Critical Evaluation of the Current Bonus and Merits Policy and Its Impacts on Employees’ Pay Satisfaction: Reference to Two Oil and Gas Service Companies| Chapter 6 | Current Aspects in Business, Economics and Finance Vol. 8

 This research investigate the relationship middle from two points the current Bonus & Merit (B&M) policy along with allure effects, if some, and pay satisfaction (PS) of the employees occupied in two oil and vapor service associations. It should be noted that late satisfied in conditions of pay, working staff proper to deliver much fiercely at all levels so that the party realizes allure objectives. With this desire in mind, the study aims to explore in-depth means to an end to get to the asked level of pay satisfaction that suits the working stick. The research seeks to gestate various befriended dimensions generated from an thorough literature review meaning to prove or otherwise the sets of theories and research questions. A sequential descriptive mixed designs research pattern is employed. The study findings signify the importance of analysing all joined dimensions that are generated from and inside the content of the B&M policy. This impacts the clerks’ level of PS, and accordingly their anticipated productivity. In other words, the terms and divisions of the B&M policy need expected viewed differently, similarly the study findings because the objectives are realized.

Author(s) Details:

Othman Alyafei,
P.O. Box: 91527, Doha, Qatar.

Please see the link here: https://stm.bookpi.org/CABEF-V8/article/view/9262

Distributive Justice and the Second Law | Chapter 1 | Insights into Economics and Management Vol. 12

 Economic inequality in OECD countries, as well as top executive salaries in Fortune 100 companies, are, in our opinion, merely an equilibrium statistical outcome derived from the second law of thermodynamics. The energy distribution among photons in a blackbody follows a power-law distribution (Pareto law, Zipf Law, and Benford Law). This distribution yields correctly: the Gini index, the ratio between rich and poor, the relative poverty, the part of the property held by the upper percentiles. In addition, as a function of the number of employees and average wage, the remuneration of CEOs of Fortune 100 businesses follow the same pattern. As a result, it is concluded that wealth is distributed randomly in free economies using blackbody statistical mechanics.

Author (S) Details

Oded Kafri
Kafri Nihul Ltd., Tel Aviv, Israel.

Eli Fishof
Israeli Army- Retired Colonel, Israeli.

View Book :- https://stm.bookpi.org/IEAM-V12/article/view/2067

Organizational Justice and Commitment to Work in the Nigerian Public Sector | Chapter 4 | New Ideas Concerning Science and Technology Vol. 7

Within the context of equity and social exchange theories, the aim of this study is to see how perceived organisational inequality affects public servants' willingness to work. The survey study design was used to collect factual data that are observable and quantifiable by administering the questionnaire during a day sensitization programme organised for firefighters in Lagos State on the subject of "Combating Fire Disaster" on Monday, June 26th, 2017. Both descriptive and inferential statistics were used to evaluate the results. For this analysis, four hypotheses were created. At the 0.05 level of significance, the reported hypotheses were evaluated using Chi-Square and Pearson Product Moment Correlation Coefficient. We discovered that employees of the public sector's commitment to perform on assigned duties and obligations is influenced by their perceptions of injustice. In a nutshell, the perception of inequality is one of the most powerful factors influencing engagement in both public and private organisations. Managers should ensure that workers experience justice in policy development processes as well as in policy execution as they continue to perform their duties in the organisation, according to this report. They should also discuss incentive systems and procedures, as well as performance management and the employee-manager relationship.

Author (s) Details

Dr. Omoniyi Ajulor
Department of Public Administration, Faculty of Management Sciences, Lagos State University, Nigeria.

Gbolabo Okudero
Department of Industrial Relations and Personnel Management, Faculty of Management Sciences, Lagos State University, Nigeria.

Emma Etim
Department of Public Administration, Faculty of Management Sciences, Lagos State University, Nigeria.

Edidiong John
Department of Public Administration, Faculty of Social Sciences, University of Calabar, Nigeria.

View Book :- https://stm.bookpi.org/NICST-V7/issue/view/41