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Human capital theory and signaling theory
Chadimová, Věra ; Brožová, Dagmar (advisor) ; Bartoň, Petr (referee)
This work deals with the Becker human capital theory and Spence signaling theory that explain why education brings higher earnings. Under the first theory, the increased productivity of individuals and the corresponding higher pay higher marginal product. Second theory offers an explanation in terms of innate abilities, the higher innate ability, the higher wage rate. The next section is formulated hypothesis and the selection data set. The empirical part includes an examination of how firms behave in practice. Using the information gathered, and regression analysis is to evaluate whether using human capital theory, or rather signaling theory. The results are ambiguous, and therefore there can not be drawn clear conclusion.
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Analysis of influence of emploeyees on compensation system. Why is reality different from conclusions of neoclassical economy of labour market?
Michailidis, Dimitrios ; Brožová, Dagmar (advisor) ; Mikuláštík, Robert (referee)
In my thesis, I analyze the influence of employees on the compensation system. I investigate, why this system is in reality different from neoclassical theory of compensation. In the first part of my thesis I take a little journey into history and I show the most important principles in compensating workers. In the second part I am discovering the differences between theory and real life. I based my arguments on assumption, that every employee, every person is unique, has its own goals and preferences. The compensation system is trying to react to them in both ways, in the positive way, that the employees want specific thing or in the negative way that it needs to make them do, what they hired to do. That means to motivate them properly. On the bases of the second part I analyzed the system of compensation in real company, in Philips CZ Ltd. This I divided into two parts: the actual analysis of the system and the questionnaire, in which I asked the employees twelve questions about their job terms and preferences. The goal of this part is to validate individual assertions from the second part of the thesis.
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