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The influence of national culture on stock option programmes as motivators. The case of managers in Germany

von Prof. Dr. Cornelia Eva Scott

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[1.] Cs/Fragment 101 08 - Diskussion
Zuletzt bearbeitet: 2013-12-14 21:26:59 Schumann
.de - Magazine Deutschland 2004, Cs, Fragment, Gesichtet, SMWFragment, Schutzlevel sysop, Verschleierung

Typus
Verschleierung
Bearbeiter
Graf Isolan, Hindemith, WiseWoman
Gesichtet
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Untersuchte Arbeit:
Seite: 101, Zeilen: 8-20
Quelle: .de - Magazine Deutschland 2004
Seite(n): 1 (Internetversion), Zeilen: 71-83
Germany has tried to realise these objectives in the past by hedging against risks incurred from unemployment, disability or a person’s inability to work in his/her chosen profession, accident, illness, age and other social conditions. A special characteristic of the German system is the cooperation of employers and employees, which is expressed in the equal financing of contributions to pensions, medical and long-term care and unemployment insurance. Another form of consensus is the social partnership of unions and employer associations, which is subject to the institutionalised settlement of conflicts as outlined in the collective labour law. Article 9 of the German Basic Law guarantees autonomy in negotiating wages, i.e., the right of employees and employers to bear the responsibility themselves for deciding on working conditions in contracts resulting from collective bargaining. The law covering collective bargaining and the Industrial Democracy Act, both of which were influenced in their wording by industry and the trade unions, play a considerable role in determining work regulations. Over a long period, a social system has emerged in Germany which internationally is considered exemplary - it hedges against risks incurred from unemployment, disability or a person’s inability to work in his/her chosen profession, accident, illness, age and other social conditions. A special feature of the German system is the cooperation of employers and employees, expressed in the equal financing of contributions to pensions, medical and long-term care and unemployment insurance. Moreover, the social partnership of unions and employer associations is subject to the institutionalized settlement of conflicts as outlined in the collective labor law. The German Basic Law guarantees, in article 9, autonomy in negotiating wages, i.e., the right of employees and employers to bear the responsibility themselves for deciding on working conditions in contracts resulting from collective bargaining. The law covering collective bargaining and the Industrial Democracy Act, both of which were influenced in their wording by industry and the trade unions, play a considerable role in determining work regulations.
Anmerkungen

Nearly literal copy of the original text, only some words and the introductory sentence have been changed. No reference is given.

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