Remuneration Strategies and Employee Turnover

Remuneration Strategies and Employee Turnover COMPARATIVE STUDY ON THE REMUNERATION STRATEGIES AND EMPLOYEE TURNOVER BETWEEN PRIVATE AND PUBLIC INSTITUTIONS: A SURVEY OF PUBLIC AND PRIVATE UNIVERSITIES IN NAIROBI COUNTY Background of the study Public sector employment accounts for a significant portion of wage employment in developing countries (Mizala, et al.,2011; Ramoni-Perazzi and Bellante, 2007). The ability to attract and retain highly skilled personnel is a major challenge in increasing government capacity to produce and implement good policies, including wage determination policy. In employment, a major debate revolves around public-private sector wage differentials that are significant for attracting and retaining talent. Wage determination processes within the two sectors are distinct and (have the potential to) give rise to differentials in pay rewards between comparable worker categories (Hyder and Reilly, 2005; Skyt Nielsen and Rosholm, 2001; Van der Gaag and Vijverberg, 1988). While surveys from developed countries show that public sector wages are on average higher than those in the private sector, evidence from developing countries is often limited or entirely lacking. The general perception is that employees in the private sector, particularly the highly skilled ones, earn much higher salaries than their public sector counterparts. The former tend to negotiate for higher salaries whenever they move from the public to the private sector. These perceptions do not, however, take into consideration the fact that although salaries in the public sector may be lower, the total compensation package may include transactional and relational returns, which are not available in the private sector. The higher packages to private or public sector workers are likely to introduce wage distortions and disparities in public-private sector wage employment, while leading to low morale and output in the affected sector. Statement of the problem A recent survey by KIPPRA (2013) indicated that the general public sector pays slightly higher than the private sector when comparing basic salary and allowances. However, the private sector pays a higher basic salary. Further, there is a large vertical wage inequality in both the public and private sector between the lowest and highest cadres. These wage differentials have caused a distortion in the wage economy, defying the principles of wage determination. The report indicates that education and experience are no longer major considerations in wage determination. Moreover, the current employment policy seems inadequate in addressing issues around wage differentials within the public sector and between public and private sectors. The report further reveals that there is a positive correlation between wage differential and the cost of labour, as the higher the wage differential the greater the likelihood for agitation for higher wages. The report also shows that basic salaries alone are not a sufficient motivator for retaining employees. Incentives and allowances play a significant role in ensuring employee retention within the public sector. Non-monetary incentives such as working environment, challenging assignments, job security and flexible working hours have contributed to high employee motivation. In addition, motivation is upped due to the wide range of allowances available to the employee in the public sector. In most cases, the proportion of allowances accounts for at least 50% of the total take home pay across the public serve Due to lack of an explicit Kenyan policy on wage determination, distortions exist between employees bearing similar qualifications, experience and levels of competence. According to work done by the Institute of Economic Affairs (2006), there are substantial differences in the remuneration of individual public sector workers across different departments and institutions. A comparison of wages in the public sector – across the central government, the Judiciary, Parliament, Local Authorities, Disciplined Forces, and State Corporations – shows that the basic pay in central government is substantially lower for the same educational qualifications, experience and ability. urther, the study notes that there are discrepancies across the operational pay scales. Despite the overall implications of wage differentials, limited studies have been undertaken in the recent past to establish whether the remunerations strategies differ between public and private in Kenya, the nature and size of their distorttionary effects, and how their influence employee turnover level . Specific objectives To explore various remuneration strategies employed in both private and public institutions To establish the turnover rate in both private and public institutions To determine the effect of remuneration strategies on turnover rate in both private and public institutions To establish the effect of employees remuneration satisfaction level on turnover rate To determine the Reasons For and Significance of the Study The performance of the public sector workers in Kenya has been a major concern to the Kenyan people. It has been characterized by low work performance and poor service delivery. The problem indicators include: absenteeism from work, lateness, corruption, theft, a high rate of complaints, low quality work output and high turn-over of professional staff. There is need therefore to undertake research aimed at developing renumeration strategies for motivating the public sector workers in Kenya. The main objective of this research study will be to develop strategies for enhancing staff retention in order to improve the work performance of the public sector workers. Opiyo (2004, p. 18) observes that the public service wage bill is 9.6 per cent of the GDP. He states that any further increase in the wage bill could lead to negative economic consequences, such as the rise in inflation rates and general increase in price levels of goods and services. The government therefore is not in a positi on to spend more money in salary increases to enhance motivation. This is because at the moment the government has no resources to offer salary increase and any further increases (as indicated above) will cause negative economic impact. Therefore, a strategy that will assist in enhancing motivation of employees in the public sector without spending more resources becomes even more appealing. Methodologies Study Area The research will be carried out in Nairobi. As the capital city of Kenya Research design This study will adopt a comparative research design. A comparative study will enable the researcher to assess the difference that exists on remuneration strategies between in private universities and those used in public universities to gain competitive advantage (Orodho, 2003). Target Population The main target unit for analysis of the study will be both teaching and non-teaching staff and human resources top management officials of the selected universities. The non-teaching staff and other staff will serve as key informants to provide more information in regard to the remunerations strategies employed in their institutions to retain employees Sampling Design and Procedure The study will employ stratified, simple and purposive sampling technique to select a private university and a public university and teaching and non teaching staff respectively. Data Types and Sources This research study will be conducted using two sources of data; primary and secondary data Primary Data Primary data will be collected by conducting interviews with the senior administrative staff and HR staff respectively. On the other hand, questionnaires will be issued to the non-teaching and teaching staff . Secondary Data Secondary data will be gathered from a variety of sources including analysis of case studies, reviewing websites, books, journals, and brochures of universities Data Collection Instruments The researcher will use questionnaires and interviews as the main instruments for collecting data. Validity and Reliability Validity and Reliability It will be done through piloting of instruments to improve their efficiency in data collection. The researcher will issue 30 questionnaires to a university other than the ones selected for the study. Reliability, which entails the accuracy and precision of the measurement procedure, will be carried out using the cronbach’s alpha test, whereby a coefficient of 0.7 will indicate reliability of the questionnaire. Cronbachs alpha is widely believed to indirectly indicate the degree to which a set of items measures a single uni-dimensional latent construct. Cronbachs alpha generally increases as the inter-correlations among test items increase, and is thus known as aninternal consistencyestimate of reliability of test scores. Because inter-correlations among test items are maximized when all items measure the same construct, that is, the higher the coefficients, the better the measuring instrument (Zinbarg et al., 2005). Data Analysis The data that will be collected will be analyzed using descriptive and inferential statistics with the help of statistical package of social sciences (SPSS) and Microsoft Excel package too. Descriptive statistics include frequencies, percentages, pie charts and graphs, which will enable the researcher to meaningfully describe distribution of measurements using a few indices or statistics. Inferential statistics will be important in determining the nature and magnitude of the relationship between the marketing strategies used in public university and private university for competitive advantage. The researcher will calculate a co-relation co-efficient (r) using pearson’s corelation co-efficient method, whereby a coefficient of more than +1 will indicate a positive relationship between marketing strategies and competitive advantage. A coefficient (r) of 0 will indicate no relationship, and a coefficient (r ) of -1 will indicate negative relationship between the variables being tested.

Crisis in Australian Film Industry

Films from down under are going, well, down and under†(Humphreys S cited in Kaufman T, 2009). This essay will confirm there is a crisis is the Australian Film Industry through exploring the economic, political and cultural factors that led to the crisis. The current economic climate and political decisions have had a significant impact on the Australian film industry, leading to lower production rates of overseas films in Australia.The internal and external cultural factors will be explored to highlight the responsibility the Australian public and the industry had and how ailing to meet these responsibilities has further deepened the already unfortunate circumstances in the industry. However there are economical, political and cultural factors that have led to the crisis in the industry; this essay will also explore why it is called a ‘crisis'. Thus exploring the loss of Jobs, the lack of Australian films being produced, and most importantly the erosion of a sense of nati onal identity that Australians gain through Australian cinema.Recent successful Australian films ‘Australia' (Alarm B, 2008) and ‘Black Balloon' (Down E, 2008) represents the laity that films should be produced to create a successful industry; this reinforces the sense of nationhood at risk of being lost. There is a common misconception that the strong Australian dollar benefits the economy (Boded M, 2010). However for the Australian film industry this is not the case, the Australian dollar has risen to a 28 year high (Dingle S, 2011) so it is justifiable to say this has significantly contributed to the crisis in the industry.Film executives believe that â€Å"the industry is in a crisis and in real pain but we scant tell the al story without sending your international customers running† (unknown cited in Boded M, 2010). Therefore, due to the strong dollar the film industry is in a lose-lose situation further deepening the crisis it is faced with. This is because international films being produced in Australia are significantly more expensive; hence Australia cannot remain competitive in the global market.Alarms McFarland from Deluxe Promotions states that the last international production that was produced in Australia was the 2009, Gavin Hood film Wolverine' and before that, Bag Loran's Film ‘Australia' (2008) (Cited in Dingle S, 2011). This three-year drought in international film production in Australia exemplifies the importance of a particular economic climate in order to attract overseas production in Australia and to lead to a successful Film Industry. The strong Australian dollar has significantly reduced the amount of international films being produced in Australia in recent years.Rising Sun Pictures co-founder Tony Clark stated that the current economic climate is â€Å"killing us all† and finding new business is crucial but close too impossible at this stage (cited in Boded M, 2010). This has led to a chain of inoppo rtune circumstances, further elevating the extent of the crisis. Due to the lack of international film production in Australia there is significant lull in Jobs in the film industry. The current situation in the industry can be labeled as a crisis as production companies are cutting staff to reduce costs and then the advertising and television (Dingle S, 2011).Production in Australia also creates employment through the use of stunt doubles, extras and film crew. The lack of overseas production will therefore result in limited Job opportunities in the industry. Therefore the strong dollar has a negative impact on the economy through the perspective of the film industry, as there are higher unemployment rates. Ultimately the Australian film industry needs to position themselves differently within the current economic climate and market place to gain some sort of benefit from the current economic climate (Hear G, Ryan M D, 2010).Economic factors contributing to the crisis in the indust ry can arguably be eliminated by political decisions. The Australian Government has failed to introduce adequate tax incentives to attract foreign film production in Australia, which is further stabilizing the current economic climate (Hear G, Ryan M D, 2010). Australian film commissioner Tracey Iberia believed the 15% tax offset â€Å"Just wasn't strong enough† for overseas production to stay in Australia and the tax offset should be doubled to 30% (cited in Dingle S, 2011). The Government will review Subfamily's proposal but some people in the industry fear it may be too late.Central City Rod Allen believes tax incentives cannot lessen the effect of the high dollar and â€Å"the incentives can't compensate enough now' (cited in Boded M, 2010). However, others state that the tax s â€Å"not a grant; it's designed to deliver significant inflows of external investment into Australia† (McFarland cited in Dingle S, 2011). Thus questioning the feasibility of introducing a tax incentive and its ability to seize the crisis in the Australian Film industry. Through exploring past tax incentives, it is evident that tax incentives do not cause enduring improvement to an industry.The ABA scheme was first introduced in the sass's, which led to growth in various companies in and associated with the film industry. However tax incentive such as these can lead to an â€Å"unstable bubble† in the Australian Film industry, attracting film to be produced in Australia and as the tax deflates so does the production rate of films, causing a negative slum in the industry (Burns A, Lethal B, 2010). Through investigating past tax incentives, it is seen that incentives fail to create stability, through this the extent of the crisis is recognized by showing that tax incentives will not cease the crisis.The success or failure of the Australian Film Industry is often based on the box office success. However statistics from Screen Australia show that the 100 Australia n eater films released between 2007-2009 had a total audience viewing off million by February 2011 and only 6% was viewed at the cinema (Screen Australia). This indicates that basing the success of the Australian Film Industry on box office figures is not necessarily a viable source as the Box Office only indicates a films profit made in cinema.Film writer Linden Barber believes the film industry â€Å"needs to get away from the fixation on the box office†¦ It doesn't matter where people see films as long as they view them† (2008 cited in Kaufman T, 2009). Therefore can it be Justified hat the Australian Film industry is not in crisis, but purely the unfavorable economic notion, however the industry can be recognized as being in a crisis by the lack of drive for Australians to view Australian films in cinema, therefore Australians are becoming deprived of a sense of national identity achieved through Australian film (Hear G, Ryan M D, 2010).One may be led to believe that Australians strong sense of nationhood and pride would entice them to watch Australian films to attain a sense of imagined community (Anderson B, 2006). However this is not the case, Australians have become a â€Å"viewing population- not a viewing nation† (Vernon D, 2005) weakening the sense of imagined community shared amongst Australians. The Age's film writer, Jim Schemers argues that a lack of marketing has put the industry in this predicament (cited in Kaufman T, 2009).Where as American films understand the importance of promotion, this recognizes the simple ways American films dominate Australian films in the Box Office (Kaufman T, 2009). This ‘American' style of promotion may of lead to the booming success of the film ‘Australia' (Hear G, Ryan M D, 2010), which raked in an enormous $26,91 5,773 (Screen Australia) in the box office alone. This stresses that maybe internal factors of the industry are the cause of the crisis. The negative attitudes within th e industry about the industry have transcended to Australian viewers.The 2008 film ‘Black Balloon' (Down E, 2008) displays images of ‘Australians' to its viewers and creates a sense of nationhood amongst viewers, however it's co-writer had a different effect on the Australian public. Jimmy Jack singled out other nominees at the Australian Film industry awards when saying â€Å"F*KC you! With pride accepting his award followed by a roaring applause. This highlights an industry comfortable insulting others in the industry (Kaufman T, 2009). Thus encouraging and tolerating a negative attitude towards the Australian film industry that the Australian public has accepted.This ultimately drives the issues in the film industry deeper into crisis. Australian cinema (not Just films produced in Australia) fosters an Australian story, representing and preserving Australian culture, character and identity (Marcher, 1999 cited in Hear G, Ryan M D, 2010). When exploring why the Austra lian film industry is babbled a ‘crisis' it is evident it is because of the erosion of national identity and a sense of imagined community, which can be achieved through Australian film.Bag Allurement's film ‘Australia' (2008) uses imagery of the Australian landscape to display national identity thus uniting all Australians with a sense of imagined community (Simpson C, 2010). The film also recognizes the gender and racial discourses imprinted into Australians national identity (Hogan J, 2010) in an attempt to create dialogue amongst Australians to help recognize and eliminate the issues. Ultimately Australia' recognizes Australia's past and encourages a brighter future for all Australians- indigenous or not.The film achieves this through creating a distinct shift in the attitudes of those within the industry by creating an indigenous film that is not â€Å"Box Office poison† (Simpson C, 2010). The film ‘Australia' (Lurching B, 2008) represents the power Aus tralian films hold over a sense of imagined community and national identity. Thus representing the lack of nationhood Australians will Unlike ‘Australia' (Lurching B, 2008) Elise Downs 2008 film ‘Black Balloon' displayed a ensue of ‘Australians' in a more subtle way.The film was the second highest grossing film in the Box office in 2008 to ‘Australia', gaining $2,265,689 in the box office alone (Screen Australia). Although this was less than a tenth of what ‘Australia' (Lurching B, 2008) grossed, ‘Black Balloon' (Down E, 2008) may have created a more sustainable sense of nationhood. Contrasting to ‘Australia' (Alarming B, 2008), the film was not tainted by Hollywood (Parents O, Parker R, 2009), displaying an Australian genre of film and following a less dramatic more realistic story line.Dominic Knight (from the Chaser's) believes that few Australian filmmakers seem interested in depicting ordinary life (cited in Kaufman T, 2009). Hence Aust ralian films need to maintain their cinematic identity and produce films in which audience's want to see (Humphreys S, 2008 cited in Kaufman T, 2009). Thus supporting the success of ‘Black Balloon' (Down E, 2008) in telling a relatable Australian story (Evergreen D, 2005). This further highlights the extent of the crisis, as a sense of imagined community is lost. Through exploring the various driving factors that contributed to the crisis in theAustralian Film Industry it is evident that soon, if nothing has been done, the industry will be labeled a tragedy. The industry is sensitive to certain factors and relies heavily on a specific economic climate to attract overseas production. These external factors are beyond the industries control but still need to be addressed. Although some people within the industry believe it is too late, or that a tax incentive would not be effective in the long-run the government along side the Australian Film Industry should investigate option's before it is too late.Through acknowledging that the industry is in crisis one can only anticipate that Australians will recognize the importance that the film industry has in creating a sense of national identity and imagine community and re-evaluate their attitudes towards Australian cinema. The Australian film industry cannot control the external factors that are contributing to the crisis in the industry, however the; industry, government and Australian public need to recognize the issues in order to salvage the industry and eliminate the factors that labels it as in a crisis.

Police Officer Is Not Wrong, And The Civilians - 997 Words

â€Å"A now-former area police chief face public corruption charges. He was accused of using a city credit card to pay for a trip to Hawaii† (John 2014). Police officers have done a lot of wrong things in the past, some examples are: gratuities, bribery, and brutality. Although there are plenty of instances where the officer is not wrong, and the civilians are in the wrong. Some people wonder what exactly leads a police officer to bribery, and some bribery cases are civilians lying. A large solution to this problem would be the training for police officers to be improved to prevent police misconduct. A beginning problem is gratuities. What exactly is a gratuity? A gratuity is when police get free meals or discounts on their meals. Some police departments prohibit this, others do not. Business’ can use this as a motive to get more business. Businesses would get more business from other police officers and citizens. Who wouldn’t want to eat somewhere that is protected by police? Walker states that in some cases it’s a â€Å"thank you† for the job that the police officer is doing, its reflecting self interest, they may do it to scare off criminals, or expectations of more police officers coming to that business (2002).There are plenty of reasons why gratuities are bad. It opens the door for more serious forms of corruption: â€Å"encourages officers to believe that they are entitled to special privileges and may lead to officers demanding them† (Walker 2002). There are many ways to solve thisShow MoreRelatedThe Fight For Cameras : Police Officers S hould Wear Body Cameras1236 Words   |  5 Pages8548488 The Fight for Cameras: Why Police Officers Should Wear Body Cameras In 2014, the shooting of Michael Brown in Ferguson Missouri sparked an outbreak of protests and negative attention against the nation s law enforcement. Michael Brown was shot and killed and the whereabouts of what actually happened were very unclear. Was it an accident? Was it intentional? 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Business and Commercial Law - Free Essay Example

Sample details Pages: 4 Words: 1096 Downloads: 9 Date added: 2017/06/26 Category Law Essay Type Narrative essay Did you like this example? Group Project: Business and Commercial Law Contents Part: 1 Part: 2: Brief About the Company: Objective and business activities of the Company: Capitalisation: Competitor: Comparison: Conclusion: Part: 3 Restriction on employment of minor and woman: References: Don’t waste time! Our writers will create an original "Business and Commercial Law" essay for you Create order Part: 1 Name of the Company: Emaar Properties PJSC Part: 2: Brief About the Company: Emaar is a Dubai based Public Joint Stock Company. The company is a listed company in Dubai Finanacial Market. The company is property developer with global presence. Since inception of the company since 1997, the company has been involved in development of property all over Dubai and has changed the landscape of property development in Dubai. Emaar developed Burj Khalifa, the tallest building on earth (Emaar, 2014). Objective and business activities of the Company: The objective of the company is to develop world class properties world-wide. The iconic real-estate company created value-added and master- planned communities all over the world. The company has the capacity to meet full spectrum of life style needs of the resident. The company has the capacity to develop shopping mall, retail and in hospitality business. The company has already developed 37,350 residential units all over the world. The company has also developed 6,93,000 sq. ft. of international market. The company has strong fundamental and has got assets over AED 62.8 billion, i.e. $17 billion. The land bank of the company is massive 232 million Sq. meters. In the international market it has 6,90,000 square meters of recurring revenue generation assets. The assets include hotel, malls and over 1900 rooms. In 2013 the company made profit of AED 2.568 billion i.e. $699 million. The annual revenue of the company in 2013 is AED 10.328 billion i.e. $ 2.812 billion. The company is b uilding its strong financial on the growth of Dubai economy. Emaar recorded a net profit of AED 1.731 billion i.e. $471 million (Zawya, 2014). In the first six months of 2014 the company has revenue of $5.063 billion. Out of the total revenue Emaarà ¢Ã¢â€š ¬Ã¢â€ž ¢s mall, retail, hospitality and leisure business contributed AED 5.063 billion. There are several projects underway for Emaar. The most highlighted project of Emaar is the integrated lifestyle destination on 500 acre area of AED 73 billion i.e. $20 billion (Business, 2014). Capitalisation: The market cap or market capitalisation of the company is AED 51,764.91 million. The minority shareholder interest in the company is AED 190.77 million. Competitor: The main competitor of Emaar is Nakheel Properties. The property developer is based in Dubai. The company is not a listed company. The performance of the company is not at all robust in terms of total revenue. In 2012 the company announced 2.02 billion dirhams, i.e. $550 million. The Nakheel property announced that in 2013 it will complete 3000 retail residential units. Comparison: The comparison of Emaar and Nakheel would be unhealthy. Both the property developer are dominant player in Dubai Real Estate market but the in terms of revenue and profit and scope of business Emaar is far ahead than Nakheel properties. Emaar has already announced development several new projects in Dubai, like Address Residence Sky View; Burj Vista; Boulevard Point, BLVD Crescent and BLVD Heights; and Vida Residence Downtown Dubai à ¢Ã¢â€š ¬Ã¢â‚¬Å" all in Downtown Dubai; The Hills and Vida Residence in Emirates Living; and Palma, Rosa, Rasha, Lila, Yasmin, Samara and Aseel villa communities in Arabian Ranches. The company has presence all over the world. The market for Emaar is spanning in different regions. The company has already established its shop in various countries United Arab Emirates, Saudi Arabia, Syria, Jordan, Lebanon, Egypt, Morocco, India, Pakistan, Turkey, USA, Italy and Canada. Conclusion: The company is one of the largest real estate companies in Dubai. Apart from being a listed company in Dubai the company has plans to list its subsidiary in India. The company is in expansion mode all over the world. Emaar has put in place its plan to increase its operations in various parts of the world. Part: 3 Restriction on employment of minor and woman: According to UAE labour law the employment of juvenile under the age 15 is prohibited. Before employing a juvenile the employer has to make sure that all the relevant information and documents of the juvenile is recorded properly in the name of the Juvenile. The list of documents includes birth certificate issued by the concerned authority. The certificate of physical fitness is also to be provided to the employer. The written consent from the guardian of the juvenile has to be secured before employing the juvenile. The employment of the juvenile is prohibited under some circumstances of employment, like at night at industrial undertaking, jobs which are harmful to health, where the working hours exceeds six hours a day and working in holiday (Law, 2014). The women are not allowed to work at the hazardous industry where they can have serious health constraints. The facilities provided to women in work force are not according to international standard. The maternity leave for wom en workers is 45 days (CEDAW, 2010). They article 33 of labour law of UAE says that the maternity leave will be allowed to the woman employee employed for more than one year in the same company. If in case the woman candidate is employed for less than one year in an organisation the woman employee will be paid half of her remuneration during 45 days period. The act is silent about the counting of 45 days leave, whether it is calendar days or working days. The International Labour Organisations Maternity Protection Convention No.183 of 2000 clearly recommended that women shall be allowed 14 weeks of maternity leave by the employers. The UAE labour laws are not consistent with the international standard at all. The UAE maternity leave allowance is more than 50% lower compared to international standard. The breast feeding break for the woman is not consistent with the international standard and the miscarriage leave is not at all considered under UAE laws (Sadek, 2012). References: Business. (2014). Emaar Properties UAE. Retrieved from arabianbusiness: https://www.arabianbusiness.com/companies/emaar-properties-uae-66430.html CEDAW. (2010). Womens Rights in the United Arab Emirates (UAE). Retrieved from https://www.fidh.org/IMG/pdf/UAE_summaryreport_for_CEDAW.pdf Emaar. (2014). The pioneer of master-planned communities in Dubai. Retrieved from Emaar: https://www.emaar.com/en/who-we-are/ Law. (2014). UAE Labor Law. Retrieved from https://uaelaborlaw: https://uaelaborlaw.com/ Sadek, I. (2012, June 28). United Arab Emirates: Maternity And Paternity Rights In The UAE Private Sector. Retrieved from mondaq: https://www.mondaq.com/x/183950/employee rights labour relations/Maternity And Paternity Rights In The UAE Private Sector Zawya. (2014, October 29). Emaar records 37% growth in net operating profit to AED 2.489 billion (US$ 678 million) in first 9 months of 2014. UAE. Retrieved from https://www.zawya.com/story/Emaar_records_37_growth_in_net_operat ing_profit_to_AED_2489_billion_US_678_million_in_first_9_months_of_2014-ZAWYA20141029113926/