Abstracts
Over the past 25 years, expatriate managers have voiced increased disenchantment with their compensation packages whíle abroad. This paper takes a prescriptive approach, outlíning severa I elements of a successful human resources strategy and stressing key ingredients of effective international compensation programs. Particular ettention is given to the adherence of cultural values and distrlbutive justice when working across nations and cultures.
compensation; international compensation; pay; reward systems; incentives; international reward polictes
Nos últimos 25 anos, administradores expatriados têm manifestado insatisfação com sua remuneração. Este artigo adota uma abordagem prescritiva ao indicar os vários componentes de uma estratégia internacional de recursos humanos bem-sucedida e ao ressaltar os ingredientes cruciais de planos de remuneração internacionais eficazes. O artigo dá ênfase à observância de valores culturais e justiça distributiva próprios de outras nações e culturas.
remuneração; remuneração internacional; pagamento; incentivos; planos de pagamento
ORGANIZAÇÃO, RECURSOS HUMANOS E PLANEJAMENTO
Designing competitive international compensation programs
Letícia PenaI; John BettonII; Dayr ReisIII
IAssociate Professor Department of Management University of Wisconsin - La Crosse. E-mail: pena@mail.uwlax.edu
IIProfessor Management Department. E-mail: betton@mail.uwlax.edu
IIIProfessor and Chair Department of Management University of Wisconsin - La Crosse. E-mail: reis@mail.uwlax.edu
RESUMO
Nos últimos 25 anos, administradores expatriados têm manifestado insatisfação com sua remuneração. Este artigo adota uma abordagem prescritiva ao indicar os vários componentes de uma estratégia internacional de recursos humanos bem-sucedida e ao ressaltar os ingredientes cruciais de planos de remuneração internacionais eficazes. O artigo dá ênfase à observância de valores culturais e justiça distributiva próprios de outras nações e culturas.
Palavras-chave: remuneração, remuneração internacional, pagamento, incentivos, planos de pagamento.
ABSTRACT
Over the past 25 years, expatriate managers have voiced increased disenchantment with their compensation packages whíle abroad. This paper takes a prescriptive approach, outlíning severa I elements of a successful human resources strategy and stressing key ingredients of effective international compensation programs. Particular ettention is given to the adherence of cultural values and distrlbutive justice when working across nations and cultures.
Key words: compensation, international compensation, pay, reward systems, incentives, international reward polictes.
Texto completo disponível apenas em PDF.
Full text available only in PDF format.
1. DRUCKER, Peter F. Management: tasks, responsibilities, practices. New York: Harper & Row, p.751, 1974.
2. GONZALEZ, Richard F. and ANANT R. Negandi. The United States Overseas Executive: his orientation and career patterns. Institute for International Business and Economic Development Studies, Divisions of Research, Graduate School of Business Administration, Michigan State University, 1967.
3. BLACK, J.S. Returning expatriates feel foreign in their native land. Personnel, Aug. 1991, p. 17.
4. Idem, ibidem.
5. SHRM/CCH Survey on International HR Practices. Chicago: Commerce Clearing House, 1992.
6. SENKO, J.P., The foreign service premium and hardship differential. Mobility. May 1990, pp.10-12.
7. FREEMAN, K. and KANE, J. An alternative approach to expatriate allowances: an "international citizen". The International Executive, v. 37, n. 3, May/ June 1995, pp.245-259.
8. STUART, P. Global Payroll: A taxing problem. Personnel Journal. Del. 1991, pp.80-90.
9. HOFSTEDE, Geerts. Culture's Consequences. London: Sage, 1984.
10. Idem, p. 65.
11. Idem, p. 94.
12. CHENG, Cliff. Should Mainland Chinese be rewarded the way Americans are? Academy ot Managemenf Executive. v. 1, 1996, pp 84-85.
13. Idem, p. 84.
14. PUFFER, Sheila and SHEKSHNIA, Stanislav. The fit between Russian Culture and compensation. International Executive. 1996, pp, 217-241.
15. PENNINGS, Johannes. Executive reward systems: a cross-national comparison. Journal of Management Studies. 30, 1993, pp 262-280.
16. Idem, p. 266.
17. CRANDALL, L.P. and M.I. PHELPS. Pay for a global work force. Journal, Feb. 1991, pp. 28·33.
18. TUNG, R. The new expatriates: managing human resources abroad. Cambridge, MA: Bellinger, 1988.
19. ODDOU, G.R., and MENDENHALL M.E. Successful planning for the 21 st Cenlury: how well are we grooming our future business leaders? Business Horizons. Jan-Feb. 1991, pp. 26-35.
20. SHILLING, M. How to win at repatríatíon, Journal, Sept. 1993, p. 40.
- 1. DRUCKER, Peter F. Management: tasks, responsibilities, practices New York: Harper & Row, p.751, 1974.
- 2. GONZALEZ, Richard F. and ANANT R. Negandi. The United States Overseas Executive: his orientation and career patterns. Institute for International Business and Economic Development Studies, Divisions of Research, Graduate School of Business Administration, Michigan State University, 1967.
- 3. BLACK, J.S. Returning expatriates feel foreign in their native land. Personnel, Aug. 1991, p. 17.
- 5. SHRM/CCH Survey on International HR Practices. Chicago: Commerce Clearing House, 1992.
- 6. SENKO, J.P., The foreign service premium and hardship differential. Mobility. May 1990, pp.10-12.
- 7. FREEMAN, K. and KANE, J. An alternative approach to expatriate allowances: an "international citizen". The International Executive, v. 37, n. 3, May/ June 1995, pp.245-259.
- 8. STUART, P. Global Payroll: A taxing problem. Personnel Journal. Del. 1991, pp.80-90.
- 9. HOFSTEDE, Geerts. Culture's Consequences. London: Sage, 1984.
- 12. CHENG, Cliff. Should Mainland Chinese be rewarded the way Americans are? Academy ot Managemenf Executive. v. 1, 1996, pp 84-85.
- 14. PUFFER, Sheila and SHEKSHNIA, Stanislav. The fit between Russian Culture and compensation International Executive. 1996, pp, 217-241.
- 15. PENNINGS, Johannes. Executive reward systems: a cross-national comparison. Journal of Management Studies. 30, 1993, pp 262-280.
- 17. CRANDALL, L.P. and M.I. PHELPS. Pay for a global work force. Journal, Feb. 1991, pp. 28·33.
- 18. TUNG, R. The new expatriates: managing human resources abroad. Cambridge, MA: Bellinger, 1988.
- 19. ODDOU, G.R., and MENDENHALL M.E. Successful planning for the 21 st Cenlury: how well are we grooming our future business leaders? Business Horizons. Jan-Feb. 1991, pp. 26-35.
- 20. SHILLING, M. How to win at repatríatíon, Journal, Sept. 1993, p. 40.
Publication Dates
-
Publication in this collection
06 Oct 2011 -
Date of issue
Mar 1998
