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The terms compensation differential, pay differential, and wage differential (see wage dispersion or economic inequality) are also used in economics, but normally have a different meaning. They simply refer to differences in total pay (or the wage rate) in any context. [ 22 ]
Time Rate Systems. Time Rate System: Under this system, the worker is paid by the hour, day, week, or month. High Wage plan: Under this plan a worker is paid a wage rate which is substantially higher than the rate prevailing in the area or in the industry. In return, he is expected to maintain a very high level of performance, both quantitative ...
BY LAURA MORSCH, CAREERBUILDER.COM Put a few thousand business executives in a room and you likely won't find many with the same educational backgrounds, industry experience or job descriptions.
By comparison, it is estimated that the average CEO Pay Ratio was about 20 times the typical worker’s pay in the 1950s, with that multiple rising to 42-to-1 in 1980, and to 120-to-1 in 2000". [3] While not as extreme, similar trends have been observed around the world.
Tuition is charged at different rates from one type of institution to the next. Net tuition indices mark an increase in the "relative real burden" for payments at various types of institutions for higher education; in the period between 1980 and 1995; example, this burden increased by approximately 80 percent for students at public universities ...
Schools that use a differential tuition model base tuition costs on factors such as your field of study and the market value of your degree, student demand for the major and the cost of instruction.
The rise of 16,000 people (from 591,000 in 2001 to 607,000 in 2006) represents a growth rate of +2.7%, which is higher than that for the Francophone population (+2.0%) for the same period. [14] This increase is attributed to a much reduced net outmigration of Anglophones, with some 34,000 departures vs 26,000 arrivals (primarily from Ontario). [14]
In labor economics, an efficiency wage is a wage paid in excess of the market-clearing wage to increase the labor productivity of workers. [1] Specifically, it points to the incentive for managers to pay their employees more than the market-clearing wage to increase their productivity or to reduce the costs associated with employee turnover.