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Global Pay Systems, 2005.
This paper discusses special considerations in global pay systems.
675 words (approx. 2.7 pages), 2 sources, APA, AU$ 38.95
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Abstract
In this article, the writer examines special considerations in global pay systems. The writer includes a look at compensation parity, expatriate employees, host country employees, third-country employees, geographical pay differentials and repatriated employees.
From the Paper
"Global pay systems may simplify employee compensation at the administrative level, but the host of difficult problems that accompany them can create a great deal of extra work and tailoring at the executive level worldwide. The complexity of the global pay system in terms of pay mix pay level and the choice between global standardization and local adaptation of pay practices renders global pay a significant task that not just everyone is equipped to handle."
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Developing A Fair Pay System, 2007.
This paper discusses how organizations balance flexibility and equity in order to provide fair remuneration.
1,112 words (approx. 4.4 pages), 7 sources, APA, AU$ 62.95
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Abstract
The paper reveals that fair pay or sound remuneration strategies play a pivotal role in employee retention, motivation and overall performance. The paper explains the relationship between an employer and employee that is known as an exchange relationship. The paper then discusses the equity theory and the concepts of psychological contract and pay for performance. The paper explains why it is important to understand the concepts that guide and trigger an employee's perception of fairness and equity.
From the Paper
"Fair pay or sound remuneration strategies play a pivotal role in employee retention, motivation and overall performance. For this reason, organizations today seek to strike a balance between flexibility and equity when trying to develop strategies of fair remuneration. Flexibility is needed because of increasing concern that payment system may sometimes not match performance, and equity is important because employees need to find the system fair when compared with pay package offered to other employees doing the same or similar jobs. A rapidly growing body of literature and research indicates that flexibility and equity have now come to occupy a vital place in remuneration schemes and the inability of strike a balance might results in breach of psychological contract."
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The Global South and the Global North, 2007.
An analysis of the impact of globalization on the inequality between the global north and the global south.
1,402 words (approx. 5.6 pages), 8 sources, MLA, AU$ 75.95
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Abstract
This paper looks at globalization and discusses how it has exacerbated the pre-existing inequalities between the poor global south and the wealthy global north. It illustrates how globalization forces some people (predominantly in the southern regions of the planet) to work while permitting other people (predominantly individuals residing in the global north) to become wealthy.
From the Paper
"To start with, it is commonly known that powerful multinational corporations in the global north habitually take their manufacturing operations from Europe and/or America and deposit those aforementioned manufacturing operations in global south countries where they can avoid the onerous regulatory regimes, high corporate taxes, and high wage costs they associate with the north. At the same time, the movement of jobs and plants to the south has the unhappy effect of not only costing workers jobs in the north but also of reducing the south to the subordinate position of being "hewers of wood and drawers of water" for multinationals that are looking for cheap human resources that can be utilized in a working environment that is more permissive than the highly-regulated work environments of America and/or Europe. A good example of this phenomenon can be found in the IT sector where skilled U.S. workers are losing jobs to individuals overseas (Sosbe, 4) - presumably because the "cost of doing business" vis-a-vis wage expenses is lower in global south nations which do not have a strong tradition of labor activism or of government involvement in employee-employer relations."
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Globalization and Global Labour Patterns, 2005.
An analysis of the factors leading to globalization and global labour patterns.
2,700 words (approx. 10.8 pages), 10 sources, AU$ 172.95
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Abstract
This paper discusses globalization and global labour patterns. The paper argues that in a globalized world corporations are determining the labour conditions in both developed and developing countries. It suggests that the corporations are essentially making cheap, unskilled and flexible labourers.
From the Paper
"Globalization and Global Labour Patterns Globalization is one of the most controversial issues in politics and economics. In "Note on Terminalogy" David McNally defines globalization as, "The mainstream term for the new world Economy of the past twenty years" (McNally 9). How exactly has the world economy changed? While discussing the political and economic changes that have occurred over the last three decades Teeple explains, A system of highly integrated world trade was an irreversible fact by the end of the 1970s, confirmed and hastened by the new means of transportation and communications, whose increased productivity were transforming the worldwide distribution of products and hence the global conditions for valorization (Teeple 71)."
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Processes of Globalization and Shared Global Culture, 2005.
A discussion on whether the processes of globalization are producing a shared global culture.
2,028 words (approx. 8.1 pages), 4 sources, APA, AU$ 104.95
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Abstract
The paper states that it is not complicated to find some globalized places such as airline terminals, international hotels or CNN business news revealing the effects of globalization and its repercussions on our understanding of culture in the modern world. The paper relates that through the growing of global interconnections and the processes of ideas and global goods crossing national borders, cultures fuse across the globe. The paper also discusses the presence of English as an international language, and a homogenization of culture. The paper confirms that, culture is a set of values and practices characterized by its particularity, which nevertheless needs universal criteria as a reference to justify this particularity. It is also crucial to define culture as an "encompassing" concept and to keep in mind that it is difficult to know what is cultural.
From the Paper
"In addition, a shared global culture is also relevant as a global dissemination of an American or Western culture. Indeed the processes of globalization are providing fuel for a cultural imperialism, that is to say a global culture liable to be a hegemonic culture. Thus the assertion of a shared global culture seems to be linked to what Friedman describes as "the increasing hegemony of particular central cultures, the diffusion of American values, consumers goods and lifestyles" (Friedman, 1994: 195). The diffusion of dominant standard icons and references such as MacDonald's, Coca-Cola leads to think about an obvious Americanization. In a word, cultures are both confronted by a global dominance of the western culture and by the practices of global capitalism. The result is probably a decrease of cultural differences: a process which undeniably worked to the advantage of the USA and others Western nations. A striking example of this tendency of cultural imperialism is the United Nations Educations Scientific and Cultural Organization's call for a "new world information and communication order" and its politics on global culture."
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Globalization and Global Survival, 2005.
This paper discusses the effects and dangers of globalization.
1,800 words (approx. 7.2 pages), 5 sources, AU$ 114.95
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Abstract
This article examines the cultural, commercial, political and environmental effects of globalization. The writer then looks at the related challenges and dangers. The writer discusses how the existence of international monopolies together with the third world sweat shops and additional factors endanger global survival. The writer further discusses that globalization's exportation of environmentally and perhaps socially unsustainable Western materialism to populous developing nations such as India and China is also worrying for the future of the planet.
From the Paper
"Evidence of increasing hegemony by an ever shrinking number of multinational conglomerates is fuelling increasing concern regarding global cultural, commercial, political and environmental effects from such inequitable distribution of power. The creation of international industrial monopolies and massive fortunes of unprecedented size, accompanied as it is by equally massive down-sizing, unemployment, environmental degradation and the exponential increase of Third World sweat shops and child labor, seems to be leading to disaster on a global scale."
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Pay Equity vs. Pay Equality, 2002.
Examining the phenomenon of the gaps in wages between men and women in the United States.
1,158 words (approx. 4.6 pages), 7 sources, MLA, AU$ 63.95
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Abstract
This paper discusses the sensitive issue of pay inequality between men and woman. The writer shows that despite laws passed as far back as 1963, a relatively large gap still exists, and the highest percentage is during peak earning ages (25-54 years old). The paper examines the factors that have contributed to this earning gap and also discusses programs which have been institutionalized in an attempt to decrease the inequality in earning between genders.
From the Paper
"In 1963, President Kennedy signed the Equal Pay Act into law, making it unlawful to discriminate against a worker on the basis of sex. Since that time, the wage gap between men and women in the United States has narrowed by just 15 cents, now being 74 cents, as reported by the U.S. Census Bureau."
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Pay for Performance, 2006.
A discussion on pay for performance systems.
2,130 words (approx. 8.5 pages), 5 sources, MLA, AU$ 107.95
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Abstract
This paper gives an overview and defines pay for performance systems. It discusses the advantages and disadvantages of such a system. The paper offers an overview of the effectiveness of pay for performance in the Denver pilot program. The relevant considerations for implementing the system is detailed, as well as a brief overview of employee communications. Lastly, the anticipated impact of the pay for performance impact on the district is discussed.
Overview of Pay for Performance
Potential Advantages to Pay for Performance
Potential Disadvantages of Pay for Performance
Effectiveness of Pay for Performance in Denver School District
Relevant Considerations in Implementation
Brief Plan for Employee Communication
Impact of Pay for Performance on the Organization
References
From the Paper
"By 1904, the Board of Education changed their pay policy for teachers. They indicated that teachers were charged with assisting children to learn. They also encouraged each teacher to use their best methods of teaching, unique to the needs and conditions of their students. The Board felt that teachers should definitely continue to test their students, but that that it was unreasonable to assume that a child would be able to keep at the call of his memory (Gratz, 2005). As such the single salary system came into favor, and would be as such for many more decades."
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Health Care Politics and Policy in the U.S.A.: A New Systems Approach, 2004.
This paper examines the historical and current policies of health care in the U.S. and introduces a new model of collaboration utilizing a systems approach.
7,090 words (approx. 28.4 pages), 12 sources, APA, AU$ 255.95
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Abstract
This paper stress that health care is the largest single industry in the country and that health policy making in the United States involves a complex web of decisions made by various institutions and political actors across a broad spectrum of the public and private sectors. The author reports that the Health Maintenance Organization is a system in which enrollees pay a fixed fee (capitation) in advance and, in return, receive a comprehensive set of health services. This paper concludes that the goal of the integrative health care model is to advance the current health care system to a new level cooperation, mutual partnerships, and dedication that will keep intact the true values of accessible, efficient and affordable quality health care, which does not discriminate against individuals.
Table of Contents
Introduction
Historical Examination of Health Care Politics and Policies
Medicare Politics and Policy
Medicaid Politics and Policies
Managed Care Politics and Policy
Types of Managed Care Organizations
Preferred Provider Organizations (PPOs)
Exclusive Provider Organizations (EPOs)
Point of Service Plans (POSs)
A New Integrative Systems Model of Health Care
Primary Level
Secondary Level
Third Level
Conclusions
From the Paper
"During this period, doctors and specialists had unquestioned authority within the hospital and retained nearly total control over medical decision-making. They merely had to ask, and they would gain access to the hospital's complete arsenal of medical personnel and equipment. Individual roles were well respected. Hospital administrators stayed out of medical decision-making. The administrators staffed the hospitals, procured supplies, and handled fiscal matters and deferred to the medical staff in all clinical matters. Health insurers also had there role and did not intervene. They sold indemnity insurance, which permitted patients to receive care from any licensed provider, and paid for all services rendered, except possibly for a nominal co-payment. With administrators and insurers playing passive roles, physicians clearly stood atop the hierarchy of the health care economy."
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Merit Systems, 2007.
A discussion on whether merit systems really work.
1,853 words (approx. 7.4 pages), 5 sources, MLA, AU$ 95.95
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Abstract
This paper discusses the concept of merit pay: If you pay high-performing workers more than low-performing ones, the former will stay and keep producing at a high level, while the latter will leave or have incentive to improve. Through a literature review, the paper looks at the advantages and disadvantages of the system including studies of employee motivation. The paper also examines the use of merit pay in an education environment and the rivalry it creates between faculty members.
From the Paper
"But by taking up so much of a pay increase budget, and by diluting the message of a raise, employers dull the potential impact of merit pay. For example, if all employees are guaranteed a raise of at least $.25/hour with top performers getting raises of up to $.50/hour (a common formula), the difference between a high performer and an acceptable performer comes to three percent for an employee earning $7.50 an hour. Maybe the symbolic reward of knowing they are regarded as a high performer and therefore got the highest possible raise is enough for the employees who earn it. So, what about all the others? Were they expecting a 50 cent raise too? What will happen to their motivation over the next year? Does three percent really make a difference?"
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Employee Reward Systems, 2008.
This paper describes the elements in a well-designed employee reward system.
1,105 words (approx. 4.4 pages), 2 sources, APA, AU$ 62.95
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Abstract
This paper explains that building successful reward systems, which ultimately keep employees productive and happy, will help organizations survive and prosper. The author points out that job pay structures should be competitive with other similar jobs in the organization and salary increases should be given as merit raises through yearly evaluations. The paper relates that a valued reward is paid time-off, which is earned for time worked a set number of hours per week. The author describes other benefits, such as health and life insurance, retirement funding and a child care flexible spending account, which can be arranged to meet individual employee needs. The paper stresses that employees or individuals seeking employment, as a rule, are looking for job security and promotion. The author underscores the importance of recognition as a benefit need.
From the Paper
"To succeed as a working individual, in today's fast pace life, the need is recognized for improved Employee Service Benefits. These will be obtainable for assistance in child- care, through using an approved child-care facility. The lists of the child-care facilities are on hand and can be obtained through human resources. There is also a flexible spending account available to those who wish. As addressed from Employee Benefits Specialists a flexible spending account will "allow participants to set aside money on a pre-tax basis to pay for qualifying medical and dependent care expenses.""
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Public School Systems, 2002.
A discussion of public school teachers' salaries and bonuses.
2,206 words (approx. 8.8 pages), 9 sources, MLA, AU$ 110.95
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Abstract
This paper presents a detailed examination of merit pay and merit raises for teachers in the public school systems. The writer explores many aspects on both sides of the issue and concludes that merit raises are a positive idea.
From the Paper
"The Constitution of the United States of America gives all children in the nation a right to a free public education. The teachers who teach within that system are charged with molding and developing the mind and characters of those who represent the future. Today?s first grader may become the president someday, while the third grader down the hall might grow up to cure cancer. Teachers have one of the most important jobs in the world when it comes to having an influence on what the future holds. They develop the ideas and desires of millions of students each year who will someday go out into the world and take part in its success of failure."
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Merit Pay for Teachers, 2008.
An in-depth look at the system of merit pay for teachers based on student performance.
4,020 words (approx. 16.1 pages), 19 sources, APA, AU$ 174.95
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Abstract
The paper explores the concept of merit pay for individual teachers, in the form of bonuses or permanent salary increases, and their effectiveness in improving student performance and teacher attrition rates. The paper looks at several states that have successfully implemented merit pay programs and considers studies that have found a generally positive relationship between merit pay and improvements in student achievement. The paper also discusses past failed attempts at instituting merit pay systems, and the importance of new pay-for-performance programs countering the previous failures.
Outline:
Abstract
Introduction
Merit Pay for Teachers Concept
Union Resistance Supporting Mediocrity
Merit Pay Stories of Success
Research Demonstrating the Potential of Merit Pay
Milken Family Foundation's Teacher Advancement Program
Recommendations for Merit Pay Systems
Conclusion
From the Paper
"The public education system, as it currently exists, was developed in the middle of the 19th century. Following the industrial model of this era, teachers were seen as assembly-line workers. They added value to their product (their student) and then passed it along to the next worker on the line. With this concept, all workers must be interchangeable, and each must work independently. This isolation and egalitarianism combine powerfully to perpetuate a culture that is resistant to reform initiatives, according to Boles and Troen (2007)."
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Merit Pay: Examining the Effect on Teacher Performance, 2004.
The effect of merit pay on teacher performance in the public school system: The benefits and drawbacks to paying teachers for performance.
1,397 words (approx. 5.6 pages), 34 sources, MLA, AU$ 75.95
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Abstract
Merit pay for teachers is an issue that has been debated since the beginning of the 20th century. This paper explains how the experts are still on both sides of the fence with regard to the effectiveness of performance-based pay in the educational system. The writer points out that much of the debate still continues because the data is lacking and what is available is inconclusive. Though the debate still continues, it is possible to tie teacher compensation to classroom performance. Not only can merit pay be implemented in the educational system, but also it should be; teachers need to be accountable for their performance. It concludes that merit pay holds teachers accountable and increases student achievement.
From the Paper
"Education is a cornerstone in a free and democratic society. In the United States of today, improving student achievement is a major concern. One way many educators and administrators believe will improve student achievement is through improving teachers? performance. In 1908 in Newton, Massachusetts the idea of merit pay was introduced as a way to improve teacher performance and thereby increase student achievement (Collins, introduction). That idea has been maintained into the 21st century and continues to be a topic of much debate."
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Globalised Code of Ethics in Law, 2008.
A thesis examining the need for a globalised code of ethics for law.
65,535 words (approx. 262.1 pages), 262 sources, APA, AU$ 401.95
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Abstract
This research paper examines whether or not there is a need for a globalised code of ethics for transnational legal practice. The first chapter of the study presents the background of the issues, which includes the globalisation of business and ethics: phases of globalisation and implications for legal ethics and globalisation and the practice of law. The paper then goes on to discuss the methodology of the study and present its conclusions.
Table of Contents:
Abstract
Chapter One: Introduction To The Study
Background Of The Problem
Globalisation Of Business And Ethics
Globalisation And The Practice Of Law
An Ethical Code For A Globalised Legal Profession?
Statement Of The Problem
Research Questions
Research Method
Assumptions And Limitations
Description Of Thesis Organisation
Chapter Two: Issues Of Globalisation
Introduction
Global Business Issues And Globalisation Of Law
Evolution Of Globalised Legal Ethics
The Need For Global Ethics: Complexities Across Borders
Privileged Communication
Money Laundering
Publicity
Discrimination
Conflict Of Interest
Confidentiality Of Data
Conclusion
Chapter Three: Legal Ethics And Professionalism
Introduction
Concepts Of Professionalism
Purpose Of Legal Ethics
Professional Self-Regulation
Summary
Chapter Four: Morality And Ethics
Introduction
Ethics And Morality
Ethics And Philosophy
Impacts Of Globalisation On Professional Ethics
Conclusions
Chapter Five: Development Of A Globalised Code Of Ethics
Introduction
Efforts To Develop A Globalised Code Of Ethics
The Iba's Code Of International Legal Ethics
The Aba's Model Rules
The Ccbe's Code Of Conduct
Comparison Of Code Provisions
The General Agreement On Trade In Services
History Of The Gats
Framework Of The Gats
Developments Regarding The Creation Of Disciplines
The Potential Use Of Gats As A Means Of Establishing A Globalised Code Of Ethics
Conclusion
Chapter Six: Framework Of A Globalised Code
Introduction
Problems Attendant Upon The Development
And Promulgation Of A Globalised Code
Disparities In Legal Traditions
Enforcement Issues
Framework Of The Globalised Code
Use Of The Ccbe As The Foundation Of The Code
General Principles And Minimum Standards Of The Globalised Code
The Need For Flexibility
Conclusion
Chapter Seven: Current Trends In Ethics Education And Training
Introduction
Disparate Codes Of Ethics And The Imperatives Of Unification
Opposition To A Universal Ethics Code For The Legal Profession
Ethics Teaching In Law Schools
Resistance To Ethics Teaching
Orientations To Legal Ethics In Law Schools
Legal Education And Professional Education Theory
Contemporary Legal Education
Aclec: Critique Of Legal Ethics Education
The Ethical Challenges To Legal Education Reform
Continued Ethics Training
Conclusion
Chapter Eight: Conclusions And Recommendations
Findings Of The Study
Is A Globalised Code Necessary?
Globalisation
Globalisation And The Practice Of Law
Professionalism And A Globalised Code
Morality And Ethics
The Movement Toward A Globalised Code Of Legal Ethics
Framework Of A Globalised Code
Recommendations
A Globalised Code Is Necessary
How To Achieve The Goal Of A Globalised Code
Legal Ethics Education Reform
The Question Of Ethics Training For Lawyers
Conclusions
From the Paper
"The questionability of the core assumption contained in 'ethics training as sanctions' does not invalidate the proposal itself. The application of a redefined version of the 'ethics training as sanctions,' one which acknowledges that ethic violations are often deliberate and express an innate disregard for the code, can positively contribute to the strengthening of the legal ethics project. As Goodlad (1995) argues, the greater majority of legal practitioners have not benefited from a law education which centralised legal ethics or which integrated the imperatives and components of ethics evaluation and moral judgment and practice into the academic curriculum. Therefore, their ethics development, as contrasted to their academic development, is immature (p. 93). Within the framework of this understanding, the preponderant lack of commitment to the ethics code emanates, not from lack of knowledge but, from lack of understanding. Ethics training is beneficial in this regard insofar as it can create and transmit that understanding, thereby compensating for the legal ethics education deficit (p. 94)."
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TopChem Case, 2005.
This paper examines the company TopChem's proposal to design a new pay system and structure.
1,800 words (approx. 7.2 pages), 3 sources, AU$ 114.95
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Abstract
This paper discusses a case study of TopChem, as the company considers a change in its pay system so that employees would have as a base 75 percent of their current salary and would make up the other 25 percent if they meet certain performance goals. The writer points out recommendations that this approach could cause problems and that it would be better to eliminate poor workers and then keep the present pay base. Further, the writer notes that such a base could be augmented with incentive rewards on the same basis for improved performance.
From the Paper
"The issue being raised by TopChem CEO Sam Verde is how to design a new pay system. The work done to date on this system has been to find a way to shape the system so as to motivate workers to perform at a higher level. In addition, the effort has been geared to fit with the team concept that was introduced 18 months earlier. The team concept took some time to get into working order as employees had to adapt to the change, with many resisting. Now, those employees are being asked to accept a different pay structure, one not based on the hierarchical structure that the company once had but one in keeping with the division into teams that are still part of the larger TopChem system."
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