Motivational Bonus-System Based On Pavement Installation Temperatures Measurement By Thermographic System (TGS Pavement) In Estonia

Paving is one of the most crucial stage in the matter of road lifespan, since it is the surface layer that has stand up to all the external factors (weather, traffic etc.). Insufficient pavement density caused by thermal segregation during paving works can reduce the lifespan significantly, especially in Estonian climate (freeze-thaw cycles). Modern technology offers different solutions to reduce the risk of low quality in asphalt production and road paving works. Mobile asphalt plant, feeder and thermo-isolated trailers are some piece of equipment, that contractor can use to level up the minimal required quality requirements. The question is, when to use those and which to use? Moreover, is there any possibility to motivate the contractors to put in some extra effort? In Estonia, motivational bonus-system has been established to encourage innovation and reward the extra effort that has been made for quality improvements. The methodology is based on years of experience gained in different researches and pilot-projects. There are no strict rules for the road paving equipment in the methodology – for example contractor can choose himself either the feeder or/and thermo-insulated trailers are used on not. The main requirement is that the temperatures of entire paving process (surface layer) has been measured and analyzed by special thermographic system. Current presentation discusses the symbiosis of bonus-malus system and development of special thermographic system (TGS Pavement) as a multifunctional tool in asphalt paving in Estonia.

Features of bonuses for employees of multifunctional centers in Moscow

The article has devoted to the analysis of the bonus system in the multifunctional center (MFC) of the regional significance of the South-Eastern Administrative District of Moscow. The authors considered the dynamics of the creation and development of the MFC, the coverage of the population with the MFC network, general approaches to the formation of the system of remuneration of budgetary institutions, conducted a survey among employees of their satisfaction with the bonus system. To eliminate the noted shortcomings in the current bonus system, proposals for to improve it.

Problems of legal regulation of employee depression

Problem setting. When organizing an incentive-bonus system at the enterprise, along with determining the source of bonuses, indicators and conditions of bonuses, establishing the amount of bonuses and terms of bonuses, the grounds for depreciation of employees are established. Analysis of resent researches and publications. Most researchers who have studied bonuses have also paid attention to the problem of depressing employees. Among them A.Yu. Pasherstnik, O.D. Zaykin, S.S. Karinsky, R.Z. Livshits, OI Protsevsky, MI Kuchma, V.Ya. Gotz, P.D. Пилипенко, В.І. Prokopenko, VG Rotan and others. However, the problems that exist in this area determine the relevance of the topic, and their research - timely and practically necessary.Article’s main body. Due to the entry into the market economy, employers rejected almost everything that was proclaimed by the socialist society, although the principles of bonuses remained the same. If we look from the standpoint of compliance with the employee's right to timely and full payment, some approaches to bonuses should be found to violate the rights of the employee, especially the right to receive wages in full. We are talking about non-payment of bonuses for violation of labor discipline.Conclusions and prospects for the development. Each type of bonuses - conditioned and not conditioned by the system of remuneration - has its official purpose, which indicates its legal specificity. The bonuses set by the remuneration system include a clear system of guarantees for their payment, so they are more objective than other bonuses and meet the objectives of material incentives. Bonuses that are not determined by the pay system, leave more opportunities to encourage individual labor contributions of the employee, are more subjective.

Nutritional plans for net energy of growing-finishing swine: economic evaluation

The energy content is the most expensive component in the diet for production of swine. In this context, the objective of this study was to evaluate the profitability of nutritional plans with different net energy (NE) levels for barrows and gilts through sensitivity analysis. Nutritional plans with variable levels of NE were evaluated (2300; 2380; 2460; 2540; 2620 and 2700 kcal of NE/kg) in diets of 144 swines. The carcasses gross profit was determined based on bonus system (CGPbs) and or based solely on live weights (CGPlw). A sensitivity analysis was performed for each NE nutritional plan with different simulations of price quotes for the ingredients in the diet. The simulations carried out for the price of corn for nutritional plans for barrows, indicate that higher levels of net energy provided the highest CGPbs and CGPlw. For degummed soybean oil, the increase in the concentration of net energy in diets provided an increase of up to 6% in CGPbs and CGPlw. For gilts, the increase of energy levels in the diets from 2460 to 2700 kcal of net energy improved the gross profit by 17% when carcasses were sold based on bonus system (CGPbs) and CGPlw was higher when fed with the diet containing 2540 kcal of NE. The increase in the net energy level from 2300 to 2700 kcal in the diet of both barrows and gilts during the growth-finishing phase generated improvements in economic gains, regardless of the way in which the animals are marketed (CGPbs and CGPlw).

Features of accounting and organization of labor remuneration in the field of project banking management

The paper is devoted to the investigation of the current state and trends of the project banking management in Ukraine. It is stated and proved in this paper that project management is a separately developed area of management with its own methodology, professional knowledge, methods and tools. The average salary level of «Project manager» in Ukraine in 2020, is analyzed in this scientific paper. Comparative analysis of the above mentioned indicator with similar indicators of eleven European Union countries is carried out. It is defined that the average salary level of «Project manager» in Ukraine lags far behind the Project Management Salary in Switzerland, Germany, Netherlands, and other European Union countries. The main options for banking project implementation are systematized. It is established that for the successful implementation of any project in the bank, it is necessary to construct the effective system of remuneration for the project office. The classification of expenses in the framework of project implementation in banks is identified. It is proposed to structure the expenses in the framework of project implementation in banks into three groups: target costs, general project costs, general bank costs. The investigation results are presented in the form of tables and graphical interpretations. The options for successful implementation of banking project are revealed and several methods of the system of calculating remuneration in the form of incentives are highlighted. In order to stimulate project participants during its life cycle, the relevance of applying a piece-rate bonus system of remuneration in bank project management is substantiated. Two versions of the organization of salary payment in piece-rate bonus system of remuneration depending on the duration of the bank project are proposed. The features of accounting for payroll settlements with personnel in project banking management are highlighted, and accounting entries related to the formation of accounting information about settlements arising between project participants in banks are provided in this paper. A number of recommendations for the development of project banking management are developed.

Aturan Main Pada Keselamatan Kerja Ojek Online: Studi Kasus di Pt. Gojek Indonesia Cabang Surabaya

This study analyzes the rules that govern the protection provided by companies both wage protection for the consequences of the magnitude of the risk and protection from the risk of workplace accidents. A qualitative case study approach is used in this research. Data collection through in-depth interviews with informants namely representatives of the management of PT. Gojek Indonesia Surabaya branch and representatives of online motorcycle taxi workers who have worked for at least three months. The results of this study found that companies build and maintain institutional arrangements through rules, both formally and informally (agreements). The wage system is carried out by the driver doing the order service and also a bonus system from the company. Workers also have rights and obligations and the company will provide sanctions and rewards. The company's efforts to reduce the risk of work accidents are also related to the company's commitment through insurance facilities, the company also cooperates with the police regarding the safety of workers and passengers, and also provides welfare programs. The conclusion in this study that the safety of online motorcycle taxi workers is given by the company in the mechanism of institutional rules in the mechanism of work protection.

ON THE ASSESSMENT OF THE WORK OF SCIENTISTS

Peculiarities of bibliometric measurement of scientific achievements of scientists are considered; complex indicators of assessment of Belarusian scientists and organizations, which were proposed in the automated BONUS system and developed at the NAS of Belarus, are briefly presented.

Spanish Photovoltaic Solar Energy: Institutional Change, Financial Effects, and the Business Sector

Spain is a country with a high dependence on fossil fuels. For this reason, in 2007, it implemented a bonus system that aimed to encourage the production of renewable energies, particularly photovoltaic solar energy. These production bonuses, guaranteed by the Spanish government, led to an exponential increase in the number of companies in the market and, consequently, the MWh produced. However, in 2012, given the excessive budgetary burden involved in maintaining this “feed-in tariff” system and after several years of institutional instability, the aforementioned system of incentives for phoyovoltaic (PV) energy was eliminated. This paper has tried to analyze the consequences of this institutional change, a clear example of the “hold up” problem. For this purpose, a sample of 5354 companies, which was divided, geographically, into Spanish regions and, temporarily, into three different periods, has been taken, considering diverse economic and financial variables. The results show a notable weakening of the sector that, due to the effects of the regulatory change, has lost attractiveness and profitability for investors and is consequently suffering from stagnation, which has led to the disappearance of many companies in the sector.

Satisfaction of pharmaceutical specialists with the material and moral side of their job: a study

Aim. Study of the opinion of pharmaceutical specialists working at pharmacies on the role of material and moral incentives and obstacles in their implementation in the process of motivating professionals to work. Material and Methods. The study was conducted in the period from June 26 to August 26, 2020 via an anonymous online survey of 348 pharmaceutical specialists working at pharmacies in Ukraine on a questionnaire developed in Google form and posted in nine pharmaceutical groups on Facebook social network. The respondents represented all regions of Ukraine, except for the annexed Autonomous Republic of Crimea and the occupied territories of Donetsk and Luhansk regions. The marginal sampling error was 5.1%. Results and Discussion. It was found that the vast majority of respondents believe they should be paid higher salaries for that the amount of work they do. The ratio of the average salary of Ukrainian pharmaceutical specialists to the minimum wage in the country is at least twofold less than that of their European counterparts. It was found that among the incentives, employers primarily use the accrual of interest on sales and the bonus system. It is determined that respect on the part of colleagues and visitors of pharmacies, a proper moral climate in the team and good working conditions are important for the respondents. At the same time, the concern of pharmaceutical specialists with a high degree of carried responsibility, very hard work, inexpediency of management requirements, and penalties at the pharmacy was revealed. Conclusion. It is established that pharmaceutical professionals do not receive the desired material and moral satisfaction from working at pharmacies, and employers underuse the existing forms of incentives for work achievements, which leads to disappointment of pharmaceutical professionals in the chosen profession and to the high staff turnover at pharmacies. Key words: pharmaceutical specialist, salary, material and moral incentives