Employee incentives and energy firms’ innovation: Evidence from China

Energy ◽  
2020 ◽  
Vol 212 ◽  
pp. 118673
Author(s):  
Deng-Kui Si ◽  
Yanan Wang ◽  
Dongmin Kong
Keyword(s):  
Employee Incentives

Employee Incentive Strategies and its Benefits to Standalone Restaurants in Pune

2015 ◽  
Vol 1 (1) ◽  
Author(s):  
Dhananjay P. Kshirsagar ◽  
Suraj Mhashilkar
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Productive Work ◽  
Organizational Functions ◽  
Employee Incentives ◽  
Incentive Strategies

This paper describes the Employee incentives strategies adopted by Standalone restaurants (existing more than 3 years) in Pune. Rewards & Incentives have benefits for both employees and employers. It is believed that when recognized for performance and productivity, employees have increased morale, job satisfaction and involvement in organizational functions. As a result, employers experience greater efficiency and an increase in sales and productivity. Through workplace rewards and incentives, employers and employees enjoy a positive and productive work environment. This study emphasizes on whether Standalone restaurants in Pune do make use of Incentive strategies and its benefits to the restaurant owner.

scholarly journals The Application of Blockchain Technology in Equity Incentive

2021 ◽  
Vol 235 ◽  
pp. 01025
Author(s):  
Jia Xu
Keyword(s):  
Legal Issues ◽  
Incentive Schemes ◽  
Blockchain Technology ◽  
Equity Incentives ◽  
Employee Incentives ◽  
New Ideas ◽  
Technology Grant ◽  
Equity Incentive

With the advent of the blockchain era, employee incentives need to open up new ideas. The application of blockchain technology can promote the advantages of traditional equity incentive schemes and avoid weaknesses. Although there is still no mature ESOP on-chain solution on the market, and ESOP onchain still needs to consider a series of legal issues. The combination of equity incentives and blockchain technology is feasible. Due to the consensus mechanism of blockchain technology, grant and exercise information is recorded at each node on the chain. The implementation of the plan will be open and transparent throughout the process, avoiding the possibility of dark box operations. This is conducive to enhancing the credibility of the enterprise and enhancing employees’ trust in the enterprise, which can really play an incentive role.

Addressing Addictive Behaviors in the Workplace

2019 ◽  
pp. 412-432
Author(s):  
Debra N. Weiss-Randall ◽  
Nancy Rich
Keyword(s):  
Work Environment ◽  
Addiction Treatment ◽  
Addictive Behaviors ◽  
Addiction Prevention ◽  
Workplace Policies ◽  
Employee Incentives ◽  
Lost Productivity ◽  
Related Drug ◽  
Healthy Work ◽  
Drug Free

Addictive behaviors pose increasingly serious problems in the workplace. Approximately 70% of the estimated 14.8 million Americans who use illegal drugs are employed. Recent changes in marijuana laws are a cause for concern. Substance abuse in the workplace costs employers an estimated $81 billion a year in workers' compensation, medical costs, absenteeism, lost productivity, and employee turnover. Managers needs to implement drug-free workplace policies and provide a healthy work environment to reduce stress-related drug abuse. EAPs must provide prevention activities that target at-risk employees, and identify users who need treatment. Health insurance should cover addiction treatment. Addiction is a function of not only the individual's behaviors and genetic disposition, but also his or her environmental influences. The workplace is an ideal setting for an addiction prevention program, as employees spend much of their waking lives there. Through strong leadership and provision of employee incentives, companies can make a healthy drug-free workplace a reality.

scholarly journals AI-enabled business models in legal services: from traditional law firms to next-generation law companies?

2020 ◽  
Vol 7 (1) ◽  
pp. 27-46 ◽  
Author(s):  
John Armour ◽  
Mari Sako
Keyword(s):  
Business Model ◽  
Business Models ◽  
Legal Profession ◽  
Law Firms ◽  
Legal Services ◽  
Law Firm ◽  
Corporate Form ◽  
New Business ◽  
Employee Incentives ◽  
New Business Models

Abstract What will happen to law firms and the legal profession when the use of artificial intelligence (AI) becomes prevalent in legal services? We address this question by considering three related levels of analysis: tasks, business models, and organizations. First, we review AI’s technical capabilities in relation to tasks, to identify contexts where it is likely to replace or augment humans. AI is capable of doing some, but not all, legal tasks better than lawyers and is augmented by multidisciplinary human inputs. Second, we identify new business models for creating value in legal services by applying AI. These differ from law firms’ traditional legal advisory business model, because they require technological (non-human) assets and multidisciplinary human inputs. Third, we analyze the organizational structure that complements the old and new business models: the professional partnership (P2) is well-adapted to delivering the legal advisory business model, but the centralized management, access to outside capital, and employee incentives offered by the corporate form appear better to complement the new AI-enabled business models. Some law firms are experimenting with pursuing new and old business models in parallel. However, differences in complements create conflicts when business models are combined. These conflicts are partially externalized via contracting and segregated and realigned via vertical integration. Our analysis suggests that law firm experimentation with aligning different business models to distinct organizational entities, along with ethical concerns, will affect the extent to which the legal profession will become ‘hybrid professionals’.

scholarly journals CONCEPTS OF RECRUITING IN LABOR LAW OF UKRAINE

Social Law ◽  
2019 ◽  
Author(s):  
Р. Tabachnik
Keyword(s):  
Staff Development ◽  
Human Resources ◽  
Job Search ◽  
Semantic Analysis ◽  
Large Target ◽  
Corporate Blogs ◽  
Employee Incentives ◽  
Employer Brand ◽  
Enterprise Security ◽  
Selection Of

The article explores the nature and characteristics of the processes of recruitment and staff development as a factor of safety of personnel. Proved that the recruitment and staff development should take into account the need to ensure the safety of personnel of the enterprise, and the formation of human resources in the enterprise security is closely linked to the processes of recruiting and staff development. The lexico-semantic analysis shows that the word "recruiting" comes from the French "recruit", "to recruit", ie to recruit anyone, to recruit, to recruit anyone, to hire for money. Recruiting is based on elements such as search, selection, selection of employee incentives to work. In general, there are various HR-branding channels through which employees are recruited, from which the following main channels can be distinguished: social media (social networks, forums, corporate blogs) - a universal tool for building an HR-brand; a career site is an extremely effective tool in the hands of a skilled employer; Job search sites are very popular due to the ability to reach a large target audience; brand advocates are a strategic channel for building an HR brand within the company through interaction with internal and external clients, which can serve as employees of the company as well as external candidates, clients, partners, contractors, etc .; referral programs are designed to accelerate the closing of vacancies and find candidates with the help of company employees. Everyone who invites or recommends a candidate; HR-branding as a tool for promoting the employer brand in the labor market - media, conferences, seminars, competitions.

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