Jörg Schäfer investigates the influence of family firm specific decision rationales based on socioemotional wealth on vertical and horizontal pay ranges in family firms. Building on a primary data set of over 200 family firms in Germany and applying multiple regression analysis techniques, as well as, the firm conceptual foundation in family firm and compensation theory, the presented study provides answers regarding antecedents of pay variation, and the factors that drive different family firms to pursue and implement specific pay structures and pay variations. Furthermore, the dissertation contributes to the current research discussions, by partially validating the FIBER scale, proving the heterogeneity of family firms and adding robustness to methodology and range measures in the compensation context.

How many self-help books are written by authors whose biggest success is selling self-help books? Three Simple Steps is different. Despite stock market crashes, dot-com busts, and the specter of recession, the author started a virtual company from home, using a few thousand dollars of his savings. A few years later, without ever hiring an employee or leaving his home office, he sold it for more than $100 million. As the economy slipped into another free fall, he did this again with a company in a different field. He accomplished this through no particular genius. Rather, he studied the habits of the many successful men and women who preceded him, and developed three simple rules that, if followed diligently, virtually ensure success. Using them first to escape poverty, then to achieve a life of adventures, he finally turned them toward financial independence. Written in a straightforward and no-nonsense style, Three Simple Steps shows you how to take back control of your destiny and reshape your mind for increased creativity, serenity and achievement. While building on the wisdom of great thinkers and accomplished individuals from East and West, Three Simple Steps isn't a new age text or guide to esoteric fulfillment. Rather, it's a practical guide to real-life achievement by a pragmatic businessman who attributes his incredible successes to these very simple ideas. Three Simple Steps is a must-read guide for everyone who wants to achieve more, live better and be happier.

After seeking approval from his siblings, Mark Trevor hired Virginia Scott, a family business consultant, to enlighten his family about possibly unfair compensation practices in their 50-year-old family business. The ninth of Ben and Amy's 12 children, Mark believed that the family's current practice of providing equal salaries for different types of work and giving special allowances due to marital circumstances were unfair. His siblings, with ages ranging from 37 to 58, had varied opinions about this.Virginia initially thought that the case of the Trevors would be straightforward. She had more than 15 years of experience working with business families and she had been successful in making family members understand that each held a different perspective depending on whether they were involved in the family business as owners or managers or not at all. This is a perspective presented by Tagiuri and Davis (1992) in their three-circle model of family businesses. By making family members in previous engagements differentiate their family, ownership, and business positions, they had become more sensitive to the concerns raised by the other.This time, however, Virginia would need to work with each of the 10 living siblings as each has unique circumstances. Certainly, each would have their own views about how the family business should compensate them; after all, they are all children of the founders. Virginia would have to tread carefully, though, so as not to antagonize any of the siblings; but, she needed to deal with them firmly so as not to be pulled by one or the other into a triangle relationship where she will be forced to take sides. How should Virginia strike the balance and help the family members understand each other's perspective and accept a business compensation framework that would be perceived as fair by everyone? This paid engagement was preliminary but Virginia knew that if the Trevor's accepted the framework, this would lead to a separate, more substantial engagement focused on preparing the compensation structure for the family.

#1 NEW YORK TIMES BESTSELLER • More than one million copies sold! A “brilliant” (Lupita Nyong’o, Time), “poignant” (Entertainment Weekly), “soul-nourishing” (USA Today) memoir about coming of age during the twilight of apartheid “Noah’s childhood stories are told with all the hilarity and intellect that characterizes his comedy, while illuminating a dark and brutal period in South Africa’s history that must never be forgotten.”—Esquire Winner of the Thurber Prize for American Humor and an NAACP Image Award • Named one of the best books of the year by The New York Time, USA Today, San Francisco Chronicle, NPR, Esquire, Newsday, and Booklist Trevor Noah’s unlikely path from apartheid South Africa to the desk of The Daily Show began with a criminal act: his birth. Trevor was born to a white Swiss father and a black Xhosa mother at a time when such a union was punishable by five years in prison. Living proof of his parents’ indiscretion, Trevor was kept mostly indoors for the earliest years of his life, bound by the extreme and often absurd measures his mother took to hide him from a government that could, at any moment, steal him away. Finally liberated by the end of South Africa’s tyrannical white rule, Trevor and his mother set forth on a grand adventure, living openly and freely and embracing the opportunities won by a centuries-long struggle. Born a Crime is the story of a mischievous young boy who grows into a restless young man as he struggles to find himself in a world where he was never supposed to exist. It is also the story of that young man’s relationship with his fearless, rebellious, and fervently religious mother—his teammate, a woman determined to save her son from the cycle of poverty, violence, and abuse that would ultimately threaten her own life. The stories collected here are by turns hilarious, dramatic, and deeply affecting. Whether subsisting on caterpillars for dinner during hard times, being thrown from a moving car during an attempted kidnapping, or just trying to survive the life-and-death pitfalls of dating in high school, Trevor illuminates his curious world with an incisive wit and unflinching honesty. His stories weave together to form a moving and searingly funny portrait of a boy making his way through a damaged world in a dangerous time, armed only with a keen sense of humor and a mother’s unconventional, unconditional love.

This revised edition of Industrial Relations: Theory and Practice follows the approach established successfully in preceding volumes edited by Paul Edwards. The focus is on Britain after a decade of public policy which has once again altered the terrain on which employment relations develop. Government has attempted to balance flexibility with fairness, preserving light-touch regulation whilst introducing rights to minimum wages and to employee representation in the workplace. Yet this is an open economy, conditioned significantly by developing patterns of international trade and by European Union policy initiatives. This interaction of domestic and cross-national influences in analysis of changes in employment relations runs throughout the volume.

`Gerhart and Rynes provide a thorough, comprehensive review of the vast literatures relevant to compensation. Their insights regarding the integration of economic, psychological and management perspectives are particularly enlightening. This text provides an invaluable tool for those interested in advancing our understanding of compensation practices' - Alison Barber, Eli Broad College of Business, Michigan State UniversityCompensation provides a comprehensive, research-based review of both the determinants and effects of compensation. Combining theory and research from a variety of disciplines, authors Barry Gerhart and Sara Rynes examine the three major compensation decisions - pay level, pay structure and pay delivery systems.Revealing the impact of different compensation policies, this interdisciplinary volume examines: the relationship between performance-based pay and intrinsic motivation; implications of individual pay differentials for team or unit performance; the consequences of pay for performance policies; effect sizes and practical significance of compensation findings; and directions for future research.Compensation considers why organizations pay people the way they do and how various pay strategies influence the success of organizations. Critically evaluating areas where research is inconsistent with common beliefs, Gerhart and Rynes explore the motivational effects of compensation.Primarily intended for graduate students in human resource management, psychology, and organizational behaviour courses, this book is also an invaluable reference for compensation management consultants and organizational development specialists.

Human Resource Strategy provides an overview of the academic and practitioner responses to these and other questions. Applying an integrative framework, the authors review twenty years' worth of empirical and theoretical research in an attempt to reconcile often-conflicting conceptual models and competing empirical results. The authors present much of the relevant research in the context of the critical strategic decisions that executives must actually make with regard to human resource investments and deployments. As a result, often complex theoretical models and scientific findings are presented such that they are not only understandable but also highly relevant to non-research-oriented practitioners.

This engaging book fills a substantial gap in the understanding of Caribbean enterprises, focusing upon FOBs (family-owned businesses) about which, despite accounting for 70% of private sector employment in the region, very little is known. Concentrating on MSMEs which represent the majority of FOBs in the English-speaking Caribbean, the authors compare and contrast their experiences to those in developed countries, focusing in particular on areas such as family business succession, business financing and marketing. Understanding the Caribbean Enterprise provides context-specific lessons from a historical perspective of business and entrepreneurship, which in turn provide an understanding of the current issues facing MSMEs and FOBs in the English-speaking Caribbean.

This book looks beyond the public face and below the surface of organisations. Using a deceptively easy-to-read and accessible narrative concerning eight international organisations, it covers many fields: real estate, banking, finance, retail, market research, wildlife reserve, fashion, and IT. Each case presents a particular situation or event ranging from dealing with conflict to working with culture and team dynamics. Opened by an incisive foreword from Vega Zagier Roberts, there comes a clear introduction of the authors' journey so far within the field of organisation development. Each compelling story demonstrates the complexity of working with organisational problems. The supervision conversations captured within clearly show how consultants can get caught up in and derailed by the dynamics of the organisational system. This book is written for those who work in and with organisations - for founders and executives, for leaders and managers, and especially for other organisational consultants and those who work with or are considering working with them. Through these accounts, the authors encourage interest and curiosity in a way of working with what lies beneath the surface.