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Academic literature on the topic 'Non – financial motivation'

Author: Grafiati

Published: 4 June 2021

Last updated: 25 April 2022

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Journal articles on the topic "Non – financial motivation"

Gaudyn, Dorota. "Financial and non-financial forms of employ-ee motivation - theoretical approach." International Journal of Accounting and Economics Studies 6, no. 1 (January 4, 2018): 33. http://dx.doi.org/10.14419/ijaes.v6i1.8650.

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The article attempts to explain the essence and the growing importance of motivation in modern economic conditions. This subject is still current and evolving, despite the fact that many publications presenting motivational concepts have emerged. Each company should identify the needs of its employees. The article presents the theoretical basis of financial and non-financial forms of employee motivation.

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Máca, Vojtěch, Milan Ščasný, Iva Zvěřinová, Michal Jakob, and Jan Hrnčíř. "Incentivizing Commuter Cycling by Financial and Non-Financial Rewards." International Journal of Environmental Research and Public Health 17, no. 17 (August 19, 2020): 6033. http://dx.doi.org/10.3390/ijerph17176033.

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Current mobility patterns over-rely on transport modes that do not benefit sustainable and healthy lifestyles. To explore the potential for active mobility, we conducted a randomized experiment aimed at increasing regular commuter cycling in cities. In designing the experiment, we teamed up with developers of the “Cyclers” smartphone app to improve the effectiveness of the app by evaluating financial and non-financial motivational features. Participants in the experiment were recruited among new users of the app, and were randomly assigned to one of four different motivational treatments (smart gamification, two variants of a financial reward, and a combination of smart gamification and a financial reward) or a control group (no specific motivation). Our analysis suggests that people can be effectively motivated to engage in more frequent commuter cycling with incentives via a smartphone app. Offering small financial rewards seems to be more effective than smart gamification. A combination of both motivational treatments—smart gamification and financial rewards—may work the same or slightly better than financial rewards alone. We demonstrate that small financial rewards embedded in smartphone apps such as “Cyclers” can be effective in nudging people to commute by bike more often.

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Szulawski, Michał. "Non‑Financial Methods of Motivation at Work – The Self‑Determination Theory Perspective." Kwartalnik Ekonomistów i Menedżerów 44, no. 2 (April 1, 2017): 69–82. http://dx.doi.org/10.5604/01.3001.0010.5939.

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The article describes the implications of the self‑determination theory in non‑ ‑financial methods of motivating workers in companies. The self‑determination theory and the related research suggest that in order to develop intrinsic motivation and integrated forms of extrinsic motivation at work, the three universal needs of autonomy, competence and relatedness have to be fulfilled. The article gives examples of work organization and work situations where the needs are not satisfied, and presents the ways of communication between the managers and coworkers and work organization, which support the development of the desired forms of motivation through the three universal needs.

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Hsiao, Hsiao-Fen, Tingyong Zhong, and Hasan Dincer. "Analysing Managers’ Financial Motivation for Sustainable Investment Strategies." Sustainability 11, no. 14 (July 15, 2019): 3849. http://dx.doi.org/10.3390/su11143849.

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The purpose of the research is to examine the importance of financial rewards and managers’ motivations, including sustainable investment projects. For that, the role of financial motivation for managers is analysed to understand strategic priorities for sustainable investment policies. Panel data for non-financial listed companies in China are used to determine the best-fit values of the proposed model, and the results of the Lagrange multiplier (LM) and Hausman tests are discussed for sustainable investment strategies. The results demonstrate that both low-paid and highly-paid managers in valuable project firms tend to be conservative and that managers consolidate their positions through underinvestment. This finding is clear evidence that managers are reluctant to take a risk on sustainable investment strategies. However, highly-paid managers of non-valuable project firms are generally willing to obtain high productivity through advanced technologies. The results are also generalized for strategies that are related to project managers’ financial motivation to increase the efficiency of sustainable investment decisions.

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Ijaz, Muhammad. "The impact of Non-Financial Incentives on employees’ motivation." IOSR Journal of Business and Management 15, no. 4 (2013): 37–46. http://dx.doi.org/10.9790/487x-1543746.

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Ayu Wardani, Rizky Aprilia. "PENGARUH KOMPENSASI FINANSIAL DAN NON FINANSIAL TERHADAP KINERJA KARYAWAN PT. BANK SYARIAH X MELALUI MOTIVASI KERJA SEBAGAI VARIABEL INTERVENING." Arthavidya Jurnal Ilmiah Ekonomi 22, no. 1 (March 31, 2020): 42–50. http://dx.doi.org/10.37303/a.v22i1.149.

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Abstract – performance is a record of the outcome of the function of a particular job or activity of an employee for a certain period of time (Gomes, 2000). This study aims to examine the effect of compensation financial and compensation non financial on performance of employee with motivation as intervening variabel involving 35 people as respondent with using partial least square (PLS) analysis method and sobel tests to test the mediating effect. Data were obtained through observation and questionnaire distribution.This study shows two point, first compensation financial has a significant positive effect on work motivation and work motivation has a significant positive effect on employee’s performance. Indirect influence between compensation financial on performance of employee through work motivation that is partial of mediation due to the effect between compensation financial variable on performance also significant. Second, compensation non financial has a significant positive effect on work motivation. Indirect influence between compensation non financial on performance through work motivation that is full of mediation due to the effect between compensation non financial variable on performance of employee not significant. Keywords: compensation financial, compensation non financial, work motivation, and performance of employee

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Pârjoleanu, Raluca. "Work Motivation Efficiency in the Workplace." Postmodern Openings 11, no. 4 (2020): 293–309. http://dx.doi.org/10.18662/po/11.4/236.

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Employee motivation is very important for a successful organization, so any company should focus on motivating human resources if they want to stay competitive on the market and to avoid issues, such as employee retention problems that will adversely affect the business. Thus, effective motivational techniques should be implemented in any company that wants to be successful. Following the implementation of motivation methods adapted to the organization's environment and its type of employees, the satisfaction of workers will increase, and they will feel more motivated to perform at the highest standards. Studies have shown that motivating factors, such as success at work, recognition, diversification of responsibilities and career advancement, play an important role in motivating employees at work. It is important to strike a fragile balance between the level of challenges that the job brings and the resources made available to the employee. Packages that combine financial and non-monetary motivation, with coaching and mentoring activities, investing in employee development, as well as the flexibility of the work schedule, are major components of stimulating work motivation.

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Brefo-Manuh, Adwoa Benewaa, Victoria Mensah, Isaac Ampong, and Eunice Aidoo. "The Role of Motivation in the Retention of Employees: Evidence from Christian Service University College, Ghana." JOURNAL OF ADVANCES IN HUMANITIES 4, no. 4 (November 15, 2016): 525–32. http://dx.doi.org/10.24297/jah.v4i4.4537.

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The study investigated the role of motivation in employee retention using Christian Service University College (CSUC) as the study area. The study adopted quantitative survey and randomly sampled 108 staff of CSUC. The findings indicated the institution currently operate relatively ‘enviable’ motivational schemes including salary, commuting allowance, free family medical care among others and its impact on employee motivation and retention is seemingly significant although with regard to non financial motivation, management has not pay much attention to it. The researcher therefore recommends that any retention strategy to be adopted by Christian Service University College should encompass both financial and non-financial elements of motivation in order to guarantee employee retention. The institution should work towards building better employee relationship; improving on the bonuses and allowances of staff and ensure equity and fairness. Finally, staff’s personal and professional development must be given priority to ensure quality delivery of service to improve retention.

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Bhogal, Manpal Singh, James E. Bartlett, and Daniel Farrelly. "The influence of mate choice motivation on non-financial altruism." Current Psychology 38, no. 4 (November 19, 2018): 959–64. http://dx.doi.org/10.1007/s12144-018-0070-x.

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A. Mushawir, Andi Jazai Aserina, Mahlia Muis, and Fauziah Umar. "The Effect of Financial and Non-Financial Compensation on Work Motivation and Officials’ Performance at Hasanuddin University, Makassar." HASANUDDIN JOURNAL OF BUSINESS STRATEGY 1, no. 2 (May 31, 2019): 14–24. http://dx.doi.org/10.26487/hjbs.v1i2.214.

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This study aims to find out the effect of financial and non-financial compensation on work motivation and officials’ performance at Hasanuddin University, Makassar. This research was a qualitative approach. The populations were Education Officers of State Civil Apparatus of Hasanuddin University having a work period of more than 10 years. The data were obtained through observation, questionnaire, and documentation. Data processing and analysis were performed using SPSS (Statistical Product and Service Solution) version 23. The results of the research indicate that (1) there is a positive and significant financial and non-financial compensation on work motivation, (2) there is a positive and significant financial and non-financial compensation on officials’ performance, (3) there is a positive and significant financial and non-financial compensation on officials’ performance through work motivation.

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Dissertations / Theses on the topic "Non – financial motivation"

Olai, Matilda, and Laura-Maria Toivanen. "Non-financial motivation in the emergency room." Thesis, Umeå universitet, Företagsekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-161373.

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The lack of nurses and the increasing turnover rate have been the main subjects when looking at the news about the health care sector. The constant lack of nurses can cause a lack of motivation and the nurses are leaving the workplaces, as the stress level rises. Nurses have also been discovered to have an impact on the patient satisfaction, which is why it is important to keep the nurses satisfied in their work. To understand what motivates the nurses and what could be done in order to make the situation better, more research is needed. Non-financial motivation has been seen as a preferred way of motivating nurses in the hospital environment, which is why this study has a focus on it. Earlier studies have mainly focused on the nurse viewpoint of motivation and to further develop the understanding on the area, the viewpoint of managers is needed to be taken into consideration, to understand the issue more in-depth. To research the subject more, a study was conducted focusing on the emergency room at the University Hospital of Umeå and the nurses and managers working there. The aim of this study is to understand how the views and preferences regarding non-financial motivation meet between the nurses and managers in the emergency room at the University Hospital of Umeå and which factors are the most preferred. Further, it is of interest to understand how this meeting of thoughts affects the everyday work and the motivation of the nurses. The following research questions was formed to answer the question: How do nurses and their managers in the emergency room assess non-financial motivation factors? The study has been conducted using qualitative methods and semi-structured face-to-face interviews. Additional data was gathered through e-mail interviews, as well as over telephone, and a reflective interviewee from another hospital was interviewed to gain more insight on the subject from another viewpoint. The results from the study highlight the common importance for effective and emotionally intelligent leaders, who listen and have time for the subordinates. Further, work colleagues and the possibility for competence development were seen as commonly important factors to affect to the non-financial motivation of the nurses. Practical implications from the study provide new data concerning the non-financial preferences and how the viewpoints meet and differ between nurses and managers who work in different roles in the hospital. Furthermore, this study could be of use to help to understand what could be done to better in order to motivate the nurses. Although, as the study is focusing on a specific department, it is important to acknowledge the impact and possible differences between the personnel chemistry and recent position changes.

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Rose, Timothy M. "The impact of financial incentive mechanisms on motivation in Australian government large non-residential building projects." Queensland University of Technology, 2008. http://eprints.qut.edu.au/16680/.

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The use of financial incentives mechanisms (FIMs) in Australian government large nonresidential building projects is seen as a way to improve project motivation and outcomes and reinforce long-term commitment between participants. Yet very little empirical research has been conducted into how FIMs should be applied in the context of construction projects and what determines their impact on motivation. The primary aim of this research was to identify the motivation drivers impacting on the achievement of FIM goals. This allowed for the formulation of recommendations to improve Australian government building procurement strategies, creating the potential for better project outcomes. The research involved four major case studies of large construction projects. Analysis of motivation drivers on each project was based on interviews with senior project participants, secondary documentation and site visits. Once the motivation drivers were identified, they were ranked by the weighted number of motivation indicators impacted, to give an indication of their relative importance. The results provide Australian government clients with key areas for policy direction. The findings indicate that the following motivation drivers (in order of impact) were more important than FIM design in achieving FIM goals: equitable contract risk allocation and management scope for future project opportunities with the client harmonious project relationships early contractor involvement in design stages value-driven tender selection processes. A consequence of ignoring these key procurement initiatives can be a less than ideal FIM goal performance, despite the nature of FIM design, including the strength of the reward on offer. FIMs have the potential to be a valuable addition to any project procurement strategy. Yet, the main message of this thesis is: If clients rely solely on financial incentives as the driver of motivation it will likely result in failure.

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Olsen, Ann-Marie, and Edina Ljubijankic. "Informell motivation och dess betydelse : En studie inom tillverkningsindustrin." Thesis, Mälardalen University, School of Sustainable Development of Society and Technology, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-791.

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Many times it can be the simple things that affect the attitude of work and which have an importance on the organization's effectiveness. These are not always apparent but can have a large importance for the motivation and the attitude of work. Large number of companies uses wage and other financial rewards system but is there any form of informal factors that have an importance for the coworkers and that affects motivation. What factors that affect the motivation within the industry are interesting to examine and specifically the factors that are not apparent, in other words informal factors that increases the motivation. The purpose of this thesis is to examine and describe which informal motivator factors co-workers/employees in a production department think are meaningful. This study was pursued with a quality approach and with the purpose of getting a profound view and an understanding of informal motivation. This study uses quality interviews to collect information. The interview questions are based on the theoretical frame of references which are Theory X and Theory Y, Herzberg’s Two Factor Theory and The Three Circles Model. The departmental manager view of the co-workers is that they are engaged and that they take responsibility for their work task. According to the departmental manager, the informal motivator factors are more significant than the formal motivator factors. According to the co-workers the informal motivator factors were elements which did not cost a lot but had a large importance to them. The informal motivator factors which have the most significant meaning were to be appreciated by the departmental manager, the freedom in the work and the social relationship with the workmates. According to the co-workers the work within the industry had no motivator factor and therefore, was the informal factors significant for the human effort. They felt happier and the work felt easier and more fun which made the co-workers performs better. The informal motivator factors increased the wellbeing and the motivation within the individual which was significant for the individual emotional state and the team spirit which affected the co-workers human effort positively.

Många gånger kan det vara de enklaste sakerna som påverkar attityden till arbetet och som får betydelse för organisationens effektivitet. Dessa är inte alltid så synbara men kan ha en stor betydelse för motivationen och attityden till arbetet. Många företag använder sig av lön och andra ekonomiska belöningssystem för att motivera personalen men finns det faktorer av informell karaktär som är av betydande för medarbetare och som påverkar motivationen. Vilka faktorer som påverkar motivationen inom industribranschen är intressant att undersöka och speciellt de inte så synbara faktorerna, det vill säga informella faktorer, som orsakar att motivationen ökar. Syftet med studien är att undersöka och beskriva vilka informella motivationsfaktorer medarbetarna i en produktionsavdelning anser är betydelsefulla. Studien bedrivs med kvalitativ ansats i syfte att få en djupare inblick och förståelse för fenomenet informell motivation. I denna studie används kvalitativa intervjuer för att samla in information. De frågor som används vid intervjuerna har formats utifrån arbetets teoretiska referensram vilka är Teori X och Teori Y, Hertzbers Tvåfaktorsteori och The Three Circles Model. Avdelningschefens syn på medarbetarna är att medarbetarna är engagerade och vill ta eget ansvar för arbetsuppgiften. Enligt avdelningschefen har informell motivation större betydelse än den formella. Det medarbetarna ansåg var informella motivationsfaktorer var faktorer som inte kostade mycket men gav stort tillbaka. De informella motivationsfaktorerna som hade störst betydelse var uppskattning från avdelningschefen, det fria arbetet och den sociala samhörigheten. Eftersom medarbetarna ansåg att industriarbetet i sig inte var motiverande hade de informella faktorerna en viktig betydelse för arbetsinsatsen. Medarbetarna ansåg att de blev glada och det kändes lättare och roligare att arbeta vilket gjorde att de presterade bättre. De informella faktorerna gav en ökad inre tillfredställelse och motivation hos individen vilket hade betydelse för både individens känslomässiga tillstånd och teamkänslan inom gruppen vilket påverkade medarbetarnas arbetsinsats positivt.

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Sonesson, Tilde, and Diana-Maria Valkova. "BELÖNINGSSYSTEMSPÅVERKAN PÅMEDARBETARESMOTIVATION OCHARBETSPRESTATION : En kvalitativ studie ombelöningssystems påverkan påmedarbetares motivation ocharbetsprestation." Thesis, Högskolan i Skövde, Institutionen för handel och företagande, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:his:diva-20017.

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Bakgrund: Denna uppsats har studerat belöningssystem som används inom organisationer med olika syften där bland annat att motivera medarbetare genom både finansiella och icke-finansiella belöningar hör till. Bakgrunden till studien grundar sig på att företag genom att använda belöningssystem kan öka motivationen och arbetsprestationen hos medarbetarna. Eftersom medarbetare motiveras av olika aspekter när det kommer till motivation och arbetsprestation är det viktigt att ta hänsyn till deras egna upplevelser av belöningar. För att få en bredare förståelse är det även viktigt att ta hänsyn till chefernas perspektiv på belöningars påverkan på motivation och arbetsprestation hos medarbetare. Syfte: Syftet med denna studie är att undersöka hur belöningssystem upplevs gällande motivation och arbetsprestation för medarbetare som arbetar med försäljning. Studien vill utveckla förståelsen kring detta ämne genom att ta hänsyn till både medarbetar- samt chefsperspektiv samt undersöka likheter och skillnader mellan dessa perspektiv. Metod: För att uppnå studiens syfte samt besvara frågeställningarna, har uppsatsen antagit en kvalitativ metod med abduktiv ansats. Den data som samlats in till studien har samlats in genom semistrukturerade intervjuer med tre olika företag, två medarbetare samt en chef från respektive företag. Teori: Den teoretiska referensramen bygger på tidigare forskning om belöningssystems påverkan på motivation och arbetsprestation samt medarbetar- och chefsperspektiv. Vidare förklaras även vad belöningssystem är och de finansiella och icke-finansiella belöningarna följt av yttre och inre motivationsfaktorer, Herzbergs tvåfaktorteori och Maslows Behovstrappa. Slutsats: Studiens slutsats påvisar att samtliga medarbetare, förutom en, upplever belöningarna som något positivt och bidragande till motivationen och arbetsprestationen. Samtliga chefer upplever också att belöningarna bidrar till ökad motivation och arbetsprestation hos medarbetarna. Det råder olika upplevelser om vilka belöningar som är mest bidragande till ökad motivation och arbetsprestation från medarbetarperspektivet och chefsperspektivet. Vissa medarbetare påverkas mest av finansiella belöningar, medan andra påverkas mest av icke-finansiella belöningar. Det finns en medarbetare vars4motivation och arbetsprestation inte påverkas av belöningarna. Cheferna har skilda åsikter kring belöningars påverkan. De alla tycker att de påverkar, men på olika sätt.
Background: This study has studied reward system that is used in organizations with different purposes, such as to motivate coworkers by using financial and non-financial rewards. The background to this study is based on the fact that companies, by using reward systems, can increase the motivation and work performance of their coworkers. Since different aspects motivate coworkers when it comes to work performance, it is important to take into account their own experiences of rewards. In order to gain an even broader understanding, it is also important to take into consideration the managers' view on the impact of rewards on motivation and work performance of their coworkers. Purpose: The purpose of this study is to examine how reward systems are perceived in terms of motivation and work performance for employees who work with sales. The study wants to develop the understanding of this topic by taking into account both an employee and managerial perspective and examine similarities and differences between these perspectives. Method: In order to achieve the purpose of this study and answer it’s questions, the thesis uses a qualitative method with an abductive approach. The data for the study is collected through semi-structured interviews with three different companies, two coworkers and one manager from each company. Theory: The theoretical frame of reference is based on previous research on the impact of reward systems on motivation and work performance, as well as coworker and manager perspectives. The theory also includes explanations of reward systems, financial and non-financial rewards followed by external and internal motivational factors, Herzberg's two-factor theory and Maslow's hierarchy of needs. Conclusion: This study’s conclusion shows that all coworkers except one experience the rewards as something positive, contributing to motivation and work performance. All managers also feel that the rewards contribute to increased motivation and work performance among their coworkers. There are different experiences about which reward that is the most contributing to increased motivation and work performance from the coworker perspective and the manager perspective. Some employees are most affected by6financial rewards, while others are most effected by non-financial rewards. There is one employee whose motivation and work performance are not affected by the rewards. Managers have differing views on the impact of rewards. They all think they influence, but in different ways.

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Aweidah, Nasim, and Veronica Pagels. "What makes generation Y jump : en kvantitativ studie av hur den nya generationen bankanställda motiveras av monetära och icke-monetära incitament." Thesis, Högskolan Kristianstad, Sektionen för hälsa och samhälle, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-9562.

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Right now a major generational change is taking place within the banking sector. The new generation entering the labor market is often referred to as generation Y and it consists of individuals born between 1980 and 1995. Previous research has shown that the banking industry as a whole put a widespread emphasis on monetary incentives within the reward system. At the same time several studies highlight that individuals from generation Y are rather motivated by primarily non-monetary incentives. The aim of this dissertation is to explain how various monetary and non-monetary incentives affect the motivation of bank employees from generation Y. A positivistic research philosophy has been used with a deductive approach and a quantitative research method. This study indicates that bank employees from generation Y are motivated by retirement savings as well as a personal mentor or chief who draws attention to their development. Their motivation is also affected to some degree by freedom to control their own time. This study even indicates that bank employees from generation Y primarily appreciate the following incentives along with the previously stated: Continuous training, career plan, discount on loans and pay increases The respondents in this study were mainly employees of banks where monetary incentives were not used to any great extent. This can be seen as a limitation as well as the fact that the respondents where solely employed within Swedish banks. Given this, there is a scope for further studies of generation Y within the banking sector. Research regarding which incentives bank employees from generation Y are motivated by, has so far been absent. This dissertation may be of value for banks that want to be at ease that they are doing everything to keep their employees highly motivated.
En stor generationsväxling sker just nu inom banksektorn. Den nya generationen som kommer in på arbetsmarknaden benämns ofta som generation Y och består av individer födda 1980-1995. Tidigare studier har visat att banker i hög utsträckning använder sig av monetära incitament när de vill belöna sina anställda, samtidigt finns det flera studier som framhäver att individer ur generation Y motiveras av framför allt icke-monetära incitament. Syftet med den här uppsatsen är att förklara hur olika monetära och icke-monetära incitament påverkar motivationen hos bankanställda ur generation Y. En positivistisk forskningsfilosofi har använts tillsammans med en deduktiv ansats och en kvantitativ metod. Uppsatsen indikerar att bankanställda ur generation Y motiveras av uppmärksammad utveckling från personlig mentor eller nära chef samt pensionssparande. Motivationen påverkas även i viss mån av frihet att styra sin egen arbetstid. Uppsatsen indikerar även att bankanställda ur generation Y framför allt värdesätter följande incitament tillsammans med de som tidigare nämnts: Kontinuerlig vidareutbildning, karriärplan och rabatt på lån, lönepåslag. En begränsning med uppsatsen är att respondenterna i hög utsträckning var anställda på banker där monetära belöningssystem inte används i någon större utsträckning. Uppsatsens respondenter kommer enbart från svenska banker vilket innebär att det finns utrymme för fortsatta studier av generation Y inom banksektorn ur ett globalt perspektiv. Forskningen om vilka incitament som motiverar bankanställda ur generation Y har hittills varit i stort sett obefintlig, därför kan den här uppsatsen vara av värde bland annat för banker som vill försäkra sig om att de gör allt de kan för att hålla sina anställda motiverade.

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Godin, Emma, and Ida Knutsson. "Icke-finansiella belöningar : Icke-finansiella belöningars påverkan på medarbetares arbetstillfredsställelse." Thesis, Högskolan i Gävle, Företagsekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-26028.

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Bakgrund och syfte: Tidigare forskning tyder på att det är viktigt med icke-finansiella belöningar för att uppnå inre motivation och arbetstillfredsställelse hos medarbetare. Syftet med denna studie är att skapa förståelse för om medarbetares arbetstillfredsställelse påverkas av icke-finansiella belöningar med avseende på karriärutveckling och flexibelt arbete. Metod: Studien har ett hermeneutiskt och socialkonstruktivistiskt perspektiv. Vår forskningsansats är abduktiv. Vi har tillämpat kvalitativ forskning med hjälp av semistrukturerade intervjuer för att samla in vår empiriska data. Den teoretiska referensramen är baserad på tidigare forskning. Den empiriska delen bygger på sammanfattningar från intervjuerna. I studien har vi analyserat tidigare forskning tillsammans med den empiriska datan. Slutsats: Vår studie tyder på att icke-finansiella belöningar påverkar medarbetares arbetstillfredsställelse, främst när det gäller karriärutveckling och flexibelt arbete som vi valt att fokusera på. Studien belyser en ny term av begreppet karriärutveckling vilket är personlig utveckling. Förslag till fortsatt forskning: För vidare forskning föreslår vi att bygga vidare på vår kvalitativa studie baserat på ett ledningsperspektiv, att få ökad förståelse för hur chefer använder belöningssystem. Ett annat förslag är att gå in på djupet och studera den nya generationen som är mer benägna att få bekräftelse och återkoppling i samband med att de har vuxit upp med sociala medier. Genom det få en bättre förståelse för hur chefer arbetar för att locka till sig den nya generationen. Studiens bidrag: Denna studie bidrar ur teoretisk synpunkt till att vikten av icke-finansiella belöningar är av betydelse för medarbetares arbetstillfredsställelse. Ur praktisk synvinkel föreslår vi att det är av betydelse att chefer fokuserar på att kommunicera vilka belöningar som finns på arbetet och hur de uppnås. Genom att använda icke-finansiella belöningar, särskilt utveckling och flexibelt arbete, kan det bidra till mer nöjda medarbetare. Det leder även till lägre kostnader för företaget.
Aim: Previous research suggests that it is important for non-financial rewards to achieve internal motivation and job satisfaction with employees. The purpose of this study is to create an understanding of how employees' job satisfaction is affected by non-financial rewards in terms of clear career development and flexible work. Method: The study has a hermeneutic and social constructivist perspective. Our research method is abductive. We have applied ourselves to qualitative research using semi-structured interviews to collect our empirical data. The theoretical frame of reference is based on previous research. The Empirical study is based on summaries from the interviews. In the study we have analyzed the previous theory along with the empirical data. Conclusions: Our study suggests that non-financial rewards affect employees' job satisfaction, primarily with regard to career development and flexible work that we have chosen to focus on. The study highlights a new term of the term career development which is more personal development that is important. Suggestion for future research: For further research, we propose to build on our qualitative study based on management perspective. Get an increased understanding of how managers use the remuneration reward system. Another suggestion is to go into more depth and study the new generation who are more likely to get confirmation and feedback related to the fact that they have grown up with social media. To get a better understanding of how managers work to attract the new generation. Contribution of the thesis: This study contributes from a theoretical point of view highlighting the importance of the non-financial rewards to the employee's job satisfaction. From a practical point of view, we propose that managers focus on communicating what rewards are at work and how they are achieved. By using non-financial rewards, and especially development and flexible work, it can contribute to more satisfied employees, which also leads to lower costs for the company.

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Karli, Unal. "The Determination Of Motivational Factors Of Sport Gambling University Students And Their Personality And Psychological Differences From Non-gamblers." Phd thesis, METU, 1995. http://etd.lib.metu.edu.tr/upload/3/12610087/index.pdf.

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The purpose of this study was three-fold
to determine the personality and financial risk-taking attitude differences between sports gambling students and non-gambling students, to specify gambling motivations of the sport gambling students and to identify the relationship among personality traits, financial risk-taking attitude and gambling motivations of the students who gamble on sport events. The subject group of this research was composed of 1109 Middle East Technical University students who were participating in sport gambling activities (n=435) and who had never participated in sport gambling activities (n=674). While males were composing the 63.1% (n=700), females composed 36.9% (n=409) of the total research group. The mean age of the subject group was 21.77 ±
2.12. Big Five Personality Inventory (John, Donahue, &
Kentle, 1991), Investment Risk Attitude Scale (Nyhus, 1995) and Gambling Motivation Scales (Chantal, Vallerand and Vallieres, 1994) were used in the data collection process of the research. Results indicated that sport gambling students and non-gambling students showed significant differences in personality (p<
.01). There was significant differences between sport gambling students and non-gamblers in extraversion , conscientiousness and in openness trait (p<
.002). Also, results demonstrated that sport gambling students and non-gambling students showed significant differences in financial risk-taking attitudes (p<
.01). Personality and gender variables accounted for a significant amount on the financial risk-taking attitude of the non-gambling subjects. Personality, gambling motivations and gender accounted for a significant amount on the financial risk-taking attitude of sport gambling subjects. Sport gambling students showed no significant difference in their gambling motivations according to their gender (p>
.01). Sport gambling students were primarily motivated with intrinsic motivating factors of gambling. Personality, financial risk-taking attitude and gambling experience accounted for a significant amount on the gambling motivations of sport gambling students. Finally, this study pointed that university students who were more extraverted and more open were more prone to gambling on sport events and were more permissive towards financial risk-taking. Additionally, results revealed that enjoyment, amusement and learning were the primary motivating factors that lead university students towards sport gambling.

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Beneke, Randel. "Applicability of trocchia's four non-financial motivations for motor vehicle leasing in South Africa : a comparative case-study." Thesis, Cape Peninsula University of Technology, 2007. http://hdl.handle.net/20.500.11838/974.

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Thesis (MTech (Business Administration))--Cape Peninsula University of Technology, 2007.
The research study explored the growing phenomenon of consumption without ownership, by addressing the individual’s motivations for leasing rather than financing motor vehicles.

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Patrício, Mafalda Sofia Ferreira. "Donations of non-financial resources: The motivation and consequences of measuring and accounting for it." Master's thesis, 2014. http://hdl.handle.net/10362/14930.

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This thesis focus on the measurement and accounting of contributions received by nonprofit organizations, as they are a significant component of revenues nowadays. A survey was developed and forward to 38 different NPOs, with the goal of understanding their motivations and what advantages and disadvantages they believe would result if they start to measure and account for all kinds of contributions. They presented many advantages from this practice; however, some are not doing it due to the difficulties in valuing contributions with no market value which would require a higher workload, waste of resources and time to be taken from other important activities.
NSBE - UNL

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Ko, Shui-Hui, and 柯欣慧. "A Study of Non-financial Motivation Design for Public Departments - A Case of a Forest District Office." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/18907995337338120502.

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碩士
朝陽科技大學
企業管理系碩士班
95
The performance rewarding for public departments has been decreasing in recent years due to the gradual deletion year by year in governmental budget. This study mainly researches on a Forest District Office belonging to Council of Agriculture in Taiwan, investigating how to further improve employees’ working will and performance by non-financial motivation design as they are in lack of substantially financial rewarding. This study is adopting research methods of both deep interviews by quality and questionnaire investigations by quantity. By focusing on six factors, including salary, performance, training, job-rotation, information and leadership, the investigation goes to the actual situation and the degree of evaluation from employees, discovering that the factor of salary is below the average and requires improving. On the basis of motivation design, after the research of the efficiency and feasibility, the study comes out that in non-monetary rewarding system, receiving shopping mall coupon and voucher is of the best efficiency for employees. With the results describing above, this thesis aims to offer practical suggestions about motivation design of higher feasibility.

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Books on the topic "Non – financial motivation"

Robinson, Micheal Stephen. A study of non-financial motivation within the Direct Savings Department at Nationwide Building Society. Oxford: Oxford Brookes University, 2000.

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Frey, Bruno S., and Jana Gallus. Awards in Firms. Oxford University Press, 2017. http://dx.doi.org/10.1093/oso/9780198798507.003.0006.

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Money is not always successful in sustaining and raising employee motivation. When money is perceived to be controlling, financial incentives may backfire and undermine motivation. High-powered incentives can also lead to strategic behaviour and gaming. Many firms are aware of the limitations of monetary incentives. They use non-financial rewards in an effort to sustain and raise employee motivation. Awards are a special kind of non-financial yet extrinsic incentive, whose value resides primarily in the recognition conveyed among peers and in the public. Awards are used in firms to raise employees’ motivation, to foster retention, and to establish role models. They are a valuable component of organizations’ human resource strategy. Outside the boundaries of the firm awards are used to set standards, to establish norms, and to support innovation. Awards may have unintended motivational effects, particularly on non-recipients. Awards may create and foster competitive advantage.

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Wickham, James. International Skill Flows and Migration. Edited by John Buchanan, David Finegold, Ken Mayhew, and Chris Warhurst. Oxford University Press, 2017. http://dx.doi.org/10.1093/oxfordhb/9780199655366.013.27.

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Migrants are increasingly skilled. Historically British emigration was disproportionately skilled and new comparative OECD data shows the continuing brain drain from Europe to the USA. However skilled migration is best understood as skilled mobility not migration: permanent settlement in a destination country is a limiting case within a multiplicity of movements exemplified by the international commuting of the financial services elite. Immigration policies increasingly attempt to attract the best and the brightest. Rising mobility is driven by firms’ recruitment policies, but also by individuals’ motivations which are often non-financial. Skilled mobility is now claimed to benefit both origin and destination countries through circular migration and knowledge transfer. However, skilled mobility can also promote privatisation of higher education in origin countries and lower investment in training in receiving countries. A typology of skilled mobility suggests some forms can increase income inequality in destination countries.

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Olsen, Jan Abel. Primary care: paying general practitioners. Oxford University Press, 2017. http://dx.doi.org/10.1093/oso/9780198794837.003.0014.

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This chapter discusses the three most widely used remuneration systems for general practitioners (GPs): fee-for-service, capitation, and salary. Each system has its pros and cons, so in practice some sort of blended system would often be chosen. A concern with the fee-for-service system is that it might make doctors provide too many services, that is, supplier-induced demand. Capitation breaks the link between payment and amount of services provided by giving the GP a fixed fee for each patient registered on the list. This system may lead GPs to selectively attract healthy patients and make unnecessary referrals to specialists. A salary system does not include an incentive mechanism, and is therefore assumed to involve lower productivity. After a comparison of the three payment systems, the chapter suggests a typology of GPs’ motivations along two dimensions: financial versus non-financial rewards, and selfish versus altruistic.

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Hubbard, Nancy. Current Trends in Successful International M&As. Oxford University Press, 2017. http://dx.doi.org/10.1093/acprof:oso/9780190269999.003.0022.

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The worldwide landscape of merger and acquisition (M&A) activity has changed dramatically in the past decade. Acquirers, acquisition trends, and the strategies behind those transactions now differ dramatically. Acquisition success rates also appear to be different, with recent research indicating that international acquisitions are more successful than they were previously. Successful acquiring is a complicated combination of melding systems and employees in an environment of cultural contrasts. Successful acquisitions on an international level require financial rigor and discipline combined with an understanding of human behavior and motivation. This chapter examines both the changing trends and the key success factors for M&As in terms of financial inputs and behavioral elements to better understand the complex M&A process and indicators for future success.

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Nikiforidis, Lambrianos, Ashley Rae Arsena, and Kristina M. Durante. The Effect of Fertility on Women’s Intrasexual Competition. Edited by Maryanne L. Fisher. Oxford University Press, 2015. http://dx.doi.org/10.1093/oxfordhb/9780199376377.013.23.

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This chapter examines how the ovulatory cycle affects the tactics women use to compete with one another. As fertility increases near ovulation, women’s mating psychology changes, with implications for intersexual courtship (i.e., attracting opposite-sex mates) and intrasexual competition (i.e., outshining same-sex rivals) which is the primary focus of this chapter. The ovulatory competition hypothesis refers to the effect of fertility on women’s competition, manifested mainly in the domains of physical attractiveness and relative status. Previous research shows that women’s tendency to enhance their appearance near ovulation is driven not by a desire to impress men, but by a motivation to outcompete other women, when those women are perceived as potential rivals. Moreover, the effect of fertility on women’s consumption and financial decision making stems from a desire to surpass other women in status and resources. Implications for women’s materialism, consumption of luxury items, and financial decision making are discussed.

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Brown, Stewart J. The Established Churches, Church Growth, and Secularization in Imperial Britain, c.1830–1930. Oxford University Press, 2017. http://dx.doi.org/10.1093/oso/9780198798071.003.0002.

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This chapter considers the question of whether church establishments, representing the alliance of church and state, contributed to church decline. It does so through a study of the established Church of England and the established Church of Scotland during the nineteenth and early twentieth centuries. The chapter argues that these churches experienced a remarkable resurgence in the decades after 1830—the period representing the height of British world influence—building thousands of new churches, conducting a vibrant home and overseas mission, educating much of the British youth, mobilizing lay support, and raising significant financial donations to supplement their historic tithes and endowments. The motivation behind this growth was largely a sense of Christian responsibility for the higher interests of the British peoples and Empire. Although this revival of the established churches waned after about 1900, there is no evidence that established religion was a cause of church decline in Britain.

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Halpern-Meekin, Sarah. Social Poverty. NYU Press, 2019. http://dx.doi.org/10.18574/nyu/9781479891214.001.0001.

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Social Poverty draws on 192 interviews with young, low-income, unmarried parents to investigate the concept of social poverty, using the setting of a government-funded relationship education program. While commentators and academics have excoriated such programs for the value system they imply and their intervention results, participants are huge fans of them. Although critics view participants’ financial needs as dominating their social concerns, participants themselves are acutely aware of their relational needs. These needs drive their participation in and enthusiasm for the program. This study illustrates the fundamental importance to policy and poverty studies of properly understanding social poverty. Social poverty means not having adequate high-quality, trusting social relationships to meet core socioemotional needs. Poverty scholars typically focus on the economic use value of social ties—how relationships enable access to job leads, informal loans, or a spare bedroom. While such resources can be essential, this focus ignores the fundamental place of socioemotional needs in our lives and the extent to which avoiding or alleviating social poverty is a central motivation for many. As one young mother says, without her boyfriend she would “probably be the loneliest person on Earth.” Therefore, to accurately assess policy impacts and comprehend individuals’ behaviors, we must pay attention to both material and social hardships.

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Wahba, Liliana Liviano, and Ísis Fabiana de Souza Oliveira. O Significado do trabalho e do não trabalhar na perspectiva masculina: Uma análise Junguiana. Brazil Publishing, 2021. http://dx.doi.org/10.31012/978-65-5861-519-4.

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Using Analytical Psychology as a theoretical basis, the present study aimed at clarifying and understanding the meanings that the man, who does not work, nor has an income of his own, attributes to himself, to his situation and to the social expectations related to working. Another objective was to elucidate which would be, in that case, the existing factors of investment and/or disinvestment in the work. Therefore, the study explored subjective aspects, using the qualitative approach and employing the Life History interview as a research tool. The research included four participants living in the state of São Paulo, Brazil. The inclusion criteria required that the participants be men, in the age group of approximate 30 years, without any paid work nor any type of income for at least five months, and financially dependent on their family members or spouses. The results show that the perception of work is an elementary configuration in the life trajectory. Work may signify a constant obligation — an imposition that endures — or be a meaning in transformation — leading to resignifications. The association between work and identity affirmation — as well as conscious and unconscious motivations — stands out. The research also made it possible to infer the existence of complexes resulting from the work experience. The survey of the subjective experiences linked to an increasingly prevailing conjuncture in the current society points to the intense affective load related to work. In this context, the assistance of the clinical psychologist becomes relevant.

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Keohane, Georgia Levenson. Capital and the Common Good. Columbia University Press, 2017. http://dx.doi.org/10.7312/columbia/9780231178020.001.0001.

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Despite social and economic advances around the world, poverty and disease persist, exacerbated by the mounting challenges of climate change, natural disasters, political conflict, mass migration, and economic inequality. While governments commit to addressing these challenges, traditional public and philanthropic dollars are not enough. Here, innovative finance has shown a way forward: by borrowing techniques from the world of finance, we can raise capital for social investments today. Innovative finance has provided polio vaccines to children in the DRC, crop insurance to farmers in India, pay-as-you-go solar electricity to Kenyans, and affordable housing and transportation to New Yorkers. It has helped governmental, commercial, and philanthropic resources meet the needs of the poor and underserved and build a more sustainable and inclusive prosperity. Capital and the Common Good shows how market failure in one context can be solved with market solutions from another: an expert in securitization bundles future development aid into bonds to pay for vaccines today; an entrepreneur turns a mobile phone into an array of financial services for the unbanked; and policy makers adapt pay-for-success models from the world of infrastructure to human services like early childhood education, maternal health, and job training. Revisiting the successes and missteps of these efforts, Georgia Levenson Keohane argues that innovative finance is as much about incentives and sound decision-making as it is about money. When it works, innovative finance gives us the tools, motivation, and security to invest in our shared future.

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Book chapters on the topic "Non – financial motivation"

Pampanin, S. "Simplified Analytical/Mechanical Procedure for Post-earthquake Safety Evaluation and Loss Assessment of Buildings." In Springer Tracts in Civil Engineering, 3–25. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-68813-4_1.

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AbstractThe crucial need to develop and implement simple and cost-effective repair and retrofit strategies and solutions for existing structures has been once again emphasized, if at all needed, by the recent catastrophic earthquake events. The significant socio-economic impacts of the Canterbury earthquakes sequence in 2010–2011 as well as of the “series” of independent events within few years in Italy (L’Aquila 2009; Emilia 2012; Central Italy 2016) have triggered a stepchange in the high-level approach towards the implementation of seismic risk reduction, introducing either a mandatory enforcement or significant financial incentives for a national-wide program to assess (and reduce by remedial intervention) the seismic vulnerability/capacity of the whole (non-dwelling) building stock, including safety and expected repairing costs (direct economic losses). This chapter provides an overview of the motivations, challenges and (possible) solutions for such a complex and delicate task with the intent to stimulate awareness, discussion and synergetic actions within the wider international community. Particular focus will be given to the development and on-going continuos refinement of a simplified analytical-mechanical methodology—referred to as SLaMA (Simple Lateral Mechanism Analysis) method—as part of a proposed integrated methodology for either pre- and post-earthquake safety evaluation and loss assessment of buildings, in order to support the engineering community and stakeholders through the various steps of the decision making process of risk (assessment and) reduction.

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Alnakhi, Wafa K., Faryal Iqbal, Waleed Al Nadabi, and Amal Al Balushi. "Challenges Associated with Medical Travel for Cancer Patients in the Arab World: A Systematic Review." In Cancer in the Arab World, 427–44. Singapore: Springer Singapore, 2022. http://dx.doi.org/10.1007/978-981-16-7945-2_27.

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AbstractIntroduction: Each year, millions of patients around the world seek medical care abroad. Medical travel is becoming very common in the Gulf Cooperation Council Countries (GCC) due to many motivational factors. It has been observed that the rate of cancer incidence is growing at an alarmingly high rate in Arab countries. In addition, as per the literature, cancer seems to be one of the top medical conditions for patients from the GCC to seek healthcare overseas. There are many factors associated with cancer patients seeking treatment overseas. However, unfortunately, there are very few studies that discuss the risks and challenges associated with the medical travel experience for those patients.Objective: We conducted a systematic review to summarize the evidence related to the complications and challenges associated with the medical travel experience for oncology patients in the Arab world.Materials and Methods: This systematic review was guided by PRISMA. PubMed was used as a search database by using a combination of medical travel, complications, and cancer keywords for publications which yielded 76 articles. Four coders independently determined eligibility based on PICOS and then extracted information from 14 articles. The resulting articles are based on three main categories, i.e., primary, and secondary data collection, and review articles.Results: Of the total 76 articles, only 14 were included because they met the criteria. 62 articles were excluded because of irrelevance of the title, abstract, and insufficient data. Although this systematic review aimed to look at the medical complications that may arise from the medical travel experience for oncology patients, other challenges were found. The challenges reported can be grouped into the following themes: (a) financial and economic aspects, (b) medical care aspects, (c) social and cultural aspects.Conclusion: Overall, more research studies are required in the Arab world for cancer patients treated overseas. The existence of such information around this topic will help in improving policies and strategies related to medical travel for the different stakeholders involved in the medical travel market. Moreover, these studies will not only aid in improving the quality of care for cancer patients who are engaging in medical travel, but they will also help in overcoming the challenges associated with medical travel experience for cancer patients at the different stages of the experience.

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Oluseun Olayungbo, David. "Volatility Effects of the Global Oil Price on Stock Price in Nigeria: Evidence from Linear and Non-Linear GARCH." In Linear and Non-Linear Financial Econometrics -Theory and Practice. IntechOpen, 2021. http://dx.doi.org/10.5772/intechopen.93497.

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This present study examines the volatility effects of the oil price on the stock price returns in Nigeria from the period of 2000M(12) to 2020M(4) on a monthly data using both standard GARCH and non-linear GARCH models. The motivation for the present study is the recent fall in the global oil price of Brent Crude to US$15.25 per barrel due to the outbreak of the Corona Virus (COVID-19). Consequentially, the Nigerian stock market (NSE) responded with a fall of 4172 point or by a fall of 15.53%. After establishing the presence of heteroscedasticity through the ARCH test and volatility clustering through the returns, the outcome of the study contributes to knowledge by providing financial information and signals to investors about the best GARCH model response to proactively and successfully use to model global oil price shocks so as to reduce financial risk in Nigeria’s stock market.

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Bidwell, Posy, Stephen Thomas, and Silvia Stringhini. "Understanding How Incentives Influence Motivation and Retention of Health Workers." In Advances in Healthcare Information Systems and Administration, 63–78. IGI Global, 2011. http://dx.doi.org/10.4018/978-1-61520-885-2.ch004.

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A critical factor in addressing the human resources crisis in low and middle income countries (LMIC) is the ability to recruit, motivate, and retain health workers. Failure in this area is one of the main causes of decline in availability of services and quality of care. Various financial and non-financial incentives have been implemented and this chapter will explore available evidence to see whether they have influenced motivation. Additionally, Maslow’s hierarchy of needs is used to determine if there is a hierarchy of how incentives are valued. While Maslow’s model is a useful tool to classify themes of health worker needs, it would appear that workers are motivated without each level having to be fulfilled in turn. While financial incentives may help with retention, they can cause erosion of professional ethos, do not increase job satisfaction, or act as motivators to perform well. More research needs to be done in order to design more effective human resources strategies.

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Markota Vukić, Nikolina, Mislav Ante Omazić, Mirjana Pejic-Bach, Ana Aleksić, and Jovana Zoroja. "Leadership for Sustainability: Connecting Corporate Responsibility Reporting and Strategy." In Leadership Styles, Innovation, and Social Entrepreneurship in the Era of Digitalization, 44–72. IGI Global, 2020. http://dx.doi.org/10.4018/978-1-7998-1108-4.ch003.

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This chapter describes how and why normative justification for corporate responsibility has been replaced with business case thinking. Modern organizations do link their non-financial reports to strategy because corporate responsibility is seen as a source of competitive advantage, growth, motivation, and innovation. Non-financial reporting potentiates companies to understand, learn, and redefine their social and environmental impacts and its cost; how to minimize both impact and cost; and how to capitalize on challenges that management face on a daily basis. The connection between CR strategy and non-financial reporting is described along with how it is relevant for the successful business of modern organizations. By improving CR strategies and developing unique non-financial reporting, organizations can be more effective and efficient in the local community, which will positively reflect on their business model and in achieving higher sustainability levels.

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"Management of Sales Force." In Sales and Distribution Management for Organizational Growth, 52–83. IGI Global, 2020. http://dx.doi.org/10.4018/978-1-5225-9981-4.ch003.

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Recruitment of sales force is an established process in most large organizations. This is because not only is it a continuous activity as the organizations grow, but the quality of the sales force is very important for the organization to succeed in the marketplace. So, selection and then further training of the selected sales force is very critical. Training can be imparted in various ways. Sometimes it is on-the-job or sometimes there is classroom training, etc. The methods vary according to the requirements of the organization as well as the individual sales person. Once inducted in the sales team, the sales persons as well as the executives has to be kept motivated. The sales force is motivated through financial as well as non-financial methods of motivation. Sometimes a promotion is sufficient, or sometimes, more financial motivations are required. All these also depends on the compensation structure of the sales force, especially in comparison with those of their competitors in their industry. The top management uses the theories of motivation in order to formulate their policies and regulations for the sales force. Control of sales force also is a very important task for the top managers, and it is usually carried out through the analysis of performance in their appraisal system. The top managers have to play the leadership role with their sales team and establish benchmarks of behavior and attitude for the entire team. This is because they are the leaders the entire sales team looks up to.

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Bercu, Ana-Maria, and Dan Lupu. "Entrepreneurial Competencies as Strategic Tools." In Developing Entrepreneurial Competencies for Start-Ups and Small Business, 23–40. IGI Global, 2020. http://dx.doi.org/10.4018/978-1-7998-2714-6.ch002.

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The debates about entrepreneurial competencies have increased in number. The study aims to develop the main key components of entrepreneurship as a competence for SMEs in Eastern European Countries (EEC). The development of our study will include a literature review of the concepts and theories in the field, an inventory of the required skills and competencies for SMEs in EEC from three dimensions: a personal one, in terms of motivation and performance; material, as financial resources; and non-material, in terms of attitudes, skills, and behaviors. For the emerging markets, the study is important for revealing the entrepreneurial competencies as tools for strategically planning with impact on the entrepreneurial climate. Implications for the strategic development of the firms will be discussed.

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Arnan, Precious, and Emmanuel Adugu. "Individual, Institutional, and Environmental Factors Promoting Patient Retention and Dropout." In Promoting Patient Engagement and Participation for Effective Healthcare Reform, 41–57. IGI Global, 2016. http://dx.doi.org/10.4018/978-1-4666-9992-2.ch003.

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The primary purpose of this chapter is to determine factors that shape client dropout and adherence to Cardiac Disease Prevention and Rehabilitation Programs. The sample consists of 68 individuals, including those currently in the program (adherents) and those who have dropped out (dropouts). Findings show that clients undergoing rehabilitation are much likely to drop out when they are in the critical zone. This is a point where institutional factors, individual factors and environmentally-related factors are not favorable to clients. The risk of clients dropping out can be drastically reduced through the provision of an enabling environment comprising a set of factors that foster adherence such as financial sponsorship, institutional support, high intrinsic motivation, improved illness perception. In that context, there is the need for program administrators to closely monitor at-risk clients, especially those whose social, economic and psychological profiles predict non-adherence.

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Arnan, Precious, and Emmanuel Adugu. "Individual, Institutional, and Environmental Factors Promoting Patient Retention and Dropout." In Research Anthology on Rehabilitation Practices and Therapy, 1590–606. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-3432-8.ch080.

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Boutkhil, Soumia. "Women Entrepreneurs in the Eastern Region of Morocco." In Eastern Perspectives on Women’s Roles and Advancement in Business, 114–38. IGI Global, 2022. http://dx.doi.org/10.4018/978-1-7998-8742-3.ch006.

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Despite the various reforms undertaken by the state, women entrepreneurship in Morocco barely constitutes 10% of all businesses in the country whereas the average in the rest of Africa is of 24%. Based on these figures, this chapter seeks to study the evolution and characteristics of female entrepreneurship in Morocco. It examines the motivation behind an entrepreneurial project as well as the environment around it and the struggle to adjust to a male-dominated ecosystem. By exploring a few examples from the eastern region of the country, the study shows that entrepreneurship in Morocco is mainly urban, non-innovative, and merely of a subsistent nature. Indeed, women entrepreneurs, mostly in socially conservative regions (as is the case of the region under study), show a great adaptability to their socio-economic context. While enhancing their leadership skills, autonomy, and self-confidence, the business models adopted by women entrepreneurs focus on their own well-being and that of their families and community. Therefore, the indicators of success are not the usual business and profit growth, but financial autonomy coupled with family responsibility and well-being.

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Conference papers on the topic "Non – financial motivation"

Wang, Xing-Yue. "Motivation, Economic Outcomes and Inspiration of qFinancializationq in Non-financial Listed Companies." In 2015 International Conference on Management Engineering and Management Innovation (icmemi-15). Paris, France: Atlantis Press, 2015. http://dx.doi.org/10.2991/icmemi-15.2015.8.

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Amalia, Veterina Rizki, Hanung Prasetya, and Bhisma Murti. "Factors Associated with Job Performance of Midwives at Community Health Centers in Mojokerto, East Java." In The 7th International Conference on Public Health 2020. Masters Program in Public Health, Universitas Sebelas Maret, 2020. http://dx.doi.org/10.26911/the7thicph.04.43.

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ABSTRACT Background: Midwives performance play an important role in reducing maternal and neonatal morbidity and mortality. The purpose of this study was to analyze factors associated with midwives performance in Mojokerto, East Jva, Indonesia. Subjects and Method: A cross sectional study was carried out in Mojokerto, East Java, Indonesia. A sample of 200 midwives who worked in community health centers was selected randomly. The dependent variable was works performance. The independent variables were age, tenure, employment status, perceived financial compensation, social support, workload, and motivation. The data were collected by a questionnaire and analyzed by a multiple logistic regression run on Stata 13. Results: Work performance in midwives increased with age ≥42 years (OR= 9.2; 95% CI= 1.91 to 44.72; p= 0.006), tenure ≥18 years (OR= 4.5; 95% CI= 1.04 to 19.46; p= 0.044), high perceived financial compensation (OR= 10.65; 95% CI= 2.23 to 50.97; p= 0.003), strong social support (OR= 12.53; 95% CI= 2.59 to 60.70; p= 0.002), low workload (OR= 10.88; 95% CI= 2.41 to 49.12; p= 0.002), and strong motivation (OR= 13.52; 95% CI= 2.64 to 69.21; p= 0.002). Work performance decreased with non civil servants (OR= 0.071; 95% CI= 0.01 to 0.55; p= 0.011). Conclusion: Work performance in midwives increases with age ≥42 years, tenure ≥18 years, high perceived financial compensation, strong social support, low workload, and strong motivation. Work performance decreases with non civil servants. Keywords: work performance, financial compensation, midwives Correspondence: Veterina Rizki Amalia. Masters Program in Public Health, Universitas Sebelas Maret. Jl. Ir. Sutami 36A, Surakarta 57126, Central Java. Email: veterinarizki1@gmail.com. Mobile: +6281359016501. DOI: https://doi.org/10.26911/the7thicph.04.43

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Kmecova, Iveta, and Michal Tlusty. "EVALUATION OF FINANCIAL AND NON-FINANCIAL MOTIVATIONAL FACTORS ACCORDING TO SELECTED CRITERIA." In 15th International Technology, Education and Development Conference. IATED, 2021. http://dx.doi.org/10.21125/inted.2021.1681.

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Japarova, Damira. "Motivation of Labor in the Health System." In International Conference on Eurasian Economies. Eurasian Economists Association, 2014. http://dx.doi.org/10.36880/c05.01050.

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With the increase of salaries of medical workers in Kyrgyzstan their income increased. But the desire to earn additional income from patients not disappeared. As practice shows, giving money to the hands of health care workers is widespread in health system of Kyrgyzstan. It is not only drops the image of doctors, but also causes serious damage to the family budget of citizens who are in a hospital bed, or at the reception of doctor's. The main reason for the existence of informal payments in health care is considered a relatively low level of wages. If in the real sector the financial stimulation carried out by the expense of encouraging profit in medicine only source of stimulation is wage fund. The stimulating part should be increased at the expense of main part of wages. İnasmuch as there is no profit in medicine as a source of encouragement it is used the funds received from paid services. The basis for motivation of labor in medicine is to avoid time-based wage system and to introduction of piecework forms in different versions. Criterion for evaluating health care workers is the health of the patient after treatment.

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Japarova, Damira, and Damira Baigonushova. "The Quality of Medical Services in Kyrgyzstan." In International Conference on Eurasian Economies. Eurasian Economists Association, 2016. http://dx.doi.org/10.36880/c07.01620.

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Human health determines the measure of socioeconomic development of the country. Inspiration of health workers’ work’s quality does not go beyond the salary. Doctors noted a lack of motivation to improve the quality of medical services. The reason for the low quality of treatment is the lack of modern technology and the deficiency of specialists. A significant part of the funds should be directed to financing of outpatient level instead of expensive hospital care. It is necessary to implement financing on disease prevention. The quality of polyclinics should be evaluated by considering the number of prescribed or treated patients, where the patient gives his vote using his personalized account.

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van Velzen, L. P. M. "Developments in Radiological Characterization and Remediation of Non-Nuclear Industrial Sites in the Netherlands." In ASME 2003 9th International Conference on Radioactive Waste Management and Environmental Remediation. ASMEDC, 2003. http://dx.doi.org/10.1115/icem2003-4821.

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In the Netherlands, like in other countries, many industries process ores that contain small amounts of natural radioactivity e.g. phosphate ore for the production of phosphate-acid and fertilizers. These non-nuclear industries have often started their activities many years ago, sometimes 50 to 60 years ago, and cases are known for even longer periods. In these periods no governmental regulations concerning naturally occurring radioactive materials (NORM) existed and it was generally accepted that remaining materials of the industrial process were used for road construction, site improvement, send to household waste belts etc. In the eighties of the last century one became aware that due to industrial processes enhanced concentrations of NORM (TENORM; Technical Enhanced NORM) could occur and employees could receive doses that had to be observed and regulated. Due to this regulations and R&D new processes were set-up and existing factories were closed and successfully decommissioned and dismantled. What remains is that at these sites, due to actions and disposals in the past, enhanced NORM material can still be present that now will fall under the new established regulations. The radiological characterization is a necessarily action for the official ending of the site license in the case that no activities remain that use NORM or produce TENORM. Radiological characterization is also recommended in the case that the property changes of ownership. The characterization gives the new owner the security that there are no spots left with NORM or TENORM above existing governmental limits. While the advantage for the former owner is that no financial funds have to be reserved for an eventual contamination of a non localized spot with NORM or TENORM that supersedes existing governmental limits. In The Netherlands experience has been gained with the radiological characterization, decommissioning and remediation of non-nuclear industrial sites. Used methods will be presented and especially the process of radiological characterization and the definitions of selection and action criteria including motivations.

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Galkina, Ekaterina. "Psychological barriers of the initial stage of professional activity of the self–employed." In Safety psychology and psychological safety: problems of interaction between theorists and practitioners. «Publishing company «World of science», LLC, 2020. http://dx.doi.org/10.15862/53mnnpk20-20.

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The problem of the study is that it is not sufficiently studied what psychological barriers people face at the initial stage of professional activity as self-employed. The aim of the study is to study the features of psychological barriers at the initial stage of professional activity of self-employed people. Research hypothesis: at the initial stage of professional activity as self-employed people face psychological barriers in the organizational and creative areas of entrepreneurial activity. The problem of psychological barriers was considered in their works by S. Rubinstein, N. Podymov, I. Pavlov, R. Shakurov and others. The article formulates particular definitions of the main concepts. Methodology: analysis of an individual case using interviews with processing in the framework of interpretive phenomenology. Respondent: female, 34 years old, self-employed as a psychologist for 1 year. Results: psychological barrier of accepting financial responsibility, barrier of adherence to a certain professional culture, barrier of competence in the profession. Certain psychological barriers can arise in connection with certain underlying medical conditions. The conclusions are that psychological barriers are a complex mental education, can be overcome in stages, and motivation of the subject is important for overcoming barriers.

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Birznieks, Janis, and Lasma Licite-Kurbe. "Analysis of the Introduction of Business Intelligence and Data Warehousing into Businesses in Latvia." In 22nd International Scientific Conference. “Economic Science for Rural Development 2021”. Latvia University of Life Sciences and Technologies. Faculty of Economics and Social Development, 2021. http://dx.doi.org/10.22616/esrd.2021.55.028.

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The market of global business intelligence technologies reached EUR 18.3 billion in 2017 and is expected to reach EUR 22.8 billion in the near future, as such technologies provide companies with a number of benefits: new information for business decision-making, real-time financial reporting and manual work automation. Nevertheless, many companies around the world do not achieve the desired results of applying business intelligence and data warehousing technologies. The research aims to develop scenarios for applying business intelligence and data warehousing tools in entrepreneurship in Latvia based on an examination of the tools. The research has found that the companies examined in the case study have introduced business intelligence along with data warehousing; however, there are differences in applying the business intelligence and the level of its advancement. Overall, a business intelligence system makes core and support operations and processes faster, as well as reduces costs and requires less human resources. However, problems were identified concerning a lack of motivation in employees to learn new technologies. The scenario analysis concluded that large companies should perform as many administrative and technological processes related to the mentioned technologies as possible themselves rather than outsource them, which allows them to save funds on the development of such technologies and improve the company’s data culture.

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Marciniak, Róbert, Péter Móricz, and Máté Baksa. "Investments in an intelligent and digital future." In The Challenges of Analyzing Social and Economic Processes in the 21st Century. Szeged: Szegedi Tudományegyetem Gazdaságtudományi Kar, 2020. http://dx.doi.org/10.14232/casep21c.3.

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Over the past few years, there has been an avalanche of new digital technologies in the business services sector, many of which proved to be disruptive. Business service centres (BSCs) even in innovative industries like information and communication technology (ICT) find it highly challenging to accommodate these changes. New technological solutions transform consumer needs, shape organizational processes, and alter the way employees cooperate in a computerized environment. These changes make it inevitable for companies to adjust their business models. In this paper, we present a case study of IT Services Hungary Ltd., a Hungarian based BSC in the ICT industry. We carried out semi-structured interviews with the CEO and four senior technology experts of the company to analyse digital transformation plans they initiated. We investigated and now reveal three projects through which they implemented cognitive automation, cloud computing, and advanced cybersecurity technologies. We also describe the general organizational, financial, employment, and motivational background of these projects at IT Services Hungary Ltd. With this paper, we aim to present transferable best practices and appealing management efforts to invest in an intelligent and digital future.

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Mirkouei, Amin, and Kamran Kardel. "Enhance Sustainability Benefits Through Scaling-Up Bioenergy Production From Terrestrial and Algae Feedstocks." In ASME 2017 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. American Society of Mechanical Engineers, 2017. http://dx.doi.org/10.1115/detc2017-67014.

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The techno-economic analysis outcomes of bioenergy production compared with traditional energy indicate that the existing production technologies are not promising, however environmental analyses demonstrate that bioenergy products support cross-cutting sustainability and strategic analysis efforts. Therefore, utilization of bio-products, such as bio-oil and biofuels, is expected to increase in the near future due to environmental pressures. The overarching goal is to balance the primary dimensions of sustainability using both distributed and centralized conversion technologies. To this end, this research proposes a conceptual decision making framework to examine biomass-derived energy production system infrastructures and process-level operations. This framework encompasses three phases (i.e., 5-ton study, 50-ton study, and 500-ton study), using techno-economic, financial risks, cross-cutting assessments to scale-up bioenergy production, foster technology commercialization, and enhance sustainability benefits. The motivation behind the proposed framework lies in inherent limitations of the existing bioenergy conversion technologies and production systems. As an application of this research, a sustainable bioenergy economy fueled by innovative conversion technologies is examined in the state of Georgia to produce (at least one billion gasoline gallon equivalent) hydrocarbon biofuels from underutilized feedstocks (e.g., terrestrial and algae). The outcomes can address national priorities: promote energy security and reduce dependence on imported oil, promote the use of diverse domestic and clean energy resources, establish advanced bioindustries and rural economies, and mitigate environmental impacts from fossil fuel production and consumption.

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Academic literature on the topic 'Non – financial motivation'

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Journal articles on the topic "Non – financial motivation"

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Books on the topic "Non – financial motivation"

Book chapters on the topic "Non – financial motivation"

Conference papers on the topic "Non – financial motivation"