This paper depicts a picture of American compensation systems and practices in light of concerns for equitable treatment of workers. It raises questions about these practices in reference to racial, gender, and executive pay levels in the U.S., and points out that the principle of equity applied regularly has fallen short when interests and needs of particular groups have been examined. Addressing this shortfall in relation to equity concerns is the key policy challenge facing the American compensation manager.
This paper discusses the compensation practices in Malaysia against the backdrop of the legal framework for wage and salary deterinatio n. It also exa mines the Malay sian labo ur mark et situation a nd trends in salary and wage administration together with the role of unions in compensation determination.
This study begins with a brief discussion of influences shaping the development of industrial relations systems in France, Italy and Spain in the light of labor movement models proposed by Sturmthal and Scoville and by Lipset. It then turns to the early development of the complex systems of compensation found there, as well as implications for the generality of the Dunlop-Rothbaum hypothesis. Against this backdrop, it proceeds to a detailed discussion of compensation systems in the three countries.
This study reports findings of a comparative study of the influence of firm performance on executive compensation in Australia and Canada. The key finding of the study is that revenue growth rather than profit growth is one of the key determinants of executive compensation.