Abstract
This paper discusses bonus packages and what they consist of, their advantages and disadvantages, tax implications, and alternatives.

From the Paper
"One of the human resources department's functions is to work out compensation and benefits for the company's employees. Base pay is of course part of this, but in many companies, bonuses are also provided. A bonus can be either a monetary award and/or a package that includes money and other benefits such as extra paid leave or gifts. A bonus package can be awarded based on achieving certain corporate goals such as a certain percentage or number of sales. In other cases, bonuses..."

Tags:bonus, bonus package, HR, human resources, advantages, disadvantages, tax, flexible

Abstract
This paper describes in detail discount certificates and bonus certificates. It provides some general information and features of certificates and discusses the engineering and financing of the certificates. The paper then examines the advantages and risks of using these certificates and it then provides a practical example to explain the concept.

Table of Contents:
List of Tables
List of Abbreviations
Introduction
Discount Certificates
General Information
Discounts
Caps
Engineering
Advantages and Risks
Example
Key Figures
Interpretations
Explanations
Bonus Certificates
General Information
Bonus
Barrier
Engineering and Finance
Advantages and Risks
Example
Key Figures
Interpretations
Explanations
Summary and Conclusions

From the Paper
"Both certificate types are constructed on the basis of an underlying value and some kind of option to finance the mentioned securities as well as benefits. Certificates are sold like share at the stock exchanges in Frankfurt and Stuttgart, as well as through direct trade. Emitter like ABN AMRO sets everyday prices for the products to give liquidity for trade to the investors. There are two different prices offered, the bid and the ask price. The spread in between will finally be the profit for the emitter. Furthermore they make profit through the time value of put options. Offering certificates bears nearly no risk for the emitter. Discount certificates are based on an adverse development that equilibrates any development in the market."

Tags:engineering, financing, investments, profits

Abstract
Employers are constantly looking for ways to attract qualified employees, and bonus plans have been a driving force in the business world. In recent years, the consequences of such plans have been carefully scrutinized. This paper examines some of the consequences that companies face when they make a decision to implement bonus plans. The discussion focuses on steps that can be taken to avoid the negative consequences of bonus plans, which include animosity among workers, lower productivity, and poor employee loyalty.

From the Paper
"The article, "Bonus Plans: Why Most fail" explains that one of the best ways to avoid the negative consequences of bonus plans is to simply offer a fair wage. (Porter 2003) The author argues that the consequences associated with bonus plans could be eliminated if employers offered a living wage that is higher than that of similar companies in the same community. (Porter 2003) The author contends that offering a living wage coupled with holding employees accountable for their performance, will create the benefits that a bonus plan offers while avoiding the consequences that bonus plans present. (Porter 2003)"

Tags:incentive, performance

Abstract
This paper addresses the question of whether an organization can identify the compensation strategy that is most effective for it and how it can establish a methodology to ascertain what that compensation strategy might be. The paper includes a completed review of the relevant literature as well as a research design methodology. Finally, the importance of compensation strategies to contemporary organizations is noted and personal reflections of the author's relationship with God are revealed as central to the development of this project.

Outline:
Abstract
Problem Statement
Research Objectives
Literature Review
Importance of Study
Research Design
Budget
Measurement
Reflections

From the Paper
"Compensation strategies typically fall within the functional control of human resources (HR) within most organizations. HR management has become one of the last remaining functional areas of an organization where differentiation can be achieved in the marketplace and where competitors might still be appreciably out performed. The reasons for this revolve around the ubiquitous and relative inexpensive character of technology and technological applications that have levelled the competitive field across all industries. Essentially, no matter where a company is located it can access and deploy the very same technological solutions as any other competitor; thus, organizations have determined, and correctly so, that human resources are a vital source of competitive edge if managed properly. "

Tags:human, resources, competition, methodology

Abstract
The paper outlines how CEO Edward Liddy was placed at the head of AIG when it received $153 billion in capital loans and financial injections. The paper then reveals that, after the government bailout, AIG paid year-end performance bonuses in the amount of $165 million to its employees. The paper discusses how these bonuses represented mismanagement, greed and arrogance to most Americans. The paper considers the arguments of proponents of the bonuses and then offers two recommendations to CEO Liddy with respect to external communications. The paper explains why Liddy should not be too concerned about employee morale and the poor performance of workers.

From the Paper
"The current economic crisis was precipitated by the collapsed of the subprime mortgage market. When the housing bubble burst, home values began to stagnate. Many subprime borrowers had not only taken out loans that they could not afford to service, but they had signed on for interest rate schemes that resulted in their rates stepping up dramatically after the first couple of years. The result was that these individuals could not make payments on the new rates and with the market collapsed they could not sell their homes either. The result was defaults on a massive scale."

Tags:taxpayers, morale, employees, mismanagement, greed

Abstract
In 1997, Ford Motor Company paid a total of $10.7 million in salary, bonuses, and options to its Chairman Alex Trotman, whose bonus alone was $7 million. In that same year, Daimler-Chrysler paid Robert Eaton $6.1 million. During that same period, the workers who provide the vehicles only received 3 percent raises in 1997.

From the Paper
"AMERICAN CHIEF EXECUTIVE'S PAY
In 1997, Ford Motor Company paid a total of $10.7 million in salary, bonuses, and options to its Chairman Alex Trotman, whose bonus alone was $7 million. In that same year, Daimler-Chrysler paid Robert Eaton $6.1 million. During that same period, the workers who provide the vehicles only received 3 percent raises in 1997. "The industry continues a two-pronged strategy to maintain healthy profits: cut costs even as they increase incentives to lure new car and truck buyers into showrooms" (Howes, 1998, ARC).

The auto executive's pay was far greater than the average of CEO pay of 3.68 million salary, bonus and long-term incentive payouts received by "the chief executives of the nation's 200 largest corporations as tracked by Pearl Meyer & Partners Inc., a New York ..."

Abstract
This paper states that Dell is the leading world direct supplier of computers and is the leading computer manufacturer in the United States. The paper points out the Internet and Dell's business model are complementary to one another. The author concludes, after using the strategy exercises, that Dell must leverage its internal competencies by continuing with the direct-to-customer model and leverage its external competitive advantage by using the Internet and other value added channels to improve the production and delivery of its products. Many charts and tables.

Table of Contents
Introduction
History
Dell's Vision Statement
Dell's Mission Statement
Company Details
The Dell Idea
Dell Products and Services
Desktop Computers
Notebook Computers
Workstations/Servers
Software and Peripherals
Services
Dell Today
Key People
Financial Performance
Strategic Overview
Stakeholders
Human Resources
Health Plans
401 (k)
Profit-Sharing/Bonus
Stock Purchase Plan
Dell Learning
Other Benefits
External Environment
Internal Environment
Porter's Five Forces
Competitive Rivalry
Product Substitutes
Barriers to Entry
SWOT Analysis
Strengths
Weaknesses
Opportunities
Threats
Conclusion

From the Paper
"Michael Dell's idea in the personal computer industry was: Bypass the middleman who adds little value to the products and sell custom-built PCs directly to end-users. By using this innovative direct-marketing approach and by pioneering the industry's first service and support programs, Dell Computer Corporation has established itself as one of the top vendors of personal computers worldwide. In 15 years, the company's sales have grown from $6 million to $25.3 billion for the past four quarters. Since its first international subsidiary opened in the United Kingdom in 1987, Dell has opened sales offices in 34 countries around the world, and its 36,500 employees serve customers in more than 170 countries and territories."

Tags:internet, direct, leverage, value, pioneer

Abstract
The following paper examines the way in which the basic use of incentives and compensation strategies are critical components to create an environment where the employees not only feel secure about their jobs, but are also committed and motivated to the organization. The writer discusses how employees must contribute to the fullest to achieve the organization's goals in today's changing world. This paper discusses how business environment managers have to do more than just providing employees with tactical targets, such as bonus for selling or completing certain products or projects.

From the Paper
"Compensation is without a doubt a major management objective in any organization to include in its workforce quality and skilled employees that would increase productivity and keep up the pace with changing technology. An organization stresses a lot of importance on compensation strategy because of the changing face of technology and to keep up with the speed organizations need skilled and expert employees and to have the best of them it needs to develop some sort of strategy to attract the workers.
The major factors influencing the compensation are essential value of the job, internal equities, and market correction through inflation and external equities. In the IT industry today there is a desperate shortage of skills particularly in the software industry; with severe competition and shortage in the industry the old conventional methods of attracting employees have been torn apart. As economies fluctuate, the software industry in particular have affected and now more than ever before companies needs to react to a changing marketplace by continually evaluating corporate goals and then re-aligning employees."

Tags:features, rewards, organization, structure, objective, salary, increments, industry

Abstract
The purpose of this essay is to analyze the phenomenon of wealthy communities that hire soldiers to fight its wars, one that is not so confined to the past, as we'd like to believe. Modern day companies offering similar services like Executive Outcomes which guards important economic and diamond mining interests in South Africa or the lure of U.S. Armed Forces' bonus money and paid education primarily targeting recruits on the lower steps of the American economic ladder reminds us that materially all wealthy societies not just the mercantile Italian cities - will eventually seek to outsource and pay someone else to do the dirty business of killing.

From the Paper
""The priests and other citizens of Italy being unused to military service," laments Niccolo Machiavelli over the martial decline of his people in his famous treatise The Prince, "they started to hire outsiders as soldiers" (82). It was perhaps impossible for him and other Renaissance commentators to fully comprehend the social and economic reasons why the medieval Italians began to hire foreign mercenaries to fight."

Tags:ages, condottieri, crecy, europe, florence, guilds, hawkwood, italy, machiavelli, medici, mercenaries, merchants, middle, military, pisa, prince, renaissance, warfare

Abstract
This essay examines the dilemma in making a decision put before a hypothetical student at McGill University. If the ends always justify the means and personal ambition is a virtue, then one would most certainly take a job that promised one personal rewards and might also, as an added, but not necessary bonus, help the rest of humanity. However this paper looks at this decision from the perspective of the Mahayan Buddhist.

From the Paper
While it is not moral to kill, the Buddhist also recognizes the fact that death is not the end, that in each life all sentient beings inhabit a mortal body that appears in the transient world and is lead through the cycle of death and rebirth to enlightenment. It may be that part of one s mission in a life is to help create medicines that will benefit many others.

Tags:Mahayan, Buddhist, vegetarians, killing, innocent, sentient, beings, chimpanzee, creature, genetic, code