Dissertations / Theses: 'Performance Reward System'

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Rybrink, Martin, and Maria Tunblad. "Employees'reactions due to a reward system : a study in a sale organisation." Thesis, Linköping University, Department of Management and Economics, 2003. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-1544.

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Background: Reward systems may be used in order to encourage different behaviors and to motivate employees in accordance with a company’s intended goals and results. To be able to design a reward system that leads to desirable performances, it is of great importance to be aware of the reactions that a reward system can emanate among employees.

Purpose Statement: The purpose is to analyze and explain the reactions of employees due to a reward system that has been designed and implemented by the management.

Research Method: We have carried out interviews with 2 middle-managers, 7 employees as well as the responsible of the reward system at Telia Kundtjänst AB in Norrköping.

Result: According to our study, reactions emanating from the implementation of a reward system appear as improvements as well as deterioration of performance. Further, our study indicates that the reactions can be explained by the injustice experienced among the employees, unclear goals and a deficient communication.

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Kabourková, Lucie. "Návrh systému odměňování zaměstnanců ve vybrané firmě." Master's thesis, Vysoká škola ekonomická v Praze, 2017. http://www.nusl.cz/ntk/nusl-360512.

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This thesis deals with proposed system of rewards in a specific company that will be used to increase employee motivation and subsequently their economical productivity. Multidisciplinary literary research from fields of productivity measurement, direction of human resources, psychology and positive economy, represents the theoretical level of this Thesis. Practical part then describes selected company, it introduces reader to specific department and explains jobs of employees, and later it proposes and discusses complex reward system. This particular system is designed based on literature and interviews with employees of individual departments. The Thesis analysis possibilities of salary division into fixed and variable parts, it deals with connection of variable parts to specific scales, outlines issues with bonuses as well as other non-financial motivations, such as teambuildings and promotions, that increase employee motivation.

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Isegren, Alva, and Lukas Hägglund. "Do we have a deal? : En kvalitativ studie om mäklarorganisationers belöningssystem." Thesis, Högskolan i Gävle, Företagsekonomi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-35821.

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Syfte: Syftet med denna studie är att skapa en förståelse för hur processen ser ut då organisationer rekonstruerar sina belöningssystem. Metod: Studien har utgått från en kvalitativ metod med en abduktiv ansats. Studien är baserad på fyra semistrukturerade intervjuer med franchisetagare för mäklarorganisationer i Gävle. Resultat & Slutsats: Med en utgångspunkt i det empiriska materialet och teorin som grund har en modell utformats för att besvara hur samspelet mellan ledning och medarbetare påverkar rekonstruktionen av mäklarorganisationers belöningssystem. Denna modell kan redogöra för hur ledningen gör avvägningar mellan organisationens mål och medarbetarnas åsikter för att nå målkongruens. Examensarbetets bidrag: Studien har bidragit med en förståelse för hur processen går till hos mäklarorganisationer gällande rekonstruktion av deras belöningssystem. Studien visar samspelet som finns mellan ledning och medarbetare och hur denna detta spelar en stor roll för rekonstruktionen. Studien skapar en förståelse för Principal-agentteorin och Kontingensteorins roll inom organisationer vid rekonstruktion av belöningssystem. Förslag till fortsatt forskning: På grund av att studien endast studerar en specifik bransch kan det med säkerhet inte svara på om resultatet hade varit detsamma om det applicerats inom en annan bransch. Förslag till vidare forskning är således att testa vår modell för att undersöka hur samspelet mellan ledning och medarbetare påverkar rekonstruktionen av organisationers belöningssystem inom andra branscher.
Aim: The aim with this study is to examine how the process looks like when organizations reconstruct their reward systems. Method: The study applies a qualitative research method with an abductive approach. The study is based on four semi-structured interviews with franchisees for real estate organizations in Gävle. Result & conclusions: Based on the empirical material and the theoretical background a model has been reconstructed to answer how the interplay between governance and coworkers affect the reconstruct of real estate organizations reward systems. With this model we can see how the governance makes trade-offs between the goals of the organizations and the coworkers’ opinions to achieve goal congruence. Contribution of the thesis: The study has contributed with an understanding for how the process works in real estate organizations regarding their reward system. The study shows the interplay between management and employees and how this dynamic plays a major role in the reconstruction. The study provides an understanding of the Principal Agent theory and Contingency Theory’s role within organizations when they reconstruct their reward systems. Suggestions for future research: Due to the fact that this study only examines one industry we cannot with certainty know if the results would be the same if applied in another environment. A suggestion for further research is thus to test our model to examine how the interplay between governance and coworkers affect the reconstruction of an organization's reward system within another industry.

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Lundahl, Julia, and Emil Thomasson. "Högpresterande med stor plånbok : En studie om finansiella belöningars påverkan på motivation och prestation." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-65405.

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In the following study you will be presented with the research that has been done to investigate how monetary rewards affect motivation and performance. The point of the research was to understand how monetary rewards affected employees motivation and performance. We chose to reach out to four companies within four different industries which all either have or have had monetary reward systems with either bonuses or commissions. To gather all the empirical data needed we chose semistructured interviews with a total of nine respondents. Four of the respondents have or have had monetary rewards and the other five respondents have or have had positions where they are able to affect or have insight in how the reward system works. The purpose of choosing the respondents we did was to get a broader understanding for how the monetary rewards affect employees within different industries so that we could find general conclusions that can be used within other branches and companies. The result of the research shows that monetary rewards increase the level of motivation on employees, but that it does not necessarily mean that it will have a big effect on the performance. We found that monetary rewards does affect performance in the way that it makes the employees extensively will do their best at work, but that the employees still would reach their goals at work without any monetary rewards. We also researched whether group or individually based rewards were more desired and why. Our conclusion was that most people prefer a mix of the two, but that individually based rewards was more preferred than group based.
I följande studie kommer du som läsare att få ta del av den forskning som genomförts för att undersöka finansiella belöningars påverkan på motivation och prestation. Syftet med studien var att kunna förstå hur finansiella belöningar i form av bonus och provision påverkar medarbetare. Vi valde att vända oss till fyra företag inom fyra olika branscher som alla har eller tidigare haft finansiell belöning i form av bonus eller provision. För insamling av empirisk data genomfördes nio semistrukturerade intervjuer. Fyra av respondenterna omfattas eller har omfattats av finansiell belöning och fem av respondenterna besitter positioner som har eller har haft en påverkan och insyn i hur de finansiella belöningssystemen fungerar. Syftet med det breda urvalet av respondenter var att kunna få en bredare uppfattning om hur finansiella belöningar påverkar medarbetare inom olika branscher och genom det kunna dra mer generella slutsater som kan användas även inom andra branscher och företag. Resultatet av studien visar på att finansiella belöningar är motiverande för medarbetare, men att det nödvändigtvis inte behöver ha en större påverkan på prestationen. Vi fann att finansiella belöningar ökar prestationer i den bemärkelsen att medarbetaren blir mer mån om att prestera sitt allra yttersta, men att medarbetarna även utan finansiella belöningar skulle genomföra sitt arbete och för att nå de mål som finns uppsatta. Vi undersökte också om grupp- eller individbaserad belöning föredras och varför. Slutsatsen blev att de flesta föredrar en blandning av grupp- och individbaserad belöning, men att medarbetarna föredrar individbaserad belöning före gruppbaserad.

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Nguyen, Thi Thu. "Transformational Leadership Style, Reward Systems, Management Accounting System Information and Managerial Performance: The Impact of Ownership Type in Vietnamese Enterprises." Thesis, Griffith University, 2014. http://hdl.handle.net/10072/366939.

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In a competitive business environment, managers’ need for broad scope management accounting system (MAS) information for decision making increases. This information is critical for facilitating managers to gain a better understanding of a competitive environment and to respond to uncertain situations. Such understanding, in turn, helps managers to make more effective decisions, thereby improving their performance. The extant literature suggests that several factors, such as organisational structure and external environment, may have an impact on managers’ use of broad scope MAS information (hereafter, the MAS information) and on their performance. However, the literature suggests that such an impact varies depending on contexts such as countries and cultures. In a transitional economy, as in Vietnam, studies investigating the impact of these factors on managers’ use of the MAS information and on their performance are rather scarce. Vietnam is in the process of transforming from a centrally planned economy to a market-oriented one characterised by a competitive business environment, organisations with multiple ownership types and a mix of leadership styles and reward systems. The relevant literature argues that the impact of different ownership types, leadership styles and reward systems in the transitional economy of Vietnam may differ from that found in a western country’s developed economy. However, an extensive literature review suggests that research on the impact of leadership style, reward system, and ownership type on managers’ use of the MAS information and their performance in Vietnam has yet to be conducted. The current study addresses this shortcoming.
Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
Griffith Business School
Griffith Business School
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Kule, Eliona, and Arzo Walizai. "Prestationsfokus : En kvalitativ studie om hur prestationsfokus kan förbättras genom bra ledarskap och rätt belöningssystem." Thesis, Karlstads universitet, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-74409.

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Radebe, Patrick Qena. "The impact of a performance management system on service delivery in the City of Johannesburg Metropolitan Municipality / Patrick Qena Radebe." Thesis, North-West University, 2013. http://hdl.handle.net/10394/10125.

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Performance management is a process through which employees‟ performance is evaluated in order to reward such performance that meets the required standards, and to develop employees who fail to attain the required expectations. The overall organisational performance hinges on the effectiveness with which a performance management system is developed and implemented. The current study focuses on the extent to which performance management is effectively developed and implemented at the City of Johannesburg Metropolitan Municipality and the correlation that this has with service delivery. To achieve this objective a number of research questions and objectives were posed and formulated in chapter one. The hypotheses for the study are: a well-designed performance management system with well thought out practices and procedures can improve the delivery of services in the City of Johannesburg; and a well-designed performance management system with well thought out practices and procedures cannot improve the delivery of services in the City of Johannesburg. In order to validate the hypotheses, the structured questionnaires on the performance management system and service delivery were compiled. A questionnaire for employees consisted of close-ended questionnaire statements and open-ended questions. Another questionnaire with only close-ended questionnaire statements was issued to residents to elicit responses on service delivery by the City of Johannesburg. Frequency analysis, which lends itself to correlation analysis, of employees‟ responses and residents‟ feedback was conducted. The correlation analysis between employees‟ responses to performance management system and residents‟ responses to service delivery was conducted using the Pearson Correlation. The findings of the study are: Growth and Development Strategy and the Integrated Development Plan (IDP) are not adhered to in the daily operations in the municipality. Managers and subordinates set objectives jointly but are, however, not participants in the evaluation of the municipality’s performance. The employees of the municipality are aware of the existence of the performance management system but it is applied only to more senior officials. Employees and managers are not involved in the evaluation of the municipality‟s performance. Training does not capacitate employees to work effectively with the Balanced Scorecard. The information technology architecture is not supportive of the implementation of the performance management system. Key performance areas were found to lack uniformity in the municipality and therefore created „silos‟ in the municipality. The key performance indicators are developed without the involvement of the communities, including employees, especially at the lower level of management. The critical success factors are understood by employees and are linked to major tasks and job responsibilities. Tax and rates accounts are issued in time. Tax and rates accounts are inaccurate. The municipality does not maintain street lights regularly. The municipality does not maintain sewage systems regularly. There is no relationship between the performance management system and service delivery. The recommendations for improving the performance management system were made and the researcher developed an appropriate model of performance that is oriented to effective service delivery.
Thesis (PhD (Public Management and Governance))--North-West University, Vaal Triangle Campus, 2013

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Sedumedi, Nolita Nancy. "Guidelines for implementation of a performance management system in a level 2 public hospital / Sedumedi N.N." Thesis, North-West University, 2012. http://hdl.handle.net/10394/7566.

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INTRODUCTION The intention of this study was to formulate guidelines for the implementation of Performance Management System (PMS) regarding line managers (LM) and employees (E) in a level 2 public hospital in the North–West Province. From a preliminary evaluation it was evident that the implementation of performance management as outlined in the NWPG policy No. 13, was not effective. The results of the research was to provide baseline data of the current policy implementation by the line managers and employees; an indication of the ability of the PMS to reach its goal of improved performance between line managers and employees in the long term; and the barriers to the policy implementation discovered over the course of the study. RESEARCH QUESTIONS Based on the statement of the problem, the following research questions were asked: * How is PMS implemented from the perspective of line managers in a level 2 public hospital? * How is PMS implemented from the perspective of employees in a level 2 public hospital? * What guidelines can be formulated for line managers and employees regarding PMS? AIM AND OBJECTIVES OF THE STUDY The principal aim of this study was to formulate guidelines for implementation of PMS by line managers and employees. The objectives below of the research which are derived from the principal aim were: * To describe the implementation of the PMS from the perspective of line managers in a level 2 public hospital. * To describe the implementation of the PMS from the perspective of employees in a level 2 public hospital. * To formulate guidelines for line managers and employees regarding PMS? RESEARCH DESIGN A quantitative, explorative, descriptive, and contextual design was used in this study to reach the overarching aim and respective objectives. RESEARCH METHOD The researcher firstly conducted a literature review to understand implementation of PMS and related constructs. Thereafter the researcher used two similar structured questionnaires for both LM and E to collect data. The questionnaires were developed to measure the perceptions of both LM and E in the implementation of PMS in a level 2 public hospital. The questionnaires were based on the six steps (performance planning, developing performance criteria, performance monitoring, performance review and assessment, annual performance assessment and performance assessment outcomes) of the current PMS policy used in a level 2 public hospital. The study is based on transformational leadership whereby the line managers (LM) as nurse leaders with transformational characteristics are assumed to be empowering the employees (E) and creating enthusiasm for nursing practice. Minor adaptations were made to the questionnaires prior to administration to the nursing personnel in a level 2 public hospital in North West Province. An all inclusive sample was taken, representative of a larger population and this amounted to twenty four line managers (n=24) and fifty five employees (n=55) that participated in the study. RESULTS There were problems identified from both the line managers (LM) and employees (E) in performance planning, developing performance criteria, and monitoring performance, organizing and the process of performance review and assessment and lastly the annual performance assessment. The main two main findings are: * The effect size of all the questions indicates a practically visible and thus significant difference with regard to LM and E perceptions of the implementation of PMS. * There is statistical evidence of improper implementation of PMS from both groups regarding some of the performance implementation items. Based on the empirical evidence and the problems identified from the results, guidelines for the implementation of PMS were formulated. It is suggested that these be used and implemented to streamline the PMS in level 2 public hospitals. Keywords: Key result areas (KRAs), Generic assessment factors (GAFs), reward, work plan, Performance Agreement (PA), Performance Management System (PMS).
Thesis (M.Cur.)--North-West University, Potchefstroom Campus, 2012.

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Hansson, Johanna, Dahl Emma Olsson, and Emelie Viberg. "Belöningssystem inom svenska modeföretag : Motivation, behov och prestation." Thesis, Högskolan i Borås, Akademin för textil, teknik och ekonomi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-26605.

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Arbetsförhållanden blev ett aktuellt ämne efter en nyhet kring det svenska modeföretaget NA-KD uppmärksammades i december 2020. Belöningssystem består bland annat av begreppen motivation och behov som kan uppnås genom att organisationer belönar sinaanställda med hjälp av belöningssystem och belöningar i form av exempelvis lön, förmåner och uppskattning. Den här uppsatsen grundar sig i att få en bättre förståelse på hur de anställda på svenska modeföretag upplever belöningssystem inom deras organisation idag och hur organisationer kan öka de anställdas prestationer med hjälp av belöningssystem. För att undersöka olika organisationers belöningssystem utifrån de anställdas synvinkelanalyseras begreppen behov och motivation med hjälp av en analysmodell uppbyggd på hur faktorerna kan leda till höjd prestation. Studien kommer bidra med en djupgående nyanserad bild av de anställdas upplevelser från åtta djupgående intervjuer med semistrukturerade utformningar. Slutsatsen som kan dras i studien är att de anställda på svenska modeföretag i dagsläget upplever brister i organisationens belöningssystem. Samtliga respondenter belyser behovet av ett mer utvecklat belöningssystem och tydligare riktlinjer kring belöningar inom organisationen. Studien visar att de anställda har olika individuella behov på arbetsplatsen och olika faktorer motiverar de anställda på arbetsplatsen. Belöningar delas ofta in i olika kategorier som Bratton and Gold (2012) presenterar som monetära, icke-monetära och psykosociala belöningar. Det är tydligt i det empiriska materialet att svenska modebranschen är en attraktivbransch vilket organisationerna utnyttjar då de är medvetna om hur eftertraktad arbetsplatsen är och jobbar mindre med monetära belöningar, utöver en grundlön. Istället fokuserar de mer på icke-monetära i form av förmåner som till exempel rabatt på organisationens produkter. Slutligen visar studiens resultat hur de anställda upplever de befintliga belöningssystem och belöningar inom deras organisation samt om uppfyllda individuella behov och motivation leder till höjd arbetsprestation.
This essay is in swedish. Working conditions became a current topic after news about the Swedish fashion company NA-KD received attention in December 2020. Reward systems includes motivation and needs that can be achieved by rewarding employees. The company can use an effective reward system and rewards such as salary, benefits and appreciation. This essay is based on gaining a better understanding into how employees in Swedish fashion companies experience reward systems within their organization today and how organizations can increase employees performance with the help of reward systems. To examine different organizations' reward systems from the point of view of employees, the concepts of need and motivation are analyzed with the help of an analysis model that is based on how the factors can lead to increased performance. The study will provide an in-depth, nuanced picture of employees experiences from eight in-depth interviews with a semi-structured design. The conclusion that can be drawn in the study is that the employees at Swedish fashion companies feel that today there are shortcomings in the organization's work with a reward system. All respondents highlight the need for a more developed reward system and clearer guidelines regarding rewards within the organization. The study shows that employees have different individual needs and that different factors motivate employees in the workplace. Rewards are often divided into different categories that Bratton and Gold (2012) present as monetary, non-monetary and psychosocial rewards. It is clear in the empirical material that the Swedish fashion industry is an attractive industry, which means that organizations take advantage of the fact that the workplace is popular by working less with monetary rewards, in addition to a basic salary. Instead, they focus more on non-monetary rewards in the form of benefits such as discounts on the organizations own products. Finally, the results of the study show how employees experience the existing reward systems and rewards within their organization and whether fulfilled individual needs and motivation lead to an increased work performance.

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Gustafsson, Anton, and Ann-Sofie Nguyen. "Monetära belöningssystem och dess effekter." Thesis, Högskolan Väst, Avd för företagsekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hv:diva-13967.

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Monetära belöningssystem är vanligt förekommande inom organisationer och implementeras vanligtvis för att öka motivationen hos medarbetare för att kunna påverka deras prestation, dock kan det finnas andra effekter som det inte tas någon hänsyn till. Syftet med studien är att skapa kunskap och en djupare förståelse om effekter av monetära belöningssystem i arbetslivet och hur monetära belöningssystem påverkar prestationen. Den teoretiska referensramen komponerades av tidigare studier på monetära belöningssystem och olika motivationsteorier, såsom Maslows behovshierarki och Vrooms förväntansteori. För att samla in data har semistrukturerade intervjuer utförts med åtta informanter. Valet av informanter gjordes med vissa kriterier där kriterierna var att informanten skulle arbeta vid en arbetsplats där de hade ett monetärt belöningssystem som antingen baserades på individen eller gruppen prestation eller både individen och gruppen prestation. Studiens resultat visar att uppfattningen av det monetära belöningssystemet påverkas främst av hur trygg personen känner sig ekonomiskt. Det visar att det finns positiva effekter i form av ökad motivation, men att det även finns negativa effekter i form av minskad motivation i vissa fall. Studien visar även att det monetära belöningssystemet i vissa fall även kan bidra till stress, oro, rädsla för att misslyckas och försämrad kvalité i arbetsuppgifter som inte innefattas av det monetära belöningssystemet. I vissa fall visar resultatet även att samarbetet och kommunikationen blir lidande vid användning av ett belöningssystem som är baserat på individens prestation, medan i andra fall så påverkas inte samarbetet och kommunikationen av belöningssystemet som är baserat på individens prestation. Vi har kommit fram till att monetära belöningssystem har både positiva och negativa effekter och påverkar prestationen båda positivt och negativt och att det främst beror på hur ekonomiskt trygg personen känner sig. Organisationer behöver ta hänsyn till detta vid implementeringen av ett monetärt belöningssystem så att belöningssystemet kongruerar med organisationens intresse.
Monetary reward systems are common in organisations and are usually implemented to increase motivation amongst the employed. The goal is to have an impact on the performance, but there may be other effects that are not considered. The purpose of the study is to create knowledge and a deeper understanding of the effects of monetary reward systems in the working life and how monetary reward systems affect the performance. The theoretical frame of reference was composed of previous studies on monetary reward systems and various motivational theories, such as Maslow's hierarchy of needs and Vroom's expectancy theory. In order to collect data, semi-structured interviews have been conducted with eight informants. The selection was based on a few criteria where the criteria were that the informant would work at a workplace where they had a monetary reward system that either was based on the individual or group performances or both the individual and the group performances. The study's results show that the perception of the monetary reward system is affected primarily by how financially secure the person feels. It shows that there are positive effects like increased motivation, but that there are also negative effects in terms of reduced motivation in some cases. The study also shows that in some cases the monetary reward system also contributes to stress, concern, fear of failure and a deterioration in the quality of tasks that are not included in the monetary reward system. In some cases, the result also shows that the cooperation and communication suffer when using a reward system that targets the individual's performance, while in other cases the cooperation and communication of the reward system that is based on the individual's performance is not affected. We have concluded that monetary reward systems have both positive and negative effects and affect both performances positively and negatively and that it depends primarily on how financially secure the person feels. Organizations need to take this into account when implementing a monetary reward system, so that the reward system correspond with the organisation's interest

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Lindström, Anna, and Johanna Svensson. "Top Management Compensation and Firm Performance : A matter of context?" Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-298209.

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During the past decades, CEO and board compensation has increased substantially. Top management compensation and firm performance has been an extensively researched subject, and a large amount of previous studies have examined the relation of top management pay and firm performance. However, the findings and discussions have been contradictory and inconsistent. The purpose of this thesis is to examine if there is a relationship between the top management variable compensation and firm performance. We aim to explore this subject in further depth by focusing on the Swedish context and by studying if contextual issues, in terms of different industries, have an impact on this relation. In order to examine this relation multiple regression analysis were performed. The empirical evidence displays that on a general level, incentive systems of the top management have no significant effect on firm performance. We also conclude that the relation of variable pay and performance is contingent on industry. We therefore argue that the context in which the firm operates has an impact on the investigated relation in this thesis. Furthermore, the Swedish context and the Swedish governance model can be considered as one of the main explanations of the attained result.

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Šimánková, Monika. "Vliv stimulačních systémů na náklady a výnosy podniku." Doctoral thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2012. http://www.nusl.cz/ntk/nusl-233750.

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Dissertation thesis deals with issue stimulation remuneration system for employees of workers profession. Empiric research is focused on situation in the field of remuneration for employees in custom engineering companies acting in the Czech Republic. The final facts from both research are the starting point for creating predictive model. The model offers two main possibilities how to reward workers. It allows settings for each specific company and shows the impact of both chosen system and its settings on financial economy of company.

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Ibrahim, Abdo, and David Kaya. "Effekter av belöningssystem och säljledare på försäljning av försäkringar – Försäljningsservice i Bergslagen AB." Thesis, Mälardalens högskola, Akademin för ekonomi, samhälle och teknik, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-28339.

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Sammanfattning - ”Effekter av belöningssystem och säljledare på försäljning av försäkringar – Försäljningsservice i Bergslagen AB” Datum: 28 Maj 2015 Nivå: Kandidatuppsats i företagsekonomi, 15 hp Institution: Akademin för Ekonomi, Samhälle och Teknik, EST, Mälardalens Högskola Författare: Abdo Ibrahim David Kaya 1 December 1990 18 Maj 1990 Handledare: Esbjörn Segelod Titel: Effekter av belöningssystem och säljledare på försäljning av försäkringar – Försäljningsservice i Bergslagen AB Nyckelord: Belöningssystem, motivation, belöningar, prestationsbaserad lön, fast lön, prestationer, säljcoach, lön och löneformer Problem: Försäljningsservice i Bergslagen är beroende av sina försäkringsförmedlare för att kunna upprätthålla företagets försäljningsvolymer. För att få de anställda att arbeta mot verksamhetens uppsatta mål är det viktigt att rekrytera rätt personal men även att behålla nyckel personer i företaget. Belöningssystemet är en viktig del för att säkerställa detta. Belöningssystem innefattar bland annat belöningar som används för att styra medarbetarna mot att uppnå företagets syfte. Som ett ytterligare steg använder sig Försäljningsservice i Bergslagen av löneformerna prestationsbaserad lön och fast lön. För att motivera de anställda till att arbeta mer effektivt och öka sin försäljning, som gynnar det egna intresset, används den prestationsinriktade lönen. Utifrån detta valde vi att undersöka effekterna ut av belöningssystemet på försäljningskvantiteten samt prestationen och arbetstillfredsställelsen men även säljledarens påverkan på medarbetarnas försäljningsprestation. Syfte: Syftet med denna uppsats är att studera hur försäkringsförmedlarnas försäljningsvolym, prestationer och arbetstillfredsställelse påverkas av Försäljningsservice i Bergslagens belöningssystem samt säljledare. Metod: En fallstudie har utförts med grund i informationsinsamling från personliga intervjuer samt enkäter. Intervjuerna gjordes med delägaren och försäljningschefen på Försäljningsservice i Bergslagen, Elin Gustin samt säljledaren på Försäljningsservice i Bergslagen, Linnea Héléne. Enkätundersökningen riktade sig mot samtliga medarbetare på Försäljningsservice i Bergslagen. Slutsats: De slutsatser vi kommit fram till är att den prestationsbaserade lönen påverkar medarbetarnas försäljning positivt på grund ut av att den ökar motivationen. Även belöningarna är motivationshöjande och leder till ökade arbetsprestationer. Säljledaren påverkar via sitt arbete direkt säljarnas prestationer.
Abstract –”Effects of the reward system and the sales leader in the sale of insurance – Försäljningsservice i Bergslagen AB” Date: 28 May 2015 Level: Bachelor thesis in Business Administration, 15 ECTS Institution: School of Business, Society and Engineering, Mälardalen University Authors: Abdo Ibrahim David Kaya 1st December 1990 18th May 1990 Tutor: Esbjörn Segelod Title: Effects of the reward system and the sales leader in the sale of insurance – Försäljningsservice i Bergslagen AB Keywords: Reward system, motivation, rewards, performance related salary, fixed salary, performance, sales coach, salary and forms of wages Problem formulation: Försäljningsservice i Bergslagen is dependent on their sales staff in order to maintain the company's sales volumes. To get employees to work towards the business goals it is important to recruit the right staff but also to retain key employees. The reward system is an important part in ensuring this. Reward system includes rewards that are used to control the employees to achieve the main purpose of the company. As a further step Försäljningsservice i Bergslagen uses forms of wages such as performance-based salary and fixed salary. To motivate employees to work more efficiently and increase their sales, which favors their own interests, they use performance-based salary. Based on this, we chose to examine the effects of the reward system on sales quantity, performance and job satisfaction, but also if the sales coach influence employee sales performances. Purpose: The purpose of this essay is to study how the insurance intermediaries’ sales volume, performance and job satisfaction are affected by Försäljningsservice i Bergslagens reward system as well as the sales coach. Method: A case study has been performed with basis in gathering information from personal interviews and a survey. Interviews were conducted with the co-owner and sales manager in Försäljningsservice I Bergslagen, Elin Gustin and sales coach in Försäljningsservice i Bergslagen, Linnea Héléne. The survey was handed to all employees in Försäljningsservice i Bergslagen. Conclusion: We came to the conclusions that the performance-based salary affect employee sales volumes positively because it increases motivation. The rewards are also motivating and leads to increased job performance. The sales coach also influence directly, through her work, the sales staff performances.

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Soufflet, Audrey Emilie. "Les politiques de rétribution globale au service de la performance des agents publics : une analyse par la théorie du contrat psychologique dans les collectivités territoriales françaises." Thesis, Aix-Marseille, 2013. http://www.theses.fr/2013AIXM1130.

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La fonction publique française a mis en place depuis plusieurs années des initiatives de rémunération des agents publics en fonction de leurs performances. Le bilan mitigé de ces initiatives invite à questionner à la fois les effets recherchés (critères de performance) mais également les processus et les outils d’estimation de cette performance (politiques, évaluation, outils, etc.). Le constat le plus prégnant transparaît dans l’absence d’impact motivationnel des rémunérations basées sur la performance. Dans ce contexte, notre recherche vise à étendre le concept de rémunération au concept de rétribution globale orienté vers la performance, et incluant des éléments de rétributions extrinsèque et intrinsèque. Nous mobilisons le cadre d’analyse du contrat psychologique pour appréhender les effets de la rétribution globale sur les attitudes des agents territoriaux, en appréhendant les attentes implicites et les perceptions de réalisation du contrat psychologique dans le cadre de la dyade managers-collaborateurs. Nos principaux résultats confirment l’impact faible de la rémunération extrinsèque sur la performance individuelle des agents capturée par leurs attitudes. Ils montrent, a contrario, l’importance de la rémunération intrinsèque en termes de motivation, d’implication et de satisfaction. Ainsi, la rétribution extrinsèque et la rétribution intrinsèque doivent faire l’objet d’une stratégie globale, pensée par l’organisation et ses décideurs, autour d’un panachage approprié de rétribution extrinsèque et de rétribution intrinsèque en fonction des caractéristiques de l’organisation territoriale considérée
The French public sector has implemented for several years some policies aiming to reward public employees regarding to their performance. The mixed results of these initiatives led to question the relevancy of the pursued objectives (performance criteria) as well as the relevancy of the process and of the tools used for evaluating employee performance (policies, evaluation, tools, and so on). One of the most important results is probably the absence of a motivational impact of a performance-based remuneration. In this regard, our research aims to extend the concept of performance-based remuneration to the concept of total reward, including extrinsic and intrinsic rewards. We select the “psychological contract” framework of analysis to understand the impact of a total reward, within French local organizations, on public employees’ attitudes. We especially collect employees’ implicit expectations and perceptions for understanding the realization of the “psychological contract” and its impacts on the dyad employee-manager. Our results confirm the limited impact of extrinsic rewards for enhancing employee performance, captured through their attitudes. They show, on the contrary, the importance of intrinsic rewards for employee attractiveness and loyalty. We conclude that extrinsic and intrinsic rewards should be carefully combined by managers within a global and planned rewarding strategy appropriate to each local organization’s characteristics

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Felber, Klas, and Anton Gustafsson. "Styrning och tjänstefiering : Hur ekonomisk styrning påverkas av tjänstefiering." Thesis, Linköpings universitet, Företagsekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-151078.

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Bakgrund: Allt fler företag kompletterar sitt produktutbud med tillhörande tjänster. Detta skapar utmaningar gällande ekonomistyrningen då tjänster och kvaliteten av den erbjudna tjänsten är svårare att kvantifiera och därmed mäta. Hur angriper företag detta problem och hur anpassar de sin ekonomistyrning för att hantera detta? Tidigare forskning har belyst problematik i området men mer forskning behövs då relativt lite har skrivits om tjänstefierade företags styrning. Syfte: Syftet med studien är att undersöka hur inkluderandet av tjänsteerbjudanden påverkar hur företag sätter mål, mäter prestationer, belönar samt motiverar deras anställda. Genomförande: Uppsatsen är en kvalitativ studie med en ansats som utgår från ett teoretiskt ramverk. För att samla in empiri genomförde vi intervjuer med fem stycken person från fem internationella företag, studien är därför en flerfallsstudie. Slutsats: Vid tjänstefiering är det främst målsättning och prestationsmätning som påverkas direkt. Belöningssystem och motivation påverkas indirekt via målsättning och prestationsmätning, men någon signifikant direkt ändring kunde inte påvisas. Tjänstefierade företag löser problematiken med kvantifiering genom att sätta öppna så kallade lärande- och processmål, istället för strikta prestationsmål.
Background: More and more companies are complementing their product range with related services. This creates challenges in management control, since the services and quality of the offered service are more difficult to quantify and thus measure. How do companies approach this issue and how do they adjust their management control to handle this? Earlier research has highlighted challenges in the area, but more research is required as relatively little has been written about the management of companies that complement their products with services. Aim: The purpose of the study is to find out how the inclusion of service offerings affects how companies set their employee goals, measure employee performance, motivate, and reward employees. Completion: The essay is a qualitative study with an onset from a theoretical framework. To collect empirical data, we conducted interviews with five people from five different international companies. This means that the study is a multi-case study. Conclusion: In the event of added service offering, it is primarily goal setting and performance measurement that are directly affected. Reward systems and motivation are indirectly affected through goal setting and performance measurement, but no significant direct change could be detected. Serviced companies solve the problem of quantification by setting so-called learning and process goals, rather than strict performance goals.

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Sholihin, Mahfud. "Antecedents and consequences of fairness in performance evaluation processes." Thesis, University of Bradford, 2009. http://hdl.handle.net/10454/4309.

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The objectives of this thesis are: (1) to investigate the antecedents and consequences of fairness of performance evaluation processes (procedural fairness) in the context of performance measurement, evaluation, and reward systems; and (2) to investigate the behavioural effects of reliance on multiple performance measures (RMPM) in evaluating subordinates' performance. In relation to the first objective, it examines whether managers' perceptions of procedural fairness are influenced by the form (financial or nonfinancial) of performance measures used to evaluate performance, and by goal-related variables such as participation in setting performance targets, the goal-attainment-reward link, and the specificity of goals to be achieved by managers. With regard to the consequences of procedural fairness, it examines the effects of procedural fairness on job satisfaction, performance, organisational commitment, and goal commitment, and also examines whether any such associations are direct or indirect. In relation to the second objective, it examines whether RMPM affects managerial performance or whether the effect is contingent on goal difficulty and goal specificity. To address these objectives, this thesis draws on organisational justice theory and goal theory and employs both quantitative and qualitative approaches. Quantitative data are collected using a questionnaire survey sent to managers in four organisations and qualitative data are gathered by means of interviews and focus group discussions within the organisations. The results indicate that procedural fairness is affected by participation in setting performance targets, the goal-attainment-reward link, and the specificity of goals to be achieved by managers, but not by the type of performance measure used to evaluate performance. With regard to the consequences of procedural fairness, the results indicate that: (1) the effects of procedural fairness on job satisfaction and performance are indirect and fully mediated by distributive fairness, trust, and organisational commitment; (2) the effect of procedural fairness on organisational commitment is partially mediated by distributive fairness and trust; and (3) the effect of procedural fairness on goal commitment is partially mediated by trust. Finally, the results indicate that the effect of RMPM on performance is contingent on goal specificity, but not on goal difficulty.

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Andersson, My, and Olivia Pettersson. ""När pengarna rullar in är man motiverad" : En fallstudie av hur prestationsbaserad lön upplevs av konsultchefer på ett bemanningsföretag." Thesis, Södertörns högskola, Sociologi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-31763.

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”När pengarna rullar in är man motiverad” är en kandidatuppsats i Sociologi skriven av Olivia Pettersson och My Andersson. Syftet med studien är att undersöka ett prestationsbaserat belöningssystem och dess effekter på arbetsmotivation samt upplevd arbetskvalité, detta genom att göra en fallstudie på ett bemanningsföretag i Stockholm. Undersökningen är kvalitativ och genomfördes med hjälp av tematiskt öppna intervjuer tillsammans med fem anställda hos det företag vi valt att här kalla LevereraMera. Tidigare forskning av Eriksson et al. (2002) samt av Schou (1991) visar att lönen är av betydelse för arbetsmotivationen, men att andra faktorer är av större betydelse samt att ingen faktor kan fungera isolerad från andra. Ingen av dessa studier väljer att inkludera fenomenet arbetskvalité samt är av kvantitativ karaktär, vilka är två motiv till denna studie. Den insamlade empirin analyseras med hjälp av studiens teoretiska ramverk, Herzbergs tvåfaktorteori och Skinners förstärkningsteori. Resultaten visar att det prestationsbaserade belöningssystemet som råder hos LevereraMera har en viss positiv effekt på medarbetarnas arbetsmotivation, men att den inte verkar isolerad från andra, också avgörande, faktorer. Det går inte att urskilja att belöningssystemet har en direkt negativ påverkan på medarbetarnas upplevda arbetskvalité. Något som dock framgår av studien är att upplevelsen av rättvisa samt viljan att samarbeta påverkas negativt av det rådande belöningssystemet, vilket kan leda till en indirekt negativ påverkan på företagets generella arbetskvalité.
"När pengarna rullar in är man motiverad" is a bachelorthesis in Sociology written by Olivia Pettersson and My Andersson. The purpose of the study is to investigate a performance-based reward system and its effects on motivation and perceived job quality, this by doing a case study of a staffing and recruitment company in Stockholm. The study is qualitative and was carried out with the help of thematically open interviews with five employees of a company we have chosen to call LevereraMera. Previous research by Eriksson et al. (2002) and by Schou (1991) show that the salary is of importance for work motivation, but that other factors are more important and that no factor can work in isolation from others. None of these studies choose to include the phenomenon of labor quality and they are of a quantitative nature, which are two motives for this study. The collected empirical data was analyzed using the theoretical framework, Herzberg’s two-factor theory and Skinner’s reinforcement theory. The results show that the performance-based reward system used at LevereraMera has some positive effect on employee motivation, but it does not function isolated from other, also decisive, factors. It is not possible to discern that the reward system has a direct negative impact on employees' perceived job quality, what is however clear from the study is that the perception of fairness and willingness to cooperate is adversely affected by the current reward system, which can lead to an indirect negative impact on the company's general labor quality.

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Hanna, Victoria. "Investigating the impact of performance measures on task related behaviour." Thesis, Loughborough University, 1998. https://dspace.lboro.ac.uk/2134/28125.

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This thesis investigates the relationship between performance measures and people in manufacturing organisations. Existing research on performance measurement has concentrated on the strategic importance of measures and the nature of measurement itself. There is little focus on the impact of these measures on people's behaviour, this work has closed this gap by forming a theoretical view of the organisational variables that influence behaviour. The reference model, developed from motivation theories, identifies the critical organisational variables and illustrates how they interact. The variables of primary interest are performance measures, organisational goals and rewards systems, although the importance all of the variables is acknowledged.

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Cheung-Birtch, Flora F. T. "Organizational effectiveness : designing and implementing effective reward & performance systems." Thesis, University of Cambridge, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.421656.

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Mtazu, Pauline Sibusisiwe. "Evaluating remuneration and reward systems at lobels bread, Zimbabwe." Thesis, Nelson Mandela Metropolitan University, 2009. http://hdl.handle.net/10948/1136.

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To gain workforce support and commitment, organisations should offer remuneration and rewards that are internally and externally equitable, as inequity in remuneration is the source of employee discontent and turnover. To succeed, organisations have to communicate the total value of rewards allocated to employees. Communication is the foundation of reward management and organisational success. Communication helps employees to understand that the rewards they receive are worth having. Remuneration and rewards communicate the value that organisations place on their employees. To deliver the proper messages, remuneration objectives and strategies should be aligned with the overall business strategy of the organisation. Alignment enables organisations to deliver the right type of rewards to the right people, at the right time, and for the right reasons. The only way the organisation can deliver the correct reward and remuneration, is to implement a total reward system together with a total pay system. Effective total pay system covers base pay, skills and competency pay, variable performance pay, recognition, and benefits. Total reward system cover investment in people, development and training, performance management, and career management. To motivate and retain employees, and to improve organisation’s profitability, a right mix of total pay and total rewards should be made available to employees as employees’ needs differ. With this information, an empirical study was developed and conducted at Lobels Bread in Zimbabwe. The results of this survey indicated that Lobels Bread uses traditional base pay system and benefits as a way of motivating and retaining its employees. This pay system seems to be insufficient to motivate and retain employees. To motivate and retain employees, the company should implement a total reward system, which includes total pay system, investment in people, career enhancement, open communications, involvement, and performance management.

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Lundström, Erika, and Alice Viklund. "Belöningssystem– hjälpande eller stjälpande? : En fallstudie om karriärreformen förstelärare på en gymnasieskola i Gävle." Thesis, Högskolan i Gävle, Avdelningen för ekonomi, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-18951.

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SAMMANFATTNING Titel: Belöningssystem - hjälpande eller stjälpande? En fallstudie om karriärreformen förstelärare på en gymnasieskola i Gävle. Nivå: C-uppsats i ämnet företagsekonomi Författare: Alice Viklund & Erika Lundström Handledare: Monika Wallmon & Lars Ekstrand Datum: 2015 – januari Syfte: Syftet med studien är att med avseende på prestation och motivation skapa förståelse för hur de anställda upplever implementeringen av performance management i form av monetära incitament. Metod: Syftet med uppsatsen var att skapa förståelse för det rådande belöningssystemet och studien har utförts genom en kvalitativ metod. Data har samlats in genom semistrukturerade intervjuer med tio lärare på en gymnasieskola i Gävle. Därefter har vi genom tematisk analys presenterat materialet och resultaten i en slutsats. Resultat & slutsats: Slutsatsen vi kom fram till i vår studie var att karriärsreformen på kort sikt har skapat en något försämrad kollegial atmosfär och en känsla av orättvisa. Detta tror vi är mycket på grund av att belöningssystemet fortfarande är i en initieringsfas och att dessa reaktioner kommer att avta. Förslag till fortsatt forskning: Med anledning till att systemets första treårsperiod inte har löpt ut ännu, tror vi att en longitudinell studie skulle kunna vara mycket bidragande till forskningen. Eftersom vår studie enbart berört lärarnas upplevelser av belöningssystemet förstelärare, hade det därför varit intressant att undersöka skolledningens- eller det politiska perspektivet på fenomenet. Vi anser även att en kvantitativ undersökning hade kunnat vara bidragande till fortsatt forskning. Uppsatsens bidrag: Denna studie visar att performance management via monetära incitament kan förbättra prestation och motivation hos individer, såvida de är självbestämmande i sitt arbete. Vi kan även se en koppling mellan tillfredsställelse, både ekonomisk och icke-ekonomisk, och införandet av det monetära belöningssystemet. Nyckelord: prestation, performance management, belöningssystem, motivation, belöning, tillfredsställelse.
ABSTRACT Title: Reward systems - helping or hindering? A case study about the career reform first teacher at a high school in Gävle. Level: Final assignment for Bachelor Degree in Business Administration Author: Alice Viklund & Erika Lundström Supervisor: Monika Wallmon & Lars Ekstrand Date: 2015 – January Aim: The purpose of the study is that in terms of performance and motivation create an understanding of how employees perceive the implementation of performance management in the form of monetary incentives. Method: The aim of this thesis was to create an understanding of the current reward system, and the study was conducted by a qualitative method. Data has been collected through semi-structured interviews with ten teachers at a high school in Gävle. By using a thematic analysis we then presented the material and results in a conclusion. Result & Conclusions: The conclusion we reached in our study was that the career reform in the short term has created a slightly impaired collegial atmosphere and a sense of injustice. We believe that the reason for that is because the reward system is still in an initial phase and that these reactions will subside. Suggestions for future research: Due to the fact that the system's first three-year period has not yet expired, we believe that a longitudinal study could be very instrumental to future research. Since our study also focused solely on teachers' perceptions of the reward system first teachers, it would have been interesting to examine the school boards - or the political perspective of the phenomenon. Furthermore, we believe that a quantitative survey could be contributing to further research. Contribution of the thesis: This study shows that performance management through monetary incentives can improve performance and motivation of individuals, provided they are self-determination in their work. We can also see a link between satisfaction, both economic and non-economic, and the introduction of the monetary reward system Key words: performance, performance management, reward systems, motivation, reward, satisfaction.

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Kgantlapane, Pelonomi Sally. "An analysis of the performance management system : the case of a metropolitan municipality / P.S. Kgantlapane." Thesis, North-West University, 2009. http://hdl.handle.net/10394/4793.

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Performance management at all levels of employees within the Ekurhuleni Metropolitan Municipality (EMM) is a key challenge, currently only applicable to senior managers. The employer was proactive in introducing the Ekurhuleni Excellence Awards to the gap that is created by the legislation, but the effort seems not to be working as employees do not understand the criteria that are used for nominations. The empirical study entailed 54 respondents who completed the questionnaire, in five different departments which are Finance, Human Resources, Information Technology, Legal and Administration. In this study, the Performance Management System (PMS) of the EMM was analysed, and the biggest challenge being faced by the EMM is the inability of the EMM to address staff retention (at 57%) and succession when employees leave the EMM (at 62%). The two challenges identified by the study are most crucial for the success of the PMS. The PMS of municipalities is legislated by different Acts, and in order to address service delivery challenges, the Acts need to be reviewed to include all levels of employees. National and Provincial Government have implemented the PMS so that municipalities, as another sphere of Government, will improve service delivery as well as employee motivation. The EMM senior managers, together with the Human Resources department, should craft a strategy or action for the future in order to successfully cascade the PMS to other levels of employees. The EMM Performance Management Policy that is currently operational is in line with the Municipal Regulation no. R805, so the Policy complies fully with the legislation.
Thesis (M.B.A.)--North-West University, Vaal Triangle Campus, 2010.

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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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Lifson, Farrel. "Specification and Verification of Systems Using Model Checking and Markov Reward Models." Thesis, University of Cape Town, 2004. http://pubs.cs.uct.ac.za/archive/00000134/.

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The importance of service level management has come to the fore in recent years as computing power becomes more and more of a commodity. In order to present a consistently high quality of service systems must be rigorously analysed, even before implementation, and monitored to ensure these goals can be achieved. The tools and algorithms found in performability analysis offer a potentially ideal method to formally specify and analyse performance and reliability models. This thesis examines Markov reward models, a formalism based on continuous time Markov chains, and it's usage in the generation and analysis of service levels. The particular solution technique we employ in this thesis is model checking, using Continuous Reward Logic as a means to specify requirement and constraints on the model. We survey the current tools available allowing model checking to be performed on Markov reward models. Specifically we extended the Erlangen-Twente Markov Chain Checker to be able to solve Markov reward models by taking advantage of the Duality theorem of Continuous Stochastic Reward Logic, of which Continuous Reward Logic is a sub-logic. We are also concerned with the specification techniques available for Markov reward models, which have in the past merely been extensions to the available specification techniques for continuous time Markov chains. We implement a production rule system using Ruby, a high level language, and show the advantages gained by using it's native interpreter and language features in order to cut down on implementation time and code size. The limitations inherent in Markov reward models are discussed and we focus on the issue of zero reward states. Previous algorithms used to remove zero reward states, while preserving the numerical properties of the model, could potentially alter it's logical properties. We propose algorithms based on analysing the continuous reward logic requirement beforehand to determine whether a zero reward state can be removed safely as well as an approach based on substitution of zero reward states. We also investigate limitations on multiple reward structures and the ability to solve for both time and reward. Finally we perform a case study on a Beowulf parallel computing cluster using Markov reward models and the ETMCC tool, demonstrating their usefulness in the implementation of performability analysis and the determination of the service levels that can be offered by the cluster to it's users.

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Kull, Ida, and Alva Svensson. "Incitament i revisionsbyråer : Hur incitamentstyrning kan användas för att stärka det professionella och kommersiella perspektivet." Thesis, Linnéuniversitetet, Institutionen för ekonomistyrning och logistik (ELO), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-89091.

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Inledning: Revisionsbranschen kan ses som en del av en profession med en tanke om att bidra till samhällsmässigt intresse genom att objektivt och oberoende förmedla ekonomisk information. En profession är beroende av kompetent och kvalificerad personal för att kunna upprätthålla god revisionskvalitet. För att utföra deras jobb ges stort utrymme för att själva bestämma över tillvägagångssättet för arbetet. Å andra sidan kan revisionsföretagens intressen ses som kommersiella med en tanke om att alla företag är vinstdrivna och styr för att uppnå affärsmässiga mål. Dessa två perspektiv kan ses som motstridiga och står i konflikt till varandra, men som båda måste tas hänsyn till och är viktiga för byråns överlevnad. Syfte: Syftet med studien är att få en förståelse för hur revisionsbyråer använder incitament för att hantera problematiken kring kommersialism och professionalism. Metod: En kvalitativ studie har genomförts på tre företag i revisionsbranschen. Empirin har samlats in genom semistrukturerade intervjuer. Slutsats: Studien visar att företagen fungerar som en hybrid och styr för både kommersialism och professionalism beroende på den givna situationen, genom både finansiella och icke-finansiella incitament. Vi kan även se att företagens starka socialiseringsprocess bidrar till ett community för att säkerställa att kommersialism och subjektiva intressen inte kan ta över.
Introduction: The auditing industry can be seen as part of a profession with the idea of contributing to societal interest by objectively and independently conveying financial information. A profession is dependent on competent and qualified employees in order to maintain good audit quality. In order to do their job, there is room for themselves to decide on the approach to the work. On the other hand, the interests of the audit firms can be seen as commercial, with the idea that all companies are profit-driven and govern to achieve business goals. These two perspectives can be seen as contrasts and in conflict with each other, but both must be taken into account and are important for the agency's survival. Purpose: The purpose of the study is to gain an understanding of how audit firms use incentives to handle the problems of commercialism and professionalism. Method: A qualitative study has been conducted on three companies in the auditing profession. The empirical data has been collected through semi structured interviews. Conclusions: The study shows that the companies work as a hybrid and control both commercialism and professionalism depending on the given situation, through both financial and non-financial incentives. We can also see that the companies' strong socialization process contributes to a society to ensure that commercialism and subjective interests cannot take over.

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Roberts, M. Koy. "Performance Measurement, Feedback, and Reward Processes in Research and Development Work Teams: Effects on Perceptions of Performance." Thesis, University of North Texas, 2000. https://digital.library.unt.edu/ark:/67531/metadc2701/.

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Organizations have had difficulty managing the performance of their knowledge work teams. Many of these troubles have been linked to antiquated or inadequate performance management systems along with a scarcity of empirical research on this important human resource initiative. These problems are magnified when managing the performance of research and development teams because greater ambiguity and uncertainty exists in these environments, while projects are unique and continually evolving. In addition, performance management in R&D has only recently been accepted as important while individuals in these settings are often resistant to teams. This study represented the first step in the process of understanding relationships between performance management practices and perceptions of performance in R&D work teams. Participants were 132 R&D team leaders representing 20 organizations that agreed to complete a survey via the Internet. The survey instrument was designed to examine the relationships between performance measurement, feedback, and reward processes utilized by teams in relation to measures of customer satisfaction, psychological and team effectiveness, and resource utilization and development. The most important level of performance measurement occurred at the business unit level followed next by the individual level while team level measurement was unrelated to team performance. A simple measurement system with three to seven performance measures focused on objective results, outcomes, and customer satisfaction appeared ideal. Team participation in the performance management process, most notably the process of setting performance measures, goals, and objectives was also important. The use of multiple raters, frequent performance appraisals, and frequent feedback were identified as meaningful. Specific types of rewards were unrelated to performance although some evidence suggested that business unit rewards were superior to team and individual rewards. It was speculated that R&D teams function more like working groups rather than real teams. The focus in R&D seems to be on business unit projects, products, or designs where the aggregate of individual and team contributions determine larger project outcomes.

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Taljaard, Jacob Johannes. "Improving job performance by using non-monetary reward systems to motivate low-skilled workers in the automotive component industry." Thesis, Port Elizabeth Technikon, 2002. http://hdl.handle.net/10948/131.

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Automotive component manufacturing companies where the labour is low skilled and the processes are labour intensive, are being challenged on a more regular basis to find methods to satisfy needs to motivate employees to improve performance. Automotive companies are becoming more under pressure to motivate employees through non-monetary rewards, due to collective bargaining which has made pay for performance very inflexible. It is because of this fact that employers have to assess non-monetary reward methods to motivate employees to improve performance. To be motivators, rewards must be aligned with the needs of people and the things that they value. If these rewards are aligned with employees needs, this could lead to increase in employee motivation, which will in turn lead to improvement in performance, and therefore lead to companies becoming more competitive. This research paper aims to assess what would be the motivators when establishing a non-monetary reward system. To this end the various motivational theories are presented which clearly identifies what needs people have and how they can be satisfied to change behaviour and therefore improve performance. Secondly, reward systems are discussed with various types of rewards being considered and more specifically non-monetary rewards. Applied research was undertaken to determine non-monetary rewards that will motivate low-skilled employees to improve performance. A survey, with the aid of a structured questionnaire, was used to gain information from 60 employees. The research was conducted in three companies that manufacture components for the auto industry. The majority of the respondents indicated that: 1. basic needs must be satisfied with monetary rewards; 2. non-monetary rewards, if linked to higher hierarchical needs, will then motivate employees; 3. non-monetary rewards should preferably be of a physical nature such as certificates, caps and t-shirts; 4. satisfaction of these higher level needs motivate employees and improve their performance; 5. employees prefer feedback and recognition as a non-monetary reward on a regular basis, and 6. the needs of employees should be identified through a survey to establish which rewards will satisfy these needs.

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Jansson, Andreas, and Ebba Lind. "Chasing the Greater Good : A Qualitative study in how Sustainability is steered and implemented through Control Systems." Thesis, Karlstads universitet, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-66426.

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Today's society is a vulnerable society. Climate change and social injustices are genuine threats to how the lives of future generations are going to be, and humans are the cause of these problems. Sustainable development needs to be achieved if we want future generations to have a good and dignified existence. Companies have a significant impact on society, and therefore play an essential role in how successful we are in achieving sustainable development. Past research has found that control systems, especially reward systems, can be important to implement sustainability in companies. Therefore, the purpose of this study is to get a deeper understanding of how organizations implement and steer sustainability by including it in their control systems, and particularly, how reward systems are used in the context of sustainability. By studying past research and theories regarding sustainable development, management control, performance measurements and reward systems, we have gained knowledge and an understanding of how these areas are connected. To achieve the purpose of this study, a qualitative study was done in which we conducted eleven semi-structured interviews with managers and sustainability experts from six different companies. Based on the empirical findings of the study, we were able to make several conclusions. First, sustainability is integrated into already existing control systems, which often interact and are related to each other, and we found that there is a balance between social and environmental dimensions. Companies choose to focus on sustainability issues were they have the most negative impact, and they include sustainability mostly in their cybernetic and administrative controls, for instance through performance measurements (KPIs) and policy documents. Also, several companies incorporate sustainability into their reward systems, such as rewards for safety parameters and reducing CO² emissions. What kind of rewards that are given for sustainability performance differ, some companies give monetary rewards while other give non-monetary. Non-monetary rewards are in the findings presented as most valuable for sustainability. We can also conclude that there are challenges with rewarding sustainability, but many respondents have overcome them and use reward systems as a way of implementing sustainability. Those who do not reward sustainability today can imagine doing so in the near future.

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Rogan, Lisa. "How can the Principal-Agent Theoretical Framework be used to attain a better understanding of Performance Management in Primary Care?" Thesis, University of Manchester, 2013. https://www.research.manchester.ac.uk/portal/en/theses/how-can-the-principalagent-theoretical-framework-be-used-to-attain-a-better-understanding-of-performance-management-in-primary-care(7ed405e5-f139-4940-baa0-2e27ef91a336).html.

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Principal-Agent Theory has been used by researchers to understand relationships among different professional groups and explain contractual arrangements and performance management between organisations. Use of principal-agent theory in research within primary care is limited. This study uses the principal-agent theoretical framework to attain a better understanding of performance management in primary care. The relationship between managers and primary care clinicians is explored. The study uses the main theoretical assumptions of information asymmetry and goal alignment to explain the findings. Case study methodology was used to explore the research question. Purposive sampling techniques using the following datasets were used to select participants: practice size; percentage South Asian population; levels of deprivation; and relative performance on selected national productivity performance indicators. Managers were selected based on their corporate responsibility for organisational performance or role in performance management within the organisation. Twenty six formal recorded interviews were carried out with various directors, managers and clinicians across NHS East Lancashire and NHS North West. Interviews were transcribed and organised using NVIVO 8 software and analysed using matrix analysis techniques. There is confusion between performance measurement and performance management. The terms are often used interchangeably. The NHS tends to focus on things that are easy to measure at the risk of omitting important aspects of care that are more difficult to capture. Soft performance intelligence such as: training, multidisciplinary teamwork, communication and shared vision are just as important as tangible metrics. Three primary care performance management systems emerged from the findings: The Quality and Outcomes Framework (QOF), the Practice Development Framework (PDF) and the Better Care Better Value (BCBV) Productivity Performance Framework. Performance indicators do not always reflect quality outcomes. This can lead to poorer outcomes for patients especially if dependent on incentives. The study addresses the research question through analysis of the following themes: Understanding performance management; Use of performance management systems; and Barriers to performance management in primary care. A common understanding of performance management is required across all stakeholders. Clear, strategic direction and consistent interpretation of organisational objectives at all levels is essential to achieve goal alignment. Soft intelligence and qualitative measures need to be considered as well as tangible metrics. Clinical engagement and ownership are key factors to achieving goal alignment. Trust between principal and agent affects the degree to which information asymmetry is overcome. Appropriate use of incentives, good communication and strategies to overcome the problem of information asymmetry and address ‘professional superiority’ improves goal alignment. Achieving the right balance between accountability and clinical autonomy is important to ensure governance and financial balance without stifling innovation. Goal alignment depends on quality and accuracy of information and robust targets to avoid misunderstanding and misinterpretation of information and inadvertent use of incentives. Principal-agent theory suggests goal alignment is achieved by applying the underlying assumptions of the theoretical framework. In complex systems like the English NHS, it is likely that only partial goal alignment will be achieved. The degree of achievement depends on the number and level of alignment of individual factors.

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Wohlgemuthová, Julie. "Návrh systému hodnocení zaměstnanců ve firmě GEOtest, a.s." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2011. http://www.nusl.cz/ntk/nusl-222825.

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This Master’s thesis deals with the process of employee evaluation in the company GEOtest, a.s. In the first part of the thesis are defined all the necessary theoretical findings needed to formulate proposals for the society. Practical part includes particular information about the company GEOtest, a.s. and the analysis of the current state of evaluation. Furthermore, the new concept of the system of evaluation in accordance with the corporate needs is presented, including the link up of the system and recommendation for its implementation.

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Oliveira, Bruno Alfredo da Silva. "Desenvolvimento de competências, avaliação do desempenho e sistemas de recompensa: estudo comparativo entre o município de Abrantes e a Mairie de Parthenay." Master's thesis, Universidade de Évora, 2010. http://hdl.handle.net/10174/15368.

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Os sistemas de avaliação do desempenho permitem medir os contributos individuais e colectivos na prossecução dos objectivos organizacionais. Mas antes de avaliar o desempenho dos colaboradores, é necessário desenvolver as suas competências. Para tal, deve ser realizado um adequado levantamento das necessidades de formação de forma a aplicar as correspondentes acções de formação, portanto, desenvolver o capital humano. Depois de avaliados os colaboradores, torna-se necessário diferenciar os desempenhos, reconhecendo os méritos ou deméritos através de adequados sistemas de recompensa, assim como medir o impacto deste desempenho nas respectivas carreiras profissionais. Assim, é objectivo deste trabalho proceder a uma análise comparativa de dois modelos de GRH (baseados em diplomas legais que diferem de país para país) em Instituições Públicas (administração local) de Portugal e França, nomeadamente no que respeita ao desenvolvimento de competências, avaliação do desempenho e sistemas de recompensa, entre a Câmara Municipal de Abrantes e a Mairie de Parthenay; ABSTRACT:The performance appraisal systems allow measure the individual and collective contributions in furthering the strategic objectives of organizations. But before making the assessment of performance of employees, it is necessary to develop their skills. This should be done with a proper survey of training needs in order to apply the relevant training, in other words, developing human capital. After evaluating the performance of employees, it is necessary to differentiate their performance, recognizing the merits or demerits, through appropriate reward systems, and measure the performance impact it has on their careers. Given this, this paper aims to carry out a comparative analysis of two HRM models (based on legal acts which differ from country to country) in Public Institutions (local government) from Portugal and France, particularly with regard to skills development, performance evaluation and reward systems, between the Municipality of Abrantes and Mairie de Parthenay.

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Ekström, Jessica, and Sandra Neudinger. "Belöningssystems komplexitet : sett ur ett svenskt ledningsperspektiv." Thesis, Södertörns högskola, Institutionen för samhällsvetenskaper, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-24673.

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Syfte: Syftet med denna uppsats är att ur ett ledningsperspektiv undersöka vilka belöningssystem småsom gare nämnde nämnde prestation. hur vi kommer in på just ett belöningssystem som främjar. lvis kopplingen emellan prestation företag använder och jämföra detta med företagens tillväxt och de anställdas prestation. Metod: Metoden använder en tvärsnittsdesign med induktiv karaktär. Primärdata består av kvalitativa intervjuer som kombineras med en kvantitativ enkätundersökning ur ett företagsledarperspektiv. Urvalet baseras på företagens storlek, år de grundades samt bransch. TeoriUppsatsskribenterna avser att använda agentteorin, Hertzbergs tvåfaktorteori, teorier kring belöningssystem och motivationsteorier som uppsatsen teoretisk ramverk. Resultat: Resultatet visar att fast lön och prestationsbelöningar är mest använt. De anställdas prestation har en avgörande roll för hur företaget presterar. Rörlig lön i form av provision och bonus är det som anses motivera de anställda mest till att prestera och företag med hög tillväxt föredrar prestationsbelöning. Analys: Belöningssystem måste vara kopplat till företagens målsättningar för att främja ett företags prestation. Eftersom detta innebär att anställda då styrs att arbeta mot företagsmålet. Slutsatser: En kombination av rörlig lön och fast lön verkar flest företagsledare att föredra när det gäller att främja ett företags prestation. Detta förutsatt att de är tydligt kopplade till företagets mål. Företagsledare har olika belöningssystem för olika anställda inom företaget.
Purpose: From a managerial perspective examine which reward systems small Swedish businesses are using and compare it to the companies growth and the employers work performance. Methodology: The method used a cross-sectional design with an inductive standpoint. Primary data is conducted with qualitative interviews combined with a structured survey study from the managers’ point of view. The selection is based on the companies’ number of employees, year of startup and type of business. Theory: The authors used theoretical models such as Agent theory, Herzberg two-factor theory, Reward system theory and motivation theories. Results: The result shows that salaried and pay-for-performance systems are used the most. The employees’ achievements determine how well the company is going to preform. Pay-for-performance in the matter of commission and bonus is what motivates the employees most to perform and high performance companies prefers pay-for-performance. Analysis: The reward system must correlate with the companies’ goals in order to control that the employee works in the same direction as the company. Conclusion: A combination of pay-for-performance and salaried wage seems to be most preferred by managers, to the extent that the rewards are explicitly correlated to the companies’ goals. Managers use different reward systems for varies employees within the companies.

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Tang, Ziyuan. "Motiver les salariés chinois à mettre en oeuvre le KAIZEN tourné vers l'individu : recherche-intervention dans une entreprise praticienne du LEAN management." Thesis, Lyon, 2019. http://www.theses.fr/2019LYSE3026.

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Fondé sur les principes du Toyota Production System (TPS), le LEAN management, est généralement perçu par les managers d’entreprises industrielles comme l’une des approches managériales les plus pertinentes pour perfectionner la performance économique de l’entreprise. Aujourd’hui, trente ans après le décollage industriel chinois, l’impératif de la performance économique conduit les usines à appliquer le LEAN de manière intensive. Toutefois, la mise en œuvre du KAIZEN tourné vers l’individu, démarche fondamentale permettant de garantir la durabilité de la performance, est souvent ignorée par les managers chinois. Parallèlement, les caractéristiques et les besoins de la deuxième génération d’ouvriers n’ont pas été suffisamment pris en compte. Tout se passe comme si les modèles organisationnels taylorisés qui convenaient, il y a dix ans, à une population rurale soucieuse de s’intégrer dans la production industrielle étaient toujours de mise, alors que dans ce nouveau contexte, ils ne sont plus adaptés aux salariés actuels en Chine. Notre recherche propose d’étudier les pratiques de GRH qui sont propices pour développer la motivation des salariés chinois à mettre en œuvre le KAIZEN tourné vers l’individu. Ce travail de recherche s’inscrit dans le cadre de la recherche-intervention socio-économique d’ordre qualimétrique et est effectué au sein d’une entreprise chinoise praticienne du LEAN management. Les résultats de notre recherche permettent d’expliquer les causes organisationnelles et sociales qui anéantissent la motivation des salariés chinois. Ils révèlent aussi le rôle de l’engagement de l’entreprise à attribuer des récompenses personnalisées et de la négociation entre le salarié et son supérieur sur les améliorations à effectuer en réponse à la récompense attendue, dans la stimulation de la motivation des salariés chinois à mettre en œuvre le KAIZEN tourné vers l’individu
Lean manufacturing, which is derived from the Toyota Production System, is usually perceived by managers of industrial companies as one of the most relevant management approach to improve the Company’s economic performance. Today, thirty years after China industrial takeoff, the imperative of economic performance is leading Chinese factories to apply LEAN intensively. Nevertheless, Chinese managers often ignore the implementation of individual KAIZEN, which is a fundamental approach to ensure the sustainability of the performance. At the same time, these managers underestimate the characteristics and needs of the second generation of Chinese employees. In the past, the Taylorist models may have been appropriate to a rural population who was eager to integrate into the industrial production system. But in the new context, these models are no longer suitable for the current generation of employees in China. Our research puts forward the study of HR practices that are conducive to developing the motivation of Chinese employees to implement individual KAIZEN. Our research is consistent with SEAM (Socio-Economic Approach to Management) intervention-research and is carried out within a Chinese Lean company. The results of our research help to explain the organizational and social issues that annihilate the motivation of Chinese employees. They also highlight that the company’s commitment to award personalized rewards and the negotiation between the employee and his superior on the improvement to be made in response to the expected reward are conducive to stimulate the motivation of Chinese employees to implement individual KAIZEN

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Steenhuisen, Maria Jacoba. "The knowledge continuum as an enabler for growth and sustainability in the South African basic education system / Mariè Steenhuisen." Thesis, North-West University, 2012. http://hdl.handle.net/10394/9207.

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The poor state and failure of the basic education system in South Africa gave rise to this research. The wave of knowledge loss experienced in the last two decades is expected to carry on and will continue to deplete the basic education system’s knowledge base, severely affecting the already poor quality of education as well as the future economic growth and sustainability in South Africa. The main research objective was to establish whether future growth and sustainability in the basic education system in South Africa is achievable; which factors it is influenced by; and how knowledge continuity could impact on future growth and sustainability. A multidisciplinary approach focusing on organisational performance, knowledge management, individual and organisational behaviour and organisational development was followed. The nature of growth and sustainability and knowledge continuity in organisations was explored by following a contextualisation theory-building process. The main objective of the empirical research study was to determine by means of quantitative research the degree to which the influencing factors would enhance or impede growth and sustainability in an organisation. A quantitative survey method was followed. A questionnaire was developed and the survey was performed in 6 primary and secondary schools of the basic education system in South Africa. The questionnaire was found to be reliable with a Cronbach’s alpha of .8060. In the descriptive factor analysis process, principal component factor analysis was conducted, which described the five constructs that would influence growth and sustainability. These constructs’ dimensions produced significant intercorrelations which indicate that the dimensions are for the most part intercorrelated with each other in contributing to growth and sustainability. The multiple regression analysis indicated that knowledge loss would have an exceptionally strong impact on knowledge; and that knowledge, information and performance would significantly predict growth and sustainability. Organisations should change the focus for growth from physical assets to the development of intellectual capital, and knowledge continuity should form part of an organisations’ business strategy and mission. Knowledge continuity will only be successful if a culture conducive of trust and knowledge sharing and transfer exist, and are supported by effective and appropriate human resource practices and incentives. A structural equation model development strategy produced a knowledge continuity model aimed at enabling future growth and sustainability, based on the constructs confirmed in the factor analysis. The model indicated that there is a direct causal relationship between knowledge, information and performance with growth and sustainability. The regression analysis showed that most of the intercorrelations are significant, thus confirming the theory. The newly developed questionnaire and structural equation model should enable organisations to measure the degree to which the enhancing individual and organisational behavioural factors of growth and sustainability are in place and provide the measurement outcomes that would identify the factors that need to be focused on to improve and enable future growth and sustainability in an organisation.
Thesis (MBA)--North-West University, Potchefstroom Campus, 2013.

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Wang, Hsin-Hsiung, and 王信雄. "The Relationships among Reward System,Human Capital and Firm Performance." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/10385772730299344850.

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碩士
淡江大學
會計學系碩士在職專班
102
With the advent of knowledge economy, the conception of employees has been changed from personnel cost to a company’s asset. Whether the enterprises can strengthen the abilities of their human resources through “ incentive system” and enhance their business performance is the main purpose of this study. This study is based on the information of Taiwan’s semi-conductor listed companies from 2003 to 2012 discussing the relation among the incentive system, human capital and business performance. Furthermore, it uses cash bonus, stock bonus and stock option as the proxy variable of incentive system and it also uses productivity, employee’s value added and the averaged salaries of the industries as the proxy variable of personnel cost. The study evaluates the business performance by Tobing’s Q as well. This study suggests that in the incentive systems, both cash bonus and stock bonus have significant influence on business performance and its impact can still remain prominent even 1 year later. Besides, human capital also have an important and expanded effect on the business performance. As for the influence of incentive system on the human capital, the study shows that incentive system only has significant impact on employee’s value added and the averaged salaries of the industries but in general its impact on the productivity is not significant. Finally, according to the study, stock option has no significant influence on both business performance and human capital.

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ZHENG, YI-MIAO, and 鄭褘苗. "The Ability and The Reward System on Expatriates' Work Performance." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/33033656575733083460.

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碩士
銘傳大學
國際企業學系碩士班
105
The purpose of this study is to investigate the ability and the reward system on expatriates’ work performance as well as the moderating role of supporting from supervisors. We use SPSS software to explore the relationship between the ability of expatriates and the salary incentive system and work performance. In this study, using questionnaire for correcting data, the collecting period from January to May for a total of four months, the objects are the workers who has been expatriate from Taiwan to the Mainland China. A total of 200 questionnaires were distributed, and 60 questionnaires were recovered, with a recovery rate of 30%. The empirical results indicated that (1) the ability of expatriates have significant influence on the work performance; (2) good reward system has a significant influence on the work performance; (3) the supervisor's support will strengthen the relationship between expatriate ability and work performance; (4) administrative support the relationship between strengthening incentive system and work performance.

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Hsieh, Hsin-Yin, and 謝欣穎. "Performance Influenced by Work Stress, Personality Traits and Reward System." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/20310355182830243172.

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碩士
淡江大學
會計學系碩士在職專班
98
Employee work performance is extremely important to corporate managers. Whether if employees’ work performance will be affected by difference in personality traits or reward system under work pressure is an issue merits further studying. The study probes into the relationship among "work pressure," "personality trait," "reward system," and "work performance"; taking into account the three most frequent source of work pressure for accounting personnel including introduction of ERP system, direct adoption of IFRS and organizational changes, analyzing whether is the accounting personnel be affected with the dependent variable "work performance" due to different "personality trait" and "reward system" under pressure. The study adopts questionnaire survey to conduct empirical study. The study result shows that the accounting personnel of case company will affect work performance due to different personality trait and reward system under the work pressure produced by changes in environment. This result can be used as reference in human resource management for the case company.

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38

Hotz, Gabi Jenna. "The impact of a total reward system on work engagement." Thesis, 2015. http://hdl.handle.net/10210/13714.

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M.Com. (Industrial Psychology)
Work engagement is defined as “a positive, fulfilling, work related state of mind that is characterized by vigour, dedication, and absorption” (Schaufeli & Bakker, 2010; Schaufeli, Salanova, González-Romá, & Bakker, 2002, p. 74). It is therefore critical for organisations to pay careful attention to the effect that total rewards have on engagement to ensure the highest level of work engagement within the organisation. Previous studies have shown that very little research has been conducted in the South African context to examine total reward strategies and how these programmes specifically relate to work engagement. The overall purpose of this study is to determine the relationship between total rewards and work engagement and to further determine which reward category predicts work engagement. The model proposed by Nienaber (2010) includes all the core dimensions under rewards and was therefore used for this study. Total rewards for the purpose of this study include: Base Pay, Performance, Career Management, Contingency Pay, Quality Work Environment, Benefits and Work-Home Integration. The Utrecht Work Engagement Scale (UWES) and The Rewards Preferences Questionnaire were administered to a random sample (N = 318) of South African employees in various different divisions and positions within several organisations. The results indicated that Total Rewards explained 14% of the variance within Work Engagement. Furthermore, only Performance and Career Management, and Work- Home Integration were significant predictors of Work Engagement. In relation to the gender and age as moderating variables, it was found that these two constructs did not act as moderators between total rewards and work engagement.

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39

Teng, Hsiao-Chun, and 鄧孝純. "A Study of Performance Appraisal and Reward System in Insurance Industry." Thesis, 2000. http://ndltd.ncl.edu.tw/handle/65949923777267721448.

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碩士
國立臺灣科技大學
管理研究所企業管理學程
88
People attach importance to insurance by degrees, speed up the accomplishment of insurance company. In order to understand the performance appraisal and reward system in insurance industry, the thesis visit five insurance companies to confer the performance appraisal and reward system. There are three purposes in this thesis: First, confer the relationship between individual performance and individual reward, and between group performance and group reward. Second, understand the design of performance and reward system in officer and in field personnel. Third, confer the difference in the system between insurance companies. There are three suggestions in this thesis: First, “the reward of increasing members” causes some administrative problems. Thus, it should set some standards in novices’ performance to avoid these questions and manage members effectively. Second, the accomplishment standards in all areas of insurance companies are the same, and ignore the difference between these areas. No matter the standards are too strict or too lenient, it would not reach the purpose of motivation. Therefore, the design of accomplishment standards should think of the difference between all areas. Final, employees do not participate in the process of performance appraisal in most of insurance companies. But employee participation will increase the commitment and satisfaction of organization. So, insurance companies can design the function of participation in performance appraisal.

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40

LIANG, TSE-CHENG, and 梁澤正. "The Impact of Reward System on Job Performance of Bank Employees." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/94t497.

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碩士
世新大學
資訊管理學研究所(含碩專班)
107
In recent years, with the popular trend of investment and money management, the perception among people has changed. Back in the days when deposit interest rate was higher in the bank, people are more willingly to deposit money instead of investing. On the contrary, nowadays bank has drop the interest rate for years while the investments on product and channel have diversified, attracting people’s attention over investment and money management. The research purpose was aimed at the effect of the domestic banks reward system on employee work performance, which is hoping that by applied the reward system would increase employee personal performance and therefore elevate bank’s profit, creating a win-win on both sides. By conducting questionnaire survey to open a discussion. The research applied SPSS software to conduct statistical analysis and the result has shown significant differences in leadership style, reward system and work performance over research subjects’ different background variables; leadership style, reward system and work performance have a significant correlation; and also, leadership style and reward system have a significant effect on work performance.

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41

王家蓁. "The Relationship among Employee Training, Reward System and Job Performance in Bancassurance." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/45573480537498641118.

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碩士
逢甲大學
金融碩士在職專班
103
As the interest rate spreads reduces and the competition among banks become fierce, the development of wealth management receives more and more attention. To increase bank profits, Taiwan’s banking industry cooperates with insurance companies to launch various insurance products in the hope of winning consumers so as to improve banks’ operating profits. The competition in the bank insurance industry is so fierce that the employees face more job challenges than before. Therefore, employee training can deepen their commitment to selling insurance, encourage morale and even raise the sales rate by improving the clerks’ job performance. Meanwhile, banks also hope to motivate their employees to reach given performance targets through a proper reward system. This research mainly aims at discussing the relevance between functional training, reward system and job performance of employees of the bancassurance. It carries out a questionnaire survey to employees of Bank K and issues 300 questionnaires, with 273 valid ones returned. The results of this research find: I. In the current situation, the employee training, the reward system and job performance of bancassurance are all at a medium-high degree. II. Background variables, such as gender, educational background, length of service and marital status, can affect the employees’ job performance. III. The employee training in bancassurance has some significantly positive effects on job performance. IV. The reward system in bancassurance has some significantly positive effects on job performance. Keywords: Bancassurance; Employee Training; Reward System; Job Performance

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42

Su, Ching-Wen, and 蘇靖雯. "Based reward system on work performance and job satisfaction of the impact." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/2vsqhd.

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碩士
長榮大學
高階管理碩士在職專班(EMBA)
96
In a business organization, job satisfaction is a decisive factor for employees to achieve their greatest effectiveness, and thus an enterprise needs to take seriously the proper application of motivation theory. It is arguable that a sound reward system may enable the business not only to survive, but also to grow continuously and increase competitiveness. Hence, one of the major concerns for a firm is how to make its employees perform well with a reward mechanism has become. The primary purpose of this study was to explore how a sound reward system based on motivation theory may lead to greater job satisfaction among employees and result in optimal job performance. The findings of this study are: 1. In terms of the relationship between motivation theory and employees’ job satisfaction, those who have better understanding of fairness, manageability, expectations and communication enjoy higher job satisfaction. 2. In terms of the relationship between job performance and employees’ job satisfaction, the decisive factors are profit sharing, enterprise image and employee’s value, whereby employees’ job satisfaction has a positive influence on job performance. 3. As an intervening variable between a reward system and job performance, employees’ job satisfaction has a specific influence on job performance. 4. A sound reward system can be established with regard to motivation theory, employees’ job satisfaction and job performance. After a literature review on motivation theory, reward systems, employees’ job satisfaction and job performance, four incentives—promotion, commendation, employment education and training, and work rotation—are discussed to determine the influence of motivation theory on employees’ job performance. It is found that these incentives, when well used, are able to raise job satisfaction and can be analyzed quantitatively to establish the relationship between employees’ job satisfaction and job performance, creating an objective and accurate model for the formulation of business strategies. In short, a sound reward system based on the relationship between motivation theory, job satisfaction and performance will ensure that a business can continue to profit in a sustainable way.

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43

Kealesitse, Botshabelo. "The impact of performance-based reward system (PBRS) on customers' perceived service outcomes." 2009. http://eprints.vu.edu.au/15500.

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44

SUN, YU-TSE, and 孫有澤. "The Impact of Leadership Styles, Reward System and Employee Creativity on Business Performance." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/48652036932666587282.

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碩士
華梵大學
工業工程與經營資訊學系碩士班
105
Rapid changes in the global economy, enterprises into sustainable business plan, however, Taiwanese companies account for the majority of small and medium enterprises, , managers and employees play very important roles to face the competition in the market. For the leadership styles can be divided into many types. The study will focus on rhe relationships of leadership styles, reward systems, employees’ creativity and the performance of small and medium enterprises. Whether the leadership styles and reward systems affect employees’ creativity and enterprise performance will be discussed. Where by the opportunity to assist enterprise for quality planning in the application, improve or maintain enterprise performance. Therefore, the purposes of this study would be the followings. First, discuss the impact of moral leadership on employees’ creativity. Second, explore the impact of change-oriented leadership on employees’ creativity. Third, examine the relationship between reward systems and employees’ creativity. Fourth, discover the influence of creative employees on enterprises performance. Fifth, find out the impact of moral leadership, transformational leaderships, reward systems on corporate performance. This study uses small and medium enterprises in Taiwan as a sampling object, to facilitate a sampling survey. A total of 200 questionnaires was sent out and 154 were collected. The results of the research were as follows: Reward systems were positively related to employees’ creativity. Also, employees’ creativity was positively related to enterprise performance. Moral leadership positively impacted on the performance of the enterprise. And transformational leadership also positively influenced on enterprise performance. Finally, reward systems positively influenced on enterprise’ performance.

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45

Lin, Mei-Hui, and 林美惠. "Performance Evaluation and Reward System Design-A Case Study of S-Agriculatural Enterprise." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/hpwwe6.

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碩士
國立雲林科技大學
會計系
107
An important asset for an enterprise to sustain its operations is its employees. How to effectively use human resources to create value to achieve the goal of business operation is a very important issue. In addition to investing in talent training for employees in education training, how the enterprise encourages employees to actively use their talents and use teamwork to achieve organizational goals is the topic this paper explores. In order to make the individual's interests and organizational goals more consistent, this paper adopts a case-study method.Taking S-agricultural enterprise as an example, this paper collects data through semi-structured questionnaires, coordinates the current situation with the internal job function documents, identifies the root cause of the problem, and assists the enterprises to redesign the structure of performance evaluation and reward system design. Hoping that in the process of the second generation taking over the case company, the company can establish and improve the management system to effectively motivate the work efficiency of employees, so that their personal work goals can be aligned with the company's organizational goals and it can achieve the company's sustainable business objectives.

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46

Kealesitse, Botshabelo. "The impact of performance-based reward system (PBRS) on customers' perceived service outcomes." Thesis, 2009. https://vuir.vu.edu.au/15500/.

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This research examined the impact of PBRS on public sector service quality in Botswana by exploring whether different levels of customer oriented PBRS schemes impact customers’ perceptions of service quality. Six government departments were examined, three categorised as having high levels of customer focus in their PBRS plans and three as having low levels of customer focus in their PBRS plans. Marketing research generally suggests that customer orientation should improve organisational performance and bring about high levels of customer satisfaction in both private (Narver & Slater, 1990) and public sector organisations (Cheng et al., 2004). Thus, it would be anticipated that customers should potentially be more satisfied if departments’ reward schemes were more customer focused. In that regard, it was expected that government departments having high customer oriented PBRS would perform better (i.e. have more satisfied consumers) than departments with low levels of customer focused PBRS programs.

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47

HAN, CHEN HAI, and 陳海漢. "The impact of military reward system and motivation system on volunteer job performance─Army artillery as example." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/v6779w.

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碩士
美和科技大學
企業管理系經營管理碩士班
104
ABSTRACT Due to the evolution to National Defensive policies regarding military service system,promoting recruitment system has been the main act for enhancing military strength,utilizing human resources and lowering social cost. However, the rapid change of population structure in Taiwan rendering the low birth rate has made recruitment more difficult. Therefore, it is worth discussing the impact of rewarding, pay rate and motivation on job performance. This research focuses on the impact of rewarding system and motivation on job performance. The object for this research is active duty artillery soldiers, NCOs and officers. The purpose of this research is to provide references of management and policy making for enhancing job performance by methods of questionnaires and literature analysis. We handed out 283 questionnaires while received 213effective feedback. By the implementation of regression analysis and path analysis, we have the results as follow: 1.Rewarding does not have positive impact on duty performance. 2.Rewarding promotes motivation 3.Motivation has positive impact on duty performance 4.Motivation plays an intermediary between rewarding and duty performance. Based on the results, we propose conclusions and research advices for future discussion.

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48

LIOU, HSIN-HON, and 劉信宏. "A research on relationship between reward system and job performance of air force soldiers." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/q74fwg.

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碩士
實踐大學
企業管理學系碩士在職專班
105
The purpose of this research is to understand the current status of the reward system and job performance of the air force soldiers, and then analyze and discuss the difference of different personal background variables on the reward system and job performance, and the correlation between the reward system and job performance, and finally discusses the prediction status of the reward system towards the job performance. This research adopts questionnaire sampling, and 500pcs of formal questionnaires were issued, so that 325pcs were valid. Besides, this research carries out information analysis on the collected material through descriptive statistics, one-way analysis of variance, Pearson product-moment correlation, multiple stepwise regression analysis, etc. From the information analysis on this research, the following conclusion can be achieved: 1.The air force soldier’s perspective on the whole reward system and job performance is above the average level. 2.The reward system perceives by the air force soldier with different background variables has remarkable difference on rank, age, education background, and annual salary. 3.The job performance perceives by the air force soldier with different background variables has remarkable difference on gender, age, education background, and annual salary. 4.Each perspective of the reward system and job performance of the air force soldiers presents positive correlation, and reaches the level of obvious difference. 5.The correlation between the reward system and job performance is remarkable, and each dimension of the reward system has medium degree of predictive power towards the job performance. Finally, according to the research process and conclusion, it puts forward specific suggestions as the reference for the air force cadres and the nationalist forces related units, and future researchers.

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49

Lin, Pei-Chun, and 林姵君. "A study of Reward System, Job Satisfaction and Organizational Performance in High Tech Industry." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/69586480306422421636.

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碩士
國立高雄應用科技大學
國際企業系
99
High technology industry plays a key role to raise the economic growth in Taiwan. In 2008, the new regulation of the employee bonus sharing has been issued as the reward of high technology industry. Due to a change of employee bonus sharing rule, this research aims to discover the impact of new regulation on employee satisfaction and organization performance, and thus the benefits of the firm. The purpose of this research is to explore the relationship of the regulation of reward, job satisfaction, and organization performance. This study uses the performance of organization as an dependent variable. Regulation of reward and job satisfaction is as independent variables. Regulation of reward can be divided into two aspects: financial and non-financial. Financial regulation emphasizes the compensation of bonus, allowance and salary. Non-financial regulation tends to encourage employee using job promotion, improving the environment of working place, rule of vocation, and employee education. This study explores the impact of reward regulation and job satisfaction on organizational performance in Taiwan’s high technology industry. By surveying staffs within the industry, this study finds that the financial and non-financial reward regulations have a positively significant influence on both job satisfaction and organizational performance. The results show that both the financial and non-financial rewards can improve overall performance of the high technology industry.

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50

LI, YI-TING, and 李伊婷. "The Relationship Study among Performance Reward System, Job Performance and Organizational Citizenship Behavior: The Mediation of Job Engagement." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/pt344k.

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碩士
大葉大學
國際企業管理學系碩士班
107
In the era of knowledge-based economy, “talents”, that is to say qualified personnel and people with special skills, are the key to business competitiveness. The entrepreneurial environment is increasingly competitive. In order to improve organizational performance and create higher value, many companies have chosen a performance reward system to closely link performance with employee rewards, hoping to rapidly improve performance. Therefore, how to design a suitable incentive mechanism to make employees work towards the organization’s goals is an important research topic. The purpose of the present thesis is to focus on whether rewards can produce significant incentive effects, and thus improve the performance of individual employees and organizational citizenship behavior (OCB). Furthermore, the present study uses job engagement as an intervening variable to explore whether there is a significant mediating effect on the performance reward system, on job performance, as well as on organizational citizenship behavior (OCB). As for the subjects of the present study, questionnaires were distributed to Taiwan’s general corporate employees. The questionnaires were mainly distributed online through the author’s network of interpersonal relationships. A total of 211 valid questionnaires were collected, then regression analysis, correlation analysis, and differential analysis were used to verify the research hypothesis. The results of the study show that (1) the performance reward system has a significant impact on job performance; (2) the performance reward system has a significant impact on organizational citizenship behavior (OCB); (3) job engagement has a mediating effect between performance reward system and the job performance; and (4) job engagement has a mediating effect on the performance reward system and organizational citizenship behavior (OCB). Key Words: Performance Reward System, Job Performance, Organizational Citizenship Behavior, Job Engagement

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Dissertations / Theses on the topic 'Performance Reward System'

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