
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For three school years, from 2007 to 2010, about 200 high-needs New York City public schools participated in the Schoolwide Performance Bonus Program, whose broad objective was to improve student performance through school-based financial incentives. An independent analysis of test scores, surveys, and interviews found that the program did not improve student achievement, perhaps because it did not motivate change in educator behavior.
Academic achievement -- New York (State) -- New York. --- Merit pay -- New York (State) -- New York. --- School improvement programs -- New York (State) -- New York. --- Teachers -- Salaries, etc. -- New York (State) -- New York. --- Teachers --- Merit pay --- School improvement programs --- Academic achievement --- Education --- Social Sciences --- Theory & Practice of Education --- Salaries, etc --- Salaries, etc. --- Academic underachievement --- Achievement, Academic --- Educational achievement --- Scholastic achievement --- Scholastic success --- School achievement --- Student achievement --- Underachievement, Academic --- Improvement programs, School --- Instructional improvement programs --- Programs, School improvement --- School self-improvement programs --- Merit increases --- Merit pay programs --- Merit pay systems --- Merit-type salary schedules --- Pay for performance --- Salary schedules, Merit-type --- Variable pay --- Faculty (Education) --- Instructors --- School teachers --- Schoolteachers --- Performance --- Success --- School management and organization --- Performance awards --- Wages --- School employees --- Academic performance --- Academic progress --- Academic success --- Achievement, Scholastic --- Achievement, Student --- Performance, Academic --- Progress, Academic --- School success (Academic achievement) --- Success, Academic --- Success, School (Academic achievement) --- Success, Scholastic
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