emerging rapidly after had joined WTO at the end of 2006 and performance contingent compensation is a widely accepted means for rewarding managers‚ but there is no empirical test of its effectiveness in Viet Nam banking sectors. Does managerial compensation to organizational performance lead to higher organizational performance? It appears to be a truism that if you want to motivate high performance‚ you will attach rewards to it. Several prominent theories of organization behavior (Fein‚ 1976; Lawler
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Department of Management and Human Resources The Impact of Recognition on Employee Performance: Theory‚ Research and Practice Introduction Although money receives the most attention as a reinforcer and incentive motivator‚ and is even equated with reward systems by practicing managers‚ there is increasing evidence that contingently administered recognition can be a powerful reinforcer to increase employee performance. The purpose of this paper is to provide reinforcement and social cognitive theoretical
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Provisions‚ Contingent Liabilities and Contingent Assets The Standard This standard distinguishes between provisions and contingent liabilities. A provision is included in the statement of financial position at the best estimate of the expenditure required to settle the obligation at the end of the reporting period. A contingent liability is not recognised in the statement of financial position. However‚ unless the possibility of an outflow of economic resources is remote‚ a contingent liability
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Which meaning of compensation seems most appropriate from an employee’s view: Return‚ reward or entitlement? Compensation and Benefits remain as an invaluable tool to attract‚ motivate and retain qualified candidates. Compensation refers to the wages and other non-financial forms of compensation that an organisation pay to employees for the work they do. Compensation can be given out to employees in the form of pay‚ incentives‚ and benefits for performing their job. A total compensation and benefits
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Definition A contingent workforce is a temporary group of workers who work for an organization on a non-permanent basis. Contingent workers may include temporary employees ("temps")‚ part-time employees‚ independent contract workers‚ consultants‚ seasonal employees‚ and interns. In contrast‚ full-time‚ permanent employees frequently are referred to as core employees. Trends Because of increasing and rapid changes in the world economy‚ including both competitive and regulatory forces‚ the
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[pic] “CONTINGENT & QUASI CONTRACTS” [pic] Contents 1. Contract. 2. Types of contract. 3. Contingent contract. • Definition. • Illustration. 4. Essentials/characteristics of contingent contract. 5. Rules regarding contingent contract. 1. Uncertain event. 2. Impossible event. 3. Performance dependent on non-happening of
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Natural Resource Valuation and Damage Assessment in Nigeria A Comparative Analysis August 2003 Natural Resource Valuation and Damage Assessment in Nigeria A Comparative Analysis Environmental Law Institute August‚ 2003 1 Acknowledgments This report was authored by Danielle Schopp and John Pendergrass‚ with additional research by Roman Czebiniak‚ of the Environmental Law Institute (ELI). The authors also thank Bruce Myers of ELI and Anthony Onugu of Bioresources Development and Conservation
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What do you feel are the legal and economic issues facing law firms currently? The current‚ prolonged economic downturn has caused considerable issues for law firms‚ and has seen 11‚000 facing collapse. This is due to a “perfect storm” of legal aid cuts and the unwillingness of banks to provide loans. Putting into perspective the detrimental effects of a fragile economy‚ the SRA‚ (Solicitors Regulatory Authority) has placed 160 firms under intensive supervision‚ owing to concern surrounding their
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sickness allowance‚ moral and exemplary damages‚ and attorney’s fees. Alexander engaged the services of Atty. Rolando B. Go‚ Jr. (Atty. Go) as his counsel. In consideration of Atty. Go’s legal services‚ Alexander agreed to pay attorney’s fees on a contingent basis‚ as follows: twenty percent (20%) of total monetary claims as settled or paid and an additional ten percent (10%) in case of appeal. It was likewise agreed that any award of attorney’s fees shall pertain to respondent’s law firm as compensation
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Andrew Blackwell B.A. Philosophy & Economics‚ 3d Year 19F Westbourne Terrace London W2 3UN Class C Introduction In recent years‚ much economic theory and research has looked at the phenomena of wage rigidity and involuntary unemployment1‚ and within the domain of labour economics much attention has been devoted to the phenomenon of inter-industry wage differentials. Many theories have sprung up to explain these phenomena‚ and one of these‚ Efficiency Wage Theory‚ has attempted to shed light on
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