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Pay Parity, 2004.
This paper discusses the problem of pay parity for women.
900 words (approx. 3.6 pages), 1 source, APA, $ 31.95
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Abstract
This article explains that women are under compensated and the degree of this problem is under represented. The author points out that employers adopt the norms of society. The paper includes statistics.
From the Paper
"According to Aaron Bernstein writing in "Business Week", a recently released government study issued by the U. S. Bureau of Labor Statistics shows that women on average earn an average of just ... of men'compensation today. As bad as this figure is, Bernstein explains that reality is far worse. Bernstein reveals that the government only reports on earnings of women who worked full time for an entire year. Bernstein cites another study in which the earnings of all women were examined including those working part-time or those ..."
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Pay Equity vs. Pay Equality, 2002.
Examining the phenomenon of the gaps in wages between men and women in the United States.
1,158 words (approx. 4.6 pages), 7 sources, MLA, $ 39.95
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Abstract
This paper discusses the sensitive issue of pay inequality between men and woman. The writer shows that despite laws passed as far back as 1963, a relatively large gap still exists, and the highest percentage is during peak earning ages (25-54 years old). The paper examines the factors that have contributed to this earning gap and also discusses programs which have been institutionalized in an attempt to decrease the inequality in earning between genders.
From the Paper
"In 1963, President Kennedy signed the Equal Pay Act into law, making it unlawful to discriminate against a worker on the basis of sex. Since that time, the wage gap between men and women in the United States has narrowed by just 15 cents, now being 74 cents, as reported by the U.S. Census Bureau."
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Purchasing Power Parity, 2007.
This paper discusses the role of the theory of purchasing power parity (PPP) in the real world.
1,110 words (approx. 4.4 pages), 3 sources, APA, $ 38.95
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Abstract
This paper explains that the theory of purchasing power parity (PPP) means that, in an ideal world with an efficient market, the same goods should have the same price universally. The author points out that the PPP, which is loosely explained as the Big Mac index, also means that a consumer good sold in practically every part of the world, takes the place of the commodity basket; therefore, a Big Mac being sold in the United States must have the same price as Big Mac sold in Australia. The paper relates that recent data cannot fully support the theory of the purchasing power parity and the law of one price because, in the real world, there are trade barriers, free competition and differences in price levels in different countries, which create difficulty in testing the PPP through government-published price indexes.
From the Paper
"The proper estimation of purchasing power parity is made difficult because there is no uniform price level. Also, different people in different countries have varying commodity baskets, which also make the scenario more complicated. Add to this the factor of the varying availability of different goods in certain countries, and the fact that there aren't just two countries that come into play in the economic world."
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Covered Interest Rate Parity, 2002.
An examination of the theory of covered interest rate parity.
739 words (approx. 3.0 pages), 2 sources, MLA, $ 26.95
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Abstract
This paper discusses the theory of covered interest rate parity which states that the prices from risk free assets with identical maturity should be equated across countries, after translation into a common currency. In other words, a risk free asset should cost the same dollar amount whether purchased in $US or some other currency. It tests the theory by analyzing empirical evidence to test whether the theory has held over the eighteen year period, 1980 to 1998. All the data used in empirical testing is presented in the appendix.
From the Paper
"The theory behind uncovered interest rate parity is that
foreign exchange markets are so efficient that the expected future spot exchange rate for a particular currency will, on average, equal the present forward exchange rate. This result is theoretically due to the fact that information is quickly reflected in both the spot and forward exchange markets, that transaction costs are low or nonexistent, and that instruments denominated in different currencies are perfect substitutes for one another (University of Colorado, 2000, p.7)."
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Purchasing Power Parity (PPP), 2008.
This document discusses purchasing power parity (PPP) as it relates to exchange rates.
2,055 words (approx. 8.2 pages), 9 sources, APA, $ 64.95
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Abstract
This paper uses the example of the Starbucks Index to demonstrate PPP by taking the average price of a cup of Starbucks' coffee in U.S. dollars and factoring the cost in five separate markets. Additionally, the knowledge gained from this exercise as well as additional research and observation is used to make general observations regarding foreign exchange rates and their importance to internal economies as well as to international industry competitors that must repatriate funds.
Table of Contents:
Abstract
Introduction
Literature Review
Methodology and Results
Methodology
Results
Conclusion
From the Paper
"Another reason firms seek to expand PPP is because this makes those markets more attractive for FDI since this climate essentially aligns their markets more efficiently with internal production. The fact is that not all FDI is meant or intended to achieve gains in production efficiency or market access. Often, firms implement FDI project because they do already have an established market and wish to move their production and manufacturing facilities closer to that market irrespective of overall cost estimates. While the production costs may be more efficient, this is not necessarily the primary motivator."
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Covered Interest Rate Parity, 2001.
Examines empirical evidence to test whether the theory held in period 1980-1998. Appendix with 5 Tables of data used in testing.
900 words (approx. 3.6 pages), 1 source, $ 31.95
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From the Paper
"Report objective
The objective of this report is to examine the theory of covered interest rate parity. Empirical evidence will then be analyzed to test whether the theory held over the eighteen year period, 1980 to 1998. Finally, the data used in empirical testing is presented in the appendix.
Covered interest rate parity in theory
The theory of covered interest rate parity states that the prices from risk free assets with identical maturity should be equated across countries, after translation into a common currency."
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Purchasing Power Parity Model ( PPP ), 2002.
Discusses the validity of the PPP hypothesis.
1,125 words (approx. 4.5 pages), 2 sources, $ 39.95
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Abstract
Discusses the validity of the PPP hypothesis. Theory of PPP. Underlying basis of the PPP model. Rates of inflation and long-range exchange rate changes. Assumptions of the PPP model. Problems associated with use of the model. Contends that long-run analyses tend to support the PPP hypothesis, but not short-run analyses.
From the Paper
"THE PURCHASING POWER PARITY MODEL: COMPARING MacDONALD WITH ZHOU AND MAHDAVI
Introduction
The literature contains mixed results relative to the testing of the validity of the purchasing power parity (PPP) hypothesis. Few studies have found evidence to support the theory in the short run, while the results of tests of the PPP hypothesis based on long-run data produced mixed outcomes, with a majority of the studies supporting the hypothesis for long-run projections. The studies with opposing results are the MacDonald (1995) study, which supports the PPP hypothesis for long-run projections, and the Zhou and Mahdavi (1996), which does not support the PPP hypothesis for long-term projections. This paper compares and discusses these two studies."
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Purchase Power Parity ( PPP ) in Relation to Consumer Prices, 2002.
Tests the PPP hypothesis using four European Community (EC) member states (France, Germany, Italy, UK).
2,025 words (approx. 8.1 pages), 11 sources, $ 71.95
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Abstract
Tests the PPP hypothesis using four European Community (EC) member states (France, Germany, Italy, UK). PPP theory. Discusses underlying bases of the PPP model; exchange rates assumptions; trading patterns & rate of inflation. Problems with use of the model. Method of research design. Results. Summary & conclusions. Four Exhibits.
From the Paper
"Testing the Purchasing Power Parity Hypothesis Over the Long-Term in Relation to Consumer Prices in France, Germany, Italy, and the United Kingdom
Introduction
This study tested the purchasing power parity (PPP) hypothesis in relation to consumer prices in four European Community (EC) member states. A background discussion on the PPP model follows this introduction. An explanation of the method used in this research follows the background discussion, a presentation of the data follows the explanation of the method, and the results of the research performed follow the presentation of the data.
Background Discussion
The underlying basis of the PPP model a contention that..."
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Executive Pay, 2005.
This paper explores if the extreme disproportion between executive pay and worker pay can be defended.
1,215 words (approx. 4.9 pages), 2 sources, APA, $ 41.95
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Abstract
This paper explains that, according to the classical economic theory of employee pay including the Chief Executive Officer (CEO), an employer should pay its employees such that the marginal cost equals marginal productivity; however, contrary to this theory of fair pay, CEO salaries have been growing much faster than the average worker's pay and thus the productivity of many companies may not be matching that of the increases of pay of the CEO. The author states that the argument for large salaries for CEOs is that CEOs' actions influence a large number of people; thus their pay is in line with the stress, responsibilities, their wealth of real life and academic education, their experience and the implications of their actions. The paper concludes that, when a CEO salary plan slants heavily to stock options and bonuses, which are based on company performance, executives will be encouraged to work hard; however, simply conferring inflated salaries and bonuses do little to benefit the long-term future of the company and make little economic sense.
From the Paper
"However, despite the distaste for unethical actions on the part of CEOs, the illegal behavior upon the part of prominent CEOs at Martha Stewart Omni media and Tyco should not be confused with the issue of legitimate, if over-inflated executive pay or even the overgenerous bestowing of perks upon CEOs of other corporate entities. Most companies have rules regarding the reporting of perks. For example, when Robert J. Genader was promoted to chief executive of AFG, (Ambac Financial Group) last year, "he received a $100,000 raise in his salary, to $525,000. But he did not use the extra money to cover the $40,000 initiation fee at a club he joined (but has not identified). Ambac shareholders paid for that, as well as $11,637 in membership fees, according to the company proxy." "
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Equal Pay for Equal Work, 2004.
This paper discusses that, regardless of everything that has been achieved by women in the workplace, parity in remuneration between the genders is still to be attained.
2,705 words (approx. 10.8 pages), 10 sources, APA, $ 81.95
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Abstract
This paper explains the disparity in remuneration among the sexes and indicates that women, who are engaged full-time work, receive roughly 80% of men?s hourly remuneration. The author stresses that it has been made legally mandatory in the U.S. to apply uniform remuneration for uniform employment to speed up the progression of bringing in parity. The paper points out that a significant factor in the pay disparity is the fact that women are more often engaged in part-time work, which pays less proportionally than the full-time equivalent.
From the Paper
"The major noticeable effects on the remuneration of females are the choice to bear children. Eighty percent of women attain motherhood at certain stages in their life, and twenty five percent of women are engaged in part-time assignments; therefore an increased percentage of women?s life during the earning years is used outside their work. Women, who are the main nurturers for their offspring, are aware of the duties of being a mother while deciding about nature of jobs, and several women prefer occupations where there is more freedom and remunerations are comparatively less. Taking into account those alternatives, weighing the relative salaries of men and women is a misapplication of figures and a vilely deceptive assessment."
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Contribution Pay, 2005.
This paper explains that contribution pay is a better employee motivator than performance-related only pay schemes.
1,445 words (approx. 5.8 pages), 3 sources, MLA, $ 47.95
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Abstract
This paper explains that contribution pay, which is a relatively new concept, combines elements of both performance and competency based pay schemes by recognizing employee achievements and competencies: (1) Employees are paid based on not only their individual job performance but also on their knowledge, skills and attitude, (2) pay is based on an employee's contribution and not just the set goals at hand and (3) employees can be judged on their merits rather than judged solely by a manager's personal discretion. The author points out that, aside from contribution pay, non-monetary incentive schemes also are effective ways of motivating employees because they might not tend to spend money on those rewards, such as travel and parking places, out of their own pockets. The paper relates that contribution pay, non-monetary rewards and a higher general pay are based on natural motivators such as recognition, peer pressure and obligation to work hard; however, ultimately, motivating employees comes down to good management and fair treatment because employees often reflect their environments.
From the Paper
"Being hired at a higher salary motivates employee performance in the sense that an employee knows that they will lose a secure position if they are not productive contributors. There is no added pressure of having to meet certain output or sales goals to achieve more money. The financial rewards are already there. All one has to do is meet managerial expectations to maintain their already high status. When an employee exceeds expectation, they are usually rewarded with an annual raise. Furthermore, an employee whose only concern is their salaries based on "units sold" or "numbers met," cannot focus on bigger issues. Those paid the higher salaries can focus on developmental issues, customer service and look at the overall goals of their company as a whole."
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The Equal Pay Act of 1963 and the Civil Rights Act of 1964, 2006.
A discussion on whether the Equal Pay Act of 1963 and the Civil Rights Act of 1964 have managed to meet their intended objective of eliminating discrimination in relation to equal pay.
1,125 words (approx. 4.5 pages), 4 sources, $ 44.95
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Abstract
Legislation relating to discrimination in the workplace that affects modern workers can be related to the Equal Pay Act of 1963 and the Civil Rights Act of 1964. The Equal Pay Act focused on gender and wages, attempting to create a national law that prohibited employers from paying women less than men for the same type of work. This paper maintains that, unfortunately, discrimination in relation to equal pay still exists in the United States, demonstrating that these laws had little effect on the realities within the workplace.
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Merit Pay: Examining the Effect on Teacher Performance, 2004.
The effect of merit pay on teacher performance in the public school system: The benefits and drawbacks to paying teachers for performance.
1,397 words (approx. 5.6 pages), 34 sources, MLA, $ 46.95
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Abstract
Merit pay for teachers is an issue that has been debated since the beginning of the 20th century. This paper explains how the experts are still on both sides of the fence with regard to the effectiveness of performance-based pay in the educational system. The writer points out that much of the debate still continues because the data is lacking and what is available is inconclusive. Though the debate still continues, it is possible to tie teacher compensation to classroom performance. Not only can merit pay be implemented in the educational system, but also it should be; teachers need to be accountable for their performance. It concludes that merit pay holds teachers accountable and increases student achievement.
From the Paper
"Education is a cornerstone in a free and democratic society. In the United States of today, improving student achievement is a major concern. One way many educators and administrators believe will improve student achievement is through improving teachers? performance. In 1908 in Newton, Massachusetts the idea of merit pay was introduced as a way to improve teacher performance and thereby increase student achievement (Collins, introduction). That idea has been maintained into the 21st century and continues to be a topic of much debate."
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Merit Pay for Teachers, 2008.
An in-depth look at the system of merit pay for teachers based on student performance.
4,020 words (approx. 16.1 pages), 19 sources, APA, $ 108.95
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Abstract
The paper explores the concept of merit pay for individual teachers, in the form of bonuses or permanent salary increases, and their effectiveness in improving student performance and teacher attrition rates. The paper looks at several states that have successfully implemented merit pay programs and considers studies that have found a generally positive relationship between merit pay and improvements in student achievement. The paper also discusses past failed attempts at instituting merit pay systems, and the importance of new pay-for-performance programs countering the previous failures.
Outline:
Abstract
Introduction
Merit Pay for Teachers Concept
Union Resistance Supporting Mediocrity
Merit Pay Stories of Success
Research Demonstrating the Potential of Merit Pay
Milken Family Foundation's Teacher Advancement Program
Recommendations for Merit Pay Systems
Conclusion
From the Paper
"The public education system, as it currently exists, was developed in the middle of the 19th century. Following the industrial model of this era, teachers were seen as assembly-line workers. They added value to their product (their student) and then passed it along to the next worker on the line. With this concept, all workers must be interchangeable, and each must work independently. This isolation and egalitarianism combine powerfully to perpetuate a culture that is resistant to reform initiatives, according to Boles and Troen (2007)."
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Pay for Performance, 2006.
A discussion on pay for performance systems.
2,130 words (approx. 8.5 pages), 5 sources, MLA, $ 66.95
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Abstract
This paper gives an overview and defines pay for performance systems. It discusses the advantages and disadvantages of such a system. The paper offers an overview of the effectiveness of pay for performance in the Denver pilot program. The relevant considerations for implementing the system is detailed, as well as a brief overview of employee communications. Lastly, the anticipated impact of the pay for performance impact on the district is discussed.
Overview of Pay for Performance
Potential Advantages to Pay for Performance
Potential Disadvantages of Pay for Performance
Effectiveness of Pay for Performance in Denver School District
Relevant Considerations in Implementation
Brief Plan for Employee Communication
Impact of Pay for Performance on the Organization
References
From the Paper
"By 1904, the Board of Education changed their pay policy for teachers. They indicated that teachers were charged with assisting children to learn. They also encouraged each teacher to use their best methods of teaching, unique to the needs and conditions of their students. The Board felt that teachers should definitely continue to test their students, but that that it was unreasonable to assume that a child would be able to keep at the call of his memory (Gratz, 2005). As such the single salary system came into favor, and would be as such for many more decades."
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