James Dean as the Iconic Rebel Figure Essay Example for Free

James Dean as the Iconic Rebel Figure Essay The Oxford English Dictionary defined a rebel as â€Å"a person who resists authority, control, or convention† . These are the characteristics of James Dean’s screen personas in Nicholas Ray’s Rebel Without a Cause and Elia Kazan’s East of Eden. In a time where conformity was a dominant ideology in society, rebellion became a way to display your own individuality. Rebel Without a Cause and East of Eden both respectively deal with the vexing problem of the asocial youth who remain stubbornly delinquent against the nuclear family. Each respective film touches upon the puzzling subject of the 1950s, which is juvenile delinquency. The films also provide ammunition for the ideological rebellious behavior for teens to parody. Rebel Without a Cause and East of Eden are both concerned with young people â€Å"estranged from their communities and struggling to define themselves differently than the norm† . James Dean was an attractive rebel figure because he represented the raw-nerved emotions of being an adolescent while he also asserted a romantic, mythic notion about, which became attractive to audiences young and old. Dean’s upfront sexiness and relentless desire to imbue honor make Rebel Without a Cause and East of Eden films that withstand generational changes and remain prevalent within teenage society today. James Dean as the archetype for the ‘rebel’ character personified a decade of defiance, and his screen portrayal of the iconic rebel sparked a cult following that superseded his life. The continued relevance and renowned status of Dean’s screen persona is prevalent because of its â€Å"sympathetic treatment of adolescent anguish† that each director concentrated on. The enigmatic nature of the rebel icon made it easy for the viewing audience to grab hold and manifest their personal principles onto it. Dean was catapulted to a cult figure as he evoked the submerged pain and spoke for a generation of people who had sense of being stifled and smothered by values that were imprisoned by. Furthermore, Dean molded the formation of the â€Å"tough-but-tender† iconic teen rebel in the 1950s, and became a commodity and the legendary figure of teenage angst. Dean’s unbridled emotions both on and off screen became essential in both Rebel Without a Cause and East of Eden as they channeled the teenager in all of us . The 1950s were a time when teenagers were struggling with their own identity and this idea of conformity was oppressive to their individual growth. James Dean epitomized the ‘rebel’, as his inability to stick to confined conformity both on and off screen was a major asset during 1950s filmmaking. The rebel character that was present in both films was an attempt to glorify individuality. Dean’s protagonist characters in each respective film were alienated, vulnerable and antisocial, which were standard traits of the common rebel. The 1950s became an era where individualism had to be tempered to suit the demanded conformity. The ‘rebel’ icon as a whole offered refuge in a time where adolescents were trapped in environments created by political and social forces beyond their control, which impeded their ability to make their own choices or realize their aspirations. Filmmakers like Ray and Kazan attempted to assert their individuality by creating these rebellious characters that went against the accepted norms and fought for what they wanted to achieve. Ray was acutely aware that the recognitions of the attractive young rebel would intonate a large following, and casting the Hollywood bad-boy, James Dean, created a synergy between Dean’s screen persona, Jim Stark, and his real life counterpart. With his magnificent confusion, pained fragility, and unwavering sexiness, Dean became the template for teenage rebellion. Rebel Without a Cause exemplifies a thinly veiled attempt to search for authority that catapults into an attempt to search for an identity for oneself. On the other hand, in Kazan’s films, he exploited Dean’s screen persona as the rebel anti-hero in American movies, democratizing and linking the rebellious behavior to root in American values . This was also seen in Rebel Without a Cause; however, this idea was predominant within East of Eden. By Kazan doing this, Dean as a rebel character, but also the film East of Eden became symbolic visions and vehicles of change. The integrity of the family formed the backbone conformity in the 1950s and non-conformity based on a non-traditional family was something that had not been fully explored. The non-traditional nuclear family is something that was taboo; however, both Ray and Kazan deal with them in their respective films. In Rebel Without a Cause the use of gender-role reversal is apparent; and within East of Eden, the idea of an absentee mother is present. These non-traditional nuclear families pave the way for the rebel character that Dean personifies on screen. Dean is used as a sentimentalist with a yearning to refurbish the struggling nuclear family. Since the nuclear family played such an influential role, Hollywood saw it as worth saving and worth reconstructing. During this decade, the nuclear family dominated, so it was important to reconstruct the failing nuclear family in order to promote the conformity the government and society sorely desired; in cases where the nuclear family could not be restored, sickness or injury became the typical Hollywood scapegoat. While the nuclear family plays an important role in understanding the rebel character, the family plays a background role within the film itself. The nuclear family within Rebel Without a Cause features gender role reversal where Dean’s father is a weak pushover and is controlled by his overpowering wife, that ultimately forces Dean to react in a rebellious manner. These non-traditional gender roles confuse the teenage characters and propagate the rebellious characteristics as a mean for garnering attention. In order to right these wrongs, Jim adopts a surrogate family, whereby Judy is his wife, and Plato becomes the adoptive son. Since there is a lack of a traditional nuclear family, the escape to the abandoned mansion removes Dean from the â€Å"compromises of the real world† whereby he is able to live with Judy and Plato in an â€Å"idealized version of family life†, which is when he comes to the realization that he no longer needs to â€Å"equate masculinity with violent rebellion† and perpetuates his reintegration into society. Additionally, Elia Kazan was fascinated with James Dean’s personal struggles, which helped him connect to his rebellious character as Cal in East of Eden. Kazan used Dean’s personal problems to his advantage, exploiting them and creating a tumultuous nuclear family that mimicked the biblical tale of Cain and Abel. The â€Å"love and hate† plotline that deals with forbidden love and explosive passions is reticent of the well-known biblical tale. Cal – defiant, disobedient, and uncompromising – provokes the central conflict within the film, which impersonates his biblical counterpart Cain. Cal himself is stuck between the â€Å"brooding coast of his mother’s sin† and the â€Å"sunlit valley of his father’s righteousness†, which adjusts and brings to light the coexistence of good and evil within all of us. Cal and Aron are primary demonstrations of this good versus evil idea, as they are fighting for their father’s affections, which is a paralleled allegory of the biblical tale. However, it is also applicable to the 1950s when the film was created, and can be further adapted to fit modern society, which is why East of Eden is a timeless film. Dean’s character Cal exhibits a multitude of self-destructive behavior. As a traditional rebellious character, Dean exhibits free will and the capacity to forgive even though he begrudges his father and brother throughout the diegetic. Cal is embittered with the idea that his father favors Aron, his â€Å"perfect† twin brother. Further, Cal attempts to win his father’s undying affection by farming beans and selling them for a large profit. If Cal shows his father that he can create a successful business and repay him monies lost, he would be showered with the affection he feels deprived from. Cal’s plan backfires and instead resorts to â€Å"killing† his brother by destroying his integrity in order to gain his father’s affection and adoration. However, this plan fails and ultimately causes his father’s demise. The theme of reconciliation appears in East of Eden when Dean offers to take care of his invalid father shows his father that his intentions, while misguided, were pure and only used as a guise for his father to notice all his hard work. Dean’s concern with masculinity and manhood is at the forefront of Rebel Without a Cause. Dean exhibits â€Å"moral and psychological vertigo as he teeters on the brink of manhood† , and is concerned with masculinity as there has been an apparent lacking representation of manhood within his home life. Dean is searching for a strong and upright male figure with whom he can identify with, which was a customary representation during the 1950s. Instead of being a strong role model, Dean’s father portrayed as a craven subordinate who succumbs to the over-demanding ways of his boisterous wife. For a struggling teen, these ideals prove to be less than appropriate, which launches Dean into rebellion, in hopes of finding the role model he desperately needs and desires. In the absence of a credible adult guidance, especially from his father, Dean questions his masculinity. Furthermore, Dean equates manhood with honor. This theme of masculinity and honor is present in both Rebel Without a Cause and East of Eden. In Rebel Without a Cause Dean plays the role of the informer, which is an honorable characteristic . Informing is construed as the highest act of courage, and displays a defining moral choice. Having this moral compass helps to shape and define the man that Dean will turn in to, which is a dependable figure as he attempts to salvage Pluto’s insanity and Judy’s insecurities. Dean screen persona is concerned with not only preserving his honor, but also with surviving and thriving in a world that embodies teenage confusion. Ultimately, Dean’s reconciliation with hegemony makes a rebel honorable, possible by the virtue of its own authority and â€Å"unimpaired by psychosis, alienation, or a romanticized futility†. While Dean is a rebel within East of Eden by defying his father’s orders, he has honorable characteristics when dealing with his manhood. Integrity and honor are integral parts to Dean’s persona as he attempts to save his father and salvage his well being after an ill-advised investment. The rebel character that became a figure of non-conformity, and rugged individualism became not only a culture but also became a political stance as a way to stray from American hegemony. Ray uses Dean as a dissent of social control, in order to promote the independence that became synonymous with rebellious behavior. There was a pressure to conform that was thrust upon the young adolescents, who were already facing a confusing time during their formative years. Dean as a ‘rebel’ is espoused as the cause of the protestor and stultified the inherently violent social system. The rebel sparked debate and offered a different perspective that would not have been possible with a completely conformist hegemonic society. In order to stray from a completely hegemonic society, and defy global homogenization, America can turn iconography against itself. This was a message the Ray attempted to portray by having the rebellious characters fight each other even though ultimately they believed in the same things. Psychological and social issues became prevalent and defined the two types of rebels that were present within Rebel Without a Cause. Firstly, there is the rebel that James Dean personified with displays of reconciliation and reintegration into society; and secondly, there is a character such as Plato who was a clear representation of irreconcilable rebellion. Dean is able to be readmitted into society as his disaffection was not profound in the first place, and was used as a mechanism of expression and attention in the wake of the absence of a strong father. Additionally, Dean’s rebelliousness was sentimentalized, which furthered his reintegration. On the other hand, irreconcilable rebellion is equated to insanity, which cannot be accommodated in society, thusly forcing Plato’s death and the end of the film. While psychological issues can be discusses and presented within a film, insanity is not accepted during the 1950s, so to respond to this, it is imperative for Plato to die. With the death of Plato and the re-integration of Dean’s character, there is a theme of rehabilitation. Moreover, â€Å"once the abyss of personal isolation is bridged, rebelliousness ceases† and those who cannot experience rehabilitations have no place within the film diegetic. This was seen with Plato who was shot down, and Buzz who died during the â€Å"chicken run† he challenged Dean to. Kazan’s representation of the rebellious character in East of Eden was seen as a function of a lack of love and meaningful contact, which is why Cal’s forbidden relationship with Abra became central within the narrative. Dean’s screen persona is searching for the â€Å"authentic self† and his masculine identity, which leads him to his mother as well as his reliance on Abra. Further, Abra is the catalyst for the reconciliations between Cal and his father as she promotes the loving relationship the Cal lacks with his father. East of Eden deals with moral values in a generation where teenagers begin to question their father’s generation. Abra became a representation of purity and simplicity that helped bridge the tumultuous relationship between father and son during the period of intense personal moral dilemma for the teenage rebel. All in all, â€Å"the young rebel character that is firmly ingrained in our cultural imagination carries its traces to the Hollywood screen rebels of the fifties, none more than James Dean† . Both Rebel Without a Cause and East of Eden are dealing with the protagonist’s movement into moral orientation and their journey into self-identification, and present themselves as remedial, therapeutic, and redemptive, which explain symptoms with implied cures. Over the decades the rebel has been a particularly ambiguous icon, where the meanings often contradict one another; however, the use of James Dean as an iconoclastic rebel defined term and created the archetypal ‘rebel’ character. During the 1950s, every aspect of emerging teen culture was viewed as threatening and incomprehensible; however, the rebel character was used for teens to expand their personal boundaries during a time when the cultural landscape was largely undefined.

More Than Meets The Eye Essays -- Literary Analysis, Shakespeare

Throughout history, individuals have notoriously been subject to higher powers.   This form of ownership of an individual exemplifies itself in slavery, indentured servitude, and even in the governmental systems that hold reign over the general population.   The ability of one person to rule over another arises from both moral and physical inequalities.   Jean-Jacques Rousseau, a prominent Genevan philosopher, attempts to uncover the origin of inequality.   In The Second Discourse, Rousseau systematically dissects the movement of humans away from their natural state and attempts to explain how inequality is derived.   Shakespeare’s The Tempest tells the tale of a usurped Duke, Prospero, who suffers a life of exile on a mystical island.   Overthrown by his own brother Antonio, Prospero seeks revenge.   In a series of carefully planned events, Prospero strands a group of European lords on his isle, one of whom is Antonio.  Ã‚   Using his knowledge of magic, Prosp ero succeeds at obtaining control over his kingdom of Milan.   On the surface, The Tempest appears unrelated to the work by Rousseau.   However, quite the contrary is true. The Tempest is inundated with many similar philosophical ideas discussed in The Second Discourse.   When comparing The Tempest and The Second Discourse, the themes of inequality versus equality, nature versus nurture, and savage man versus civilized man prevail.   As described in The Tempest, it is clear to identify that inequality exists amongst the island’s inhabitants. Shakespeare illustrates this inequality with reference to the character Prospero. After being dethroned as the Duke of Milan, Prospero and his daughter Miranda are exiled from the country and set to sea on a raft. With the aide of supplies and magic ... ...for food and shelter. Whether barbaric or civilized, the actions of both Caliban and Prospero combine in a most interesting manner.   Ã‚  Ã‚   The Tempest and The Second Discourse are inundated with the themes of inequality versus equality, nature versus nurture, and savage man versus civil man.   Jean-Jacques Rousseau, a prominent philosopher of his time and author of The Second Discourse, attempts to pinpoint the origin of inequality.   In doing so, he interestingly analyzes the differences between civilized man and natural man.   William Shakespeare, a prolific writer during the Elizabethan Era and author of The Tempest, draws attention to issues facing mankind.   While at first glance these two literary pieces appear to be unrelated, after analysis, they offer many similarities.   What is most central is that both pieces offer insight into authority, power, and equality. More Than Meets The Eye Essays -- Literary Analysis, Shakespeare Throughout history, individuals have notoriously been subject to higher powers.   This form of ownership of an individual exemplifies itself in slavery, indentured servitude, and even in the governmental systems that hold reign over the general population.   The ability of one person to rule over another arises from both moral and physical inequalities.   Jean-Jacques Rousseau, a prominent Genevan philosopher, attempts to uncover the origin of inequality.   In The Second Discourse, Rousseau systematically dissects the movement of humans away from their natural state and attempts to explain how inequality is derived.   Shakespeare’s The Tempest tells the tale of a usurped Duke, Prospero, who suffers a life of exile on a mystical island.   Overthrown by his own brother Antonio, Prospero seeks revenge.   In a series of carefully planned events, Prospero strands a group of European lords on his isle, one of whom is Antonio.  Ã‚   Using his knowledge of magic, Prosp ero succeeds at obtaining control over his kingdom of Milan.   On the surface, The Tempest appears unrelated to the work by Rousseau.   However, quite the contrary is true. The Tempest is inundated with many similar philosophical ideas discussed in The Second Discourse.   When comparing The Tempest and The Second Discourse, the themes of inequality versus equality, nature versus nurture, and savage man versus civilized man prevail.   As described in The Tempest, it is clear to identify that inequality exists amongst the island’s inhabitants. Shakespeare illustrates this inequality with reference to the character Prospero. After being dethroned as the Duke of Milan, Prospero and his daughter Miranda are exiled from the country and set to sea on a raft. With the aide of supplies and magic ... ...for food and shelter. Whether barbaric or civilized, the actions of both Caliban and Prospero combine in a most interesting manner.   Ã‚  Ã‚   The Tempest and The Second Discourse are inundated with the themes of inequality versus equality, nature versus nurture, and savage man versus civil man.   Jean-Jacques Rousseau, a prominent philosopher of his time and author of The Second Discourse, attempts to pinpoint the origin of inequality.   In doing so, he interestingly analyzes the differences between civilized man and natural man.   William Shakespeare, a prolific writer during the Elizabethan Era and author of The Tempest, draws attention to issues facing mankind.   While at first glance these two literary pieces appear to be unrelated, after analysis, they offer many similarities.   What is most central is that both pieces offer insight into authority, power, and equality.

Fringe Benefits

Fringe Benefit – meaning: †¢ Any privilege, service, facility or amenity, directly or indirectly provided to employee by an employer †¢ Any reimbursement for any purpose . †¢ Contribution to approved superannuation fund The term Fringe benefits refer to various extra benefits provided to the employees, in addition to the compensation paid in the form of wage or salary. These benefits can be defined as any wage cost not directly connected with the employees productive effort, performance, service or sacrifice.Different terms are used to denote fringe benefits. They are welfare measures, social charges, social security measures, supplements, sub-wages, employee benefits etc. In addition workers commonly receive such benefits as holiday with pay, low cost meals, low-rent housing etc. Such additions to the wage proper are sometimes referred to as fringe benefits. Benefits that have no relation to employment or wages should not be regarded as fringe benefits even tho ugh they may constitute a significant part of the workers total income.Thus, fringe benefits are those monetary and non-monetary benefits given to the employees during and post employment period which are connected with employment but not to the employees contributions to the organization. Coverage: Fringe benefits covers bonus, social security measures, retirement benefits like provident fund, gratuity, pension, workmen’s compensation, housing, medical, canteen, co-operative credit, consumer stores, educational facilities, recreational facilities, financial advice and so on. OBJECTIVES OF FRINGE BENEFITS: The important objectives of fringe benefits are: 1.To create and improve sound industrial relations 2. To boost up employee morale. 3. To motivate the employees by identifying and satisfying their unsatisfied needs. 4. To provide qualitative work environment and work life. 5. To provide security to the employees against social risks like old age benefits and maternity benef its. 6. To protect the health of the employees and to provide safety to the employees against accidents. 7. To promote employees welfare by providing welfare measures like recreation facilities. 8. To create a sense of belongingness among employees and to retain them.Hence, fringe benefits are called golden hand-cuffs. 9. To meet requirements of various legislations relating to fringe benefits. NEED FOR EXTENDING FRINGE BENEFITS Most organisation have been extending the fringe to their employees, year after year, for the following reasons i) Rising prices and cost of living has brought about incessant demand for provision of extra benefit to the employees. (ii) Employers too have found that fringe benefits present attractive areas of negotiation when large wage and salary increases are not feasible. iii) As organizations have developed ore elaborate fringe benefits programs for their employees, greater pressure has been placed upon competing organizations to match these benefits in order to attract and keep employees. (iv)Recognition that fringe benefits are non-taxable rewards has been major stimulus to their expansion. v) The growing volume of labor legislation, particularly social security legislation, made it imperative for employers to share equally with their employees the cost of old age, survivor and disability benefits. vi) The growth and strength of trade unions has substantially influenced the growth of company benefits and services. (vii) The management has increasingly realized its responsibility towards its employees and has come to the conclusion that the benefits of increase in productivity resulting from increasing industrialization should go, at least partly, to the employees who are responsible for it, so that they may be protected against the insecurity arising from unemployment, sickness, injury and old age. Company benefits-and-services programs are among some of the mechanisms which managers use to supply this security.TYPES OF FRINGE BE NEFITS: Organizations provide a variety of fringe benefits. The fringe benefits are classified under four heads as given here under: [pic] 1. For Employment Security : Benefits under this head include unemployment, insurance, technological adjustment pay, leave travel pay, overtime pay, level for negotiation, leave for maternity, leave for grievances, holidays, cost of living bonus, call-back pay, lay-off, retiring rooms, jobs to the sons/daughters of the employees and the like. 2. For Health Protection:Benefits under this head include accident insurance, disability insurance, health insurance, hospitalization, life insurance, medical care, sick benefits, sick leave, etc. 3. For Old Age and Retirement: Benefits under this category include: deferred income plans, pension, gratuity, provident fund, old age assistance, old age counseling , medical benefits for retired employees, traveling concession to retired employees, jobs to sons/daughters of the deceased employee and the like. 4. For Personnel Identification, Participation and Stimulation: This category overs the following benefits: anniversary awards, attendance bonus, canteen, cooperative credit societies, educational facilities, beauty parlor services, housing, income tax aid, counseling, quality bonus, recreational programs, stress counseling, safety measures etc. CLASSIFICATION OF FRINGE BENEFITS 1. PAYEMENT FOR TIME NOT WORKED:-Benefits under this category include sick leave with pay, vacation pay, paid rest and relief time, paid lunch periods, grievance time, bargaining time, travel time etc. 2.EXTRA TIME FOR TIME WORKED:-This category covers benefits such as premium pay, incentive bonus, shift premium, old age insurance, profit sharing, unemployment compensation, deewali or pooja bonus, food cost subsidy, housing subsidy, recreation etc. 3. EMPLOYEE SECURITY:-Provided with the benefits of confirmation of the employee on the job creates a sense of job security. Further, a minimum and continuous wage o r salary gives a sense of security to life. 4. SAFETY AND HEALTH:-In India, the Factories Act, 1948, stipulated certain requirements regarding working conditions with a view to providing a safe working environment.FRINGE BENEFITS IN A MANUFACTURING FIRM To study the fringe benefits provided to employees particularly in a manufacturing concern , lets look at some of the major manufacturing companies. These are: i) Larsen and Toubro iii)Nokia ii)Mahindra and Mahindra iv)Tata Motors LARSEN AND TOUBRO: The governing theme in this organisation is the well being of employees. The salary and benefits offered are on par with the best available in Construction Industry.A few important perquisites & welfare schemes are highlighted below: Special Facilities for Site employees are provided. These special facilities include: ? Subsidized accommodation, ? Part furnishing of accommodation provided ? Free transport facilities for work. ? Special Medical Insurance Scheme – This scheme is in a ddition to other medical benefits available to employees. Employees have the option of covering their parents, aged upto 85 years under this scheme. ? Retirement Benefits – All staff members are covered under Provident Fund and Gratuity Scheme. L&T Institute of Technology, Mumbai is an exclusive facility for L&T employees' children. -The Institute conducts four-year industry-integrated diploma courses in Mechanical Engineering and Electronics Engineering. On successful course completion, students are awarded diplomas by the Directorate of Technical Education, Maharashtra to which LTIT is affiliated. Prize Money for Academic Achievement: To acknowledge and motivate meritorious wards of employees, the Welfare Department of L;T presents cash awards to students who have scored high percentage marks. There are several additional benefits at Managerial Levels.Several attractive benefits are available including ? Provision of company car, ? Loans for furniture, housing ? Childrenâ⠂¬â„¢ higher education ? Purchase of Personal Computer, ? Membership of Superannuation scheme ? Reimbursement of expenses on club membership MAHINDRA AND MAHINDRA: COMPENSATION RULES AND DESIGN GUIDELINES Monthly Components Guidelines ? Basic Minimum Basic figure for skilled, semi skilled and un skilled employees is a minimum of Rs. 2650, 2950 and 3250/-. However on the safer side, Basic figure less is not less than Rs. 3500/- p. m. Income Tax Benefit: NIL House Rent Allowance (HRA) Maximum 50% basic (Metro cities) 40% basic (non metro cities).Income Tax Benefit: Excess of Actual rent paid over 10% of Basic salary OR Maximum HRA allowed (50% or 60% of basic) OR Actual Rent Paid – whichever is lower is Exempt from Tax. ? Transport Allowance Conveyance allowance meant for transportation between office and residence only. Income Tax Benefit: Exempt maximum up to Rs. 800/- per month. No proof required. ? Children’s education allowance Income Tax Benefit: Rs. 100 per child subject to max 2 children. Hence maximum Rs. 200/- is exempt Special Allowance Balancing figure – after choosing all the above components with respect to their maximum limits absorbed, remaining amount can be named as Special Allowance. It is fully taxable. ? Medical Reimbursements Pay against medical bills Income Tax Benefit: Maximum Rs. 1250/- p. m. (Rs. 15000 p. a. ) is exempt only if Original Bills are provided ? Food Coupons Non cash component, exempt up to Rs. 1000/- p. m. ? Provident Fund (Retrials) Employer’s contribution (this is given to RPFC directly. However employee’s contribution is deducted from his Monthly salary above and sent to RPFC.Hence total deduction works out to be 12+12 = 24% of Basic. Income Tax Benefit: Employee’s contribution of 12% is eligible for Deduction from Taxable income. It can be treated as exempt investment. ? Gratuity(Retirals) It is an annual component. 15 days monthly basic per year. ? Leave Travel Allowance / Conc ession (Annual) Journey within India primarily by Rail – 2nd A/c class for employee and his immediate family (spouse, children, parents, siblings). ? Gift Vouchers Non cash component, these coupon companies like Sodexho Pass provide attractive Gift Vouchers, which is given on Diwali Festival Occasion.For junior employees amount can be lower, for seniors, amount can be higher up to Rs. 5000 or so. PERQUISITES For Senior Management Employees only ? Rent Free Accommodation Income Tax effect :Taxable perquisite – Value of rent free accommodation is considered to be taxable for the period of house occupied is either of the following: 10% of Salary (for metro cities) or (7. 5% for non metro cities) + Excess of Fair Rent Value (market rent) over 60% of salary (i. e. Market Rent – 60% of salary) = Total taxable value of rent free accommodation ? Car (For personal) Owned by the EmployerIncome Tax effect: Taxable Value includes the following – Actual Running ; Main tenance expenditure incurred by the employer + Driver’s Salary + Depreciation – any amount charged by employer to employee for personal use of the car. ? Employee Stock Option Plan – Employee exercises the option plan by buying out the shares during the exercise period however tax liability occurs only when an employee sells the shares on the value of sale made under the Capital Gains head of income. OTHER BENEFITS ? Personal Accident Insurance Scheme (For employee only) Medical Insurance Scheme (For employee ; dependents which can be spouse,first two children, parents or in-laws (either of them) etc. ? Performance linked insurance plan – The Performance Linked Incentive Plan is based on employee’s Performance Ratings during the Annual Performance Appraisal Plan in the month of March / April each year. Each employee would be eligible for a performance based incentive plan based on following guidelines. Maximum Potential Incentives under PLIP will b e 30% of Total Monthly Salary. OR up to Rs. 75000/- p. a. TATA MOTORS i) Gratuity – The Company has an obligation towards gratuity, a defined benefit retirement plan covering eligible employees. The plan provides for a lump sum payment to vested employees at retirement, death while in employment or on termination of employment of an amount equivalent to 15 to 30 days salary payable for each completed year of service. Vesting occurs upon completion of five years of service. The Company makes annual contributions to gratuity fund established as trust. The Company accounts for the liability for gratuity benefits payable in future based on an independent actuarial valuation. ii) Superannuation – The Company has two superannuation plans, a defined benefit plan and a defined contribution plan. Employees who are members of the defined benefit superannuation plan are entitled to benefits depending on the years of service and salary drawn. The monthly pension benefits after ret irement range from 0. 75% to 2% of the annual basic salary for each year of service. The Company accounts for the liability for superannuation benefits payable in future under the plan based on an independent actuarial valuation.With effect from April 1, 2003, this plan was amended and benefits earned by covered employees have been protected as at March 31, 2003. Employees covered by this plan are prospectively entitled to benefits computed on a basis that ensures that the annual cost of providing the pension benefits would not exceed 15% of salary. The Company maintains a separate irrevocable trust for employees covered and entitled to benefits. The Company contributes up to 15% of the eligible employees’ salary to the trust every year. The Company recognizes such contributions as an expense when incurred.The Company has no further obligation beyond this contribution. (iii) Bhavishya Kalyan Yojana (BKY): BKY is an unfunded defined benefit plan. The benefits of the plan accru e to an eligible employee at the time of death or permanent disablement, while in service, either as a result of an injury or as certified by the Company’s Medical Board. The monthly payment to dependents of the deceased / disabled employee under the plan equals 50% of the salary drawn at the time of death or accident or a specified amount, whichever is higher. The Company accounts for the liability for BKY benefits ayable in future based on an independent actuarial valuation. (iv) Post-retirement Medicare Scheme – Under this scheme, employees get medical benefits subject to certain limits of amount, periods after retirement and types of benefits, depending on their grade and location at the time of retirement. Employees separated from the Company as part of Early Separation Scheme, on medical grounds or due to permanent disablement are also covered under the scheme. The liability for post-retirement medical scheme is based on an independent actuarial valuation. v) Pro vident Fund – The eligible employees of the Company are entitled to receive benefits under the provident fund, a defined contribution plan, in which both employees and the Company make monthly contributions at a specified percentage of the covered employees’ salary (currently 12% of employees’ salary). The contributions as specified under the law are paid to the provident fund and pension fund set up as irrevocable trust by the Company or to respective Regional Provident Fund Commissioner and the Central Provident Fund under the State Pension scheme.The Company is generally liable for annual contributions and any shortfall in the fund assets based on the government specified minimum rates of return or pension and recognises such contributions and shortfall, if any, as an expense in the year incurred. (vi) Compensated absences – The Company provides for the encashment of leave or leave with pay subject to certain rules. The employees are entitled to accumu late leave subject to certain limits, for future encashment. The liability is provided based on the number of days of unutilised leave at each balance sheet date on the basis of an independent actuarial valuation.Some other benefits advanced to the permanent employees are: ? Allowances like Transport allowance, Education allowance, Sanitation allowance, ? Leave and travel allowance etc. ? Annual Performance linked Payment ? Free Medical facility for family ? Company loans ; advances NOKIA Nokia is the world leader in mobility, driving the transformation and growth of the converging internet and communication industry. Nokia started its operations in India in 1995 and since then has played a pioneering role in the growth of cellular technology in India.Today it is the leading brand in the mobile devices market in India with one of the largest distribution networks. COMPENSATION ; BENEFITS †¢ Nokia’s Total Compensation Package is tailored for each country. †¢ It typic ally consists of elements such as annual base salary, incentives, bonuses, possible stock options or performance shares, flexible Work-Life balance solutions, and other local benefits. †¢ Nokia rewards employees for good performance, competence development, and for overall company success. This creates a positive and encouraging environment with opportunities for employees to optimize their potential and be rewarded fairly. †¢ Higher performance and contribution leads to higher rewards. The Nokia global market competitive rewards structure addresses the need for flexibility, personalization, empowerment and commitment. The basic salary is set to meet market conditions, the demands of the job and individual competence and performance. The variable part may consist of incentives or bonuses and other compensation, such as overtime pay and call-out pay.Nokia provides compensation on competitive basis it provides employees with market competitive rewards through a flexible glob al structure. The Compensation package consists the following ? Basic pay, equity bonuses and incentives ? Health and welfare benefits ? Vacation and time off The compensation also includes various benefits: ? Insurance (healthcare and life) ? Transportation (free buses) ? gifts on special occasions (e. g. birthday, marriage) ? Relocation support (need based) ? Work related mobile phone ? Education assistance ? Creche support ? Bonus SystemShort-term incentive programs such as individual, team, project/program incentives and the Nokia Connecting People Bonus allow Nokia to offer immediate rewards for employee and team achievements. Eligibility for an incentive, bonus or stock option plans is defined by the content and nature of each individual's job. Local Benefits – Additional local rewards and benefits are also developed to complement the global programs and to ensure that the local market conditions are met. Annual Reviews -Nokia has implemented a global process, where the change in the pay level for each employee is based on the results of the annual performance review.Health -Nokia's Work-Life balance solutions provide health benefits and local retirement benefits are tailored to individual needs according to factors such as tenure, contribution, performance, roles and responsibilities. Nokia offers services, programs and guidelines to support employees? possibilities to maintain work-life balance according to their changing needs and life situations. Typically they include teleworking, mobile working, flexible working hours, sabbaticals, study leaves, health care services as well as recreational activities and other activity clubs.Flexible Working -Depending on the situation and needs, flexible working solutions can provide alternative modes of working such as teleworking at home or at other locations (e. g. working at remote sites). Nokia provide employees with innovative solutions aiming at having positive effects on the overall quality of life, job satisfaction and job performance. Flexi Time – Depending on the local market conditions, employees may take advantage of flexi time including flexible working hours and part-time working. Time Off- Nokia? s flexible working solutions include unpaid time off and sabbaticals.These solutions support Nokia? s philosophy of Employee Personal Growth and Self-management and enable employees to take extended leave from work. Health-care Services – Nokia aims to maintain and improve the working environment and well-being of its employees by offering medical check-ups, counselling and insurance programs to the employees. Volunteering – Nokia's global volunteer program Nokia Helping Hands gives employees a chance to contribute their time and effort to worthy causes in their communities. Nokia employees can use 1-2 working days per year for Nokia Helping Hands volunteering.Other Services – Sporting, social and cultural activities and workplace relationships are promoted within the company. These well-being services can also include laundry service, cafeteria, take-away food, day care and on-site concierge services etc. CONCLUSION Each company is pioneer in their own way of producing their products and equally compensating the employees. TATA Motors, L&T and most companies have evolved from the traditional fixed pay and more and more variable pay is introduced in every company. Nowadays we find that the variable component is quite large as compared to the fixed one.There are huge advantages due to a variable pay and fringe benefits which are as follows: ? Employee accountability ? Motivation to perform more ? Performance leading to rewards and recognition ? High self motivation to perform However, critics have argued that such a pay structure would always put huge loads of pressure on the employees and hence an employee is looked merely as a machine with no emotions. Some of the disadvantages may be as follows ? Increased stress levels due to heavy expectations ? Performance anxiety ? Employee worn-outThus the three manufacturing companies are equally good in compensating the employees. It should be noted that by giving only monetary benefits would not suffice the needs of the employees as not everyone is motivated only by money. Nokia has this ideology of overall growth of an individual which is the best way to compensate an employee. Thus the company should look after the overall growth of the individual and align his career aims with the goals of the company. [pic] ———————– Personnel Identification, Participation and Stimulation Old Age and Retirement Health Protection Employment Security Fringe Benefits Fringe Benefit – meaning: †¢ Any privilege, service, facility or amenity, directly or indirectly provided to employee by an employer †¢ Any reimbursement for any purpose . †¢ Contribution to approved superannuation fund The term Fringe benefits refer to various extra benefits provided to the employees, in addition to the compensation paid in the form of wage or salary. These benefits can be defined as any wage cost not directly connected with the employees productive effort, performance, service or sacrifice.Different terms are used to denote fringe benefits. They are welfare measures, social charges, social security measures, supplements, sub-wages, employee benefits etc. In addition workers commonly receive such benefits as holiday with pay, low cost meals, low-rent housing etc. Such additions to the wage proper are sometimes referred to as fringe benefits. Benefits that have no relation to employment or wages should not be regarded as fringe benefits even tho ugh they may constitute a significant part of the workers total income.Thus, fringe benefits are those monetary and non-monetary benefits given to the employees during and post employment period which are connected with employment but not to the employees contributions to the organization. Coverage: Fringe benefits covers bonus, social security measures, retirement benefits like provident fund, gratuity, pension, workmen’s compensation, housing, medical, canteen, co-operative credit, consumer stores, educational facilities, recreational facilities, financial advice and so on. OBJECTIVES OF FRINGE BENEFITS: The important objectives of fringe benefits are: 1.To create and improve sound industrial relations 2. To boost up employee morale. 3. To motivate the employees by identifying and satisfying their unsatisfied needs. 4. To provide qualitative work environment and work life. 5. To provide security to the employees against social risks like old age benefits and maternity benef its. 6. To protect the health of the employees and to provide safety to the employees against accidents. 7. To promote employees welfare by providing welfare measures like recreation facilities. 8. To create a sense of belongingness among employees and to retain them.Hence, fringe benefits are called golden hand-cuffs. 9. To meet requirements of various legislations relating to fringe benefits. NEED FOR EXTENDING FRINGE BENEFITS Most organisation have been extending the fringe to their employees, year after year, for the following reasons i) Rising prices and cost of living has brought about incessant demand for provision of extra benefit to the employees. (ii) Employers too have found that fringe benefits present attractive areas of negotiation when large wage and salary increases are not feasible. iii) As organizations have developed ore elaborate fringe benefits programs for their employees, greater pressure has been placed upon competing organizations to match these benefits in order to attract and keep employees. (iv)Recognition that fringe benefits are non-taxable rewards has been major stimulus to their expansion. v) The growing volume of labor legislation, particularly social security legislation, made it imperative for employers to share equally with their employees the cost of old age, survivor and disability benefits. vi) The growth and strength of trade unions has substantially influenced the growth of company benefits and services. (vii) The management has increasingly realized its responsibility towards its employees and has come to the conclusion that the benefits of increase in productivity resulting from increasing industrialization should go, at least partly, to the employees who are responsible for it, so that they may be protected against the insecurity arising from unemployment, sickness, injury and old age. Company benefits-and-services programs are among some of the mechanisms which managers use to supply this security.TYPES OF FRINGE BE NEFITS: Organizations provide a variety of fringe benefits. The fringe benefits are classified under four heads as given here under: [pic] 1. For Employment Security : Benefits under this head include unemployment, insurance, technological adjustment pay, leave travel pay, overtime pay, level for negotiation, leave for maternity, leave for grievances, holidays, cost of living bonus, call-back pay, lay-off, retiring rooms, jobs to the sons/daughters of the employees and the like. 2. For Health Protection:Benefits under this head include accident insurance, disability insurance, health insurance, hospitalization, life insurance, medical care, sick benefits, sick leave, etc. 3. For Old Age and Retirement: Benefits under this category include: deferred income plans, pension, gratuity, provident fund, old age assistance, old age counseling , medical benefits for retired employees, traveling concession to retired employees, jobs to sons/daughters of the deceased employee and the like. 4. For Personnel Identification, Participation and Stimulation: This category overs the following benefits: anniversary awards, attendance bonus, canteen, cooperative credit societies, educational facilities, beauty parlor services, housing, income tax aid, counseling, quality bonus, recreational programs, stress counseling, safety measures etc. CLASSIFICATION OF FRINGE BENEFITS 1. PAYEMENT FOR TIME NOT WORKED:-Benefits under this category include sick leave with pay, vacation pay, paid rest and relief time, paid lunch periods, grievance time, bargaining time, travel time etc. 2.EXTRA TIME FOR TIME WORKED:-This category covers benefits such as premium pay, incentive bonus, shift premium, old age insurance, profit sharing, unemployment compensation, deewali or pooja bonus, food cost subsidy, housing subsidy, recreation etc. 3. EMPLOYEE SECURITY:-Provided with the benefits of confirmation of the employee on the job creates a sense of job security. Further, a minimum and continuous wage o r salary gives a sense of security to life. 4. SAFETY AND HEALTH:-In India, the Factories Act, 1948, stipulated certain requirements regarding working conditions with a view to providing a safe working environment.FRINGE BENEFITS IN A MANUFACTURING FIRM To study the fringe benefits provided to employees particularly in a manufacturing concern , lets look at some of the major manufacturing companies. These are: i) Larsen and Toubro iii)Nokia ii)Mahindra and Mahindra iv)Tata Motors LARSEN AND TOUBRO: The governing theme in this organisation is the well being of employees. The salary and benefits offered are on par with the best available in Construction Industry.A few important perquisites & welfare schemes are highlighted below: Special Facilities for Site employees are provided. These special facilities include: ? Subsidized accommodation, ? Part furnishing of accommodation provided ? Free transport facilities for work. ? Special Medical Insurance Scheme – This scheme is in a ddition to other medical benefits available to employees. Employees have the option of covering their parents, aged upto 85 years under this scheme. ? Retirement Benefits – All staff members are covered under Provident Fund and Gratuity Scheme. L&T Institute of Technology, Mumbai is an exclusive facility for L&T employees' children. -The Institute conducts four-year industry-integrated diploma courses in Mechanical Engineering and Electronics Engineering. On successful course completion, students are awarded diplomas by the Directorate of Technical Education, Maharashtra to which LTIT is affiliated. Prize Money for Academic Achievement: To acknowledge and motivate meritorious wards of employees, the Welfare Department of L;T presents cash awards to students who have scored high percentage marks. There are several additional benefits at Managerial Levels.Several attractive benefits are available including ? Provision of company car, ? Loans for furniture, housing ? Childrenâ⠂¬â„¢ higher education ? Purchase of Personal Computer, ? Membership of Superannuation scheme ? Reimbursement of expenses on club membership MAHINDRA AND MAHINDRA: COMPENSATION RULES AND DESIGN GUIDELINES Monthly Components Guidelines ? Basic Minimum Basic figure for skilled, semi skilled and un skilled employees is a minimum of Rs. 2650, 2950 and 3250/-. However on the safer side, Basic figure less is not less than Rs. 3500/- p. m. Income Tax Benefit: NIL House Rent Allowance (HRA) Maximum 50% basic (Metro cities) 40% basic (non metro cities).Income Tax Benefit: Excess of Actual rent paid over 10% of Basic salary OR Maximum HRA allowed (50% or 60% of basic) OR Actual Rent Paid – whichever is lower is Exempt from Tax. ? Transport Allowance Conveyance allowance meant for transportation between office and residence only. Income Tax Benefit: Exempt maximum up to Rs. 800/- per month. No proof required. ? Children’s education allowance Income Tax Benefit: Rs. 100 per child subject to max 2 children. Hence maximum Rs. 200/- is exempt Special Allowance Balancing figure – after choosing all the above components with respect to their maximum limits absorbed, remaining amount can be named as Special Allowance. It is fully taxable. ? Medical Reimbursements Pay against medical bills Income Tax Benefit: Maximum Rs. 1250/- p. m. (Rs. 15000 p. a. ) is exempt only if Original Bills are provided ? Food Coupons Non cash component, exempt up to Rs. 1000/- p. m. ? Provident Fund (Retrials) Employer’s contribution (this is given to RPFC directly. However employee’s contribution is deducted from his Monthly salary above and sent to RPFC.Hence total deduction works out to be 12+12 = 24% of Basic. Income Tax Benefit: Employee’s contribution of 12% is eligible for Deduction from Taxable income. It can be treated as exempt investment. ? Gratuity(Retirals) It is an annual component. 15 days monthly basic per year. ? Leave Travel Allowance / Conc ession (Annual) Journey within India primarily by Rail – 2nd A/c class for employee and his immediate family (spouse, children, parents, siblings). ? Gift Vouchers Non cash component, these coupon companies like Sodexho Pass provide attractive Gift Vouchers, which is given on Diwali Festival Occasion.For junior employees amount can be lower, for seniors, amount can be higher up to Rs. 5000 or so. PERQUISITES For Senior Management Employees only ? Rent Free Accommodation Income Tax effect :Taxable perquisite – Value of rent free accommodation is considered to be taxable for the period of house occupied is either of the following: 10% of Salary (for metro cities) or (7. 5% for non metro cities) + Excess of Fair Rent Value (market rent) over 60% of salary (i. e. Market Rent – 60% of salary) = Total taxable value of rent free accommodation ? Car (For personal) Owned by the EmployerIncome Tax effect: Taxable Value includes the following – Actual Running ; Main tenance expenditure incurred by the employer + Driver’s Salary + Depreciation – any amount charged by employer to employee for personal use of the car. ? Employee Stock Option Plan – Employee exercises the option plan by buying out the shares during the exercise period however tax liability occurs only when an employee sells the shares on the value of sale made under the Capital Gains head of income. OTHER BENEFITS ? Personal Accident Insurance Scheme (For employee only) Medical Insurance Scheme (For employee ; dependents which can be spouse,first two children, parents or in-laws (either of them) etc. ? Performance linked insurance plan – The Performance Linked Incentive Plan is based on employee’s Performance Ratings during the Annual Performance Appraisal Plan in the month of March / April each year. Each employee would be eligible for a performance based incentive plan based on following guidelines. Maximum Potential Incentives under PLIP will b e 30% of Total Monthly Salary. OR up to Rs. 75000/- p. a. TATA MOTORS i) Gratuity – The Company has an obligation towards gratuity, a defined benefit retirement plan covering eligible employees. The plan provides for a lump sum payment to vested employees at retirement, death while in employment or on termination of employment of an amount equivalent to 15 to 30 days salary payable for each completed year of service. Vesting occurs upon completion of five years of service. The Company makes annual contributions to gratuity fund established as trust. The Company accounts for the liability for gratuity benefits payable in future based on an independent actuarial valuation. ii) Superannuation – The Company has two superannuation plans, a defined benefit plan and a defined contribution plan. Employees who are members of the defined benefit superannuation plan are entitled to benefits depending on the years of service and salary drawn. The monthly pension benefits after ret irement range from 0. 75% to 2% of the annual basic salary for each year of service. The Company accounts for the liability for superannuation benefits payable in future under the plan based on an independent actuarial valuation.With effect from April 1, 2003, this plan was amended and benefits earned by covered employees have been protected as at March 31, 2003. Employees covered by this plan are prospectively entitled to benefits computed on a basis that ensures that the annual cost of providing the pension benefits would not exceed 15% of salary. The Company maintains a separate irrevocable trust for employees covered and entitled to benefits. The Company contributes up to 15% of the eligible employees’ salary to the trust every year. The Company recognizes such contributions as an expense when incurred.The Company has no further obligation beyond this contribution. (iii) Bhavishya Kalyan Yojana (BKY): BKY is an unfunded defined benefit plan. The benefits of the plan accru e to an eligible employee at the time of death or permanent disablement, while in service, either as a result of an injury or as certified by the Company’s Medical Board. The monthly payment to dependents of the deceased / disabled employee under the plan equals 50% of the salary drawn at the time of death or accident or a specified amount, whichever is higher. The Company accounts for the liability for BKY benefits ayable in future based on an independent actuarial valuation. (iv) Post-retirement Medicare Scheme – Under this scheme, employees get medical benefits subject to certain limits of amount, periods after retirement and types of benefits, depending on their grade and location at the time of retirement. Employees separated from the Company as part of Early Separation Scheme, on medical grounds or due to permanent disablement are also covered under the scheme. The liability for post-retirement medical scheme is based on an independent actuarial valuation. v) Pro vident Fund – The eligible employees of the Company are entitled to receive benefits under the provident fund, a defined contribution plan, in which both employees and the Company make monthly contributions at a specified percentage of the covered employees’ salary (currently 12% of employees’ salary). The contributions as specified under the law are paid to the provident fund and pension fund set up as irrevocable trust by the Company or to respective Regional Provident Fund Commissioner and the Central Provident Fund under the State Pension scheme.The Company is generally liable for annual contributions and any shortfall in the fund assets based on the government specified minimum rates of return or pension and recognises such contributions and shortfall, if any, as an expense in the year incurred. (vi) Compensated absences – The Company provides for the encashment of leave or leave with pay subject to certain rules. The employees are entitled to accumu late leave subject to certain limits, for future encashment. The liability is provided based on the number of days of unutilised leave at each balance sheet date on the basis of an independent actuarial valuation.Some other benefits advanced to the permanent employees are: ? Allowances like Transport allowance, Education allowance, Sanitation allowance, ? Leave and travel allowance etc. ? Annual Performance linked Payment ? Free Medical facility for family ? Company loans ; advances NOKIA Nokia is the world leader in mobility, driving the transformation and growth of the converging internet and communication industry. Nokia started its operations in India in 1995 and since then has played a pioneering role in the growth of cellular technology in India.Today it is the leading brand in the mobile devices market in India with one of the largest distribution networks. COMPENSATION ; BENEFITS †¢ Nokia’s Total Compensation Package is tailored for each country. †¢ It typic ally consists of elements such as annual base salary, incentives, bonuses, possible stock options or performance shares, flexible Work-Life balance solutions, and other local benefits. †¢ Nokia rewards employees for good performance, competence development, and for overall company success. This creates a positive and encouraging environment with opportunities for employees to optimize their potential and be rewarded fairly. †¢ Higher performance and contribution leads to higher rewards. The Nokia global market competitive rewards structure addresses the need for flexibility, personalization, empowerment and commitment. The basic salary is set to meet market conditions, the demands of the job and individual competence and performance. The variable part may consist of incentives or bonuses and other compensation, such as overtime pay and call-out pay.Nokia provides compensation on competitive basis it provides employees with market competitive rewards through a flexible glob al structure. The Compensation package consists the following ? Basic pay, equity bonuses and incentives ? Health and welfare benefits ? Vacation and time off The compensation also includes various benefits: ? Insurance (healthcare and life) ? Transportation (free buses) ? gifts on special occasions (e. g. birthday, marriage) ? Relocation support (need based) ? Work related mobile phone ? Education assistance ? Creche support ? Bonus SystemShort-term incentive programs such as individual, team, project/program incentives and the Nokia Connecting People Bonus allow Nokia to offer immediate rewards for employee and team achievements. Eligibility for an incentive, bonus or stock option plans is defined by the content and nature of each individual's job. Local Benefits – Additional local rewards and benefits are also developed to complement the global programs and to ensure that the local market conditions are met. Annual Reviews -Nokia has implemented a global process, where the change in the pay level for each employee is based on the results of the annual performance review.Health -Nokia's Work-Life balance solutions provide health benefits and local retirement benefits are tailored to individual needs according to factors such as tenure, contribution, performance, roles and responsibilities. Nokia offers services, programs and guidelines to support employees? possibilities to maintain work-life balance according to their changing needs and life situations. Typically they include teleworking, mobile working, flexible working hours, sabbaticals, study leaves, health care services as well as recreational activities and other activity clubs.Flexible Working -Depending on the situation and needs, flexible working solutions can provide alternative modes of working such as teleworking at home or at other locations (e. g. working at remote sites). Nokia provide employees with innovative solutions aiming at having positive effects on the overall quality of life, job satisfaction and job performance. Flexi Time – Depending on the local market conditions, employees may take advantage of flexi time including flexible working hours and part-time working. Time Off- Nokia? s flexible working solutions include unpaid time off and sabbaticals.These solutions support Nokia? s philosophy of Employee Personal Growth and Self-management and enable employees to take extended leave from work. Health-care Services – Nokia aims to maintain and improve the working environment and well-being of its employees by offering medical check-ups, counselling and insurance programs to the employees. Volunteering – Nokia's global volunteer program Nokia Helping Hands gives employees a chance to contribute their time and effort to worthy causes in their communities. Nokia employees can use 1-2 working days per year for Nokia Helping Hands volunteering.Other Services – Sporting, social and cultural activities and workplace relationships are promoted within the company. These well-being services can also include laundry service, cafeteria, take-away food, day care and on-site concierge services etc. CONCLUSION Each company is pioneer in their own way of producing their products and equally compensating the employees. TATA Motors, L&T and most companies have evolved from the traditional fixed pay and more and more variable pay is introduced in every company. Nowadays we find that the variable component is quite large as compared to the fixed one.There are huge advantages due to a variable pay and fringe benefits which are as follows: ? Employee accountability ? Motivation to perform more ? Performance leading to rewards and recognition ? High self motivation to perform However, critics have argued that such a pay structure would always put huge loads of pressure on the employees and hence an employee is looked merely as a machine with no emotions. Some of the disadvantages may be as follows ? Increased stress levels due to heavy expectations ? Performance anxiety ? Employee worn-outThus the three manufacturing companies are equally good in compensating the employees. It should be noted that by giving only monetary benefits would not suffice the needs of the employees as not everyone is motivated only by money. Nokia has this ideology of overall growth of an individual which is the best way to compensate an employee. Thus the company should look after the overall growth of the individual and align his career aims with the goals of the company. [pic] ———————– Personnel Identification, Participation and Stimulation Old Age and Retirement Health Protection Employment Security

Racial Profiling - 1056 Words

There has always been racial profiling in our history. The problem here is that at some point the ones who are oppressed and discriminated sooner o later will claim why they are treated unequally. There are many examples around the world, but one only has to take a look at how the American society has been designed to realize the great difference between individuals. It was even normal and acceptable to see these differences during the creation of this nation because the ones who supposedly had the power and knowledge of conquering made sure to create a huge division between leaders and subordinates. According to the American Civil Liberties Union, Racial Profiling refers to the discriminatory practice by law enforcement officials†¦show more content†¦3. In connection with an initiative to prevent terrorist activity, law enforcement authorities may not target members of any particular race or religion as suspects based on a generalized assumption that members of that race or religion are more likely than non-members to be involved in such activity. 4. In an effort to identify undocumented immigrants, border agents may not, even in areas near the Mexican border in which a substantial part of the population is Hispanic, take Hispanic origin into account in deciding which individuals to stop, detain, and question. Nevertheless, border agents may take Hispanic origin into account when attempting to identify undocumented immigrants at a particular worksite if they have reliable information that undocumented immigrants of Hispanic origin are employed at that worksite. (The Leadership Conference) As far as the law is concerned, the fourth amendment in the United States Constitution says that the right of the people to be secure in their persons, houses, papers, and effects, against unreasonable searches and seizures, shall not be violated, and no warrants shall issue, but upon probable cause, supported by Oath or affirmation, and particularly describing the place to be searched, and the persons or things to be seized. It is to say tha t there is not obligation for a citizen of the UnitedShow MoreRelatedRacial Profiling1165 Words   |  5 Pagesï » ¿Introduction What is racial profiling? The American Civil Liberties Union (ACLU) defines racial profiling as â€Å"the discriminatory practice by law enforcement officials of targeting individuals for suspicion of crime based on the individual’s race, ethnicity, religion or national origin† (2005). 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Shall deny to any person within its jurisdiction the equal protection of the laws, would have made racialRead MoreThe Good and Bad of Racial Profiling1250 Words   |  5 Pages It has been said that racial profiling has been used more than once as a way to detain suspects that arouse suspcion according to NAACP. Racial profiling is the suspicion of people based on race, ethnicity, nationality, religion, or other immutable charateristics rather than evidence based behavior. Eventhough statistics say otherwise racial profiling should not be used as a reasnoable right to detain an individual because it is unlawful, discrinmatory, and ineffective. Even though statisticsRead MoreRacial Profiling And Its Impact On Society1310 Words   |  6 Pageswhich is racial profiling. This issue, where authorities target certain individuals based on their racial characteristics, has never ceased. 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Laws are being passed but not every police officer is following up with it. And because of this more and more people are becoming irritated with the government system. Just because a particular person from a particular race does something wrong, everyone from that race is being discriminated by so-called other races. Racial profiling is getting