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Relevant bibliographies by topics / Employee incentives

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Academic literature on the topic 'Employee incentives'

Author: Grafiati

Published: 4 June 2021

Last updated: 25 April 2022

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Journal articles on the topic "Employee incentives"

1

Zakharova, D. S. "TWO-WAY ENGAGEMENT BETWEEN EMPLOYEE AND EMPLOYER IN CORPORATE ACTIVITIES." Juvenis Scientia, no. 4 (2019): 21–26. http://dx.doi.org/10.32415/jscientia.2019.04.05.

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The article examines the problem of motivation at the stage of corporate training and advanced training for the development of two-way engagement between employee and employer. The author points out that involvement required from two sides: on behalf of the employee to become more successful, to obtain a result that is objectively measured criteria - the level of wages or the receipt of financial incentives. Involvement on behalf of employer is searching of specific methods and tools, which together will lead to effective motivation of the employee. As the successful operation of such models in the field of material employees' remuneration the article considers foreign experience. Objective criterion - the comparison of wages of foreign countries and Russia allows to make a conclusion that Russia occupies a low position on the level of wages and material incentives is rarely used and is not flexible. In practice, the employer focused on the minimum wage, leaving the incentive part of the wages at their discretion. Thus, developing mechanisms using a model material incentives, the employer motivates employees and potential who have trained for involvement in the work and labour efficiency.

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Ponta, Linda, Francesco Delfino, and Gian Cainarca. "The Role of Monetary Incentives: Bonus and/or Stimulus." Administrative Sciences 10, no. 1 (February 5, 2020): 8. http://dx.doi.org/10.3390/admsci10010008.

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In this paper, the role of the monetary incentives in the employee performance is investigated in the context of Public Administration (PA). In particular, the distribution of monetary incentives among the employees based on the position held, is compared with a merit approach which tends to recognize and reward individual contributions. Starting from a questionnaire, the informal network, which ignores the vertical relation among supervisor and employees, is created and a Centrality Index, based on the employee connections, has been defined and used to proxy the performance of employees. The main goals of the paper are to understand if the two mechanisms of monetary incentive distribution affect the employee performance, to analyze the variables that influence the employee performance, and therefore to identify the role of monetary incentives. The linear regression methodology has been chosen as a tool of analysis. Results show that the distribution of monetary incentives according to merit criteria rewards the employee performance and has positive effects on the employee performance in the short term.

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Sitompul, Silvia Sari. "Faktor Faktor yang Mempengaruhi Kinerja Karyawan pada Perusahaan Sinco Jaya Abadi." Journal of Economic, Bussines and Accounting (COSTING) 1, no. 1 (December 22, 2017): 114–23. http://dx.doi.org/10.31539/costing.v1i1.101.

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This study aims to examine the effect of Benefits, Incentives and Discipline on Employee Performance at company Sinco Jaya Abadi. The population in this research is all employees of company Sinco Jaya Abadi which amount 45 people. Since the total population is less than 100, the sampling technique used is censusor total sampling which using the entire population as sample. This research uses multiple linear regression method through statistical T test and model test F and Coefficient of determinant. The results showed that Allowance, Incentives and Discipline had partially significant influence on employee performance. From this research is expected that company can maintain and increase Allowance, Incentive and discipline so that employee performance of employees can increase. Keywords: Allowance, Incentives, Discipline, Employee Performance

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Febrianti, Ni Made Visca, I. Gusti Agung Mas Krisna Komala Sari, Ni Nyoman Triyuni, and I. Ketut Suarta. "Home / Archives / Vol 1 No 1 (2019): December 2019 / Articles Providing Hotel Incentives to Increase Employee Loyalty." International Journal of Green Tourism Research and Applications 1, no. 1 (December 23, 2019): 55–62. http://dx.doi.org/10.31940/ijogtra.v1i1.1630.

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The background of this research was based on of importance of providing incentives to employees at 4-star hotel in Seminyak, Bali. The purpose of this research to determine whether the provision of incentives can increase employee loyalty at the hotel. The data was collect by interviews, observation and documentation, incentive variable and employee loyalty is by using questionnaire and percentage. The data source were used primer and secondary data. The data will analyzed used qualitative descriptive and quantitative descriptive. This research of this study indicate that the providing of incentives by the hotel able to improve employee loyalty. This is indicated from the results of questionnaire as many as 85,2% answered strongly agree and agree, while 14,8% answered disagree. The suggestion in this study is that giving incentives to the hotel is good, but it need to increase the nominal amount of incentives provided so as to increase employee loyalty. Employee need to increase loyalty of that work so that hotel revenue will be increase, and incentives are also increased.

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Almaududi, Said, Muhammad Syukri, and Camelia Puji Astuti. "Pengaruh Insentif Terhadap Kinerja Karyawan Pada Hotel Mexsicana Kota Jambi." J-MAS (Jurnal Manajemen dan Sains) 6, no. 1 (April 24, 2021): 96. http://dx.doi.org/10.33087/jmas.v6i1.233.

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The purpose of this study is to find out and describe the Incentives and Employee Performance at the Jambi City Mexsicana Hotel, and to determine the effect of the Incentives on the Employee Performance at the Jambi City Mexsicana Hotel. The type of data needed and collected in this study is quantitative data. The object of this study is the employee of the Mexsicana Hotel Jambi City. Sources of data in this study were employees of the City of Mexsicana Hotel Jambi taken through interviews by distributing questionnaires, data, and information obtained analyzed descriptively, to analyze employee responses to incentives for performance using a 5-choice scale. Based on the results of the regression analysis it was concluded that the regression equation Y = 32.316 + 0.154X + e. The correlation coefficient (R) of the independent variable is 0.767. This value indicates that the incentive relationship on Mexsicana Hotel Jambi Erat employees' performance is 0.767. While the coefficient of determination (R2) of 0.589 it means that the variation of change in Y is influenced by changes in X by 58.9%. So the magnitude of the effect of incentives on the performance of employees of the City of Mexsicana Hotel Jambi is 58.9% while the remaining 41.1% is influenced by other factors outside this study. Partially, there is an effect of incentives on the performance of Mexicicana Hotel Jambi City employees. This is indicated by the value of incentive thitung of 2.171 and ttable of 2.034 from the comparison results it can be seen that tcount is greater than ttable (thitung> ttable). Then H0 is rejected and Ha is accepted. By comparing the magnitude of the level of significance (sig) of research with a significant level of 0.05 then 0.002 <0.05 so that it can be said that there is a significant effect between incentives on the performance of employees of Mexsicana Hotel Jambi City. For the management of the City of Mexsicana Hotel Jambi, it is hoped that incentives can be noticed and increased in terms of employee performance. So that incentives for employee performance can be better in the future. Next researchers are expected to be able to conduct research using different variables from the variables studied.

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Meilawati, Dian, Rais Dera Pua Rawi, Ramli Lewenussa, and Wisang Candra Bintari. "PENGARUH PEMBERIAN INSENTIF TERHADAP KINERJA KARYAWAN PADA PT TELESINDOSHOP KOTA SORONG." MANAJEMEN DEWANTARA 2, no. 1 (April 16, 2019): 128. http://dx.doi.org/10.26460/md.v3i1.4284.

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This study knows wheter or not there is an effect of giving incentives to employee performance. Type of quantitative research with an associative approach. The research conducted in PT.Telesindoshop Sorong city. The sample us of 65 people. As for the data sources used are primary data and secondary data. Data analysis uses simple linear regression with Statistical Product and Service Solution (SPSS). Based on the results of this study indicate that the provision of PT.Telesindo’s incentives has an influence on employee performance and significantly influence. Based on the results of data analysis, the incentive variable coefficient (X) is 0.564 while the constant is 28,282, so the regression equation can be obtained as follows: Y = 28,282 + 0,564 X. The provision of incentives influences the performance of PT. Telesindoshop employees. The results of the analysis indicate that the provision of incentives has a positive and significant effect on the performance of PT. Tesindoshop employees. With a significant value of 0.042, in this study used a significant level is 0.05 or 5% means 0.042 <0.05, Ho is rejected and Ha is accepted, Ha is the effect of giving incentives to employee performance. Every increase in the provision of incentives to PT. Telesindo employees will increase employee performance by 0.564.

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Amir, Aprilianto. "Pengaruh Pemberian Insentif terhadap Motivasi Kerja Pegawai pada Kantor Lembaga Penjaminan Mutu Pendidikan (LPMP) Bandar Lampung." Business Perspective Journal 1, no. 1 (June 18, 2021): 11–30. http://dx.doi.org/10.37090/bpj.v1i1.418.

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Human resources have a very important role in an agency, for that in order for the agency to achieve goals as expected, high employee motivation is needed. Generating a high employee motivation is not easy to implement. Therefore, employees should be given appropriate incentives so that the desired employee motivation can be achieved. The provision of incentives can be done by providing annual bonuses, employee welfare, and promotions. As for the main problem with this research is "does the provision of incentives affect the work motivation of employees at the Office of the Education Quality Assurance Institute (LPMP) Bandar Lampung?" In line with the main problem, the authors propose the hypothesis "There is a positive influence between the provision of incentives on employee motivation at the Office of the Education Quality Assurance Institution (LPMP) Bandar Lampung". In the research that the author did, the research variable was the provision of incentives as the independent variable (X) while employee motivation as the dependent variable (Y). Furthermore, the proposed sample is 26 employees which is 25% of the total population, namely 105 employees. The type of research in this writing is qualitative and quantitative research with the method used is to collect data by means of surveys or field research. While the data collection techniques by means of observation, documentation, interviews and questionnaires. Then to test the hypothesis using qualitative and quantitative analysis which is the type of this writing, with statistical formulas. Quantitative analysis using the product moment formula and obtained: rxy product moment = 0.714. Confused with the level of evenness of the 2 variables being at a high level of closeness, it means that the incentive distribution has a very high relationship with employee performance. To find out the effect of giving incentives on employees' work motivation, using a determinant coefficient with a result of 51%, while other factors 49% were not examined including leadership style, office layout, atmosphere (work climate) of employees. Keywords: incentives, work motivation, Education Quality Assurance Institute

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Raka, Agung Raka. "FACTORS AFFECTING EMPLOYMENT MOTIVATION AND PERFORMANCE OF EMPLOYEES IN THE DEPARTMENT OF POPULATION AND CIVIL REGISTRATION." Advances in Social Sciences Research Journal 8, no. 8 (September 5, 2021): 625–40. http://dx.doi.org/10.14738/assrj.88.10686.

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Public service employee are required to provide good performance to people who need population administration services. This study aimed to analyze the factors that influence work motivation and official employee performance. This study used a sample of 108 state civil servants through the purposive sampling technique at the Department of Population and Civil Registration. The exogenous variables in this study are incentives and workload, while the endogenous variables are work motivation and employee performance. The measurement of the variables was carried out using a Likert scale. Path Analysis did data analysis with a multiple linear regression approach. The study results indicate a direct and positive, and significant effect between the incentive variables and employee work motivation, workload and employee work motivation, incentives and employee performance, workload and employee performance, and work motivation and employee performance. This effect can be shown by the coefficient values of 0.154, 0.132, 0.145, 0.126, and 0.529. The results of this study support that the incentive factors and workload are given to employees can improve the performance of the Population and Civil Registration Service employees. Clarity and openness to sources of motivation need to be done to support employee performance. Research provides recommendations on the importance of attention to improve employee professionalism so that employees will be able to perform well.

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Syah, Arridha Zikra, and Rizaldi Rizaldi. "Implementasi Metode Fuzzy Tsukamoto Pada Pertimbangan Peningkatan Insentif Karyawan Perusahaan Cabang PT Pinus Merah Abadi." Prosiding Seminar Nasional Riset Information Science (SENARIS) 1 (September 30, 2019): 986. http://dx.doi.org/10.30645/senaris.v1i0.108.

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PT Pinus Merah Abadi is a distributor company in Indonesia. They engaged in selling snacks such as snacks and wafers with Nabati brand. They expends incentives for their employees every month. The expending of incentive depends on pre-determined terms or targets each month with specified terms and targets and intense competition from other employees. However, in the calculation process of incentives is managed manually using the criteria by the Personnel General Affair. Then the data from the manual calculation are sent to the head office. Sometimes the results of the decision are too rigid. The research method used is descriptive qualitative. The results of the study show results that have the effect of incentives with all achievements between incentives towards employee achievement performance simultaneously. The amount of incentives depends on the ruled given. The income difference for each criterion for each employee will cause a difference in income.

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Fatah, Abdul, and Yasinta Suhandini. "THE EFFECT OF EMPLOYEE INCENTIVES AND REWARDS ON EMPLOYEE PERFORMANCE." Jurnal Apresiasi Ekonomi 7, no. 1 (January 31, 2019): 46–55. http://dx.doi.org/10.31846/jae.v7i1.136.

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This study aims to determine the effect of giving incentives to employee performance, giving rewards to employee performance and giving incentives and rewards to the performance of employees. This study uses quantitative research methods, using saturated samples totaling 63 people. The results of the study obtained the consequences of giving incentives have a significant influence on employee performance, giving rewards has a considerable impact on employee performance. Providing incentives and rewards has a significant influence on employee performance with a coefficient of determination of 0.321. This can be interpreted that the variable giving incentives and rewards affects 32.1% of employee performance and other factors influence the remaining 67.9%.

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Dissertations / Theses on the topic "Employee incentives"

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Mittendorf, Brian Gary. "Information revelation, real options, and employee incentives." Connect to resource, 2002. http://rave.ohiolink.edu/etdc/view.cgi?acc%5Fnum=osu1263485634.

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Daley, John Peter. "Employee stock ownership incentives and contracting efficiency : with evidence from employee stock ownership plan adopters /." Thesis, Connect to this title online; UW restricted, 1999. http://hdl.handle.net/1773/8829.

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Fairburn, James Anthony. "Promotions, incentives and the market for corporate control." Thesis, University of Southampton, 1994. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.241164.

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Christle, Darren Edward. "The Influence of Mission Valence and Intrinsic Incentives on Employee Motivation." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6882.

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Worker motivation is relevant to public sector leaders because motivated workers are more efficient and productive, demonstrate positive behaviors, and are happier. Scholars have focused on differing approaches on how to incentivise public service employees using extrinsic or intrinsic incentives. The purpose of this qualitative phenomenological study was to explore the value and effectiveness of mission valence and other intrinsic means used to influence employee motivation and productivity. Using Festinger's cognitive dissonance theory as a guide, a homogeneous group of key participants was interviewed with the intent of answering research questions. The research questions focused on mission valence deployment and on the incentive preferences of 11 purposely selected members of a public sector executive management team. The study incorporated the Giorgi method of data analysis. Following inductive coding procedures, the findings were synthesised into five themes. Findings suggested that mission valence has theoretical appeal to public service leaders, but the antecedent conditions, such as current mission statements have not been implemented. Thus, mission valence within PSGD is a conceptual intrinsic incentive at this point in time. Public service leaders prefer fluidity in crafting blended extrinsic and intrinsic incentive models that are unique to each employee. Consequently, opportunities exist for development of targeted skills development training to supplement existing leadership skills. This aligns with the implications for positive social change because the findings of this study yielded information concerning social, psychological, and motivational nuances and learning that may shape the next generation of public service leaders.

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Shaffer, Victoria A. "Preference reversals in employee evaluations of cash versus non-cash incentives." Connect to this title online, 2005. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1117599610.

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Thesis (Ph. D.)--Ohio State University, 2005.
Title from first page of PDF file. Document formatted into pages; contains x, 102 p.; also includes graphics (some col.) Includes bibliographical references (p. 100-102). Available online via OhioLINK's ETD Center

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Jaworski, Caitlin D. "THE EFFECT OF TRAINING, EMPLOYEE BENEFITS, AND INCENTIVES ON JOB SATISFACTION AND COMMITMENT IN PART-TIME HOTEL EMPLOYEES." Kent State University / OhioLINK, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=kent1353378997.

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Crider, Autumn Marie. "Exploring employee preferences for the Farm Credit System incentive program." Thesis, Kansas State University, 2010. http://hdl.handle.net/2097/14042.

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Master of Agribusiness
Department of Agricultural Economics
Brian Niehoff
The purpose of this thesis was to examine the relative efficacy of the incentive plan for loan officers within Farm Credit of the Virginia’s, ACA (FCV). The purpose of FCV’s incentive plan includes promoting firm financial growth and stability, employee retention, and encouraging teamwork. Incentive plans are important financial decisions for companies and these plans have upside potential and downside risk that should be considered in the decision making process. A literature review was conducted to analyze incentive practices and management theory in addition to a review incentive plans from other Farm Credit associations. A survey was also conducted to understand loan officer perceptions of the current incentive plan at FCV. The results of the survey provide insight into employee perceptions about job satisfaction, intrinsic motivation, extrinsic motivation, organizational commitment, understanding of the incentive plan, and timing of incentives. Finally, observations with regards to potential improvement in the incentive plan were provided.

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Bidaud, Alexis, and Dimitri Descroizilles. "What are the incentives that most motivate project team members working within high uncertainty context? : A quantitative study on the use of incentives in projects." Thesis, Linköpings universitet, Företagsekonomi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-176785.

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Incentives that efficiently motivate employees are crucial to any successful organization.The aims of this research are to find out the most frequently used incentives as well as the most motivating ones for projects team members working within high uncertainty context. The following paper is composed of four main parts. First, the theoretical framework explores the different theories on incentives such as the agency and self-determination theories, as well as the different types of incentives. Also, it covers theories on uncertainty and its implications on projects.Then the thesis quantitative methodology has been developed. Thereafter, a quantitative study has been conducted using a web-based questionnaire and addressed to 89 project team members working in the IT sector, in France. Finally, a discussion part includes our findings in relation to the theory.The results from our study have shown different tendencies in terms of incentives’ frequency of use and their motivational impact. “Autonomy at work”, “Flexible hours” and “Participation in decision making” are the three most frequently used. In terms of motivation, “Participation in decision making”, “Group training program” and “Autonomy at work” are the most impactfulfor project team members working within high uncertainty context.

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Francisson, Frank B. "COUNTING CARROTS... : A quantitative cross-section study on the distribution of motivation incentives in Central Stockholm's banks according to bank-employees." Thesis, Södertörns högskola, Nationalekonomi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-41506.

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Counting Carrots… as this cross-section study is entitled studied the distribution of motivation incentives in Central Stockholm’s banking sector and if it varied for different groups of bank-employees, according to bank-employees. This variation in the distribution of employee benefits was examined quantitatively in accordance to three explanatory variables: 1 – Job position, 2 – Bank size and 3 – the Gender of respondents. On account of the above variables, three hypotheses were propounded from: the concept of separating firm ownership and control, economies of scale and experience and the theory on labor market dualism. Concerning Bank size, empirical proof showed that the distribution of employee incentives in Big banks varied more than it did in Small banks thanks to cost and resource saving advantages. Nevertheless, this study was unsuccessful in producing adequate empirical evidence to indicate such variation in motivation incentives when considering employees’ Job position and Gender. This lack of empirical proof contradicted notions from relevant theoretical constructs on divorcing firm ownership from control and from the dual labor market theory. In some respects, conclusions arrived at were not consistent with what Davydenko et al. (2017) observed in Poznan, Poland on a similar topic about incentives diversity. In future, more work remains to be done which should include more features of motivation incentives such as their quality versus quantity or/and their degree of effectiveness in elevating employee engagement with the intent to improve or complement the produced findings from this study.
Denna tvärsnittsstudie har undersökt variabilitet på de verktyg som banker i Stockholm använder för att höja motivationen bland sina anställda. Studiens metod har varit kvantitativ, där respondenterna utgjorts av bankanställda i Stockholm. Studiens insamlade data har sedan granskats mot tre förklarande variabler: 1 – anställningsposition, 2 – storleken på den bank som respondenten är anställd på, och slutligen 3 – respondentens kön. Beträffande anställningsposition och kön lyckades studien inte finna några övertygande empiriska bevis på att dessa variabler hade någon tydlig effekt på hur motivationsincitamenten mottogs. Däremot förefaller storleken på banken vara av betydelse, där större banker erbjuder större incitamentvariabilitet för sina anställda, än små banker. I vissa fall har de slutsatser som dragits varken varit förenliga med den relevanta teorin eller i överensstämmelse med vad Davydenko et al. (2017) observerade när de studerade ett liknande ämne i staden Poznan. I framtiden återstår emellertid mer arbete, vilket bör utgå från en större mängd egenskaper av incitamentsverktyg. Till yttermera visso bör motivationsincitamentens kvalitet kontra kvantitet studeras med frågor såsom huruvida specifika personalförmåner verkligen uppfyller sitt tänkta syfte eller ej. Detta för att komplettera och/eller nyansera de upptäckter som gjorts i Att räkna morötter...

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Ihekwoaba, Kingsley Chigbo. "Veterans Affairs Employees’ Perceptions of Financial Incentives, Organizational Justice, Satisfaction, and Performance." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7664.

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Veterans Affairs (VA) inconsistently distributes financial incentives, which might affect how VA employees perceived organizational justice, affecting employees’ job satisfaction and performance. The purpose of this qualitative transcendental phenomenological study was to explore the lived experiences of VA employees that informed their perceptions of their workplaces’ levels of organizational justice, their job satisfaction, and their performances due to inconsistent distribution of financial incentives by gathering data through interviews with 13 VA employees from the Southeastern United States. The research question concentrated on the lived experiences of VA employees with respect to the inconsistent distribution of financial incentives, and how these experiences shaped their perception of the level of organizational justice in their workplaces. The study was guided by the conceptual framework of social exchange theory, and data was analyzed per Moustakas 7-steps of data analysis. Four major themes emerged from the analysis of interview transcripts: financial incentives, fairness of financial incentives, organizational justice at the VA, and perceptions at VA. The study findings indicated that the allocation of financial incentives by the VA, based on performance appraisals—a product of supervisors, is skewed by supervisor’s relationship with employees, and negatively affects VA employees job satisfaction and commitment. The results of this study could contribute to positive social change by assisting managers and employees in rectifying the perception of the unfair distribution of financial incentives at the VA.

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Books on the topic "Employee incentives"

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Secrets of a successful employee recognition system. Portland, Or: Productivity Press, 1995.

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Sheila, McCallum, and Chartered Institute of Personnel and Development., eds. Employee reward. London: Chartered Institute of Personnel and Development, 2003.

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Armstrong, Michael. Employee reward. 2nd ed. London: Institute of Personnel and Development, 1999.

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LLC, IncenSoft. IncentPower: Employee incentive propgram manual. Rockbille, Md: IncenSoft, 1997.

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Marley, D. E. Marketing motivation: Creating and managing employee incentive contests. Charlotte, NC: Silverpoint Press, 1988.

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Massachusetts. Executive Office for Administration and Finance. Task Force on Employee Incentives. Results of the Commonwealth's employee incentives survey. Boston, Mass: Commonwealth of Massachusetts, Executive Office for Administration and Finance, 2001.

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Peck, Charles A. Executive incentives. New York, NY: Conference Board, 1996.

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Association, American Compensation, ed. Maximizing the impact of recognition: An approach to rewarding employee contributions. Scottsdale, AZ: American Compensation Association, 1998.

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Brady, Robert L. Employee compensation in California. Madison, CT: Business & Legal Reports, 1998.

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Fisher, John G. How to run successful employee incentive schemes. London: Kogan Page, 2008.

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Book chapters on the topic "Employee incentives"

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Wine, Byron, and Trang Doan. "Assessing Employee Preferences for Incentives." In Organizational Behavior Management Approaches for Intellectual and Developmental Disabilities, 35–45. New York: Routledge, 2021. http://dx.doi.org/10.4324/9780429324840-5.

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Hadwiger, Felix. "Interests and Incentives of the Bargaining Partners." In Contracting International Employee Participation, 85–108. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-71099-0_5.

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Rozycki, Lisa A. "Effective Employee Incentive Programs." In Bull's-Eye! The Ultimate How-To Marketing & Sales Guide for CPAs, 391–96. Hoboken, NJ, USA: John Wiley & Sons, Inc., 2017. http://dx.doi.org/10.1002/9781119448679.ch33.

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Henley, Amy J. "Employee-Focused Incentive-Based Programs." In Organizational Behavior Management Approaches for Intellectual and Developmental Disabilities, 167–90. New York: Routledge, 2021. http://dx.doi.org/10.4324/9780429324840-13.

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König, Elisabeth A. "Bonuses (Incentive System; Employee for Performance)." In Encyclopedia of Corporate Social Responsibility, 198–205. Berlin, Heidelberg: Springer Berlin Heidelberg, 2013. http://dx.doi.org/10.1007/978-3-642-28036-8_306.

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Chattopadhyay, Soumi, Rahul Ghosh, Ansuman Banerjee, Avantika Gupta, and Arpit Jain. "FINESSE: Fair Incentives for Enterprise Employees." In Research Challenges in Information Science, 191–211. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-50316-1_12.

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Altonji, Joseph G., and Charles R. Pierret. "Employer Learning and the Signalling Value of Education." In Internal Labour Markets, Incentives and Employment, 159–95. London: Palgrave Macmillan UK, 1998. http://dx.doi.org/10.1057/9780230377974_8.

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Tarasiuk, Anna, and Bartosz Wojno. "The Notion of “Employee” in the IDD: A Harmonized Interpretation Based on the EU Law." In AIDA Europe Research Series on Insurance Law and Regulation, 139–59. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-52738-9_6.

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AbstractThe issue of the interpretation of the concept of an “employee of insurance undertaking”, which was used in the Directive on insurance distribution may cause issues from the point of view of the definition of the “employee” in terms of the type of legal relationship and the scope of activities that are allowed to be performed only by such employees. The authors demonstrate that, in accordance with the previous case law of the European Court of Justice/Court of Justice of the European Union, the concepts contained in EU directives should be interpreted in accordance with EU law, taking into account its autonomy and its aim (harmonization of legal systems of Member States). This should be applied even if a simple translation of a particular term used in an EU directive into the language of a Member State may give rise to an incentive for that term to be interpreted in the context of a local legal system.

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Giuliano, Genevieve, and Martin Wachs. "An Employer Panel for Evaluating the Effectiveness of Trip Reduction Incentives." In Transportation Research, Economics and Policy, 129–51. Boston, MA: Springer US, 1997. http://dx.doi.org/10.1007/978-1-4757-2642-8_5.

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Lipman, Frederick D. "Creating Phantom Equity Incentives for Key Employees, Both Family and Non-Family." In The Family Business Guide, 85–93. New York: Palgrave Macmillan US, 2010. http://dx.doi.org/10.1057/9780230111806_7.

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Conference papers on the topic "Employee incentives"

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Kylmänen, Ville, Iiro Vaniala, and Juho-Petteri Huhtala. "MARKET ORIENTATION AND EMPLOYEE MARKET BASED INCENTIVES." In Bridging Asia and the World: Globalization of Marketing & Management Theory and Practice. Global Alliance of Marketing & Management Associations, 2014. http://dx.doi.org/10.15444/gmc2014.07.04.03.

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Kaz, Evgeniya. "Well-being and Management of Employee Incentives." In II International Scientific Symposium on Lifelong Wellbeing in the World. Cognitive-crcs, 2016. http://dx.doi.org/10.15405/epsbs.2016.02.39.

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Zhou, Lingyan. "The Impact of Employee Equity Incentives on the Performance of SMEs." In Proceedings of the 2nd International Conference on Economy, Management and Entrepreneurship (ICOEME 2019). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/icoeme-19.2019.137.

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Firmansyah, Muhammad Anang, Mochamad Mochklas, and Andrianto. "The Effect of Leadership Style and Financial Incentives on Employee Performance." In 1st Borobudur International Symposium on Humanities, Economics and Social Sciences (BIS-HESS 2019). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/assehr.k.200529.009.

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Doni, Dona, Morris Adidi Yogia, Zainal, Made Devi Wedayanti, and Astri Ayu Purwati. "The Effect of Leadership and Incentives on Employee Performance of Market Retribution." In 2nd International Conference on Social Sciences Education (ICSSE 2020). Paris, France: Atlantis Press, 2021. http://dx.doi.org/10.2991/assehr.k.210222.025.

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"Research on the Incentives of Knowledge Employee from the Perspective of Management Psychology." In 2019 International Conference on Advanced Education, Service and Management. The Academy of Engineering and Education (AEE), 2019. http://dx.doi.org/10.35532/jsss.v3.081.

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"Research on the Incentives of Knowledge Employee from the Perspective of Management Psychology." In 2018 International Conference on Social Sciences, Education and Management. Francis Academic Press, 2018. http://dx.doi.org/10.25236/socsem.2018.107.

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Dolgikh, Yuliya Nikolaevna. "EMPLOYEE INCENTIVES AS THE MOST IMPORTANT FACTOR IN IMPROVING THE EFFICIENCY OF THE COMPANY'S PERSONNEL." In Управление человеческими ресурсами - основа развития инновационной экономики. Красноярск: Федеральное государственное бюджетное образовательное учреждение высшего образования "Сибирский государственный университет науки и технологий имени академика М.Ф. Решетнева", 2021. http://dx.doi.org/10.53374/9785864338810_162.

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Srna, Emir, and Muhammet Sait Dinc. ""The significance of non-monetary incentives and its relationship with employee motivation: A case of civil service employees in Bosnia and Herzegovina "." In International Conference on Economic and Social Studies. International Burch University, 2017. http://dx.doi.org/10.14706/icesos179.

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Tappura, Sari. "OHS Management Skill Development and Continuing Learning." In Human Systems Engineering and Design (IHSED 2021) Future Trends and Applications. AHFE International, 2021. http://dx.doi.org/10.54941/ahfe1001140.

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Occupational Health and Safety (OHS) management focuses on employee safety and health; OHS legislation establishes the requirements for OHS management competencies. This study aims to identify measures for developing OHS management skills during a management career to support managers’ competence development and continuing learning. A qualitative multiple-case study of seven industrial companies in the energy and processing industries and industrial services was conducted. Measures for developing OHS management skills during the following stages of a management career were identified: 1) recruitment, 2) orientation, 3) competence assessment, 4) competence development, 5) performance assessment and measurement, and 6) incentives and rewards. This study suggests practical organizational measures for developing managers’ OHS competence at different career stages as general management competencies. Developing managers’ OHS competence provides them with knowledge of their responsibilities and expectations, as well as company-wide OHS objectives and practices to improve OHS and operational efficiency.

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Reports on the topic "Employee incentives"

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Andrabi, Tahir, and Christina Brown. Subjective versus Objective Incentives and Teacher Productivity. Research on Improving Systems of Education (RISE), March 2022. http://dx.doi.org/10.35489/bsg-rise-wp_2022/092.

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A central challenge facing firms is how to incentivize employees. While objective, output-based incentives may be theoretically ideal, in practice they may lead employees to reduce effort on non-incentivized outcomes and may fail in settings where effort is weakly tied to output. We study the effect of subjective incentives (manager performance evaluation) and objective incentives (test score-based) relative to no incentives for teachers using an RCT in 230 Pakistani schools. First, we show that subjective and objective incentives both increase test scores and have similar magnitude effects. However, objective incentives decrease non-test score student outcomes relative to subjective incentives. Second, we show that teachers’ effort response is very different under each scheme, with attendance increasing under subjective and teaching quality decreasing under objective. Finally, we rationalize these effects through the lens of a moral hazard model with multi-tasking. We use within-treatment variation to isolate the causal effect of contract noise and distortion and show that these channels explain most of our reduced form effects.

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Goda, Gopi Shah, Damon Jones, and Colleen Flaherty Manchester. Retirement Plan Type and Employee Mobility: The Role of Selection and Incentive Effects. Cambridge, MA: National Bureau of Economic Research, March 2013. http://dx.doi.org/10.3386/w18902.

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Lumsdaine, Robin, James Stock, and David Wise. Retirement Incentives: The Interaction between Employer-Provided Pensions, Social Security, and Retiree Health Benefits. Cambridge, MA: National Bureau of Economic Research, January 1994. http://dx.doi.org/10.3386/w4613.

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Gruber, Jonathan, and James Poterba. Tax Incentives and the Decision to Purchase Health Insurance: Evidence from the Self-Employed. Cambridge, MA: National Bureau of Economic Research, August 1993. http://dx.doi.org/10.3386/w4435.

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Papke, Leslie. Retirement Choices by State and Local Public Sector Employees: The Role of Eligibility and Financial Incentives. Cambridge, MA: National Bureau of Economic Research, January 2019. http://dx.doi.org/10.3386/w25436.

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Scartascini, Carlos, and Paula Zamora. Do Civil Servants Respond to Behavioral Interventions?: A Field Experiment. Inter-American Development Bank, November 2021. http://dx.doi.org/10.18235/0003753.

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Introducing financial incentives to increase productivity in the public sector tends to be politically and bureaucratically cumbersome, particularly in developing countries. Behavioral interventions could be a low-cost alternative, both politically and financially, although evidence of their effectiveness remains scarce. We evaluate the effect of redesigning the notice requiring civil servants in Buenos Aires to comply with citizens requests under Argentina's freedom of information act. The new notice, sent to the treatment group, attempts to exploit salience, deterrence, clarity, and social norms to increase adherence to deadlines. The results show an increase in the share of requests fulfilled by the second deadline, possibly because of a strong anchoring effect. These findings indicate that behavioral interventions can affect civil servants' actions. The fact that the intervention occurred at the same time as a civil service training program with sessions attended by members of both the control and treatment groups allows us to evaluate spillover effects. The evidence suggests that the time it takes a members of the treatment group to respond to a request increases with her interactions with members of the control group at the workshops. These findings have implications for policy design. First, they indicate that behavioral interventions could affect task compliance and productivity in the public sector. Second, they provide evidence that workshops may not always have the intended consequences, particularly when they increase interactions among employees with high and low incentives for task compliance.

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Cilliers, Jacobus, Eric Dunford, and James Habyarimana. What Do Local Government Education Managers Do to Boost Learning Outcomes? Research on Improving Systems of Education (RISE), March 2021. http://dx.doi.org/10.35489/bsg-rise-wp_2021/064.

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Decentralization reforms have shifted responsibility for public service delivery to local government, yet little is known about how their management practices or behavior shape performance. We conducted a comprehensive management survey of mid-level education bureaucrats and their staff in every district in Tanzania, and employ flexible machine learning techniques to identify important management practices associated with learning outcomes. We find that management practices explain 10 percent of variation in a district's exam performance. The three management practices most predictive of performance are: i) the frequency of school visits; ii) school and teacher incentives administered by the district manager; and iii) performance review of staff. Although the model is not causal, these findings suggest the importance of robust systems to motivate district staff, schools, and teachers, that include frequent monitoring of schools. They also show the importance of surveying subordinates of managers, in order to produce richer information on management practices.

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Putriastuti, Massita Ayu Cindy, Vivi Fitriyanti, and Muhammad Razin Abdullah. Leveraging the Potential of Crowdfunding for Financing Renewable Energy. Purnomo Yusgiantoro Center, June 2021. http://dx.doi.org/10.33116/br.002.

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• Renewable energy (RE) projects in Indonesia usually have IRR between 10% and 15% and PP around 6 to 30 years • Attractive return usually could be found in large scale RE projects, although there are numerous other factors involved including technology developments, capacity scale, power purchasing price agreements, project locations, as well as interest rates and applied incentives. • Crowdfunding (CF) has big potential to contribute to the financing of RE projects especially financing small scale RE projects. • P2P lending usually targeted short-term loans with high interest rates. Therefore, it cannot be employed as an alternative financing for RE projects in Indonesia. • Three types of CF that can be employed as an alternative for RE project funding in Indonesia. Namely, securities, reward, and donation-based CF. In addition, hybrid models such as securities-reward and reward-donation could also be explored according to the project profitability. • Several benefits offer by securities crowdfunding (SCF) compared to conventional banking and P2P lending, as follows: (1) issuer do not need to pledge assets as collateral; (2) do not require to pay instalment each month; (3) issuer share risks with investors with no obligation to cover the investor’s loss; (4) applicable for micro, small, medium, enterprises (MSMEs) with no complex requirements; and (5) there is possibility to attract investors with bring specific value. • Several challenges that need to be tackled such as the uncertainty of RE regulations; (1) issuer’s inability in managing the system and business; (2) the absence of third parties in bridging between CF platform and potential issuer from RE project owner; (3) the lack of financial literacy of the potential funders; and (4) lastly the inadequacy of study regarding potential funders in escalating the RE utilisation in Indonesia.

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Salavisa, Isabel, Mark Soares, and Sofia Bizarro. A Critical Assessment of Organic Agriculture in Portugal: A reflection on the agro-food system transition. DINÂMIA'CET-Iscte, 2021. http://dx.doi.org/10.15847/dinamiacet-iul.wp.2021.05.

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Over the last few decades, the organic agriculture sector has experienced sustained growth. Globally, as well as in the European Union and Portugal, organic production accounts for just under 10% of total Utilised Agricultural Area (UAA) (FiBL, 2019; Eurostat, 2019; DGADR, 2019; INE, 2019; GPP, 2019). This growth has been seen in terms of production, number of producers, amount of retail sales, imports and exports. This article attempts to build on the multi-level perspective (MLP) of the socio-technical (ST) transitions theory by employing a whole systems analysis (Geels, 2018) of organic agriculture in Portugal, which defends an integrated vision of the systems, where multiple interactions occur within and among the niche, the regime and the landscape levels. This approach has been employed in order to develop a critical analysis of the current state of the Portuguese organic agriculture sector, stressing the multiplicity of elements that are contributing to the agro-food system´s transformation into a more sustainable one. In fact, the agro-food system is related with climate change but also has connections with other domains such as public health, water management, land use and biodiversity. Therefore, it is affected by shifts in these areas. This analysis considers developments in increasing domestic organic production, number of producers, amount of retail sales, imports, exports, market innovations, and the sector´s reconfiguration. The organic sector´s increase has been attributed to European regulation, institutionalization, standardization, farmer certification, external (government) subsidy support programs, incremental market improvements (visibility and product access), the emergence of new retailers, the rise of supporting consumers and a shift away from conventional agriculture (Truninger, 2010; DGADR, 2019; Pe´er et al, 2019). However, together with positive incentives, this sector also faces numerous barriers that are hindering a faster transformation. Difficulties for the sector to date have included: product placement; a disconnect between production, distribution and marketing systems; high transport costs; competition from imports; European subsidies focused on extensive crops (pastures, olive groves, and arable crops), entailing a substantial growth in the area of pasture to the detriment of other crops; the fact that the products that are in demand (fresh vegetables and fruit) are being neglected by Portuguese producers; expensive certification procedures; lack of adequate support and market expertise for national producers; the hybrid configuration of the sector; and price. Organic agriculture as a niche-innovation is still not greatly contributing to overall agricultural production. The low supply of organic products, despite its ever-increasing demand, suggests that a transition to increased organic production requires a deeper and faster food system reconfiguration, where an array of distinct policies are mobilized and a diversity of actions take place at different levels (Geels, 2018; Pe´er et al, 2019). This paper will attempt to contribute an overall critical assessment of the organic sector´s features and evolution and will identify some of the main obstacles to be overcome, in order to boost the sustainability transition of the agro-food system in Portugal.

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Bano, Masooda, and Zeena Oberoi. Embedding Innovation in State Systems: Lessons from Pratham in India. Research on Improving Systems of Education (RISE), December 2020. http://dx.doi.org/10.35489/bsg-rise-wp_2020/058.

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The learning crisis in many developing countries has led to searches for innovative teaching models. Adoption of innovation, however, disrupts routine and breaks institutional inertia, requiring government employees to change their way of working. Introducing and embedding innovative methods for improving learning outcomes within state institutions is thus a major challenge. For NGO-led innovation to have largescale impact, we need to understand: (1) what factors facilitate its adoption by senior bureaucracy and political elites; and (2) how to incentivise district-level field staff and school principals and teachers, who have to change their ways of working, to implement the innovation? This paper presents an ethnographic study of Pratham, one of the most influential NGOs in the domain of education in India today, which has attracted growing attention for introducing an innovative teaching methodology— Teaching at the Right Level (TaRL) – with evidence of improved learning outcomes among primary-school students and adoption by a number of states in India. The case study suggests that while a combination of factors, including evidence of success, ease of method, the presence of a committed bureaucrat, and political opportunity are key to state adoption of an innovation, exposure to ground realities, hand holding and confidence building, informal interactions, provision of new teaching resources, and using existing lines of communication are core to ensuring the co-operation of those responsible for actual implementation. The Pratham case, however, also confirms existing concerns that even when NGO-led innovations are successfully implemented at a large scale, their replication across the state and their sustainability remain a challenge. Embedding good practice takes time; the political commitment leading to adoption of an innovation is often, however, tied to an immediate political opportunity being exploited by the political elites. Thus, when political opportunity rather than a genuine political will creates space for adoption of an innovation, state support for that innovation fades away before the new ways of working can replace the old habits. In contexts where states lack political will to improve learning outcomes, NGOs can only hope to make systematic change in state systems if, as in the case of Pratham, they operate as semi-social movements with large cadres of volunteers. The network of volunteers enables them to slow down and pick up again in response to changing political contexts, instead of quitting when state actors withdraw. Involving the community itself does not automatically lead to greater political accountability. Time-bound donor-funded NGO projects aiming to introduce innovation, however large in scale, simply cannot succeed in bringing about systematic change, because embedding change in state institutions lacking political will requires years of sustained engagement.

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