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 Outsourcing Peace?. The United Nations' Use of Private Security and Military Companies
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Outsourcing Peace?. The United Nations' Use of Private Security and Military Companies

автор Ase G.O. издательство Книга по Требованию Информационно-политические технологии
Cтраниц 132        мягкая обложка       
Аннотация:This thesis thus argues that the UN’s use of PSCs and PMCs can be explained by the UN simultaneously facing more difficult premises for its operations, enhanced expectations for action, and proportionally deteriorated internal capacity. This thesis addresses the United Nation’s use of private security and military companies (PSCs and PMCs). Private companies provide security and military services to states, international organizations, international non-governmental organizations, and individuals. The study looks into the characteristics of this practice and subsequently provides some explanations for the pattern and rationale thereof. On the supply side, the analysis indicates that comprehensive image refinement efforts on part of the industry have added to the UN deploying these companies. The study suggests both radicalized external operating environments and internal organizational capacities have contributed to increasing the demand for private security services. The private security and military industry on its part has detected the UN potential market and strive to accommodate to the demands of this potentially very profitable market.
Автор: Ase G.O.
Издательство: Книга по Требованию
Год:2009
Цена:
2415 руб
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Поиск: Outsourcing Peace?. The United Nations' Use of Private Security and Military Companies


ДОСТИГ ЦЕЛИ, А СЧАСТЬЕ НЕ НАСТУПИЛО?


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Как правило, на каждом предприятии помимо основного жалованья (base salary) (Ro hschild D., Merriefield L., Craver Ch. Collec ive Bargai i g a d Labor Arbi ra io . Р. 732) в коллективный договор включают и систему стимулирующих выплат (i ce ive sys em) (Ibid. P. 675). Размер установленного жалованья, обычно является величиной твердой, он не зависит от колебаний конъюнктуры и итогов деятельности компании. Система материального вознаграждения, по мнению американских специалистов, должна удовлетворять следующим требованиям: . поощрять работников к более усердной работе; . платить "более либерально", когда дела компании идут хорошо, и "менее либерально", когда результаты недостаточно высокие; . не платить за усилия, а платить за результаты, и главным образом за те, которые выражаются в прибыли. Для управленцев в качестве стимулирующего фактора предусмотрена выплата наградных (bo uses) в различных формах: деньгами, в виде акций, права на доход от прибыли. Компании стараются не разглашать порядок определения размера бонусов, так как здесь затрагивается вопрос о механизме перераспределения прибыли.
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