Impact of alternative compensation systems on pay valence and instrumentality perceptions.

1973 ◽  
Vol 58 (3) ◽  
pp. 308-312 ◽  
Author(s):  
Donald P. Schwab
Keyword(s):  
Alternative Compensation ◽  
Compensation Systems

scholarly journals Alternative Intellectual Property Systems for the Digital Age

2005 ◽  
Vol 114 (1) ◽  
pp. 87-98 ◽  
Author(s):  
Susanna Leisten ◽  
Terry Flew ◽  
Greg Hearn
Keyword(s):  
Intellectual Property ◽  
Digital Rights Management ◽  
Digital Age ◽  
Digital Content ◽  
Digital Rights ◽  
Alternative Compensation ◽  
Digital Era ◽  
Compensation Systems ◽  
Rights Management ◽  
Copyright Enforcement

This paper investigates the current turbulent state of copyright in the digital age, and explores the viability of alternative compensation systems. The paper critically appraises the increased recourse to digital rights management (DRM) technologies, which are designed to restrict access to and usage of digital content. Considerable technical challenges associated with DRM systems have necessitated increasingly aggressive recourse to the law. A number of controversial aspects of copyright enforcement are discussed and contrasted with those arising from alternative levy-based compensation systems. This paper undertakes consideration of alternative models for managing the copyright bargain in the digital era.

Use of the AMA Guides in State Workers' Compensation Systems: 2009 Update

2009 ◽  
Vol 14 (2) ◽  
pp. 13-16
Author(s):  
Christopher R. Brigham ◽  
Jenny Walker
Keyword(s):  
New York ◽  
North Carolina ◽  
South Carolina ◽  
South Dakota ◽  
Rhode Island ◽  
Workers Compensation ◽  
Fourth Edition ◽  
Sixth Edition ◽  
Specific Guideline ◽  
Compensation Systems

Abstract The AMAGuides to the Evaluation of Permanent Impairment (AMA Guides) is the most widely used basis for determining impairment and is used in state workers’ compensation systems, federal systems, automobile casualty, and personal injury, as well as by the majority of state workers’ compensation jurisdictions. Two tables summarize the edition of the AMA Guides used and provide information by state. The fifth edition (2000) is the most commonly used edition: California, Delaware, Georgia, Hawaii, Kentucky, New Hampshire, Idaho, Indiana, Iowa, Kentucky, Massachusetts, Nevada, North Dakota, Ohio, Vermont, and Washington. Eleven states use the sixth edition (2007): Alaska, Arizona, Louisiana, Mississippi, Montana, New Mexico, Oklahoma, Pennsylvania, Rhode Island, Tennessee, and Wyoming. Eight states still commonly make use of the fourth edition (1993): Alabama, Arkansas, Kansas, Maine, Maryland, South Dakota, Texas, and West Virginia. Two states use the Third Edition, Revised (1990): Colorado and Oregon. Connecticut does not stipulate which edition of the AMA Guides to use. Six states use their own state specific guidelines (Florida, Illinois, Minnesota, New York, North Carolina, and Wisconsin), and six states do not specify a specific guideline (Michigan, Missouri, Nebraska, New Jersey, South Carolina, and Virginia). Statutes may or may not specify which edition of the AMA Guides to use. Some states use their own guidelines for specific problems and use the Guides for other issues.

Clinical Update: Understanding Causation: An Example Using Carpal Tunnel Syndrome

2007 ◽  
Vol 12 (6) ◽  
pp. 5-8 ◽  
Author(s):  
J. Mark Melhorn
Keyword(s):  
Risk Factors ◽  
Carpal Tunnel Syndrome ◽  
Carpal Tunnel ◽  
Legal Responsibility ◽  
Medical Evidence ◽  
Anatomic Structure ◽  
Legal Professionals ◽  
Compensation Systems ◽  
Tunnel Syndrome ◽  
Four Levels

Abstract Medical evidence is drawn from observation, is multifactorial, and relies on the laws of probability rather than a single cause, but, in law, finding causation between a wrongful act and harm is essential to the attribution of legal responsibility. These different perspectives often result in dissatisfaction for litigants, uncertainty for judges, and friction between health care and legal professionals. Carpal tunnel syndrome (CTS) provides an example: Popular notions suggest that CTS results from occupational arm or hand use, but medical factors range from congenital or acquired anatomic structure, age, sex, and body mass index, and perhaps also involving hormonal disorders, diabetes, pregnancy, and others. The law separately considers two separate components of causation: cause in fact (a cause-and-effect relationship exists) and proximate or legal cause (two events are so closely related that liability can be attached to the first event). Workers’ compensation systems are a genuine, no-fault form of insurance, and evaluators should be aware of the relevant thresholds and legal definitions for the jurisdiction in which they provide an opinion. The AMA Guides to the Evaluation of Permanent Impairment contains a large number of specific references and outlines the methodology to evaluate CTS, including both occupational and nonoccupational risk factors and assigning one of four levels of evidence that supports the conclusion.

scholarly journals Employee Compensation Strategy as Sustainable Competitive Advantage for HR Education Practitioners

2021 ◽  
Vol 13 (3) ◽  
pp. 1049
Author(s):  
Eungoo Kang ◽  
Hyoyoung Lee
Keyword(s):  
Manufacturing Industry ◽  
Pay For Performance ◽  
Sustainable Competitive Advantage ◽  
Alternative Compensation ◽  
Use Of Data ◽  
Significant Relationships ◽  
The Subject ◽  
Compensation Program ◽  
Employee Competencies ◽  
American Employees

By building on compensation literature, the current study explored and identified the ties between workers’ competencies, corporate cultures, and compensation schemes. These schemes were typically the subject of literature on the factors dealing with the implementation of incentive systems for pay for performance (PFP) or problems that can lead to a PFP system’s failure. Unfortunately, when it comes to research that HR education practitioners may do, the literature has been scarce. It shows which organizational elements might be necessary to examine when deciding whether a PFP or an alternative compensation program is acceptable. This study aimed to add insight into this gap in research. The findings of this study showed from the use of data from 385 American employees in the manufacturing industry that there are significant relationships statistically between employee competencies and organizational cultures and those findings can be corroborated with existing researches, suggesting compensation schemes were related to multiple types of competence organizations and different organization cultures, thus adding meaningfully to the current literature.

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