加拿大酒店管理论文代写-高管薪酬环境分析

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加拿大酒店管理论文代写-高管薪酬环境分析。在大多数组织中，主管人员和高级管理人员的工资由基本工资、奖金和对长期福利和其他福利的奖励等组成。在最近的时间里，公平的支付和道德等问题与这些形式的员工的支付结构有关。工作评估是为了设置行业内特定组织的员工薪酬而不时进行的(Wade, et.al, 2006)。高管薪酬，即基本工资水平在大多数情况下受薪酬委员会意见的影响(薪酬委员会由某一特定组织的全体或少数董事会成员组成)。它主要是基于对该公司的竞争对手或行业内其他类似公司采用的支付系统进行的调查(见Oyer, 2004)。CEO和组织内其他高管的薪酬应该具有竞争性，并且应该与其他高管的薪酬相匹配。

At any point of time salary of an executive is much higher than that of the general employees of an organization. A recent survey conducted by Mercer states that the median direct compensation in totality of the CEOs in the US was approximately $4,419,300 in the year 2004 which is increasing regularly (Mullaney, 2015).
The variable income of the executives generally depends upon the level of performance and the amount of business they bring into the company. The payment of compensation other than the salary is done to keep them motivated as executives are meant to achieve certain organizational goals, they will contribute towards a company’s strategic decision making process and they will set target for bringing in specific levels of profit and thus they will receive their reward once the goals set by them are achieved on time (Gabaix and Landier, 2008).
According to Maslow’s Hierarchy of needs when an individual’s basic needs are fulfilled they move up through the pyramid and thus the needs at the lower level don’t motivate them further. So, also the case of the CEOs they are competent enough to fulfil their basic needs so just a salary don’t motivate them to show their performance better it the extra benefits that they extract from the companies actually push them to work for the betterment of the organization in the market in terms of better profit earnings (Demsetz and Lehn, 1985). The variable pay may include bonus which are paid once short term goals of the company are fulfilled. The executives might also get long term incentives in the form of company’s shares or stock options. It has been studied that the CEOs of different corporations in America earn approximately $1.14 million in the form of bonus which is 141 % higher than their annual base salary (Gelina and Baillargeon, 2013). To put into words the executive bonuses are much more than their annual salaries. It has been observed that executives having stock options perform better and see that the shares of the company earn better returns in the stock market (Bertrand and Mullainathan, 2001).

Today that is why horizontal benchmarking has became a trend in deciding executive salary within an industry. It involves comparison of the job roles of the executives and their pay with the pay and job roles of individuals in a similar post in other peer organizations in order to understand the competitiveness of the market in terms of salary mix, salary levels and also the other governance factors related to compensation such as ownerships of company’s shares, termination of job and alteration in management provisions.
Businesses of same types help to obtain a better assessment of the different scopes and job role complexity of the executives. It helps the human resource department and the management to design a pay program for the executives with same kinds of challenges and difficulties.

Groups who compare themselves typically take into accounts which are the companies they are going to consider while they recruit and also those to whom they might have the chance to lose their talents. When there is a huge difference in size with the subject company and its competitor for search of talents, that particular competitor is taken into consideration and tracked in details for their own interest. Normally the subject companies consider their comparators as those firms which function within the same jurisdictions as that of the subject companies. This is how Canadian banks decide the pay packages for their executives (DiPrete, et. al., 2010).

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论文代写-致社会腐败的原因

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本篇论文代写-致社会腐败的原因分析，找出导致社会腐败的原因。调查了腐败对社会的影响。从本篇论文代写中得到的具体见解已经得到阐明与这种意识形态形成鲜明对比的是，一些实证研究认为，权力下放越多，腐败就越少。一些研究表明，通过给予网络中的个人更多的控制权，实际上可以减少腐败行为。由于这种行为，竞争加剧，垄断权力下降(Treisman, 2000)。某些人的垄断权力被认为是腐败的根源。

It has been argued that by distributing of power, there could be procedural justice. When more players are introduced in this system there is higher chance that the individuals would fear to act in fear of retribution. This implicitly leads to higher levels of transparency in different multiparty democracy. This enables illegal actions to go public (Hill, 2003). This could be detrimental to the self-serving officials in the system (Svensson, 2005). This level of corruption varies with regime type within which it occurs. Hence, corruption can happen in the societies in either way. This basically depends on the aspects of legal system and its implementation process (Chowdhury, 2004). Implementation of the existing laws should ensure that people will be judged harshly in the court of law. There should be a better justice system to ensure that the people indulging in corruptive practices are brought to light. This creates a primal fear of being caught. Apart from this the people committing corruption should be made to feel wary about the negative publicity that entails for being corrupt. They should hesitate to indulge in unethical practices (Treisman, 2000). Historically, it has been observed that the law that is developed by judges and aristocracy is to protect themselves from being exploiting and maunievring the rules. This is the so called common law system. Higher officials try and manuver the system for personal gain. This is negative, when related to the level of corruption (La Porta et al., 1999) This action are seen to be in practice countries such as United Kingdom and in some colonial nations (Chowdhury, 2004). On the other hand, higher-level officials, who are paid to supervise the procedure of law implementation, are given discretionary powers. In this situation they are more likely to be corrupt themselves. Hence, corruption becomes a discretionary tool for the judges and other people in power.
From the views of Economic Man, those who cross ethical line to maximum their profit are most likely to corrupt. When government intervenes it has been observed that the market economy to prevent free entry. Economic agencies or officials will seek rents that higher than average from firms and corporations. Similarly, trade barriers is a source of rent brought out by government, it encourages firms to obtain trade allowance by the ways of bribery. This again climb the possibilities of high corruption rate in the individual areas (Lambsdorff, 2002). Some studies have shown that lesser the governmental control over business operations, lesser corruption has been observed in those scenarios (Gerring, & Thacker 2005). Besides, it is acknowledged that wages of a civil service is another incentive that defines how corruption is practices in the individual countries. Low wage necessitates civil servants to accept bribes. This is seen pronounced in cases where the cost of being caught is lower than they expected (Mahmoudi, 2014)). High wages, in contrast, sometimes is above the official’s opportunity wage, so the possibilities of bribery will be largely reduced. Ideally, people in every level will behave honestly and impede corruption around them (Treisman, 2000). Another ideology proposed by Mauro (1995) holds the view that higher wage matches with the higher cost of bribery. This is due to the increase in the discretionary powers of the officials. This in turn boosts the level of corruption in the societies. There are multiple ideologies that have been proposed to combat corruption in the areas.

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代写-英国劳动力的《歧视法》

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代写-英国劳动力的《歧视法》。英国的《歧视法》基本上是根据欧盟的法律制定的。这包括《欧洲联盟条约》和欧盟禁止基于种族、残疾、年龄、性取向、信仰或宗教以及性别等理由进行歧视的若干指示。在这方面，雇主应着重查明可能存在的歧视行为，同时审查少数群体和妇女薪酬的差异(Sinclair, 1998)。根据进行的全面讨论，必须指出，歧视法对机构和组织在处理歧视问题时的行为方式产生了重大影响。

UK follows a significant approach to tackle discrimination and advance equality across the work force perceiving the 1st, 2nd, 3rd, and 4th Article of the Convention. These articles are as follows (Nakakubo and Araki, 2008):
Article One: Eliminating the discrimination
Article Two: Obligations of eliminating discrimination
Article Three: Developing and advancing women employees
Article Four: Special measures for the acceleration of equality
The same is applicable to individual stakeholders of the organization that include managers, customers, and employees. In perceiving these laws, several institutes and employers can be respecting equality as embedded with the processes, policies and philosophy, having a full understanding of each and every staff member being in consistency with ethics based leadership (Nott, 1992). Equality is to treat individuals fairly, respect and value individuals irrespective of their natural attributes. When any work place values the individual in this manner, the employees will respond in kind, maintaining enthusiasm, commitment and loyalty.
Conclusion
As identified in the paper, even though there is politics-based rhetoric regarding the traditions of tolerance and liberty in Britain, the UK seems to have a long history of discrimination and inequality on the basis of disability, sexual orientation, gender, religion, race, and age (Numhauser-Henning, 2010).
The discrimination law of UK is mostly set in accordance with the law of European Union. This is inclusive of the treaty of European Union and several directives of EU prohibiting discrimination on several grounds that include race, disability, age, sexual orientation, belief or religion and gender. In this context, employers should focus on identifying the potential practices of discrimination, while auditing disparities of payment for minority groups and women (Sinclair, 1998). Based on the overall discussion conducted, it is important to state that discrimination laws have significantly influenced the way in which institutions and organizations behave when dealing with issues of discrimination. However, there is still scope of improvement that can be seen well enough in the case. The discussion has been supported with two case examples. Considering the example of Carol Howard who, in the year 2014 won 37,000 Euros from the Met Police after fighting the case against gender and racial discrimination, it can be stated that Met police still has a discriminatory environment as it was in the previous years. This can be seen from the case of McPherson Report. In the McPherson report, the Met Police was accused of institutional racism leading to the death of Stephen Lawrence, a black teenager, in the year 1993 (Steele, 2005). Several points of recommendations have been provided in the paper that employers and institutes of UK can adopt for dealing with the issue of work place discrimination.
In order to be in compliance with this legal framework, several institutes and employers can be seen respecting equality with its embodiment in processes, policies and philosophy in the organization. It is important for organization to completely understand the values, perceptions and expectations of the employees while following leadership and ethics (Wheat, 1996). It is noteworthy that in perceiving equality, there must be fair treatment of individuals while respecting them and valuing their existence irrespective of the natural attributes underlying them. Hence, business organization can be seen perceiving such equality as a result of changes across the discrimination laws of UK.

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