Showing papers on "Remuneration published in 1986"
TL;DR: Lazear et al. as discussed by the authors examined the trade-offs between pecuniary and non-pecuniary compensation, and found that workers who receive compensation that is specified in advance and not directly contingent on performance tend to be of lower quality and more homogeneous than their piece-rate counterparts.
Abstract: Compensation can take many forms. Remuneration can come as pecuniary payments, as fringes such as health and pension benefits, or as a nonpecuniary reward such as plush office furniture that costs the firm less than it benefits the worker. A significant literature has examined the trade-offs between pecuniary and nonpecuniary compensation, the modern work having been pioneered by Rosen (1974). More recently, another body of literature has examined the selection of method of total compensation, ignoring the distinction between pecuniary and nonpecuniary payment. This work has focused on risk and incentive factors. It has resulted in comparisons of compensation based on absolute output levels to that based on relative performance.' It has also led to explorations of the relation of compensation to experience over the work life.2 Little attention has been paid to what may be among the most important and obvious distinction in methods of compensation, namely, the choice between a fixed salary for some period of time, that is, paying on the basis of input and Some workers receive compensation that is specified in advance and not directly contingent on performance. Instead, it depends on an input measure, such as hours worked. For others, compensation is directly related to output. This essay is an attempt to predict a firm's choice of compensation method. Piece rates are defined more rigorously. Among the more important factors discussed are worker heterogeneity, incentives, sorting considerations, monitoring costs, and asymmetric information. One result is that salary workers tend to be of lower quality and more homogeneous than are their piece-rate counterparts. Numerous additional results are provided. * Helpful comments by Victoria Lazear and Yoram Weiss are gratefully acknowledged. Support was provided by the Department of Labor and the National Science Foundation. 1. See Lazear and Rosen (1981), Stiglitz (1981), Holmstrom (1982), Green and Stokey (1983). 2. See Lazear (1979, 1981) and Harris and Holmstrom (in press).
763 citations
TL;DR: In this paper, the authors focus on the unification of the international civil service, its nature and composition, career problems, remuneration criteria, and staff morale, all of which have emerged in recent years as burning but unsolved problems.
Abstract: The Public Administration Review published a symposium in 1970 on the international civil service.' The authors in this article do not propose to repeat what has been said then and since. More simply, the purpose here is to submit to fresh scrutiny some of the major tenets of the international civil service in relation to changing needs of the international system and to identify those aspects that need to be reevaluated. The approach is essentially reflective and speculative, but it is also factual and analytical. The focus is successively on the unification of the international service, its nature and composition, career problems, remuneration criteria, and staff morale, all of which have emerged in recent years as burning but unsolved problems. Comparisons with national services inevitably come to mind. They are, however, outside the scope and nature of this article, the purpose of which is to call attention to issues that are specific to the international service; that is, to situations which are not found in the same way and with the same degree of intensity in national bureaucracies. In many parts of the world, and especially in the United States where expectations were very high, a widespread disappointment has emerged in recent years from the failure of the United Nations to meet the hopes raised by its creation. Yet, observers cannot fail to note that despite its inadequacies the organization has continued to proliferate in a steady expansion of new tasks and organs. In activities and achievements, however, the trend has been away from the original objective, that of ensuring international peace and security, toward the array of problems, many of them urgent, arising out of the confrontation of the rich and the poor countries as one of the major issues of our time. The main effort has been and still is in the direction of improving the economic and social conditions of the socalled Third World. It is expressed in various programs and in various forms of development assistance to promote a sustained increase in the countries concerned. In addition, a number of new problems have appeared that cannot be handled within the narrow confines of even the largest countries. These require concerted action at the global, or at least regional, level. Among them are the exploitation of the seabed, the peaceful use of outer space, the protection of the environment, and the regulation of transnational corporations. More specific matters also command attention, such as problems of refugees, especially in Southeast Asia, and of famine in Africa.
9 citations
TL;DR: The establishment of independent commissions in Nigeria since 1931 to review wage structures, gradings, and relativities in the public sector would seem to suggest either a continuing belief in their efficacy for determining remuneration and job classification, or else that this method has become "inevitable" for reasons that remain to be discovered as mentioned in this paper.
Abstract: The establishment of independent commissions in Nigeria since 1931 to review wage structures, gradings, and relativities in the public sector would seem to suggest either a continuing belief in their efficacy for determining remuneration and job classification, or else that this method has become ‘inevitable’ for reasons that remain to be discovered.
7 citations
TL;DR: It is suggested that a fixed sessional payment would be a better way of funding the service and the introduction of methods with a shorter average analysis time to improve the clinical service increases remuneration disproportionately.
Abstract: In the UK, under present Whitley Council Regulations for payment for out-of-hours pathology services, there is a complex relationship between the number of requests received, the time taken to analyse each request, and the number of calls for which payment may be claimed for work done. At a fixed average analysis time, the rate of increase of remuneration slows down as workload increases until at higher workloads remuneration falls. The introduction of methods with a shorter average analysis time to improve the clinical service increases remuneration disproportionately. We suggest that a fixed sessional payment would be a better way of funding the service.
5 citations
Journal Article•
5 citations
Journal Article•
4 citations
TL;DR: It is shown that an ideal health care system should not reward the number of patients but the effects of the physicians' curing efforts, and different remuneration patterns for medical services are considered.
Abstract: An optimal control problem describing the changes in a patient population is presented. Different remuneration patterns for medical services are considered, and their influences on the physicians' curing efforts are investigated. It is shown that an ideal health care system should not reward the number of patients but the effects of the physicians' curing efforts.
2 citations
TL;DR: In this article, the authors explored the likely impact of these taxation changes on employers, and more particularly upon those involved in personnel management and those directly involved with the issue of remuneration.
Abstract: In September, 1985, the Government announced proposals for a major overhaul of the taxation system in Australia. In its completed form, this will involve the introduction of a Capital Gains Tax, imputation of Company Dividends, the taxation of fringe benefits, and the non-deductibility of entertainment expenses.
This article explores the likely impact of these taxation changes on employers, and more particularly upon those involved in personnel management and those directly involved with the issue of remuneration.
2 citations
TL;DR: In this article, the effect of the tax changes on the structure of employee remuneration in Australia has been discussed, and the technical content of the article was not presented in its proper context; that is, the creation of the basis of a totally new remunerance structure arising out of the relationship between the Fringe Benefit Tax Act and the Income Tax Act.
Abstract: The issue of Fringe Benefit Taxation (FBT) has had significant impact for Human Resource practitioners concerned of with designing remuneration policies sufficient to attract, retain and motivate employees. A recent article on this subject, published in this journal (Johansson 1986), was instructive both for its technical content and in the sense that the Fringe Benefits Tax legislation was viewed as a whole new remuneration issue facing personnel managers. Unfortunately, however, the technical content of the article and FBT as a remuneration issue was not presented in its proper context; that is, the creation of the basis of a totally new remuneration structure arising out of the relationship between the FBT Act and the Income Tax Act. Apart from passing references to the continued cost effectiveness of providing company cars as remuneration and a mention of the increased flexibility enabled by the new legislation, the author has ignored the effect of the legal principles which underpin the way in which the tax changes impact the structure of employee remuneration in Australia.
2 citations
TL;DR: Academic ranks are titles conferred on teachers of institutions of higher learning on the basis of their teaching and professional skill as discussed by the authors, which not only indicate the teachers' teaching, research ability, and performance, but also determine their remuneration according to the principle of "to each according to his/her work".
Abstract: Academic ranks are titles conferred on teachers of institutions of higher learning on the basis of their teaching and professional skill. These titles not only indicate the teachers' teaching, research ability, and performance, but also determine their remuneration according to the principle of "to each according to his/her work." The conferral of academic titles is a necessary institution and is designed to raise the teachers' level.
1 citations
Journal Article•
TL;DR: In this article, the qualitative changes in the employment of women in the FRG since 1945 are summarised and background factors (education, legislation, political activities) that have influenced developments in the past.
Abstract: Women workers in industrialised countries essentially face the same challenges: to achieve equal opportunities in the labour market in terms of quantity, type and level of occupation and remuneration; to develop a societal structure supportive of the reconciliation of family and work responsibilities for both men and women. Countries deal with these changes in different ways. Compared with the USA, the participation of women in the labour market in the Federal Republic shows that a great deal has been achieved in some areas but not in others. The quantitative and qualitative changes in the employment of women in the FRG since 1945 are summarised and background factors (education, legislation, political activities) that have influenced developments in the past. Based on these historical aspects and the most recent developments in Germany and abroad the future outlook is discussed.
TL;DR: The authors argued that a simple wage payment system relating wages to hours of work supplied cannot bring about Pareto efficiency in the labour market and that in its search for efficiency, the labor market has evolved an alternative pricing system that differs from those generally found in other markets.
01 Sep 1986
Abstract: ECONOMIC EVALUATION OF REMUNERATION FROM PATENTS AND TECHNOLOGY TRANSFER September 1986 Yale Han Technlon, Haifa and Dan Galai The Hebrew University of Jerusalem and Graduate School of Management University of California, Los Angeles CA