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This paper aims to develop mathematical models of variously compensated wireless energy transfer (WET) systems. Attention is primarily paid to the derivation of the most important energy transfer characteristics such as efficiency and amount of transferred power. This paper discusses the main advantages and disadvantages of various compensation techniques to show their possible application areas. On the basis of these results, a designer will be able to quickly identify which compensation type suites as the best solution to fulfill a given system’s requirements.

First, the current state in the field of mathematical modeling of WET systems is introduced. Next, the non-resonant magnetic-coupled circuit together with four most common resonant magnetic-coupled circuits is analyzed. The equivalent circuit models using loop currents methodology is applied to the analyses. The proposed methodology is experimentally verified by the laboratory measurement of selected circuit topology. The main contribution of the proposed methodology lies in its quick applicability on more complicated or extended systems while keeping a relatively good match with the real system’s behavior.

The authors have presented the usage of a simple and accurate methodology for investigating variously compensated WET systems. Electrical engineers who require effective and powerful tools for the identification of basic WET systems properties will find this methodology to be of extensive help.

The analyses consider only the sinusoidal type of supply voltage; so, it is valid mainly for the close range of the resonant state. Nonlinearities cannot be taken into account.

This research may be applied in the field of WET systems.

Research in the area of power electronic systems, which provides a clear and straightforward procedure for WET system identification, will be helpful to most practical technicians who are not well versed in areas of physical-based phenomena.

The use of covariance structure modeling is explored as a means of moving toward a resolution of the debate over the antecedents of executive compensation. The major strength of this methodology is that it enables researchers to measure the effects of unobserved factors on measured variables. It is suggested that covariance structure modeling is a promising way of studying the effect of institutional isomorphism on executive compensation. The popular business press has questioned repeatedly the justification for and the performance effects of prevailing executive compensation systems (Crystal, 1988; Loomis, 1982; Patton, 1985). These articles argue that executives are more interested in creating wealth for themselves than for stockholders. They also underscore the absence of an obvious link between executive compensation and firm performance. Recent academic research on executive compensation adopts an agency perspective that emphasizes potential conflicts of interest between managers and stockholders. It contends that, in the absence of effective disciplining and monitoring systems, executive compensation plans may direct managers' efforts toward personal wealth enhancement to the detriment of firm value (Baumol, 1958; Berle & Means, 1932). In response, scholars have urged that executive compensation plans contain monetary incentives that only accrue to executives when shareholder wealth is maximized (Kerr, 1985; Rappaport, 1983; Tehranian & Waegelein, 1985). However, designing compensation systems that effectively align the interests of managers and stockholders requires a knowledge of the role and effect of relevant driving forces on compensation. Statistical research on executive compensation has been guided predominantly by a search for tangible, observable determinants (Ciscel & Carroll, 1980), examples of which have been firm size or growth rate (Baumol, 1967; Marris, 1963), inter‐firm and inter‐in‐dustry differences (Coughlan & Schmidt, 1985), and performance (Murphy, 1986). The emphasis on such tangible explanations is not surprising given the overwhelming use of econometric techniques, such as ordinary least squares regression (Ciscel & Carroll, 1980; Finkelstein & Hambrick, 1988), logistic regression (Walking & Long, 1984), time series analysis (Murphy, 1985), and event studies (Brickley, Bhagat & Lease, 1985; Coughlan & Schmidt, 1985; Tehranian & Waegelein, 1985). This paper argues that the focus on tangible, observable variables by compensation researchers is a methodologically ‐ driven practice that constrains theory building and testing. As a result, we may have ignored interesting and relevant theoretical frameworks for the study of executive compensation. We also have overlooked the use of analytical techniques that allow us to examine the role of potentially relevant latent constructs. In this paper, we will describe and illustrate the use of covariance structure modeling for the study of institutional pressures on executive compensation.

Notes the attempts by many companies today to identify innovative compensation strategies that are directly linked to improving organizational performance. Observes that there are many approaches to incentive compensation such as cash bonuses, stock purchase and profit sharing. Examines the individual and group incentive concepts that reward performance based on predetermined organizational goals and metrics, several behavioural theories that can be associated with reward and compensation, and convergent and divergent views and conclusions from the business community.

Forces associated with globalization have facilitated the development of transnational corporations (TNCs). Such companies have a geocentric orientation and attempt to be responsive to both national markets, while simultaneously seeking global coordination. In this paper we propose that such companies need to reconsider the traditional balance sheet approach to expatriate compensation. Accordingly, we suggest that transnational corporations need to engage in a paradigm shift from the notion of expatriate compensation to transpatriate compensation. We suggest that such a paradigm shift is necessary in light of increasing globalization of markets and operations.

Emphasizes the need for coherence between the reward structure and the organizational culture of effective schools. Provides a framework for discussion which includes a typology of rewards, including pecuniary, non‐pecuniary extrinsic and intrinsic rewards. Analyses several pay‐for‐performance strategies, classified by permanency of increases (merit or incentive) and mode of distribution (individual or group). Explores the perceived advantages and disadvantages of various merit and incentive plans in support of effective schools. Suggests that more attention to a closer fit between compensation strategies, organizational strategies, and workforce behaviours is required to increase the positive effects of reward structures.

In view of the “staircase or stepped effect” in the present commercial rapid prototyping (RP) systems, a new approach is proposed, and is currently under development to produce true stepless parts. The new RP system is a combination of five‐axis motion control technology and precision milling. The system consists of three linear and two rotary axes, which enable the milling tool to be orientated for tangent cutting. Because of the complexity of the five‐axis configuration, ensuring high accuracy and precision is both important and difficult. This paper presents an open‐loop motion compensation algorithm, which enables the machine tool to move more accurately to a given position and orientation than its physical setup allows. Experimental procedures to measure the geometrical errors in the system setup are also presented in this paper.

The purpose of this paper is to find the key influence factors of executive compensation within China ports and listed shipping companies and provide some reasonable suggestions. Eventually, help to perfect the executive compensation evaluation mechanism against the background of new area.

Grey correlation analysis is an important part of grey system theory. Professor Liu Sifeng further studies the relationship between two sequences absolute increment on the basis of Deng’s degree and put forward the “Grey absolute correlation degree,” which is widely used in practice. In the study, on the basis of the area of the line between sequences size, it measures the correlation degrees of firm performance, executive stock holding, continuous growth capacity and other relevant factors of executive payment in China ports and listed shipping companies.

The paper concludes that the main factors influence CEO salary in China ports and listed shipping companies are return on equity and growth rate of fixed assets. However, the authors consider the frequent occurrence of executives’ corruption in China listed state-owned enterprise under the environment of financial and economic crisis, the authors argue that the significant influence of net assets attributed to shareholders cannot be ignored. In addition, cash flow in operating activities and executive stock holding both have relatively important effect on executive compensation.

This paper still has some limitations. First, it merely takes into account the financial indicators and ignores the influence of non-financial indicators to the performance evaluation of listed companies, such as: innovation ability, human capital and goodwill. Second, it has not considered the power consumption and other types of “invisible income” in the executive compensation structure, neither the influence of investing and financing activities on corporate performance. Consequently, these are likely to cause a certain deviation to the results of the study.

The outcome obtained in this paper can be provided for China ports and listed shipping companies to establish a reasonable executive compensation evaluation and incentive mechanism under the background of depressed shipping market.

This paper intends to use correlation analysis between firm performance, executive stock holding, sustainability and executive compensation in the new area of time, tries to make a greater contribution to the major component of salary policy and then make some suggestions on incentive supervising and restraining mechanisms for the ports and listed shipping firms in China.

Although scholars have done many studies about the association analysis of executive compensation and firm performance, they neglect the economic environment of industry. Meanwhile, considering the non-financial indicators and incomplete information, this paper studies the grey correlation analysis of executive compensation and influence factors in China ports and listed shipping firms under the background of the Chinese flagging shipping industry.

Financial expert systems have been developed in the past few years for applications such as credit assessment, portfolio management, and insurance underwriting. The decision making process of the experts in these application domains to a large extent relies on intuitive knowledge acquired by these experts after many years of practice. Eliciting and formalizing this knowledge is a critical phase in the design and development of such expert systems. This paper describes a prototype expert system for auditing and evaluating workers' compensation insurance premiums. This system differs from the abeve expert systems in that most of the experts' knowledge is explicitly accessible as regulations in procedures and manuals. This expert system is an instance of what can be called an expert system for regulation management (ESRM). The main role of the expert in the development of an ESRM is to explain regulations. The expert system presented here exhibits two features critical to the effectiveness of an ESRM: (i) an appropriate representation of complex regulations, and (ii) the capability to incorporate frequent changes to regulations quickly.

The use of “schedules of damages” to establish compensation amounts for injured parties appears to be more common in European personal injury or death compensation situations than in the similar legal situations in the United States. The major exception to this statement is the state-based system of workers’ compensation covering employer liability in personal injury and death claims in the United States. Other chapters in this book largely concentrate on comparisons between the uses of Ogden Table multipliers in awarding pecuniary damages in the United Kingdom compared to actuarial methods for calculating such damages in the United States. The two chapters dealing with non-pecuniary damages and scheduled awards deal with methods used to award such damages in the United States and in Europe in individual civil torts. This chapter provides an overview of a number of scheduled damages schemes in both the United States and Europe for the purpose of comparison. The schemes selected address both general and special damages.

This research identifies human resource (HR) management challenges and associated solutions of a medium-sized organization that reached a critical threshold of employees and required formalized HR systems. HR solutions focused on using labour efficiently, linking pay to performance and motivating or rewarding desired employee behaviour are identified.

This case study involved HR data analysis and 50 semi-structured interviews (SSIs) over 4 successive phases: HR audit, problem identification and job description validation, solutions analysis and feedback on outcomes. Additionally, HR files and schedules were reviewed to determine labour usage, organizational structure and compensation.

HR problems and solutions associated with job analysis (e.g. role identity, role conflict), HR planning (e.g. scheduling, motivation), employee performance management (e.g. validity, employee empowerment) and compensation (e.g. inequity, turnover intentions) issues are clearly identified.

Traditionally, HR theory or concepts are presented in a limited or isolated manner. However, this research provides an integrative assessment of numerous interrelated, complex, core HR concepts including role conflict, equity, employee empowerment, motivation, consensus building, accountability, change champions, communication and coaching.

This multi-phased, multi-stakeholder approach to small and medium enterprise (SME) management informs organizational leaders about HR problems and solutions they may encounter as they grow and require formalized HR systems. The proposed solutions can help safeguard organizational survival.

This research bridges HR theory with HR practices focusing specifically on SMEs. In addition, SMEs can benefit from the HR process information presented to conduct similar evidence-based HR problem and solution assessments.