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We compare the long-term output and current account effects of pension reforms that increase the retirement age with those of reforms that cut pension benefits, conditional on reforms achieving similar fiscal targets. We show the presence of a policy trade-off. Pension reforms that increase the retirement age have a large positive effect on output, but a small (and often negative) effect on the current account. In contrast, reforms that cut pension benefits improve the current account balance but reduce output. Mixed pension reforms, which extend the working life and cut pension benefits, can simultaneously boost output and the current account.

Combined with the more traditional employer occupational safety and health protection activities are newer employment-based programs to promote better health through helping workers quit smoking, lose weight, reduce stress, or exercise more regularly. In support of these efforts, some employers have made changes in their policies and facilities to support physical activity and healthier eating, and some employers connect with community resources for health education, health fairs, and other services. This diverse array of activities most typically has been planned, managed, and assessed - to the extent they exist in the workplace at all - by different, often uncoordinated departments within the business entity. Some employers have reconceptualized their safety, prevention, and promotion initiatives and attempted to bring them together into a coherent whole. The National Institute for Occupational Safety and Health (NIOSH) has supported this integration, defining Total Worker Health as \"a strategy integrating occupational safety and health protection with health promotion to prevent worker injury and illness and to advance health and well-being.\" In May 2014, with support from NIOSH, the Institute of Medicine organized a workshop on Total Worker Health. Rather than a review of published literature, this workshop sought input from a wide variety of on-the-ground stakeholders regarding their experiences with integrating occupational safety and health protection with health promotion in the workplace. Promising and Best Practices in Total Worker Health is the summary of the discussions and presentations of the event. This report identifies prevalent and best practices in programs that integrate occupational safety and health protection with health promotion in small, medium, and large workplaces; employer and employee associations; academia; government agencies; and other stakeholder groups.

The way a company designs its sales compensation program has a greater impact on behavior and results than any sales training, sales management method, or leadership message. Yet most senior executives fail to see the big picture, leading to fundamental misalignments between sales strategy and organizational goals. Featuring insightful interviews with Fortune 1000 C-level executives and real lessons from the field, this essential book reveals the tough questions leaders should be asking about how sales incentives drive the business. It provides valuable thought models and a Revenue Roadmap identifying the four major competency areas and 16 related disciplines that must connect for an organization to grow profitably. Last but not least, readers will find an interactive report card they can use to grade their own compensation plans. Sales compensation powers the performance of the entire business. \"What Your CEO Needs to Know about Sales Compensation\" casts a spotlight on how leaders at all levels can leverage the strategic power of incentives to reach the ultimate goals of their organization.

Social media and social networks seem to be conquering human relationships. Corporations increasingly expect business benefits from such platforms for employee-to-employee networking and internal collaboration. Firstly, however, social software platforms have to be introduced into an organization successfully, which often requires strategic and cultural changes before the new technology effectively supports everyday work tasks and corporate procedures. Companies will thus be looking for ways to promote usage of the new platforms and influence employee behavior accordingly. After a review of selected relevant scientific theory and practical examples of social software analysis, this publication analyzes over 50,000 employee contributions to an internal microblogging platform used over a period of two years in a global corporation. The subsequent analysis tries to find a metric for organizationally desired behavior. The nature of microblogging - short text messages that propagate across a network by means of very basic mechanisms, like subscription, repeats or responses - seems very well suited for such a purpose. Two metrics, describing an employees' influence across the network and the utility of their contributions as recognized by peers, were combined in a single numerical score. Such scoring could be used as a factor within an employee incentive system intended to reward extraordinarily active or useful contributors. Biographische Informationen Jochen Adler, born 1975, began his career as a self-starter in software engineering in the early 1990s and has since worked as a business analyst, project manager and IT/management consultant across Europe and in the U.S. In 2007, he joined the IT organization of a leading global financial services provider, where he supported strategic IT projects in the retail banking franchise, focusing on sales support (branch systems, intranet platforms), direct banking solutions (telephone, online/mobile solutions), IT innovation management and innovation methods (e.g. client-centric service design, Design Thinking). Furthermore, in 2012, he completed an extra-occupational distance-learning curriculum towards a B.Sc. in Business Informatics. Both professionally and academically, he specializes on managing customer relationships and the customer experience, virtual teamwork and the transition from line organization to project organization, and the opportunities and risks of introducing social software in organizations ('Social Business', 'Enterprise 2.0').

Following a congressional directive in its FY 2006 Appropriations Act, the National Science Foundation asked the STEP Board to \"propose a plan for administering prizes to individuals or teams that achieve novel solutions to specified social or research needs or capitalize on recognized research opportunities.\" A committee under the STEP Board concluded that an ambitious program of innovation inducement prize contests would be a sound investment in strengthening the infrastructure for U.S. innovation and that NSF, although inexperienced, is well suited to designing an experimental program that could add substantially to understanding regarding the appropriate goals of such contests, the motivations of participants and sponsors, and the rules and conditions that contribute to successful contests. The committee recommends that NSF start off with a series of small-scale prizes ($200K - $2M) in diverse areas while beginning to plan for much more ambitious contests ($3M-$30M) that would address significant economic or social challenges and be conducted over several years. The report addresses many of the generic issues that arise in administering innovation prize contests (types of contests, eligibility to participate, disposition of intellectual property rights, and decisions regarding awards) and explores 7 research and technology fields that might lend themselves to prize contests.

Reward management deals with the strategies, policies and processes required to ensure that the value of people and the contribution they make to achieving organizational, departmental and team goals is recognized and rewarded. Armstrong's Handbook of Reward Management Practice is the definitive guide to understanding, developing and implementing effective reward systems. It is aimed at HR practitioners involved in employee reward, and at students who need to understand the importance of reward and how it can be successfully applied across organizations. Updated to reflect the practical implications of the most recent research and discussion on reward management, this edition includes new case studies and chapters on evidence-based reward management, reward risk management and ethical approaches to reward management.This authoritative and engaging book is accompanied by extensive online resources, including PowerPoint slides and notes for tutors, and exercises to help students to test their learning. It is also closely aligned to the CIPD's standards in Reward Management, making it an ideal companion for both practitioners and students undertaking a professional qualification.