The Experts below are selected from a list of 276 Experts worldwide ranked by ideXlab platform

Obed Adontengkissi - One of the best experts on this subject based on the ideXlab platform.

  • poverty and mine s Compensation Package experiences of local farmers in prestea mining community
    Resources Policy, 2017
    Co-Authors: Obed Adontengkissi
    Abstract:

    The design and application of Compensation Package by the major large-scale mining company in Ghana's Prestea has not done enough to alleviate poverty of local farmers. This claim is made in the light of occasional food shortage and poor living conditions of local farmers. The mining company is to compensate and alleviate the poverty of local farmers for impacting on their farmlands has put a Package together. Although expansive activities of the company have resulted in gold boom, unemployment and poverty have intensified in view of loss of farmlands to the large-scale mining company. Moreover, there are minimal prospects for local people to secure wage employment in the company's resuscitated gold-mining industry. It is therefore crucial to assess the capacity of the Compensation Package as part of the company's corporate social-responsibility (CSR) program to alleviate poverty of local farmers. This paper interrogates the strength of the Package by rating its efficacy and impact on poverty alleviation. This paper demonstrates that the Compensation is inadequate in alleviating poverty because the Package is not commensurate with the value of the profitable farming industry.

Patrice Roussel - One of the best experts on this subject based on the ideXlab platform.

  • a study of the relationships between Compensation Package work motivation and job satisfaction
    Journal of Organizational Behavior, 1999
    Co-Authors: Jacques Igalens, Patrice Roussel
    Abstract:

    This study applied the theoretical framework based on expectancy and discrepancy theories to examine how the elements of total Compensation might influence work motivation and job satisfaction. The principal dimensions of total Compensation that give rise to distinct reactions among employees were examined. Two samples of employees, 269 exempt employees and 297 nonexempt employees, were studied separately in order to identify the differences of reaction between these two groups. The relationships between the elements of total Compensation, work motivation and job satisfaction were analysed by a structural equations model with LISREL VII. Proposals were developed to predict the conditions of Compensation efficiency on work motivation and job satisfaction in the cultural context of employment in France. The three principal conclusions of the study were: (1) under certain conditions, individualized Compensation of exempt employees can be a factor of work motivation; (2) flexible pay of nonexempt employees neither motivates nor increases job satisfaction; (3) benefits of exempt and nonexempt employees neither motivate nor increase job satisfaction. Copyright © 1999 John Wiley & Sons, Ltd.

L. C. G. Rogers - One of the best experts on this subject based on the ideXlab platform.

  • Optimal and robust contracts for a risk-constrained principal
    Mathematics and Financial Economics, 2009
    Co-Authors: L. C. G. Rogers
    Abstract:

    The theory of risk measurement has been extensively developed over the past ten years or so, but there has been comparatively little effort devoted to using this theory to inform portfolio choice. One theme of this paper is to study how an investor in a conventional log-Brownian market would invest to optimize expected utility of terminal wealth, when subjected to a bound on his risk, as measured by a coherent law-invariant risk measure. Results of Kusuoka lead to remarkably complete expressions for the solution to this problem. The second theme of the paper is to discuss how one would actually manage (not just measure) risk. We study a principal/agent problem, where the principal is required to satisfy some risk constraint. The principal proposes a Compensation Package to the agent, who then optimises selfishly ignoring the risk constraint. The principal can pick a Compensation Package that induces the agent to select the principal’s optimal choice.

Guotong Du - One of the best experts on this subject based on the ideXlab platform.

  • passive temperature Compensation Package for fiber bragg grating
    2nd International Symposium on Advanced Optical Manufacturing and Testing Technologies: Optical Test and Measurement Technology and Equipment, 2006
    Co-Authors: Cong Wang, Yushu Zhang, Guotong Du
    Abstract:

    The reflecting wavelength shift of fiber Bragg grating (FBG) can be caused by the variations of both strain and temperature, and such a so-called cross sensitivity is a "bottle-neck" which limits the FBG sensing and measuring technique to put into practical application. The measurement error is caused by the temperature change to measure the strain-inducing Bragg wavelength shift. The basic theory of temperature Compensation of fiber Bragg gratings is presented according to the physical mechanisms of the strain and temperature cross sensitivity. A passive compact Package for compensating the temperature dependence of FBG, based on the use of two materials with different thermal expansion coefficients, has been demonstrated. Two ends of the tensioned fiber grating are attached to the organic glass with epoxy resin. As the temperature rises and the strain is progressively released, it compensates the temperature dependence of the Bragg wavelength. The relation between temperature and wavelength in different Compensation condition and in different strain is given. And the reason of underCompensation or overCompensation of the FBG is also analyzed. The Bragg wavelength shift over the temperature range of -19°C to 60°C is 0.79 nm for the uncompensated FBG, and that of the compensated FBG is only 0.035 nm for uncompensated FBG, which is 1/22 of that of the uncompensated FBG.

Peter Tufano - One of the best experts on this subject based on the ideXlab platform.

  • sally jameson valuing stock options in a Compensation Package 293 053
    1993
    Co-Authors: Peter Tufano
    Abstract:

    Details a thinly disguised situation faced by a recent Harvard MBA graduate who was forced by a prospective employer to place a dollar value on a grant of stock options. There are two objectives: 1) Serves as an introduction to option valuation, in which students have an opportunity to use market data to value an option in a realistic setting. 2) The setting permits a broader discussion of the wisdom of option-based incentive plans and the popular misconceptions of the value of option grants based on a widespread misunderstanding of how options work and how they are valued.