Generational Gap： Intrinsic （Non-monetary） Versus Extrinsic （Monetary） Rewards in the Workforce

Traditionally, organizations assume that compensation/pay and monetary benefits are what all employees need to work harder, be productive, or remain with the company. According to Abraham Maslow, within every person is a hierarchy of five needs： physiological needs, safety needs, social needs, esteem needs, and self-actualization needs Organizations must be able to identify what employees desire to secure optimum performance and to meet the needs of both employees and employers. This research focuses on the generational gap and the significance of intrinsic and extrinsic rewards in the workforce. The purpose and objective of this research are to test the significance of monetary versus non-monetary rewards among the different generations in the organization. A self-designed questionnaire distributed to a multi-generational group of employees of selected organizations was used to collect the analyzed data. Sixty-five （65%） responses were obtained. Secondary data were used to elucidate the needs in this area of study. Because the workforce is predicted to become more diverse in terms of age, organizations will be unlikely to implement one set of rewards for the multiple generations. This is due to the differing expectations and requirements among the generations. However, the results indicate no significant difference in monetary versus non-monetary rewards among the different generations in the workforce.

The application of fair value in the non-monetary assets transaction

Since issued new accounting standards for enterprises in our country, our country the non-monetary assets transaction is using fair value measurement. In the fair value measurement has advantages and disadvantages. Such as can response the present value of enterprise assets, improve the relevance of accounting information. But it also has some problems. Based on the application of fair value in the non-monetary assets exchange, analysis on the problems existing in the practical application, and proposes the corresponding countermeasures and Suggestions.

RECOGNITION AND ENFORCEMENT OF FOREIGN NON-MONETARY JUDGMENTS IN CHINA

Transboundary recognition and enforcement of judgments is of increasing practical significance and it draws a great deal of efforts at various levels. However, the efforts already made are predominantly in relation to cross-border movement of monetary judgments, leaving non-monetary judgments beyond recognizability. Investigation into China＇s legislation and adjudication reveals that there is no distinction made between recognition of monetary and non-monetary judgments, and practice also ignores such a distinction. Following the trend of embracing non-monetary judgments within the scope of recognizablility, China＇s standpoint seemingly appears to be desirable, although the long-standing non-differentiation of monetary and non-monetary judgments is not presumed to be originally out of promoting recognition and enforcement of foreign non-monetary judgments in China. It is submitted that for promoting recognition and enforcement of foreign non-monetary judgments, China shall introduce independent rules in order to facilitate the circulation of such judgments, which merits a special treatment. For parties to seek the recognition and enforcement of such judgments, prior to any overhauling of the current legal regime, they have to follow China＇s persisting general legal regime and judicial practice regarding recognition and enforcement of all categories of foreign judgments, and a special call is made for particular attention to the reciprocity requirement and due service requirement.

Will Cleaner Air Reduce CorporateLabor Cost?

With China’s listed companies from 2005 to 2015 as samples, this paperinvestigates how air quality influences labor cost based on city-level air quality data. Ourstudy finds a significant negative correlation between air quality and corporate employeecompensation - such a negative correlation is particularly strong in regions whereemployees are more rights-conscious and for companies that are non-labor-intensive. Byadjusting employee compensation according to air quality, firms will increase their futurecorporate value. In addition, air quality has significantly differentiated effects on employeecompensation for firms of different ownership nature and different level of cash on hand.Further research reveals that the effects mainly stem from poor air quality. In general,extreme air quality changes will lead to a difference of 14,210 yuan in the annual averagecompensation to employees from sample companies, or a labor cost difference of around23 trillion yuan for all companies nationwide during the sample period. Our researchconclusions have broadened the scope of research on how air quality influences firmbehavior, and provide empirical reference for employee motivation and cost management,as well as empirical evidences for China’s policy principle that “lucid waters and lushmountains are invaluable assets”.

Factors influencing job satisfaction of medical representatives in Pakistan

The objective of this extensive study was to analyze the motivational problems of medical representatives(MRs) and to examine the effects of environment,job characteristics and personality variables on job satisfaction.The statistical analysis has revealed that MRs have a variety of different responses for working harder which is strictly required.An interesting job and satisfaction with various aspects of their work especially their position,task area and pay induce them to exert extra efforts.Over all,this study has provided evidence that in order to understand the factors influencing employer's satisfaction,researcher must examine the combined effects of above mentioned factors.

Resilience indicators support valuation of estuarine ecosystem restoration under climate change

Economic valuation of ecological restoration most often encompasses only the most tangible ecosystem service benefits,thereby omitting many difficult-to measure benefits,including those derived from enhanced reliability of ecosystem services.Because climate change is likely to impose novel ecosystem stressors,a typical approach to valuing benefits may fail to capture the contribution of ecosystem resilience to sustaining long-term benefits.Unfortunately,we generally lack predictive probabilistic models that would enable measurement and valuation of resilience.Therefore,alternative measures are needed to complement monetary values and broaden understanding of restoration benefits.We use a case study of Chesapeake Bay restoration(total maximum daily load)to show that ecosystem service benefits that are typically monetized leave critical information gaps.To address these gaps,we review evidence for ecosystem services that can be quantified or described,including changes in harmful algal bloom risks.We further propose two integrative indicators of estuarine resilience-the extent of submerged aquatic vegetation and spatial distribution of fish.Submerged aquatic vegetation extent is indicative of qualities of ecosystems that promote positive feedbacks to water quality.Broadly distributed fish populations reduce risk by promoting diverse responses to spatially heterogeneous stresses.Our synthesis and new analyses for the Chesapeake Bay suggest that resilience metrics improve understanding of restoration benefits by demonstrating how nutrient and sediment load reductions will alleviate multiple sources of stress,thereby enhancing the system’s capacity to absorb or adapt to extreme events or novel stresses.