...an equal stake in the practice. Bangor Family Physicians Reimbursement There are two determinants to reimbursement for Bangor Family Physicians: a monthly salary and yearly profits after accounting for reinvestments into the company. Since the foundation of Bangor Family Physicians in 1986, the practice has used an equal pay compensation model as the reimbursement scheme of choice. Profits that are above overhead costs at the end of the year are portioned out equally to each partner, thus determining the overall amount the physician receives for the year. While this type of compensation model discourages overutilization and allocates risk among all physicians, it negatively affects productivity and does not reward efforts to improve quality. Such a system can only work on the basis that all physicians have the same skill and productivity levels and are equally motivated to contribute to the practice. In Bangor Physician’s situation, each physician believes they are working more than the other and thus should receive greater compensation. Bangor Family Physicians Goals The goal of the case study is to elect the most suitable compensation model that meets all five criteria set by Bangor family Physicians and creates an incentive for all physicians to be as...
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...company profits. Rising raw material prices are not the only problem that buyers have, as the buyer is responsible not only for a fixed calculation or price basis but also for ensuring continuity of the production process, certainly over the medium term and thus over a planning period of 12-24 months. Price volatility presents the same problem, as it makes commodity prices genuinely unpredictable. An active financial risk management process is necessary, to answer the following questions: How high is the exposure? What percentage of the production costs do raw material costs account for? What effect does the price fluctuation of raw materials have on total profits? Can price fluctuations be passed on? What is the competition doing? Based on this peak, the company is exposed to a price movement risk of USD 1.700 per tonne or a total of USD 5.1m. Accordingly, the price opportunity on the basis of the record low in 1997 of USD 1.000 is relatively small at USD 150 around per tonne or around USD 500,000. In addition to the market price risk, raw materials prices have a significant effect on production costs. Table 1 Ascertaining the point of departure EUR million 100 20 30 50 % 100% 20% 30% 50% G G Production costs Structural costs Employee costs Materials costs Breakdown of materials costs Raw materials costs Other costs G G G 40 10 80%...
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...An Assessment of Executive Compensation in Switzerland With Reference to Referendum in March 2013 on Executive Pay Adamu Yushau Usumanu adamuusumanu@gmail.com This Paper is Submitted in Partial Fulfillment of the requirement for Corporate Finance and Governance course SMC University School of Management Dr. Albert Widman January 29 , 2014 Abstract The citizens of Switzerland in March 2013, decided in a referendum that shareholders must determine Board Member, Chairmen and Executive pay. They also decided to restrict proxy voting and ban severance pay, bonuses, for the purchase and sale of companies. In addition, loans pensions, and remuneration in he form of stocks or profit sharing must be regulated by the bylaws of the company, and finally, individual board members, and chairmen be elected by shareholder every year and banned corporate proxy and the representation of shareholders by depository bank. Key Words: Corporate Governance, Executive Compensation, Referendum, Board Introduction The executive compensation (executive pay) is composed of the financial compensation and other non-financial awards received by an executive of a firm. It is a mixture of salary, bonuses, shares of and/or call option on the company stock, benefits, and perquisites, ideally configured to take into account government regulation, tax law, the desires of...
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...Rorie HRM 500 Professor Thrash December 13, 2015 Proposed Methods There are many methods to determine the proper incentive plan. It is very important to understand whether the company needs an incentive plan to compensate for short or long term cash flow. This determination will help the company become aligned and the right path to creating an incentive plan that will flourish within the future. Because this is a retail company with both online and in store sales, it is important to evaluate the merchandise being sold. Is the merchandise high end or does the merchandise that’s being sold catered more to the volume in a lower market. The vision of the company will align with this if evaluated properly. Long term incentives are better for employees because it creates capital but it can be hard keeping employees motivated with long term incentives because it takes too long to reach the goal.. “For example, rewarding assembly line workers for increased production may result in a sacrifice in quality. The framework can be pre-established, or it can be built into the plan over time” according to Smith (2007). Legal Requirements & Additional Benefits There are five basic benefits required by law. * Workers Compensation which gives employees benefits if they are ill or if they are injured. * Social Security Taxes are required to be paid on employees. * Family and Medical Leave is time that employees are granted to take time off for emergency family issues such as the...
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...profit margin. Firm-specific human capital, a patent, trademark, or brand names are firm-specific factors which could attribute to the differences. Profit margins and a sustainable competitive advantage are industry-specific factors which could attribute to the differences. Profit margins are strongly influenced by industry related factors. Better worker training and education makes happy employees want to stay and contribute to the firm. Dissatisfied workers tend to be less productive and will result in high turnover. High turnover leads to lost of legacy knowledge of the firm and higher training costs for new employees. Differences in employee productivity will be affected by differences in total assets per employee, worker education and training, the effectiveness of incentive compensation plans, bonuses, and the amount of employee stock ownership. B. I think profit per employee is more sensitive to firm-specific factors than industry specific factors based on the information provided on Table 7.5. Opportunity cost is an enormous factor in an employee’s level of productivity. This is especially true for Revenue per Employee which is directly related to the Profits per Employee. Since the calculated t statistic of 8.22 ≻2.764 we can reject the hypothesis of no relation with a 99% confidence level. There is only a 1% chance that sales will fall outside of that range Profit/Emp. = $1,269.016 + 0.220 Ind. Profit/Emp. + 0.084 Rev./Emp. + 0.004 Ass/Emp. (0.17) (2.33) ...
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...TO BE INTRODUCED IN LOK SABHA AS INTRODUCED IN LOK SABHA BILL NO. 77 OF 2011 THE LAND ACQUISITION, REHABILITATION AND RESETTLEMENT BILL, 2011 ———— ARRANGEMENT OF CLAUSES ———— CHAPTER I PRELIMINARY CLAUSES 1. 2. 3. Short title, extent and commencement. Application of Act. Definitions. CHAPTER II DETERMINATION OF SOCIAL IMPACT AND PUBLIC PURPOSE A.—PRELIMINARY INVESTIGATION FOR DETERMINATION OF SOCIAL IMPACT AND PUBLIC PURPOSE 4. 5. 6. Preparation of Social Impact Assessment Study. Public hearing for Social Impact Assessment. Publication of Social Impact Assessment Study. B.—APPRAISAL OF SOCIAL IMPACT ASSESSMENT REPORT BY AN EXPERT GROUP 7. Appraisal of Social Impact Assessment Report by an Expert Group. C.—EXAMINATION OF PROPOSAL BY A COMMITTEE CONSTITUTED BY THE APPROPRIATE GOVERNMENT 8. 9. Constitution of committee to examine proposals for land acquisition and the Social Impact Assessment Report. Exemption from Social Impact Assessment. CHAPTER III SPECIAL PROVISIONS TO 10. SAFEGUARD FOOD SECURITY Special provisions to safeguard food security. CHAPTER IV NOTIFICATION AND ACQUISITION 11. 12. 13. 14. 15. 16. Publication of preliminary notification and power of officers thereupon. Preliminary survey of land and power of officers to carry out survey. Payment for damage. Lapse of Social Impact Assessment Report. Rescission of preliminary notification. Hearing of objections. (ii) CLAUSES 17. 18. 19. 20. 21. 22. 23. 24. 25. 26. 27. 28. 29. Preparation of Rehabilitation...
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...Incentives and Compensation In order for a sales force to be successful there needs to be incentives and bonus. A bonus from the textbook is a payment made at the discretion of management for achieving or surpassing a certain level of performance. The incentive will work as follows: one if you sell a warranty on a cell phone the salesperson receives an extra five dollars on their check. Another incentive for the salespeople is a $200 dollar bonus for going over their quota by 100 cell contracts or cell phone. The incentives for the sales team are below. Also a superstar employee can be promoted from within, Sales Supervisor, Manager and store Manager. The employee will receive health insurance if they work twenty-five hours a week. The health insurance is through Humana which covers, dental, doctor visits, emergency room care. Each employee will receive one week of sick time and two weeks of vacation per year Sold Warranty | $5.00 | Selling 50 over Quota | $100.00 | Selling 100 over Quota | $200.00 | Selling a Credit Card | $50.00 | Manager Yearly Bonus for Over Quota | $1000.00 | Sales Associate | 10.00 an hour | Sale Supervisor | $15.00 an hour | Manager | $35,000 a year | Store Manager | $50,000 with Stock options | Salesperson | $10.00 Commission on a sale of a 499.99 phone | Plan for Motivating the Sales Force The plan for motivating the sales team is to have weekly manager meetings to evaluate their staff and determine new incentives and...
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... 3 3. Explain the effect of ‘input price changes’ on the supply of a good. 3 4. Explain the relation between marginal revenue and average revenue. 3 5. Draw Average Total Cost, Average Variable Cost and Marginal Cost curves in a singlediagram. 3 For Blind Candidates only in lieu of Q. No. 5 When is supply of a commodity said to be (i) elastic, (ii) inelastic and (iii) perfectly inelastic ? 6. Price of a good rises from Rs. 10 per unit to Rs. 11 per unit. As a result quantity demanded of that good falls by 10 percent. Calculate its price elasticity of demand. 4 OR A consumer buys 70 units of a good at a price of Rs. 7 per unit. When price falls to Rs. 6 per unit, he buys 90 units. Use Total Expenditure Method to find whether the demand for the good is elastic or inelastic. 7. Give meanings of (i) marginal physical product, (ii) fixed cost, (iii) variable cost, and (iv) total revenue. 4 8. Calculate Marginal Cost and Total Cost from the following Cost Schedule of a firm whose Total Fixed Costs are Rs. 15 : 4 Output Total Variable Cost (Unit) (Rs.) 1 10 2 19 3 29 4 40 9. How is the equilibrium price of a good determined ? Explain with the help of diagram a situation when both demand and supply curves shift to the right but equilibrium price remains the same. 4 For Blind Candidates only in lieu of Q. No....
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...maturities on Intel’s Long-term debt? 2016 1,500 2017 3,000 2018 & thereafter 10,275 2) What are Intel’s projected obligations on Long-Term Debt and Payments due by period? Total long-term debt obligations = 22,852. Less than 1 Year 1-3 Years 3-5 Years More than 5 Years 480 860 5,330 16,182 3) What is the par or stated value of Intel’s preference shares? Par value = $0.001 4) What is the par or stated value of Intel’s ordinary shares? Par value = $0.001 5) What percentage of Intel’s authorized ordinary shares was issued at Dec 29, 2012? No shares were issued. 6) How many ordinary shares were outstanding at Dec 29, 2012, and Dec 31, 2011? 2011 5,000 million 2012 4,944 million Module 2 Under Intel’s equity-based compensation plan, share options are granted annually to key managers and directors. 1) How many options were granted and exercisable in 2011 and 2012 under the plan? 2011: Granted 13.5 million Exercisable 203.6 million 2012: Granted - Exercisable 139.8 million 2) What number of diluted weighted-average shares outstanding was used by Intel in computing earnings per share for 2011 and 2012? What were Intel’s diluted earnings per share in 2011 and 2012? 2011 2012 5,411 5,160 3) What other equity-based compensation plans does Intel have?...
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...Total Rewards System Proposal Claudia Taylor-Berry Dr. Steven Davis HRM 533 – Spring 2015 May 18, 2015 Question # 1-Create a brief overview of the company requirements for a total rewards system. Many organizations in today’s business arena want a total rewards system that encompasses the company’s objectives and their interconnection to the total rewards system (“WorldatWork,” 2007). However, mega organizations that employ over 20,000 employees and provide services in several different countries may require a more diverse total rewards system. With that said, the organization must have a purpose, objectives, eligibility requirements, measuring techniques, funding, structure, global considerations, a timeline of detailed actions, and laws when creating their total rewards system. According to the experts, a company must consider the following core provisions as components of their total rewards system: * Cash Compensations: The employee’s base pay and incentives. * Benefits: The employee’s health care and retirement aids. * Work and Life Balance: Assisting the employee by offering tools to assist with balancing work and life. * Performance Management and Recognition: Aligning company goals with total rewards through individual and team efforts, and the acknowledgements of employee actions, behaviors, performance, and efforts in achieving company goals. * Career Advancement and Development: The employee’s career development and promotion (“WorldatWork...
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...A PROJECT REPORT ON COMPENSATION MANAGEMENT IN HETERO DRUGS LIMITED SANATHNAGAR, HYDERABAD In partial fulfillment of the requirement for the award of the degree of MASTER OF HUMAN RESOURCE MANAGEMENT Submitted by G.VARALAKSHMI [pic] K.G.R.L.PG COLLEGE, BHIMAVARAM. ANDHRA UNVERISTY VISKAPATANAM (2009-2011) DECLARATION I here by declare that this project report titled a study on “COMPENSATION MANAGEMENT” in HETERO DRUGS LIMITED has been carried out by me Submitted in partial fulfillment of the award of the degree of “ MASTER OF HUMAN RESOURCE MANAGEMENT”, in K.G.R.L .PG COLLEGE BHIMAVARAM. PLACE: DATE: (G.VARALAKSHMI) PREFACE In today’s changing world on should aware of latest trends market demand then only survival can be possible and can compete with others. The concept of “compensation management” plays a significant role in HUMAN RESOURECE MANAGEMENT. COMPENSATION MANAGEMENT is defined as “ systematic approach to provide monetary value to employee in exchange of work performed” A study has been conducted on “COMPANSATION MANAGEMENT” and a Questionnaire is prepared to conduct survey to know how it is working in “HETERO DRUGS LIMITED”. A through analysis is presented in this report on the study conducted with the help of graphical representation. ACKNOWLEDGEMENT I take the opportunity to express...
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...Notice of 2013 ANNuAl MeetiNg ANd Proxy stAteMeNt April 24, 2013 New orleans, louisiana Notice of 2013 ANNuAl MeetiNg of sHAreoWNers Time and Date: 10:00 a.m. central time, April 24, 2013 Location: ernest N. Morial convention center, 900 convention center Blvd., New orleans, lA 70130 March 13, 2013 Dear Shareowners: You are invited to attend General Electric Company’s 2013 Annual Meeting of Shareowners to be held at the Ernest N. Morial Convention Center, 900 Convention Center Blvd., New Orleans, LA 70130, on April 24, 2013, at 10:00 a.m. Central Time. Following a report on GE’s business operations, shareowners will vote: • to elect the directors named in the proxy statement for the coming year; • to approve our named executives’ compensation in an advisory vote; • to ratify the selection of our independent registered public accounting firm for 2013; and • on the shareowner proposals set forth on pages 44 through 49, if properly presented at the meeting. Shareowners also will transact any other business that may properly come before the meeting. You are eligible to vote if you were a shareowner of record at the close of business on February 25, 2013. Please ensure that your shares are represented at the meeting by promptly voting and submitting your proxy by telephone or the Internet, or by completing, signing, dating and returning your proxy form in the enclosed envelope. If you plan to attend the meeting, please follow the advance registration instructions under “Information...
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...April 26, 2013 Dear Fellow Stockholder: At the request of the Board of Directors, you are cordially invited to attend the 2013 Annual Meeting of Stockholders of Newpark Resources, Inc., which will be held on Thursday, June 6, 2013, at 10:00 a.m., Central Daylight Time, at The Marriott Woodlands Waterway Hotel & Convention Center, 1601 Lake Robbins Drive, The Woodlands, Texas 77380. Both your Board of Directors and I hope you will be able to attend. There are five items on this year’s agenda: (1) the election of six directors to the Board of Directors; (2) an advisory vote to approve named executive officer compensation; (3) to consider and act upon a proposal for the approval of the amendment and restatement of the Newpark Resources, Inc. 2006 Equity Incentive Plan; (4) to consider and act upon a proposal for the approval of an amendment to the 2008 Employee Stock Purchase Plan to increase the employee discount from 5% to 15%; and (5) the ratification of the appointment of Deloitte & Touche LLP as our independent registered public accounting firm for the fiscal year 2013. These items are described fully in the Notice of Annual Meeting of Stockholders and the accompanying Proxy Statement. Whether or not you plan to attend the Annual Meeting, it is important that you study carefully the information provided in the Proxy Statement and vote. Please promptly vote your shares by telephone, by the internet or, if the Proxy Statement was mailed to you, by marking, signing, dating and...
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...CHAPTER 8: CONFIDENCE INTERVAL ESTIMATION 1. The width of a confidence interval estimate for a proportion will be a) narrower for 99% confidence than for 95% confidence. b) wider for a sample size of 100 than for a sample size of 50. c) narrower for 90% confidence than for 95% confidence. d) narrower when the sample proportion is 0.50 than when the sample proportion is 0.20. ANSWER: c TYPE: MC DIFFICULTY: Moderate KEYWORDS: confidence interval, proportion, properties, width 2. When determining the sample size for a proportion for a given level of confidence and sampling error, the closer to 0.50 that p is estimated to be, the __________ the sample size required. a) smaller b) larger c) The sample size is not affected. d) The effect cannot be determined from the information given. ANSWER: b TYPE: MC DIFFICULTY: Moderate KEYWORDS: confidence interval, proportion, properties 3. A 99% confidence interval estimate can be interpreted to mean that a) if all possible samples are taken and confidence interval estimates are developed, 99% of them would include the true population mean somewhere within their interval. b) we have 99% confidence that we have selected a sample whose interval does include the population mean. c) both of the above d) none of the above ANSWER: c TYPE: MC DIFFICULTY: Moderate KEYWORDS:...
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...Overview and then Company Management. Find the composition of the Management Team and the Board and check the backgrounds of the Chair as well as the top 3 longest serving board members. (a) How many of these three board members appear to be independent? (b) What are their compensations? (c) What other board memberships or executive positions do they hold? (d) Do you think having these positions help increase or reduce agency cost and help better align the interest of shareholders with management? Answer: I will start to answer the question with a table of summary: IBM Corp Inc. Sr. No Tenure . (yrs.) 1 2 Independent Board Member CompenCurrent sation shareholding Kenneth Chenault 17.8 "Ken" Other Board/Executive Positions Company Name Title Yes / No Bloomberg Philanthropists Board Member Presidents & Fellows of Harvard Board Member College Proctor & Gamble Company Board Member No American Express Travel related Chairman services Co. American Express Co. Chairman $341,193 $ 1,031,972 BM Corp. Board Member Sidney 14.8 Taurel BioCrossroads IBM McGraw Hill Financial Mc Grawhill, Compensation and Leadership Development IBM, Executive compensation $368,724 $ 2,284,797 and management resources Name Board Member Board Member Board Member No Chairman Chairman Yes 3 Joan E. 11.8 Spero $327,945 $ IBM Citibank Citigroup 147,530 Intl Paper Co. Board member Board Member Board Member Board Member ...
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