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Journal articles on the topic 'Reward and Recognition strategies'

Author: Grafiati

Published: 4 June 2021

Last updated: 2 February 2022

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1

Cacioppe, Ron. "Using team – individual reward and recognition strategies to drive organizational success." Leadership & Organization Development Journal 20, no. 6 (1999): 322–31. http://dx.doi.org/10.1108/01437739910292634.

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Upadhyay, Jitendra Prasad, and Pitri Raj Adhikari. "Reward Management Strategies and Employee Satisfaction in the Colleges of Kathmandu Valley." Indian Journal of Management and Language 1, no. 2 (2021): 53–56. http://dx.doi.org/10.35940/ijml.b2007.101221.

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Background: Educational institutions set up a reward management system with the hope that it makes the employees perform their activities to the satisfaction of all concerned stakeholders. However, there are many contradictions and complaints about the performance of employees in colleges, compelling the undertaking the studies.Objectives:This study aims to examine the impact of reward management strategies on employee satisfaction in colleges of Kathmandu valley.Methods: This paper uses a questionnaire survey method of 300 respondentsof different 30 colleges/campuses of Kathmandu valleyand de

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Cohen, Michael S., Larry Y. Cheng, Ken A. Paller, and Paul J. Reber. "Separate Memory-Enhancing Effects of Reward and Strategic Encoding." Journal of Cognitive Neuroscience 31, no. 11 (2019): 1658–73. http://dx.doi.org/10.1162/jocn_a_01438.

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Memory encoding for important information can be enhanced both by reward anticipation and by intentional strategies. These effects are hypothesized to depend on distinct neural mechanisms, yet prior work has provided only limited evidence for their separability. We aimed to determine whether reward-driven and strategic mechanisms for prioritizing important information are separable, even if they may also interact. We examined the joint operation of both mechanisms using fMRI measures of brain activity. Participants learned abstract visual images in a value-directed recognition paradigm. On eac

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Andrews, Kate S., and Tijani Mohammed. "Strategies for Reducing Employee Turnover in Small- and Medium-Sized Enterprises." WIJAR Volume 4 Issue 1 4, no. 1 (2020): 57–71. http://dx.doi.org/10.47670/wuwijar202041katm.

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Employee turnover leads to increased operational costs and workloads and affects sales performance. Reducing employee turnover is essential for managers of small and medium sized enterprises to minimize costs and increase sales performance. Grounded in the job embeddedness theory, the purpose of this qualitative multiple case study was to explore strategies the managers of small and medium sized enterprises use to reduce employee turnover that negatively affects sales performance. Data were collected using semistructured, face-to-face interviews, and a review of organizational documents. The p

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Sun, Chuxiong, Rui Wang, Qian Li, and Xiaohui Hu. "Reward Space Noise for Exploration in Deep Reinforcement Learning." International Journal of Pattern Recognition and Artificial Intelligence 35, no. 10 (2021): 2152013. http://dx.doi.org/10.1142/s0218001421520133.

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A fundamental challenge for reinforcement learning (RL) is how to achieve efficient exploration in initially unknown environments. Most state-of-the-art RL algorithms leverage action space noise to drive exploration. The classical strategies are computationally efficient and straightforward to implement. However, these methods may fail to perform effectively in complex environments. To address this issue, we propose a novel strategy named reward space noise (RSN) for farsighted and consistent exploration in RL. By introducing the stochasticity from reward space, we are able to change agent’s u

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Broad, K. D., J. P. Curley, and E. B. Keverne. "Mother–infant bonding and the evolution of mammalian social relationships." Philosophical Transactions of the Royal Society B: Biological Sciences 361, no. 1476 (2006): 2199–214. http://dx.doi.org/10.1098/rstb.2006.1940.

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A wide variety of maternal, social and sexual bonding strategies have been described across mammalian species, including humans. Many of the neural and hormonal mechanisms that underpin the formation and maintenance of these bonds demonstrate a considerable degree of evolutionary conservation across a representative range of these species. However, there is also a considerable degree of diversity in both the way these mechanisms are activated and in the behavioural responses that result. In the majority of small-brained mammals (including rodents), the formation of a maternal or partner prefer

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Purohit, Neetu. "Reward encourages beast.....oops, best!" Emerald Emerging Markets Case Studies 8, no. 4 (2018): 1–17. http://dx.doi.org/10.1108/eemcs-07-2017-0188.

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Learning outcomes: The reading and discussion on case will enable participants to appreciate importance of reward management in performance management system for both employee and organizational good; to develop insight on the effect of perceived discrimination on the motivation of employees; to internalize the effect of perceived unjust, subjective, non-communicative, non-transparent policies on the behavior and productivity of employees and overall organizational culture and climate; and to comprehend the importance of HR and OB issues with respect to performance management system for the be

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Thompson, Dideana, and Agatha Lamentan Muda. "Exploring Managers’ Perspective on Factors Affecting Generation Y Retention." Journal of Cognitive Sciences and Human Development 7, no. 2 (2021): 159–74. http://dx.doi.org/10.33736/jcshd.3798.2021.

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The study explores factors behind Generation Y employees' retention from the perspective of managers in a financial services sector. A qualitative method was employed, by interviewing eight managers as informants. The results show ten factors affecting Generation Y employees’ retention are compensation and pay, personal development, job security, job satisfaction, work-life balance, reward and recognition, training, leadership, relationship and communication, and work environment. Seven main challenges to retain Generation Y employees identified are loyalty, their love for a challenging job, c

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Mwangi, Bernadette Wangui, and Reuben Njuguna. "Performance Appraisal Strategies on Performance of Teachers in Public Secondary Schools in Kiambu County, Kenya." International Journal of Current Aspects 3, no. II (2019): 218–30. http://dx.doi.org/10.35942/ijcab.v3iii.19.

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This study was triggered by the Teachers Sercice Commission (TSC) coming up with teachers performance appraisal strategies to appraise teachers and administrators in its employment, but the program has not fully realized the objective of evaluating teachers performance and initiate professional development. There has been a stiff resistance from teachers on the use of appraisal tool terming it as forced appraisal. The study, therefore, sought to establish whether there is a relationship between appraisal and reward/compensation, examine how setting of standards and targets influences teachers

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Asan, Sucipto, Andry Panjaitan, Selvi Esther Suwu, and Ferry Vincenttius Ferdinand. "EMPLOYEE ENGAGEMENT AND ORGANIZATION SUPPORT STRATEGIES: THE MEDIATING ROLE OF PERCEIVED ORGANIZATION SUPPORT FOR HOLISTIC EMPLOYEE SUBJECTIVE WELL-BEING." Jurnal Aplikasi Manajemen 18, no. 4 (2020): 754–66. http://dx.doi.org/10.21776/ub.jam.2020.018.04.14.

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Keeping employees engaged is strategically important. This paper analyzes the drivers of employee engagement from the point of view of organizational support for employee well-being. The article contains an analysis of data of 509 respondents from a faithbased higher education in Indonesia, conducted through PLS structural equation modeling analysis. The result indicates that the organization support in terms of organization internal communication, performance-based reward and recognition, and perceived organization support on holistic employee subjective well-being has a direct positive influ

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Mosquera, Pilar, Maria Eduarda Soares, and Daniela Oliveira. "Do intrinsic rewards matter for real estate agents?" Journal of European Real Estate Research 13, no. 2 (2020): 207–22. http://dx.doi.org/10.1108/jerer-12-2019-0051.

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Purpose Rewards’ management has long been used as a panacea to promote job satisfaction and labour retention. However, the relationship between these variables is not clearly defined in the real estate industry, due to the scarcity of empirical studies. The purpose of this study is to evaluate the role of both satisfaction with intrinsic rewards (SIR) and satisfaction with extrinsic rewards (SER) on job satisfaction and turnover intention in the real estate industry. Design/methodology/approach Using a sample of 220 employees from the three largest real estate agencies in Portugal, the study a

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N.L.K.D., Ningsih, Putra I N.A., and Ramendra D.P. "TEACHER’S COPING STYLE STRATEGY WITH MISBEHAVING STUDENTS." Lingua Scientia 26, no. 1 (2019): 38. http://dx.doi.org/10.23887/ls.v26i1.18849.

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The study aimed at: a) finding out kinds of students’ misbehavior and b) describing the English teachers’ strategies in handling students’ misbehavior.The participants of this research were four English teachers who taught in Grade 5 at DS, a bilingual school in Denpasar, in school year 2017/2018. This study was a descriptive qualitative study. There were three instruments used to collect the data namely observation sheet, interview guide and questionnaire. The data were analyzed by using interactive data analysis model including four steps namely data collection, data reduction, data display

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Kinnear, Lisa, and Margaret Sutherland. "Determinants of organisational commitment amongst knowledge workers." South African Journal of Business Management 31, no. 3 (2000): 106–12. http://dx.doi.org/10.4102/sajbm.v31i3.740.

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The knowledge economy and the knowledge worker are a phenomena of the twentieth century. While knowledge-based organisations are reliant on the knowledge of individuals for their success, they can no longer rely on the loyalty of these highly skilled and marketable employees. The main purpose of this study was to gain insight into what determines commitment to an organisation amongst knowledge workers. The data was collected by means of a survey of 104 knowledge workers from the financial services, information technology and science and technology sectors. The data was subjected to inferential

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TERROBA, ANTONIO, WALTER KOSTERS, JAVIER VARONA, and CRISTINA S. MANRESA-YEE. "FINDING OPTIMAL STRATEGIES IN TENNIS FROM VIDEO SEQUENCES." International Journal of Pattern Recognition and Artificial Intelligence 27, no. 06 (2013): 1355010. http://dx.doi.org/10.1142/s0218001413550100.

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The analysis of tennis data from broadcast video in order to identify tactical information is broadly an unexplored field, and the existing analytical approaches usually consist of simply providing general statistical information. In this paper, we present a tennis model based on Markov decision processes (MDPs), which describes the dynamic interaction between the players and we introduce a novel Monte Carlo-based method with an aim to extract optimal strategic information. In order to test the approach with real tennis data, we also present a system that transforms broadcast video tennis sequ

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Singh, Ajanta, Roshi Chakradhar, and Nibaran Joshi. "Job Satisfaction among Nurses Working in a Tertiary Level Government Hospital." Medical Journal of Shree Birendra Hospital 20, no. 1 (2021): 30–35. http://dx.doi.org/10.3126/mjsbh.v20i1.28777.

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Introduction: Job satisfaction refers to the employees having a feeling of job stability, career growth and a comfortable work life balance which implies that the employee is having satisfaction at job and the individual’s expectations are met. Job satisfaction is one of the most important factors that determine efficiency and productivity of human resources. It is vital to increase nurse’s job satisfaction to improve patients care quality and ensure adequate nursing workforce which helps in the development of effective strategies to address the nursing shortage and increase the quality of pat

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Bolt, Susan, Jody Fenn, and Christian Ohly. "Let them see it: A project to build capacity by raising awareness of teaching-development pathways." Journal of University Teaching and Learning Practice 13, no. 4 (2016): 39–48. http://dx.doi.org/10.53761/1.13.4.4.

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In an ideal world, university teaching and research would be valued equally; however, this is not currently the case. Research continues to be better rewarded and valued in most universities (Bexley, James & Arkoudis 2011; Gill 2016; Probert 2013). The notion that university reputation should be judged predominantly by research metrics has been challenged by a global trend towards a demand-driven system that encourages widening participation, student choice and social mobility. Consequently we have seen an increased number of teaching-focused roles (BIS 2016). Paradoxically, the drive to i

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Raju, Budharaju Suryanarayana, and K. S. S. Rama Raju. "Does Precise Portfolio Construction of Compensation Generate Organisational Excellence?-An Empirical Study in Rashtriya Ispat Nigam Limited, Visakhapatnam, Andhra Pradesh(India).,." International Journal of Human Resource Studies 1, no. 1 (2011): 119. http://dx.doi.org/10.5296/ijhrs.v1i1.871.

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Employee job satisfaction is a critical factor in determining the organizational effectiveness. Once the employees are motivated, it influences organization as a whole. Generally an organization uses many techniques to retain and motivate the talent. In this context, the organization should implement reward strategies to make the employees work hard. Sometimes, a sound compensation practices make them work more. These are like recognition for achievement, perks and perquisites, and opportunities for promotion, job security and congenial work environment. Precise Portfolio Construction of Compe

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Azam, Muhammad Khaliq, and Usman Waraich. "Factors Effecting Employee Turnover: A Study to Understand Organizational Retention Strategies." Journal of Entrepreneurship, Management, and Innovation 1, no. 1 (2019): 51–61. http://dx.doi.org/10.52633/jemi.v1i1.42.

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The resignation or leaving of employees, whether better or lower performing, created gaps causing understaffing, deterioration of service quality and further overburdening of remaining employees. This research basically aims at exploring and investigating the impact of factors including career growth opportunities, workplace environment, managerial support, rewards & recognition system, and work-life balance on ‘turnover intention’ specifically, it will deal with job satisfaction factors such as general working conditions, general working conditions, pay and promotion, work relationships,

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Vasconcelos, Kleber Albuquerque de, Georgina Alves Vieira da Silva, Mário Teixeira Reis Neto, and Kelly Soares Theotônio. "The Alignment of Pay-For-Performance with the Strategy in Environment of Balanced Scorecard." Revista Ibero-Americana de Estratégia 12, no. 3 (2013): 151–82. http://dx.doi.org/10.5585/ijsm.v12i3.1933.

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According to Kaplan and Norton (1997) a fixed compensation no longer meets the diverse expectations of reward and remuneration of staff. In this scenario, the economic agents seek business management tools that allow connecting individual performance to organizational performance. Taking these in considerations, this study aims to analyze if the criteria for the use of pay-for-performance is in accordance with the organization's strategy expressed by the indicators and goals used in the Balanced Scorecard (BSC). A qualitative approach was through a field survey of descriptive character, using,

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Niedenthal, Paula M., Martial Mermillod, Marcus Maringer, and Ursula Hess. "The Simulation of Smiles (SIMS) model: Embodied simulation and the meaning of facial expression." Behavioral and Brain Sciences 33, no. 6 (2010): 417–33. http://dx.doi.org/10.1017/s0140525x10000865.

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AbstractRecent application of theories of embodied or grounded cognition to the recognition and interpretation of facial expression of emotion has led to an explosion of research in psychology and the neurosciences. However, despite the accelerating number of reported findings, it remains unclear how the many component processes of emotion and their neural mechanisms actually support embodied simulation. Equally unclear is what triggers the use of embodied simulation versus perceptual or conceptual strategies in determining meaning. The present article integrates behavioral research from socia

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Denil, Misha, Loris Bazzani, Hugo Larochelle, and Nando de Freitas. "Learning Where to Attend with Deep Architectures for Image Tracking." Neural Computation 24, no. 8 (2012): 2151–84. http://dx.doi.org/10.1162/neco_a_00312.

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We discuss an attentional model for simultaneous object tracking and recognition that is driven by gaze data. Motivated by theories of perception, the model consists of two interacting pathways, identity and control, intended to mirror the what and where pathways in neuroscience models. The identity pathway models object appearance and performs classification using deep (factored)-restricted Boltzmann machines. At each point in time, the observations consist of foveated images, with decaying resolution toward the periphery of the gaze. The control pathway models the location, orientation, scal

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Roache, Joel, and Ramon (Rom) Lewis. "Teachers' Views on the Impact of Classroom Management on Student Responsibility." Australian Journal of Education 55, no. 2 (2011): 132–46. http://dx.doi.org/10.1177/000494411105500204.

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This article examines teachers' views of their management styles, classified as either ‘coercive’ or ‘relationship’ -based, for 145 primary and 363 secondary school teachers in Victoria, Australia. It finds that management that combines punishment with aggressive and hostile behaviour can exacerbate misbehaviour and increase student distraction. In contrast a combination of rewards and punishments, set in a context of discussion, validation of appropriate behaviour, involvement and trust, will encourage student responsibility and reduce misbehaviour. This study seeks to extend upon a 2001 stud

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Kruijne, Wouter, Sander M. Bohte, Pieter R. Roelfsema, and Christian N. L. Olivers. "Flexible Working Memory Through Selective Gating and Attentional Tagging." Neural Computation 33, no. 1 (2021): 1–40. http://dx.doi.org/10.1162/neco_a_01339.

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Working memory is essential: it serves to guide intelligent behavior of humans and nonhuman primates when task-relevant stimuli are no longer present to the senses. Moreover, complex tasks often require that multiple working memory representations can be flexibly and independently maintained, prioritized, and updated according to changing task demands. Thus far, neural network models of working memory have been unable to offer an integrative account of how such control mechanisms can be acquired in a biologically plausible manner. Here, we present WorkMATe, a neural network architecture that m

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Shang, Yufan, Jun Xu, Fuli Li, Xinyu Zhao, and Haiyun Li. "How Leaders Generate Meanings For Monetary Rewards." Journal of Applied Business Research (JABR) 34, no. 2 (2018): 405–18. http://dx.doi.org/10.19030/jabr.v34i2.10140.

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Scant research has focused on how to increase the value of monetary rewards when they are delivered by leaders to employees. Drawing upon the perspectives of sensegiving and sensemaking, this study explores how leaders generate meanings of monetary rewards perceived by employee recipients in organizational settings. Using a qualitative method design and analyzing qualitative data from 291 incidents, we found that in the distribution process of monetary rewards, sensemaking of employees included strong and weak instrumental meanings as well as symbolic meanings. The results show that leaders ad

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Boshkov, Tatjana, Gligor Bishev, Zarko Rađenović, and Aleksandra Zezova. "An Empirical Research on the Correlation between Human Capital and Career Success: Serbian and Macedonian Banking Sector." Mediterranean Journal of Social Sciences 8, no. 1 (2017): 279–84. http://dx.doi.org/10.5901/mjss.2017.v8n1p279.

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Abstract Understanding the impact of human capital on the achievement of career success is essential for each individual in turbulent times on the labor market. Banking sector also is human capital intensive and plays a critical role for the banks in meeting their goals and offering services to its clients. In the current era of technology, globalization and the general progress principles of "knowledge economy" are ruling. So, each individual in the labor market who wants to build own career, should work on continuous improvement of human capital. This helps their recognition in the increasin

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Sweeney, Grace M., Keith A. Nichols, and Paul Kline. "Job Stress in Occupational Therapy: An Examination of Causative Factors." British Journal of Occupational Therapy 56, no. 3 (1993): 89–93. http://dx.doi.org/10.1177/030802269305600304.

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This article, the first in a series of two on job stress in occupational therapy, reports the results of a postal survey which set out to identify factors that contributed to stress in a sample of Britain-based occupational therapists. Three hundred and ten NHS and LASS occupational therapists were surveyed between November 1989 and February 1990. The results indicated that four different dimensions of job stress were relevant to occupational therapists, and these were labelled ‘professional value’, ‘resources and demands’, ‘rewards and recognition’ and ‘patient contact’. Further analysis indi

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Anastasia, Syaquera, and Junaimah Jauhar. "Rewards and Recognition Strategies in Reducing the Employees Attrition Rate: Case Study of a MNC Pharmaceutical Company in Mumbai, India." International Journal of Learning and Development 5, no. 2 (2015): 7. http://dx.doi.org/10.5296/ijld.v5i2.6909.

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Berthoud, Hans-Rudolf, Heike Münzberg, Brenda K. Richards, and Christopher D. Morrison. "Neural and metabolic regulation of macronutrient intake and selection." Proceedings of the Nutrition Society 71, no. 3 (2012): 390–400. http://dx.doi.org/10.1017/s0029665112000559.

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There is considerable disagreement regarding what constitutes a healthy diet. Ever since the influential work of Cannon and Richter, it was debated whether the ‘wisdom of the body’ will automatically direct us to the foods we need for healthy lives or whether we must carefully learn to eat the right foods, particularly in an environment of plenty. Although it is clear that strong mechanisms have evolved to prevent consumption of foods that have previously made us sick, it is less clear whether reciprocal mechanisms exist that reinforce the consumption of healthy diets. Here, we review recent p

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Vasilev, George. "LGBT recognition in EU accession states: How identification with Europe enhances the transformative power of discourse." Review of International Studies 42, no. 4 (2016): 748–72. http://dx.doi.org/10.1017/s0260210515000522.

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AbstractIn the EU accession literature, there is a tendency to downplay the role of discourse in facilitating norm diffusion, particularly when domestic resistance towards European norms is strong. The assumptions in this thinking are that critical deliberations and civil society activism simply lack the potency required to elicit norm conforming behaviour in accession states and that the only realistic hope for achieving this rests with the introduction of material incentives that make the costs of normative adaptation lower than its rewards. I focus on developments in the field of LGBT polit

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Bahaw, Priscilla. "Innovation Implementation by SMEs in Trinidad and Tobago." European Scientific Journal, ESJ 13, no. 10 (2017): 186. http://dx.doi.org/10.19044/esj.2017.v13n10p186.

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Innovation has become an important contributing factor to firms’ competitive advantage. However, little research has been carried out in understanding innovation in small and medium-sized enterprises in the English-speaking Caribbean countries, particularly in Trinidad and Tobago. This study evaluates the degree to which small and medium-sized enterprises in Trinidad and Tobago engage in innovative activities within their businesses’ operations and identifies the major barriers to innovation that are experienced by these firms. This exploratory study utilized primary data collected through del

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KEYES, MARY ANNE K. "Recognition and Reward." Nursing Management (Springhouse) 25, no. 1 (1994): 52???55. http://dx.doi.org/10.1097/00006247-199401000-00012.

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Navalkele, Bhagyashri D., Myrtle Tate, Jeff Dunaway, et al. "1189. Effectiveness of Multimodal Intervention Strategies to Improve Hand Hygiene Compliance at an Academic Medical Center." Open Forum Infectious Diseases 6, Supplement_2 (2019): S426—S427. http://dx.doi.org/10.1093/ofid/ofz360.1052.

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Abstract Background Since the early 19th century, hand hygiene (HH) has been recognized as the most important factor in preventing healthcare-associated infections (HAI). Still, improving HH compliance is a major hurdle for most healthcare facilities. Our study objective was to evaluate effectiveness of bundled intervention tools in increasing hand hygiene (HH) compliance. Methods The study was performed at the University of Mississippi Medical Center located in Jackson, MS. A multidisciplinary HH team was established in January 2016. Team members included infection prevention, nurse managers,

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Geta, Amare, Gashaw Andargie Biks, Endalkachew Dellie, and Lake Yazachew. "Job Satisfaction and Associated Factors among Health Professionals Working at Public and Private Hospitals in Bahir Dar City, Northwest Ethiopia: A Comparative Cross-Sectional Study." BioMed Research International 2021 (August 26, 2021): 1–13. http://dx.doi.org/10.1155/2021/6632585.

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Introduction. Job satisfaction is a pleasurable or positive emotional state resulting from evaluating one’s job or job experiences. However, knowledge of workplace factors that either satisfy employees to keep working or dissatisfy them making them leave their jobs or working places is essential for decision-making. Thus, this study is aimed at assessing job satisfaction and associated factors among healthcare professionals working at public and private hospitals in Bahir Dar city, northwest Ethiopia. Methods. An institution-based comparative cross-sectional study design was conducted from 10

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Lunt, Aidan. "Fieldwork: Reward and Recognition." British Journal of Occupational Therapy 59, no. 11 (1996): 497. http://dx.doi.org/10.1177/030802269605901101.

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Glaister, Paul. "University Teaching - recognition and reward." MSOR Connections 14, no. 2 (2016): 20. http://dx.doi.org/10.21100/msor.v14i2.252.

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Teaching in universities has increased in importance in recent years which, in part, is a consequence of the change in funding of universities from block grants to student tuition fees. Various initiatives have been made which serve to raise the profile of teaching and give it greater recognition. It is also important that teaching is recognised even more fully and widely, and crucially that it is rewarded accordingly. We propose a mechanism for recognising and rewarding university teaching that is based on a review process that is supported by documented evidence whose outcomes can be fed int

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Marr, Celia M. "Transparency, accountability, reward and recognition." Equine Veterinary Journal 52, no. 1 (2019): 5–6. http://dx.doi.org/10.1111/evj.13202.

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Moshidi, Maria Lebeko, Rambelani Nancy Malema, Livhuwani Muthelo, and Tebogo Maria Mothiba. "Provision of Care to the People with HIV: Voices of Professional Nurses in the Public Hospitals of Limpopo Province, South Africa." International Journal of Environmental Research and Public Health 18, no. 6 (2021): 3112. http://dx.doi.org/10.3390/ijerph18063112.

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The battle against the Human Immunodeficiency Virus (HIV) and Acquired Immunodeficiency Syndrome (AIDS) epidemic are still raging in South Africa (SA) despite all the preventive strategies implemented via the five-year strategic plan (2011–2015). The intensity of the AIDS pandemic in SA creates additional challenges for the health workers as they have to deal with an increasing number of people who suffer from this disease. Professional nurses are a critical part of the workforce. The qualitative, explorative, descriptive, and contextual study design was conducted in five public hospitals from

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Thuijsman, F., and O. J. Vrieze. "Total Reward Stochastic Games and Sensitive Average Reward Strategies." Journal of Optimization Theory and Applications 98, no. 1 (1998): 175–96. http://dx.doi.org/10.1023/a:1022697100194.

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Thornton, Stephanie. "Reward and punishment: Teacher strategies." 5 to 7 Educator 2005, no. 7 (2005): 10–11. http://dx.doi.org/10.12968/ftse.2005.4.7.17859.

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London, Calvin, and Kim Higgot. "An employee reward and recognition process." TQM Magazine 9, no. 5 (1997): 328–35. http://dx.doi.org/10.1108/09544789710178587.

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Hammarfelt, Björn. "Recognition and reward in the academy." Aslib Journal of Information Management 69, no. 5 (2017): 607–23. http://dx.doi.org/10.1108/ajim-01-2017-0006.

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Purpose The publication oeuvre of a researcher carries great value when academic careers are assessed, and being recognised as a successful candidate is usually equated with being a productive author. Yet, how publications are valued in the context of evaluating careers is so far an understudied topic. The paper aims to discuss these issues. Design/methodology/approach Through a content analysis of assessment reports in three disciplines – biomedicine, economics and history – this paper analyses how externalities are used to evaluate publication oeuvres. Externalities are defined as features s

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CALLAGHER, LISA, and PETER SMITH. "INNOVATION AWARDS: REWARD, RECOGNITION, AND RITUAL." International Journal of Innovation Management 21, no. 05 (2017): 1740006. http://dx.doi.org/10.1142/s1363919617400060.

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This paper draws on a detailed case study of an innovation awards-giving scheme in a professional service firm to consider the role of discretionary awards in encouraging and displaying innovation capabilities. Because of their association with competition, it might seem that awards are likely tools in pluralistic contexts such as professional service firms where risk-taking and collaboration require deep relationships with clients and with professionals from different specialisations. We intend to show how managers and professionals mobilised around the scheme using the rewarding, recognising

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Pfoser, Alena. "Narratives of peripheralisation: Place, agency and generational cohorts in post-industrial Estonia." European Urban and Regional Studies 25, no. 4 (2017): 391–404. http://dx.doi.org/10.1177/0969776417711215.

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Research on spatial polarisation in Central and Eastern Europe has tended to focus on macro-economic processes that create certain places and people as peripheral and has highlighted the socioeconomic impact of peripheralisation, while paying only limited attention to local experiences and responses. Drawing on a multiscalar conception of peripheralisation processes, the article examines the making of socio-spatial inequalities from the perspective of the periphery and foregrounds the narrative practices through which actors negotiate peripheralisation processes, focusing on the case of Narva,

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Patarnello, Stefano, and Paolo Carnevali. "A NEURAL NETWORK MODEL TO SIMULATE A CONDITIONING EXPERIMENT." International Journal of Neural Systems 01, no. 01 (1989): 47–53. http://dx.doi.org/10.1142/s0129065789000451.

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The most prominent area where the potential of neural networks is under study is that of engineering applications, such as pattern recognition and speech processing. Another interesting direction which is proposed in the present paper is that of neural networks designed to simulate the interaction of an individual with the external (varying) environment. The simple example presented here consists of a kind of conditioning experiment: a synthetic "organism" (provided with some "sensor" and "motor" neurons which are connected via a neural network) is free to move in a world where it has to find

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Antony, Jiju, and Sandeep Gupta. "Top ten reasons for process improvement project failures." International Journal of Lean Six Sigma 10, no. 1 (2019): 367–74. http://dx.doi.org/10.1108/ijlss-11-2017-0130.

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Purpose The purpose of this paper is to provide the top ten reasons of process improvement projects termination or failure to Lean and Six Sigma professionals and researchers. Design/methodology/approach The top ten reasons of process improvement projects termination or failure are based on literature, interaction of authors with Lean Six Sigma Master Black Belts, consultants, practitioners and trainers on various topics of Lean, Six Sigma, general quality management and continuous improvement along several years’ experience of the authors. Findings The top ten reasons in our opinion include l

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Close, Donné, and Nico Martins. "Generational motivation and preference for reward and recognition." Journal of Governance and Regulation 4, no. 3 (2015): 259–70. http://dx.doi.org/10.22495/jgr_v4_i3_c2_p8.

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Generation sub-groups have been and continue to be stereotyped as requiring different approaches in the workplace and elsewhere with regard to what keeps them motivated and satisfied. Two measuring instruments were distributed electronically to all staff of a South African Facilities Management firm. The one-way ANOVA was conducted with post-hoc tests to establish which factors display statistically significant differences between generations. The findings demonstrated that certain generation sub-groups have preferences for different types of reward, reward categories, and have different perce

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Umiker, William. "Practical Reward Strategies Available to Supervisors." Health Care Manager 16, no. 3 (1998): 63–68. http://dx.doi.org/10.1097/00126450-199803000-00010.

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Howard, Larry W., and Thomas W. Dougherty. "Alternative Reward Strategies and Employee Reactions." Compensation & Benefits Review 36, no. 1 (2004): 41–51. http://dx.doi.org/10.1177/0886368703261273.

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Ellis, Lynn W., and Sandra Honig-Haftel. "Reward Strategies for R&D." Research-Technology Management 35, no. 2 (1992): 16–20. http://dx.doi.org/10.1080/08956308.1992.11670803.

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Kraus, Sascha, Chris Richter, Alexander Brem, Cheng-Feng Cheng, and Man-Ling Chang. "Strategies for reward-based crowdfunding campaigns." Journal of Innovation & Knowledge 1, no. 1 (2016): 13–23. http://dx.doi.org/10.1016/j.jik.2016.01.010.

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