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Nevertheless, a critical analysis of
paternity leave in both countries reviewed in this paper indicated that it is
ill-defined and implemented and thus there is a great need for US, UK, Japan
and Japan to come up with policies and laws which can help to regularize paternity
leave. To recapitulate, the US should come up with more bonus schemes,
facilitate maternity and sick leave, increase paid vocation despite the high
salary structure that employees are currently being offered.

When Germany and the UK are
contrasted against the US in terms of compensation packages, it is clear that
that the US has more employee packages but much less lucrative compared to what
employees in UK and UK receive. workers in the three counties analysed in
contrasts to the US receive more bonuses schemes, share options, vocations and
more public holidays, Maternity and sick leave are well regulated in UK,
Germany and japans compared to the US where there are no statutory laws
governing employee pay while on sick leave or maternity leave.

Analysis: what they do better? What
might we do better?



Employees in the U.K. enjoy the
highest and longest maternity leave compared to the US. For instance, employees
in the UK are offered with 52 weeks maternity leave of which 39 weeks are paid
at nearly 90% based on the previous earnings of up to £140 a week (Oliver & Cravens, 2001).
Whereas in the US maternity laws are governed by various laws such as FMLA, in
Germany it’s a statutory requirement that employee is given 14 weeks at full
pay for those workers proceeding for maternity leave (Seifert & Massa?Wirth, 2005). Compared to the US, in addition to
paid maternity leave given to employees who wish to marry in Japan are given
five days holiday.


On the contrary, compared with the US
where sick leaves are not statutory, in Japan sick leave and pay are statutory
and based on the governing regulations, there are no sick leave rights in the
country. Consequently, whenever employees get sick they are essentially
encouraged to use their paid vacation days left to cater for medical expense
while some other companies may offer sick leave or pay to their employees as a
special benefit (Conyon
et al., 2009).

Whereas in US sick pay and leave are
not mandatory by the labour laws in Germany all sick and pay to leave are
governed by relevant regulating policies and laws. For instance, in Germany,
the requires that any employee who has worked for the company for at least four
weeks, in case he or she fall sick, the company should ensure that they get
six-week sick leaves (Seifert
& Massa?Wirth, 2005).

Sick pay and sick leaves are not
governed by any statutory regulation. Consequently, the number of days that an
employee gets when he or she falls sick primarily becomes part of the package
negotiated between him/her and the employer. Employees are most generous in the
UK compared to the US where workers can be absent from work owing to sickness
for a maximum period of 28 weeks. Additionally, the 28 weeks that is offered to
employees are paid a flat rate of £88 per week (Conyon, Peck & Sadler, 2009).

Pay and Leave

Employees in Germany have entailed to
13 months payment annually. The extra month is usually considered to be a bonus
which is not applicable in the US where workers only receive payment for 12
months annually. Moreover, some senior managers are likely to receive 14
months’ pay annually (Oliver
& Cravens, 2001).

Compared to the US where holidays are
given based on ranks and position held by the employee in the organization, in
Japan holidays are frequently given to workers (Onishi, 2013). Nevertheless, in a Japanese
setting, the numbers of days are agreed upon between the contracting parties
and implemented at an agreed upon date (Oliver & Cravens, 2001). Contrasted
with the US, Japanese employees are frequently given off days as this is
embodied in its organizational culture of which some may be paid by the company
or not. In Japan, vacations are usually given and paid for based on the level
of seniority in the organization (Onishi, 2013). For instance, an employee who is
only six months in the company will receive 10 paid vacation days while those
employees who are six and above years are likely to be given 20 days of paid
vacations (Oliver &
Cravens, 2001).

Moreover, during national holidays
like Christmas, employees are usually given gifts and paid vacation to
different destinations. Undertaken Vacations at the expense of the company are
meant to break employment boredom among staff members by exposing them to
different places where they can relax from busy schedules at work. By paying
for their vacations, workers have highly become inspired and committed. Staff
member’s morale and loyalty to the corporation has increased as they feel taken
care of by the management becoming the basic reason why the UK has great levels
of commitment for its human resource (Oliver & Cravens, 2001).

Conversely, in the UK, the statutory
laws require that employees be given four weeks holiday annually which are paid
by the employer. The UK has tactful vacation program for employees who may vary
from one level of employment to another (Conyon, Peck & Sadler, 2009). Newly
employed staffs are subject to three weeks paid vacation within their first
year. With time, vacation leaves and other benefits are likely to increase as
there is a need to keep motivating employees who have worked for the company over
a long period of time. Subsequently, each vacation is designed to last for at
least 5 weeks for long-serving staff members (Conyon, Peck & Sadler, 2009).

In the US there are no statutory laws
governing employee annual leave. Consequently, the number of the day offered is
bargained between the employer and the employee. As a result, the maximum
number of day days paid for a vacation in the US is days. Free trips are
offered to employees up to maximum value agreed upon between the employer and
the workers. Extra offers given to employees include birthday presents, holiday
presents such as Christmas voucher, and free gifts based on their performance
in their year of their evaluation (Oliver & Cravens, 2001).

and bonuses

Germany has a considerate pay
structure for all employees as by ensuring that the executives and junior
staffs’ salaries are standardized as opposed to the US where executive is
entitled to an extreme package compared with other staffs; a condition which
has created big pay gap between executive and other employees in the US
compared to Germany where salaries and all other compensation packages are
standardized (Jessica
hoyt, 2018).

In the UK pay structure is highly
competitive compared to the US. Employee compensation is periodically carried
out and an increase madly annually. In terms of employee share options, UK is
leading as many companies including the BP, Tesco and Sainsbury have voluntary
and mandatory employee share ownership when they join the company and thus
setting precedence for other employers to include share ownership in employee
compensation and pay packages (Conyon, Peck & Sadler, 2009).

In Japan, comparative pay and earning more is not part of their payment
structure as it is in the US.  Profit
sharing with US through employee share options is highly regarded and part of
the payment that workers get in the long rung especially when their contract
ends with the company. However, although there exist small cash rewards and
profit sharing for employees through share ownership, Japanese pay structure
seems to respond rationally well to the employees’ psychological incentives or
pay (Onishi, 2013).

US incentive structures are more
competitive when it comes to employee pay. Frequently, pay system in the US are
monetary incentives and are determined by regular pay increases, proportions
and other types of bonuses. Compared to Japan, the pay structure is totally
different whereby Japanese’s employers place more emphasis on other forms of
motivation such as recognition which include media, plagues, different
trophies, business cards, and company pins (Onishi, 2013).


In Germany, the state and the
employer are in full control of all medical costs through the State Insurance
and few private companies are left to contract for health insurance policy (Jessica hoyt, 2018).
Employees are given free health check-ups which are calculated monthly based on
their contribution rates. Occasionally, companies in Germany are encouraged to
reduce employee salaries and credit their health insurgence policy with the
same amount and the accompanying tax advantage all health benefits such as
total incapacity and occupational disability are fully covered by the employer
in respect to their contractual agreement with the employee concerning the
contribution ratio to be made monthly (Jessica hoyt, 2018). Conversely, in the US
companies and employees supplement employee healthcare benefits by pension
summing up to 100% which is projected to cover for their total incapacity and
occupational disability receiving up to 2/3 of the contribution (Jessica hoyt, 2018).

When comparing US healthcare benefits
against those of the UK, while both countries offer employees with different
health insurance benefits such as check-ups, disability, therapy, aged
complications among many others, the packages seem to be better composed in
terms of contribution in the UK compared to the US. Employees in the UK receive
a higher insurance package from their employers compared with those from the
US. Moreover, in the UK, the lump sum benefits towards workers health care
insurance plan is provided by the employers; which contrasts with the US where
employers only contribute a small fraction of the money and the worker’s beers
the remaining fraction which is usually larger. Furthermore, in the US
determined payment period for every employee is two times (2*) the salary and
any other additional coverage will be done at worker’s expense while in the UK
the maximum contribution is four time the salary which covers death benefits
partially while in the UK (Lowe et al., 2002).

Moreover, since health insurance
package in Japan is voluntary, the amount paid by either employer and the
employee strictly to cover a certain illness to a specified amount and the
insurance policy is usually non- group life cover opposite to what a US package
offers where employees are given different form of health insurance policy to
choose from like individual or group (Onishi, 2013). Conversely, in the US as opposed to
Japan, the health insurance benefits cover many factors such as medical
check-ups, ambulance transportation, physical therapy, emergency services among
many others (Jessica
hoyt, 2018).

Health care insurance contribution is
mandatory in the US and thus all employers are directed to make an automatic
monthly deduction towards to pay for the insurance policy subscribed by the
employee. The health policy in the US covers injuries, death, hospitalization,
disability, aged complications and other forms of medication which are
described in the policy contractual from between the provider and the parties
concerned (Lowe et al.,
2002). In contrast to Japan, employee pancake although
contains healthcare insurance, it is not a mandatory contribution as in the US
where all employees are required to contribute monthly towards their insurance
plan; and thus individuals who wish to have a healthcare insurance policy will
do so voluntarily (Onishi,

Precisely, compensation approach
adopted by different countries will essentially include aspects such as base
salary, bonuses, incentives, fringe benefits and other job perks. In the US,
employee compensation plan consist of base income, bonus, long-term incentives
and other welfares and peaks and the base pay income is usually a small portion
of the entire package. Nearly, 10.5% is contributed by each employee towards
the aged and it covers disability, injuries, unemployment, hospitalization and
death (Abowd & Bognanno, 1995). Health insurance plan is the basis
of an all-encamping workers package. Many people who are working prefer it.
Basically, this is insurance policies which cover specified amounts of money to
cover for medical expenses in case an employee becomes sick. In the US,
employees are offered with a different form of health insurance policy such as
individual, group or corporate health insurance policy (Lowe, Milliman, De Cieri &
Dowling, 2002).

insurance benefits

packages in Japan, UK, and Germany and how differ from the US

Suggestively, there is a great quest
to harmonize the differences in employee benefits with the organizational
goals, political and social needs for all countries. Staff compensation and
packages differs from one country to another. Among the factors which cause the
deviance in employee pancakes across different countries include difference in
national culture, political systems, social structures and welfares, and
difference in organizational culture from one country to another (Abowd &
Bognanno, 1995).  In
effort to examine and delve the difference in employee packages and how they
differ from US approach, this paper will review compensation and employee
packages of three countries which include Germany, United Kingdom and Japan

Essentially, compensation refers to
the sum of remuneration which is paid to the employees by the employers in
exchange for their services provided to the company. Subsequently, compensation
becomes one of the key extrinsic motivators. Contemporary, human resource
personnel have recently been in the spotlight over the strategies used to
compensate employees in different countries. As a result, emphasis has been
placed on employee compensation as this will automatically affect workers
willingness to work either locally or internationally in reference to different
work benefits being offered in that country (Jessica hoyt, 2018).


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