Relevant bibliographies by topics / Incentives and motivation

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  2. Dissertations / Theses
  3. Books
  4. Book chapters
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Academic literature on the topic 'Incentives and motivation'

Author: Grafiati
Published: 4 June 2021
Last updated: 5 February 2022

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Journal articles on the topic "Incentives and motivation"

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Кибанов and Ardalon Kibanov. "Methodology of Motivation and Stimulation of Organization’s Personnel." Management of the Personnel and Intellectual Resources in Russia 3, no. 1 (February 10, 2014): 5–10. http://dx.doi.org/10.12737/2619.

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Theoretical and methodological issues of motivation and stimulation of labor activity are discussed, including such concepts, as «motive», «incentive», «motivation » and «stimulation». The essence of interrelating and interconditioning processes of motivation and stimulation is defined along with their constituent elements. In-depth meaning of motivational core as a system of incentives and motives, driving labor activity at a given stage of the organizational life, is revealed. Motivational core, as a cohesion of interrelated incentives and motives, is characterized by the following features: several motives, affecting simultaneously the worker; different incentives corresponding to different kinds of resources being at the disposal of management system; consistent robust cause and effect relationship between motives and incentives; motivational core steadiness; can be modernized based on motives and incentives priority changes; ability to autonomous settlement of differences among motives and between incentives and motives. Major drivers of motivational core creation are discussed. The need for personnel motivational core is reasoned and key ways of motivational core managing are highlighted. Motivational core managing helps to lay down priorities and to range incentives in terms of their effect on motives. In the process certain motives are enhanced and others are weakened. Factors of motivation and stimulation effectiveness and of motivational core efficiency are characterized.
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Kiseleva, G. S. "Assessment of motivation of potential employees of an industrial enterprise." Economy in the industry 11, no. 1 (July 12, 2018): 81–86. http://dx.doi.org/10.17073/2072-1633-2018-1-81-86.

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A competently constructed incentive system ensures a high level of interest and satisfaction with the work activities of the staff, reducing costs and increasing production efficiency. The effectiveness of staff involvement largely depends on determining the motivational attitudes of candidates, identifying the dominant motivators of the applicant, which will save effort and time in dealing with many candidates, hire a specialist focused on achieving goals that do not run counter to the company’s policies. The article outlines the main aspects of assessing the motivation of potential employees. The measures on attraction of necessary quantity of the personnel from external and internal environment are offered. Research of motivational installations of candidates and employees of the industrial enterprise «Signal» Engels Design Bureau named after A.I. Glukharev Joint-Stock Company, on the basis of the data obtained, the values of candidates were determined depending on various parameters: age, position, on a territorial basis. The corporate values that are common to the employees of the enterprise and candidates in search of work are defined: decent wages, comfortable workplace, leadership professionalism, competent company policy, these factors were included in the corporate motivator map. In the area of staff incentives, knowledge of a variety of incentives is required, the ability to link incentives with motivations, and to receive evaluation information on the perception of incentives by candidates and employees to increase the efficiency of staff involvement and enrich the motivation system. The effectiveness of staff involvement can be increased by studying the motivational attitudes of candidates and selecting personnel at the initial stage, the motivational profile of which must match the company’s goals.
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Zalainé Piros, Márta. "Study of Educational Motivation among Agricultural Managers." Acta Agraria Debreceniensis, no. 9 (December 10, 2002): 161–70. http://dx.doi.org/10.34101/actaagrar/9/3577.

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It is a priority for companies to utilise human resources as much as possible. The form and effectiveness of the utilisation of labour largely depends on how much the manager of the company and the human resource management area support and encourage labour to develop individually and work more efficiently – as far as the size of the company justifies and allows. Effective incentive methods have to be set and run. Training incentives will have to play an important part in the future.There has been no major difference between training incentives between managers and subordinates. Material incentives continue to be the key factor. For managers, exchange of information is currently a primary training incentive, as is the opportunity to meet other experts and exchange their ideas. Further, performance-related payment and bonuses applied jointly are also some material incentives. In the future, material incentives will gain in importance. For subordinates, the operation of material incentives is currently highly important as a training incentive. This is not expected to change in the future either, while expectations linked to quality work will strengthen.
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Dwibedi, Lalan. "Employee Motivation in Private Schools of Birgunj Metropolitan City." Dristikon: A Multidisciplinary Journal 10, no. 1 (December 31, 2020): 157–68. http://dx.doi.org/10.3126/dristikon.v10i1.34553.

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The paper aims to find out which motivational factors can effectively increase employee motivation, to know whether the delivered incentives are sufficient or not and also to know effect of incentives in their performance. Motivation and its influence on organizational performance has always remained highly researched area and have gone through many discussions and repetitions. In this research both exploratory and descriptive research design used to explore employee motivation issues in schools of Birgunj Metropolitan city. Data was collected through Questionnaire and content analysis. It is revealed that motivating factors and motivational packages has positive impact on employee motivation in private schools. The responses of this paper were analyzed and found that monetary and non-monetary both incentives are active tools to motivate workforce. Good salary and allowances have been used as monetary motivators, while, good working environment, freedom to work and recognition as non-monetary motivator. This study has recommended that promotion system of the career development is desired to satisfy and motivate the employee. Moreover, the work appreciation should craft the feeling that they are value for the organization.
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Митрофанова, Александра, and Aleksandra Mitrofanova. "Incentive System as an Instrument of Personnel Motivation." Management of the Personnel and Intellectual Resources in Russia 7, no. 6 (December 26, 2018): 24–28. http://dx.doi.org/10.12737/article_5c1764453df656.31079412.

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Modern development of management theory and practice pays special attention to staff incentives, which, often, takes the main place in a personnel management system of the organizations in various branches. In modern conditions inefficient incentive system is the widespread phenomenon on what directly and indirectly specify data on supply balance and demand in labor market, personnel fluidity in the organizations, unsatisfactory professional level of personnel and others. In this regard, researches in the field of staff incentive acquire special relevance. The author proves a work incentives role in the system of the social and labor relations in the organization, shows change of relationship between the employer and the hired worker on the basis of the effective system of work incentives. Also the author defines policy and represents structure of incentive system. Requirements, the principles and the purposes of staff incentives are submitted. The algorithm of incentives system formation in the organization is described.
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Soherwardy, Aalia, and Elizabeth Crouch. "Assessing Initiatives for Rural Health Practices in South Carolina." American Journal of Undergraduate Research 17, no. 3 (December 30, 2020): 61–72. http://dx.doi.org/10.33697/jur.2020.028.

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The purpose of this study was to determine which incentives are most effective in motivating medical students to practice in rural areas of South Carolina, which can be informative for the medical practitioner rural recruitment process. Medical students attending the University of South Carolina School of Medicine located in Columbia, South Carolina were surveyed about demographic information, motivations for rural practice, and considerations for choosing a practice location (n=109). Chi-square tests and bivariate analyses were used to test for significant differences. A significant relationship was found between previous residence in a rural area and personal motivation to practice in a rural area (p<0.001). It was also found that 86.2% of students who had previously lived, worked, or served in rural areas had a personal motivation to practice medicine in a rural area, confirming previous research. Loan forgiveness options were the most appealing personal incentive for the students in this study, closely followed by guaranteed minimum incomes and tax incentives; financial incentives were more preferred than non-financial incentives like reduced on-call work and accelerated residencies. The results of this study can be utilized to craft future state-supported incentive programs or to tailor current programs to more effectively recruit students to rural practice. KEYWORDS: Rural; Recruitment; Healthcare Provider; Shortage; Incentive Programs; Medical Student; Southern United States; Loan Forgiveness
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Soherwardy, Aalia, and Elizabeth Crouch. "Assessing Initiatives for Rural Health Practices in South Carolina." American Journal of Undergraduate Research 17, no. 3 (December 30, 2020): 61–72. http://dx.doi.org/10.33697/ajur.2020.028.

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The purpose of this study was to determine which incentives are most effective in motivating medical students to practice in rural areas of South Carolina, which can be informative for the medical practitioner rural recruitment process. Medical students attending the University of South Carolina School of Medicine located in Columbia, South Carolina were surveyed about demographic information, motivations for rural practice, and considerations for choosing a practice location (n=109). Chi-square tests and bivariate analyses were used to test for significant differences. A significant relationship was found between previous residence in a rural area and personal motivation to practice in a rural area (p<0.001). It was also found that 86.2% of students who had previously lived, worked, or served in rural areas had a personal motivation to practice medicine in a rural area, confirming previous research. Loan forgiveness options were the most appealing personal incentive for the students in this study, closely followed by guaranteed minimum incomes and tax incentives; financial incentives were more preferred than non-financial incentives like reduced on-call work and accelerated residencies. The results of this study can be utilized to craft future state-supported incentive programs or to tailor current programs to more effectively recruit students to rural practice. KEYWORDS: Rural; Recruitment; Healthcare Provider; Shortage; Incentive Programs; Medical Student; Southern United States; Loan Forgiveness
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Silverman, Kenneth, Brantley P. Jarvis, Joshua Jessel, and Alexa A. Lopez. "Incentives and motivation." Translational Issues in Psychological Science 2, no. 2 (June 2016): 97–100. http://dx.doi.org/10.1037/tps0000073.

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Huang, Yundong. "Motivation exchange rate: the real value of incentives." Journal of Management Development 37, no. 4 (May 14, 2018): 353–62. http://dx.doi.org/10.1108/jmd-08-2017-0255.

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Purpose The purpose of this paper is to describe how individuals compare the value of different types of incentive. This is similar to comparison in the financial field for currency exchange. The proposed exchange rate between incentives is referred to here as motivation exchange rate (MER). Design/methodology/approach Survey-based empirical data were analyzed to test for the existence of MER, based on 330 samples collected from a number of organizations. Partial least square-based structural equation modeling was applied to test the research model, specifically examining the exchange rate between intrinsic motivation and monetary incentives. Findings Individuals place their own value on job enjoyment. The present analysis suggests that MER exists between intrinsic motivation and monetary incentive and varies among individuals. Originality/value The motivation literature has shown that individuals have their own preferences for different types of incentives. When studying employees’ working behavior, scholars have traditionally focused on preferred incentives. However, the present study reveals that these predominant incentives may change when employees are sufficiently compensated by other types of incentive; how much is “sufficient” depends on MER, as elaborated here.
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Crane, Melissa M., Deborah F. Tate, Eric A. Finkelstein, and Laura A. Linnan. "Motivation for Participating in a Weight Loss Program and Financial Incentives: An Analysis from a Randomized Trial." Journal of Obesity 2012 (2012): 1–9. http://dx.doi.org/10.1155/2012/290589.

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This analysis investigated if changes in autonomous or controlled motivation for participation in a weight loss program differed between individuals offered a financial incentive for weight loss compared to individuals not offered an incentive. Additionally, the same relationships were tested among those who lost weight and either received or did not receive an incentive. This analysis used data from a year-long randomized worksite weight loss program that randomly assigned employees in each worksite to either a low-intensity weight loss program or the same program plus small financial incentives for weight loss ($5.00 per percentage of initial weight lost). There were no differences in changes between groups on motivation during the study, however, increases in autonomous motivation were consistently associated with greater weight losses. This suggests that the small incentives used in this program did not lead to increases in controlled motivation nor did they undermine autonomous motivation. Future studies are needed to evaluate the magnitude and timing of incentives to more fully understand the relationship between incentives and motivation.
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Dissertations / Theses on the topic "Incentives and motivation"

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Günay, Selçuk Eren. "Essays on incentives and contracts." Thesis, Toulouse 1, 2012. http://www.theses.fr/2012TOU10011.

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Gürtler, Oliver. "Incentives and the organization of institutions /." Berlin : Dissertation.de, 2006. http://deposit.d-nb.de/cgi-bin/dokserv?id=2851720&prov=M&dok_var=1&dok_ext=htm.

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Emerson, Ellen H. "Navy recruiter incentives and motivation : a survey of enlisted recruiters." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2001. http://handle.dtic.mil/100.2/ADA389647.

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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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Edmunds, Kathryn M. "Incentives : the effects on the reading motivation of fourth-grade students." Virtual Press, 2002. http://liblink.bsu.edu/uhtbin/catkey/1239211.

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The purpose of the present study was to determine the effects of various incentives on the reading motivation of fourth-grade students. The students involved in the study attended an elementary school in a mid-size town in the South. Results were based on the participation of 28 students in the control group, 27 students in the treatment group who received books as incentives, and 36 students in the treatment group who received non-reading related rewards as incentives.Each student's level of reading motivation was measured at the beginning and the end of the study using the Reading Survey portion of the Motivation to Read Profile (Gambrell, Palmer, Codling, & Mazzoni, 1996) which was completed by each student and the Parent Survey which was completed by the guardian of each student participating in the study. Sixteen students were selected to participate in the Conversational Interview portion of the Motivation to Read Profile based on reading and motivation levels (Gambrell, et al., 1996). The Conversational Interview occurred at the beginning and end of the study. Six students from the treatment group who received non-reading related rewards as incentives were interviewed, while five students from the control group and the treatment group who received books as incentives were interviewed. The teachers of these two groups did not identify any students for the Unmotivated, Above- Grade Level category. Book logs were also used in the study to measure the students' motivation to read based on the number of books read. For the duration of the nineteen-week study, the students in each treatment group read books and received incentives, while the students in the control group read books and did not receive incentives.The findings of the study were:1. There was no significant difference in reading motivation between students who participated in Accelerated Reader with non-reading related rewards as incentives and students who participated in Accelerated Reader with no incentives.2. There was no significant difference in reading motivation between students who participated in Accelerated Reader with books as incentives and students who participated in Accelerated Reader with no incentives.3. There was no significant difference in reading motivation between students who participated in Accelerated Reader with books as incentives and students who participated in Accelerated Reader with non-reading related rewards as incentives.4. There was no significant difference in reading motivation within the treatment group that participated in Accelerated Reader with non-reading related rewards as incentives.5. There was no significant difference in reading motivation within the treatment group that participated in Accelerated Reader with books as incentives.6. There was no significant difference in reading motivation within the control group.7. Factors that influence children's interest in books include choice,characteristics of books, personal interests, and knowledge gained from the books.8. Sources that expose children to books consist of family, teachers, and the school library.9. Sources of motivation include family, teachers, the children themselves, and peers.10. Actions that motivate children to read include giving children books, reading to children, and sharing books with children.
Department of Elementary Education
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Herissone-Kelly, Peter N. "Situations, incentives and reasons : Kant on rational agency and moral motivation." Thesis, University of Central Lancashire, 2008. http://clok.uclan.ac.uk/20647/.

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This thesis aims to address two problems that appear to attach to the model of rational agency that underlies Kant's moral philosophy. These I call the problem of experiential incongruence and the problem of misdirected moral attention. The former problem arises because the central elements of Kant's theory of action (the possession of and action upon maxims; the subjection of maxims to moral assessment through the Categorical Imperative's universalisability test; our supposedly perennial consciousness of the moral law; and so on) seem not to square at all with our lived experience of agency. The latter problem, on the other hand, is a result of Kant's apparently claiming that when an agent 11s from duty, her reason for 4Ling is just that the maxim of tILing can simultaneously be acted upon and willed to be a universal law, while its contrary maxim cannot. This picture seems, as Philip Stratton-Lake notes, to place the good-willed agent's attention in the wrong place, namely, on the nature of her own policies of action, rather than on the external world of "concrete considerations". In order to show that Kant's practical philosophy is able to sidestep both problems, I first develop and argue for a particular account of what I call "the traditional model," or that picture of rational agency that can be gleaned from Kant's writings, expressed in the terms that Kant himself uses. I then go on to offer a novel interpretation of that model, according to which (1) all the central concepts of Kant's theory of rational agency are shown to be entirely compatible with our experience as agents, and (2) the Kantian good-willed agent is shown to be centrally concerned with, and motivated by, concrete considerations.
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Janselius, Adam, and Viktor Sjöberg. "Incitamentssystem, vägen att gå för nå motiverade medarbetare? : En flerfallsstudie om hur incitamentssystem som styrmedel upplevs av medarbetare med avseende på motivation." Thesis, Linköpings universitet, Företagsekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-157649.

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Förmågan att motivera medarbetare har alltid varit en viktig fråga i alla olika typer av företag. Ett verktyg som kan användas för att skapa motivation bland de anställda är incitamentssystem, både monetära samt icke-monetära. Det finns inget tydligt svar i tidigare forskning kring vad för typ av incitamentssystem som uppfattas som mest effektiva när det kommer till att motivera anställda. Exempelvis har en del studier visat att monetära incitament så som bonus har en positiv effekt på motivationen på kort sikt. Samtidigt visar andra studier att monetära incitament inte alls fungerar. Således är syftet med denna studie att beskriva och analysera hur medarbetare upplever incitamentssystem med avseende på motivation. För att uppnå detta syfte har vi genomfört en kvalitativ flerfallstudie i två olika företag där det empiriska materialet har samlats in genom intervjuer. Studiens frågeställning: Hur upplevs incitamentssystem hos medarbetare inom olika branscher med avseende på motivation? Studien har visat att icke-monetära incitament har en betydande effekt på medarbetarnas motivation i båda fallföretagen. Vidare visar resultatet att de monetära incitamenten också upplevdes som viktiga, men det empiriska materialet gällande de monetära incitamenten följde inte samma röda tråd som de icke-monetära: ett av företagen upplevde de monetära incitamenten mer viktiga med avseende på motivation än det andra företaget.
The ability to motivate employees has always been an important question in all kind of companies. One way the create motivation among the employees is to use incentive systems, both monetary and non-monetary. There are no clear answers in previous theories what kind of incentive system that perceives as the most effective in terms of motivated employees. For example, some research has shown that monetary incentives such as bonus is an effective way to motivate employees in the short term, while others disagree. Accordingly, the purpose of the study is to describe and analyze how employees perceive current incentive systems in terms of motivation. To fulfill this purpose, we have done a qualitative multiple case study in two specific companies. The empirical material has been collected by interviews. The research question in the thesis is as follows: How are incentive systems perceived by employees in different line of businesses in terms of motivation? The empirical results show that non-monetary incentives have a significant impact on employees' motivation in both case studies. Furthermore, the monetary incentives perceived important as well in both case studies, but the empirical result indicated that monetary incentives didn’t follow the same consistent thread as it did in the non-monetary incentives: one of the case study perceived the monetary incentives as more important in terms of motivation than the other.
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Winicki, F. Joshua. "Economic incentives and academic attainment : evidence from microdata /." view abstract or download file of text, 1999. http://wwwlib.umi.com/cr/uoregon/fullcit?p9947987.

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Thesis (Ph. D.)--University of Oregon, 1999.
Typescript. Includes vita and abstract. Includes bibliographical references (leaves 110-114). Also available for download via the World Wide Web; free to University of Oregon users. Address: http://wwwlib.umi.com/cr/uoregon/fullcit?p9947987.
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Kronberg, Lisa Christine. "IDENTIFYING INCENTIVES TO MOTIVATE MIDDLE SCHOOL READERS." Bowling Green State University / OhioLINK, 2006. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1143754182.

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Furrow, Cory Benjamin. "Motivating Proenvironmental Behavior: Examining the efficacy of financial incentives." Thesis, Virginia Tech, 2015. http://hdl.handle.net/10919/56972.

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A key strategy to motivate proenvironmental behavior (PEB) involves the promise of monetary rewards. Financial incentives are intuitively appealing because they can increase an individual's expected benefits for engaging in the PEB; however, there is concern that incentives can transform motivations for the PEB. The purpose of this study was to examine the role of financial incentives on behavior across time. Specifically, I used an experimental design to examine the immediate effects payments on litter-removal effort (Phase 1) followed by effort after payments were no longer available (Phase 2). Undergraduate students were recruited for a trail evaluation study and randomly assigned to a control treatment or a financial incentive treatment. In Phase 1 I asked students to pick up discarded litter during their trail evaluation (PEB). The incentive condition offered students $0.25 for each of the possible 16 items of trash planted along the trail. The control condition simply asked students to help by picking up trash. Students were again asked to collect trash in Phase 2 but the financial incentive condition was not offered a payment. In accordance with self-determination theory I expected payments to increase effort in the short term and suppress effort when the incentive was no longer provided. Although there was an overall decrease in effort between phases within both conditions, the results of a repeated-measures ANOVA indicated no difference between the control and incentive condition in either phase. Given the lack of a statistically significant finding, it is possible that there are conditions under which payments provide no greater inducement than a simple request for help. This idea is supported by a meta-analysis, which identifies a consistent lack of effect for easily-performed tasks. Additional research is needed to further understand the conditions under which financial incentives can motivate and sustain PEBs.
Master of Science
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Books on the topic "Incentives and motivation"

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P, Fried Robert, ed. Incentives in marketing & motivation. Dubuque, IA: Kendall/Hunt Pub., 1999.

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

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Eden, Dov. Financial and nonfinancial motivation. Tel Aviv, Israel: Tel Aviv University, Faculty of Management, Leon Recanati Graduate School of Business Administration, 1990.

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Incentives: Motivation and the economics of information. Cambridge, England: Cambridge University Press, 1995.

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Mitchell, Jayson Doliber. Impact of incentives on project performance. Springfield, Va: Available from National Technical Information Service, 1998.

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S, Copeland Brenda, ed. Every day reading incentives. Westport, Conn: Libraries Unlimited, 2009.

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McKenzie, Richard B. Managing through incentives: How to develop a more collaborative, productive, and profitable organization. New York: Oxford University Press, 1998.

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Strings attached: Untangling the ethics of incentives. New York: Russell Sage Foundation, 2012.

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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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Sevost'yanov, Dmitriy. Motivation and stimulation of labor activity. ru: INFRA-M Academic Publishing LLC., 2021. http://dx.doi.org/10.12737/1171967.

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The textbook discusses general issues of motivation and analyzes existing theories. The article presents information about financial incentives, moral incentives for personnel, organizational incentives and incentives for free time, as well as on a number of other topics that are practically important in the professional activity of a personnel manager. Special attention is paid to errors and errors in the motivation and stimulation of labor activity. Meets the requirements of the federal state educational standards of higher education of the latest generation. It is intended for students studying in the direction of training 38.03.03 "Personnel Management".
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Book chapters on the topic "Incentives and motivation"

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Emmanuel, Clive, David Otley, and Kenneth Merchant. "Individual motivation and incentives." In Accounting for Management Control, 69–86. Boston, MA: Springer US, 1990. http://dx.doi.org/10.1007/978-1-4899-6952-1_3.

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Paul, Elisabeth, and Marc Robinson. "Performance Budgeting, Motivation, and Incentives." In Performance Budgeting, 330–75. London: Palgrave Macmillan UK, 2007. http://dx.doi.org/10.1057/9781137001528_18.

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Herissone-Kelly, Peter. "Maxims, Ends, and Incentives." In Kant on Maxims and Moral Motivation, 43–79. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-030-05572-1_3.

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Klinger, E. "Current Concerns and Disengagement from Incentives." In Motivation, Intention, and Volition, 337–47. Berlin, Heidelberg: Springer Berlin Heidelberg, 1987. http://dx.doi.org/10.1007/978-3-642-70967-8_23.

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Pepper, Alexander. "Intrinsic Motivation and the Crowding-Out Conjecture." In The Economic Psychology of Incentives, 86–104. London: Palgrave Macmillan UK, 2015. http://dx.doi.org/10.1057/9781137409256_5.

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Herissone-Kelly, Peter. "Incentives, Practical Aspects, and Bare Situational Reasons." In Kant on Maxims and Moral Motivation, 159–97. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-030-05572-1_6.

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Onnis, Leigh-ann. "Remuneration: Extrinsic and Intrinsic Rewards, Incentives and Motivation." In Management for Professionals, 77–92. Singapore: Springer Singapore, 2018. http://dx.doi.org/10.1007/978-981-13-2059-0_5.

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Krug, Marie K., and Todd S. Braver. "Motivation and Cognitive Control: Going Beyond Monetary Incentives." In The Psychological Science of Money, 137–62. New York, NY: Springer New York, 2014. http://dx.doi.org/10.1007/978-1-4939-0959-9_7.

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Faust, Anna. "Effects of Monetary Incentives on Motivation and Task Performance." In The Effects of Gamification on Motivation and Performance, 45–66. Wiesbaden: Springer Fachmedien Wiesbaden, 2021. http://dx.doi.org/10.1007/978-3-658-35195-3_3.

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Richter, Ganit, Daphne R. Raban, and Sheizaf Rafaeli. "Studying Gamification: The Effect of Rewards and Incentives on Motivation." In Gamification in Education and Business, 21–46. Cham: Springer International Publishing, 2014. http://dx.doi.org/10.1007/978-3-319-10208-5_2.

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Conference papers on the topic "Incentives and motivation"

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McCarron, P. L., and R. W. Thornton. "Measurement, Incentives and Motivation in Health, Safety and Environment." In SPE International Conference on Health, Safety, and Environment in Oil and Gas Exploration and Production. Society of Petroleum Engineers, 2004. http://dx.doi.org/10.2118/86740-ms.

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Parashakti, Ryani Dhyan, and Lukertina Lukertina. "Is Employee’s Performance Influenced by Incentives and Work Motivation?" In Proceedings of the 4th International Conference on Management, Economics and Business (ICMEB 2019). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/aebmr.k.200205.008.

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Janzik, Lars, and Cornelius Herstatt. "Innovation communities: Motivation and incentives for community members to contribute." In Technology (ICMIT 2008). IEEE, 2008. http://dx.doi.org/10.1109/icmit.2008.4654389.

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Borowski, Andrzej. "Motivating Emloyees in Public Administration." In 5th International Scientific Conference 2021. University of Maribor Press, 2021. http://dx.doi.org/10.18690/978-961-286-464-4.10.

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The purpose of the publication is to present the specifics of motivating in public administration. There is no doubt that employees should be motivated regardless of the workplace. The publication presents the definition of motivation and its theory. It contains tips on what should be particularly considered in creating an incentive system in public administration. Particular attention was devoted to creating the foundations of a motivational system that has roots in motivation theories. The most common motivational theories and their importance in shaping the incentive system were presented.
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Panferov, V. N., S. A. Bezgodova, and A. V. Miklyaeva. "Dynamics of students’ attitude to distance learning (results of longitudinal study)." In INTERNATIONAL SCIENTIFIC AND PRACTICAL ONLINE CONFERENCE. Знание-М, 2020. http://dx.doi.org/10.38006/907345-50-8.2020.204.217.

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The article describes the dynamics of students’ attitude to distance learning in the situation of forced transition to distance learning in connection with the COVID-19 pandemic. Students’ attitude to the content, organizational and motivational aspects of distance learning was studied using a questionnaire with online service Google form. The study was organized by the longitudinal method. Measurements of students’ attitude were carried out in the early days of distance learning and at the end of the first month. Research questions concerned 1) assessing changes in the organization of educational process, its efficiency and students’ self-motivation in the first days after the transition to distance learning; 2) changes in attitude to distance learning at the end of the first month: 3) contribution of objective factors (curriculum, financial conditions of study, place of stay during the period of distance learning, experience in the use of online educational platforms, current academic achievements) to the dynamics of the students’ attitude. The participants of the study were 94 students of the 1st-4th year. The results revealed a steady trend to lower evaluations by students the quality of assimilating knowledge, abilities and skills as well as to decrease of learning motivation and quality of interaction with teachers on the subjective background of increasing educational load. The general tendency to worsening assessments of distance learning can be mitigated by such factors as pre-formed competencies in the use of distance educational technologies, external (financial) incentives to learn and the ability to change the usual way of life due to changes in the usual place of residence.
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Kojo, Matti, and Phil Richardson. "Stakeholder Opinions on the Use of the Added Value Approach in Siting Radioactive Waste Management Facilities." In ASME 2013 15th International Conference on Environmental Remediation and Radioactive Waste Management. American Society of Mechanical Engineers, 2013. http://dx.doi.org/10.1115/icem2013-96068.

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In some countries nuclear waste facility siting programs include social and economic benefits, compensation, local empowerment and motivation measures and other incentives for the potential host community. This can generally be referred to as an ‘added value approach’. Demonstration of the safety of a repository is seen as a precondition of an added value approach. Recently much focus has been placed on studying and developing public participation approaches but less on the use of such incentive and community benefit packages, although they are becoming a more common element in many site selection strategies for nuclear waste management facilities. The primary objective of this paper is to report on an ongoing study of stakeholders’ opinions of the use of an added value approach in siting a radioactive waste facility in the Czech Republic, Poland and Slovenia. The paper argues that an added value approach should adapt to the interests and needs of stakeholders during different stages of a siting process. The main question posed in the study is as follows: What are the measures which should be included in ‘added value approach’ according to the stakeholders? The research data consists of stakeholders’ responses to a survey focusing on the use of added value (community benefits) and incentives in siting nuclear waste management facilities. The survey involved use of a questionnaire developed as part of the EU-funded IPPA* project in three countries: the Czech Republic, Poland and Slovenia. (* Implementing Public Participation Approaches in Radioactive Waste Disposal, FP7 Contract Number: 269849). The target audiences for the questionnaires were the stakeholders represented in the national stakeholder groups established to discuss site selection for a nuclear waste repository in their country. A total of 105 questionnaires were sent to the stakeholders between November 2011 and January 2012. 44 questionnaires were returned, resulting in a total response rate of 41% (10/29 in the Czech Republic, 11/14 in Poland and in 23/64 in Slovenia).
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McIntosh, Mark W., and Bert Bras. "Determining the Value of Remanufacture in an Integrated Manufacturing-Remanufacturing Organization." In ASME 1998 Design Engineering Technical Conferences. American Society of Mechanical Engineers, 1998. http://dx.doi.org/10.1115/detc98/dfm-5750.

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Abstract In recent years, the concept of reusing products has received significant attention in academia as a means for reducing society’s negative impact on the environment. In fact, due to a number of both economic and environmental advantages to product reuse, some authors have proposed a larger role for reuse within society. In order to achieve an expanded role for product reuse, it will first be necessary to integrate remanufacturing capabilities into original equipment manufacturers (OEMs) such that reuse can be carefully planned by both product and process design. However, the implementation of OEM reuse is currently limited to the few examples that exist today by several barriers. These barriers include the problem of incomplete incentives due to the product disposal externality, the trends in production towards rapid innovation and mass customization, and the fact that remanufacture presents a fundamentally new set of challenges that producers are not prepared to deal with. It is our belief that reuse will not play a larger role in society until producers have both the incentives and ability to implement remanufacture given their business conditions. Providing this capability and these incentives will require a better understanding of how different factors impact remanufacturing operations within an OEM. This understanding can be provided through the improved modeling of remanufacture. In this work, a motivation and an algorithm for modeling how product design characteristics, product development strategies, and different business conditions impact remanufacturing viability is presented. The authors’ implementation of this model is described and the model is used to study a family of single use camera products over an eleven-year period in order to gain insight from a successful OEM remanufacturer.
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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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Vermillion, Sean D., and Richard J. Malak. "A Theoretical Look at the Impact of Incentives on Design Problem Effort Provision." In ASME 2018 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. American Society of Mechanical Engineers, 2018. http://dx.doi.org/10.1115/detc2018-85845.

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Searching for and selecting among design solutions is not an effortless task. The principle of least effort suggests people seek to minimize the amount of effort they apply towards completing their tasks. In the context of engineering design, it is conceivable that expending more effort on the design problem yields a design solution with greater performance. In this paper, we investigate the impact of incentives on motivating engineering designers to increase the amount of effort they apply to solving design problems. Specifically, we formulate an analytical model of effort provision towards design tasks to compare two incentive structures: a probabilistic incentive and a deterministic incentive. With the probabilistic incentive, a designer’s final reward or penalty is uncertain, e.g. it is uncertain if a proposed design solution will meet requirements. With the deterministic incentive, a designer’s final reward or penalty is tied directly to the quality of the design solution as it is presented, e.g. a proposed design solution meets requirements with a certain probability as the figure of merit and the designer is directly rewarded or penalized on producing a design solution with that figure of merit. We parameterize the proposed analytical model and perform a parameter study to determine which incentive produces a more optimal design solution in the parameter space. Results show that there is no one dominant incentive structure, and the preferred incentive structure depends on how intense the reward or penalty is and how a designer subjectively valuates his effort.
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Colella, Whitney G., Stephen H. Schneider, Daniel M. Kammen, Aditya Jhunjhunwala, and Nigel Teo. "Part II of II: Deployment of MERESS Model—Designing, Controlling, and Installing Stationary Combined Heat and Power (CHP) Fuel Cell Systems (FCS) to Reduce Costs and Greenhouse Gas (GHG) Emissions." In ASME 2008 6th International Conference on Fuel Cell Science, Engineering and Technology. ASMEDC, 2008. http://dx.doi.org/10.1115/fuelcell2008-65113.

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The Maximizing Emission Reductions and Economic Savings Simulator (MERESS) is an optimization tool that allows users to evaluate avant-garde strategies for installing and operating combined heat and power (CHP) fuel cell systems (FCSs) in buildings. This article discusses the deployment of MERESS to show illustrative results for a California campus town, and, based on these results, makes recommendations for further installations of FCSs to reduce greenhouse gas (GHG) emissions. MERESS is used to evaluate one of the most challenging FCS types to use for GHG reductions, the Phosphoric Acid Fuel Cell (PAFC) system. These PAFC FCSs are tested against a base case of a CHP combined cycle gas turbine (CCGT). Model results show that three competing goals (GHG emission reductions, cost savings to building owners, and FCS manufacturer sales revenue) are best achieved with different strategies, but that all three goals can be met reasonably with a single approach. According to MERESS, relative to a base case of only a CHP CCGT providing heat and electricity with no FCSs, the town achieves the highest 1) GHG emission reductions, 2) cost savings to building owners, and 3) FCS manufacturer sales revenue each with three different operating strategies, under a scenario of full incentives and a $100/tonne carbon dioxide (CO2) tax (Scenario D). The town achieves its maximum CO2 emission reduction, 37% relative to the base case, with operating Strategy V: stand alone operation (SA), no load following (NLF), and a fixed heat-to-power ratio (FHP) [SA, NLF, FHP] (Scenario E). The town’s building owners gain the highest cost savings, 25%, with Strategy I: electrically and thermally networked (NW), electricity power load following (ELF), and a variable heat-to-power ratio (VHP) [NW, ELF, VHP] (Scenario D). FCS manufacturers generally have the highest sales revenue with Strategy III: NW, NLF, with a fixed heat-to-power ratio (FHP) [NW, NLF, FHP] (Scenarios B, C, and D). Strategies III and V are partly consistent with the way that FCS manufacturers design their systems today, primarily as NLF with a FHP. By contrast, Strategy I is avant-garde for the fuel cell industry, in particular, in its use of a VHP and thermal networking. Model results further demonstrate that FCS installations can be economical for building owners without any carbon tax or government incentives. Without any carbon tax or state and federal incentives (Scenario A), Strategy I is marginally economical, with 3% energy cost savings, but with a 29% reduction in CO2 emissions. Strategy I is the most economical strategy for building owners in all scenarios (Scenarios A, B, C, and D) and, at the same time, reasonably achieves other goals of large GHG emission reductions and high FCS manufacturer sales revenue. Although no particular building type stands out as consistently achieving the highest emission reductions and cost savings (Scenarios B-2 and E-2), certain building load curves are clear winners. For example, buildings with load curves similar to Stanford’s Mudd Chemistry building (a wet laboratory) achieve maximal cost savings (1.5% with full federal and state incentives but no carbon tax) and maximal CO2 emission reductions (32%) (Scenarios B-2 and E-2). Finally, based on these results, this work makes recommendations for reducing GHG further through FCS deployment. (Part I of II articles discusses the motivation and key assumptions behind the MERESS model development (Colella 2008).)
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Reports on the topic "Incentives and motivation"

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Guryan, Jonathan, James Kim, and Kyung Park. Motivation and Incentives in Education: Evidence from a Summer Reading Experiment. Cambridge, MA: National Bureau of Economic Research, January 2015. http://dx.doi.org/10.3386/w20918.

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Ajzenman, Nicolás, Gregory Elacqua, Diana Hincapié, Analia Jaimovich, Florencia López Bóo, Diana Paredes, and Alonso Román. Do You Want to Become a Teacher?: Career Choice Motivation Using Behavioral Strategies. Inter-American Development Bank, May 2021. http://dx.doi.org/10.18235/0003325.

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Qualified teachers are a fundamental input for any education system. Yet, many countries struggle to attract highly skilled applicants to the teaching profession. This paper presents the results of a large-scale intervention to attract high performing high-school students into the teaching profession in Chile. The intervention was a three-arm email campaign which made salient three types of motivations typically associated with the teaching profession: intrinsic/altruistic, extrinsic, and prestige-related. The objective was to identify which type of message better appealed to high performing students to nudge them to choose a teaching major. The “intrinsic” and “prestige” arms reduced applications to teaching majors among high performers, while the “extrinsic” arm increased applications among low performers. A plausible interpretation could be that the “intrinsic” and “prestige” messages made more salient an issue that could otherwise be overlooked by high performing students (typically from more advantaged households), negatively impacting their program choice: that while the social value of the teaching profession has improved, it still lags behind other professions that are valued more by their families and social circles. In turn, the “extrinsic” arm made salient the recent improvements in the economic conditions of the teaching profession in Chile, thus appealing to low performing students who in general come from disadvantaged families and for whom monetary incentives are potentially more relevant. These results emphasize the importance of having a clear picture of the inherent motivations that could influence individuals career choice. Making salient certain types of motivations to the wrong target group could lead to undesired results.
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Ferraz, Claudio, and Frederico Finan. Motivating Politicians: The Impacts of Monetary Incentives on Quality and Performance. Cambridge, MA: National Bureau of Economic Research, April 2009. http://dx.doi.org/10.3386/w14906.

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Deckard, Allan. Potential motivational effects of altered compensation rates in comparison to other type incentives on building principal performance. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.588.

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