Search results1 – 10 of over 1000
Viscosity determinations play an important part in the research and produce control of paint, varnish and lacquers. Of the rotational viscometers available the Brookfield…
Viscosity determinations play an important part in the research and produce control of paint, varnish and lacquers. Of the rotational viscometers available the Brookfield Synchro‐Lectric is widely accepted as the one most suited to general usage. It is ruggedly constructed, more versatile than other types, much easier to clean and requires no calculations to obtain viscosity values.
I build on a strong foundation of prior studies about expatriate compensation in general to provide an overview of changes in expatriate compensation, from home- to…
I build on a strong foundation of prior studies about expatriate compensation in general to provide an overview of changes in expatriate compensation, from home- to host-based approaches, during the past 10 years.
Underpinned by findings from academic and practitioner literature, I review and integrate studies of expatriate compensation and global talent management to outline the challenges and opportunities home- and host-based compensation approaches present to MNEs.
Home-based compensation is becoming an outdated and overly expensive model that is often ineffective in moving MNEs’ global competitive advantage to where it needs to be, leaving host-based approaches as the only alternative. But the use of host-based “cheaper” compensation approaches can also lead to unintended outcomes for MNEs in terms of unforeseen opportunity costs (such as the loss of critical talent) arising from shortsighted compensation decisions.
I argue that expatriate compensation works best when it is not based on an employees’ home-country status but instead on the role that he or she performs locally. I suggest a host-based compensation approach — global compensation — that is based on the worth of the position rather than where the individual has come from. Such an approach is more equitable because it is performance-based thereby eliminating overpaying and perceived unfairness. It is much simpler to administer than home-based compensation because it represents an extension of most MNEs already existing domestic (home country) pay-for-performance model.
Despite more than 10 years of new compensation practices being implemented and reported by global mobility practitioners, very little has been studied or written by scholars about some of the recent changes in expatriate compensation over the past decade. The chapter addresses this gap in academic literature.
Pump Repairs Manchester believes itself to be the only company specialising exclusively in the repair of industrial pumps to have been awarded BS 5750 approval. Even more unusually, approval was granted on the first application.
Kinship structures in Ambridge have been analysed using social network analysis (SNA) showing a network of a ‘small world’ type with 75 individual people linked by birth or marriage. Further, the network shows four major cliques: the first two centred on Aldridge and Archer matriarchies and the second where through the marriages of the third generation the Grundies, Carters, Bellamies and Snells connect together. The chapter considers the possible futures for kinship networks in the village, arguing either a version of the status quo or The Headlam Hypothesis through which Archers assume less importance and the strength of the weak ties in the network assume more prominence.