Dissertations / Theses: 'Reward management'

1

Novotný, Lukáš. "Reward management in a small IT business." Master's thesis, Vysoká škola ekonomická v Praze, 2016. http://www.nusl.cz/ntk/nusl-262040.

Full text

Abstract:

The topic of this thesis is reward management and its application in a small-sized IT enterprise. Its goals are to properly document and describe current reward system in the company, evaluate the system and recommend improvements for the system. The first two goals are reached via thorough research of the company through semi-structured interviews, employee satisfaction survey, participant observation and document examination and the last one by applying principles from the current literature and education to the results of the two previous goals. The findings are that the reward system, despite growing organically instead of designed, is relatively effective in some areas, but needs improvement in other areas. The main improvement areas are motivation by contingent pay, communication management and performance management. Relatively well working rewards are especially non-financial reward connected to the work environment and work itself.

APA, Harvard, Vancouver, ISO, and other styles

2

Brown, Duncan. "Reward strategy : defining, researching and practicing the concept of reward strategy in the UK." Thesis, Kingston University, 2015. http://eprints.kingston.ac.uk/34751/.

Full text

Abstract:

This submission provides more than 25 years of historical context to the concept of reward strategy and its evolution in the UK context, isolating and describing my own part in it, supported by my 16 publications referenced on this subject. As well as researching and re-conceptualising ideas of reward strategy and their importance in the UK context, three other key dimensions which my research has highlighted, have been about: focusing more on reward strategy application and securing line manager and employee engagement; the importance of researching and assessing the effectiveness of reward policies and how this can be done; and the need to adopt an organisation-specific, total rewards perspective on reward strategy. I have adapted the concept and my research in response to economic, social and political developments over that period and, uniquely, integrated academic and practitioner perspectives on this area to promote both the creation and application of new knowledge and evidence-based practice. As I have worked on the cusp of academic enquiry and professional practice, a PhD by Publication is a particularly relevant format in which to submit my work. I have in the process created new knowledge at the forefront of the discipline, for example in redefining the concepts of reward strategy and total rewards in an innovative and more effective manner; demonstrated the acquisition and understanding of knowledge in the field, for example in summarising and relating research literature in the formerly relatively distinct areas of reward management and employee engagement; conceptualised and run major research projects, for example investigating reward effectiveness; and displayed a full range of research methods in my work, including quantitative, qualitative, cross-sectional and longitudinal studies. Collectively, my work through the publications listed has offered a detailed exploration of the concept and application of reward strategy in the UK context, bringing together academic and practitioner perspectives and informed by and influencing leading academics and practitioners in the field. This sustained and coherent body of work makes a significant and original contribution to the present state of knowledge on reward thinking and practice and in related HR and management areas.

APA, Harvard, Vancouver, ISO, and other styles

3

Jenkins, Glenville. "The rise of human resource management : responsibility and reward." Thesis, University of South Wales, 2000. https://pure.southwales.ac.uk/en/studentthesis/the-rise-of-human-resource-management(c17b5757-dbf0-43bb-883e-31677b5ff705).html.

Full text

Abstract:

The subject matter of this submission for a PhD by publication is the rise of human resource management in the UK. It specifically examines the responsibilities of line managers and personnel specialist and the importance of rewards in identifying the nature of human resource management in the UK at the end of the twentieth century. The submission presents an overview of a number of books and papers previously published by the author concerning two areas of inquiry (1) profit sharing and share ownership schemes and (2) managers attitudes to human resource management. Chapter 1 presents a critical appraisal of previous work on human resource management that places the stimulus for the research and selected publications in context. Also, it examines the rise of human resource management and theoretical models of human resource management. Chapter 2 explores the design and methodology of the two research endeavours and places these in the context of management research. Chapter 3 reviews the outcomes of the research particularly that concerned with the external environment and competitive advantage, responsibilities of line and personnel management and the integration of rewards. It also presents the main findings of the research and reaches conclusions on the nature of management, dissemination and utilisation of the research.

APA, Harvard, Vancouver, ISO, and other styles

4

Azasu, Samuel. "Reward Management in Swedish Real Estate Firms : Five essays." Doctoral thesis, KTH, Bygg- och fastighetsekonomi, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-29752.

Full text

APA, Harvard, Vancouver, ISO, and other styles

5

Black, Richard Petrus. "Total reward offerings that attract : an investigation conducted in SMEs." Master's thesis, University of Cape Town, 2015. http://hdl.handle.net/11427/15466.

Full text

Abstract:

Orientation : The current global scarcity of highly skilled employees has forced employers to better understand what attracts these kinds of employees, as they are vital to ensure organisational competitiveness and for the continued success of organisations. In the so- called war for talent, small companies believe they are at a disadvantage compared to large corporates in the battle to attract talented employees given limiting or constraining factors associated with being a smaller sized organisation. Research purpose : The purpose of this study was to investigate the relative importance of various reward elements or reward factors that Small or Medium Enterprises (SMEs) can manipulate in order to compile compelling job offers that are attractive to top talent. An ideal total rewards offering for the attraction of skilled employees that capitalises on the strengths that smaller companies possess, will be proposed. Motivation for the study : Retaining highly performing employees is one of the most important factors that contribute to organisational competitiveness. Companies need to understand how they can attract scarce human resources and specifically in the South African context, understand how to attract even scarcer employees from designated demographic groups in order to meet employment equity targets. Small companies find it difficult to compete with large corporations, for example when it comes to employer branding and so feel at a disadvantage when attempting to attract from the same group of employees that corporates also endeavour to attract. Research design : A quantitative research approach was adopted. Convenience and snowball sampling approaches were employed to gather data by means of three different questionnaires. Firstly, employees that recently moved from large corporate positions to positions within SMEs were asked what was offered to them in order for them to accept the job offer at a small company (n=11). These results were used to develop the second questionnaire (i.e. to develop the attributes and levels used in the conjoint tasks). The second and third questionnaires (the conjoint task and total reward questionnaires, respectively) were distributed to working adults in South Africa (n=105). Conjoint analysis was used to identify an ideal talent attraction mix and to assess how employer branding compares to traditional reward elements in talent attraction. Data from the third questionnaire was analysed using descriptive statistics and t-tests. Main findings : The results of the conjoint analysis revealed that respondents valued the possibility of career advancement most, specifically referring to promotion opportunities or overseas assignments. Significant differences in preference between demographic groups were found when considering performance and recognition, remuneration and benefits, and work culture. Work-life balance were ranked second last by all respondents, while employer brand was consistently viewed as the least attractive factor in talent attraction. Practical and/or managerial implications : Conjoint analysis enables the unique identification of both the combination and quantum of elements that make a job attractive for various demographic groups. Companies can utilise these findings when crafting job offers in order to attract different cohorts of candidates. Contribution and/ or value-add : Limited research exists in South Africa that can assist small companies in attracting top talent. The current study succeeded in identifying that small companies can attract top talent by capitalising on strengths they possess and furthermore assist SMEs to craft compelling job offers for different cohorts of candidates.

APA, Harvard, Vancouver, ISO, and other styles

6

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

Full text

Abstract:

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.

APA, Harvard, Vancouver, ISO, and other styles

7

Reinert, Cristina. "Successful Implementation of Grocery Store Loyalty Reward Programs." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2270.

Full text

Abstract:

Consumer loyalty programs are a key marketing strategy implemented across multiple industries in the United States. A successfully implemented loyalty program can benefit both the consumer and the company. The purpose of this single case study was to explore strategies that grocery store managers use to successfully deliver consumer loyalty programs. The theory of planned behavior was used as the conceptual framework to guide the study. Semistructured interviews, guided by the theory of planned behavior, were conducted with 4 participants who had direct involvement with the delivery of the consumer loyalty program, in Ocala, Florida. Data were also gathered from loyalty program documents and from reviewing the grocery store chain website. Data were transcribed and coded via Yin's 5 phases of analysis to identify themes. Mobile technology, consumer involvement, and lack of social media applications were the prominent themes that emerged during data analysis. The study findings are of interest to grocery store managers because they provide information for use in increasing store revenue, consumer satisfaction, and cost savings for grocery store chains implementing successful loyalty reward programs. Implications for positive social change include positive community initiatives and cause-related marketing campaigns.

APA, Harvard, Vancouver, ISO, and other styles

8

Matthee, Jacques Corne. "Development of a total reward model for APL Cartons (PTY) LTD." Thesis, Stellenbosch : University of Stellenbosch, 2009. http://hdl.handle.net/10019.1/6427.

Full text

APA, Harvard, Vancouver, ISO, and other styles

9

St, Claire Laura K. "Managing Organizational Reward Systems to Increase Retention| The Gender Factor." Thesis, University of Maryland University College, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3610006.

Full text

Abstract:

This dissertation examines how differing goals men and women bring to the workplace affect the impact of corporate rewards intended to motivate and recognize performance and promote retention. It focuses on gender because of the changing composition of the American workforce. In 2010 women constituted 47% of the total U.S. employed workforce and 52% of the U.S. professional workforce. An emerging body of research indicates that women in professional positions increase the effectiveness of problem solving and the profitability of organizations. Unfortunately, little attention has been paid to the impact of reward systems on retention, especially for women. This dissertation explores the links among individual goals, organizational rewards, and retention. Using social cognitive theory, it examines gender differences in goals; identifies the types of rewards that are most effective for each group; and proposes a model for determining effective reward structures. The dissertation conclusions are these: (1) there are barriers to success for professional women and there is a need for organizational support; (2) flexible work arrangements are a key antecedent to reduce turnover of professional women; (3) mentoring of professional women is needed, but sponsorship is required; and (4) to be a visionary organization that creates and sustains a competitive advantage by retaining valuable human capital action has to be taken now.

APA, Harvard, Vancouver, ISO, and other styles

10

Öztoprak, Tugba, and Richard Lundmark. "Reward & Recognition Strategies : A case study of GE Healthcare in Umeå." Thesis, Umeå University, Umeå School of Business, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-1115.

Full text

Abstract:

In a world characterized by increased global competition, and a rapidly changing business environment, companies and organization are forced to continuously reevaluate how they work. Since the first systematic studies of manual labor began during the last century, the focus have changed from a strict control of employees toward looser organizations, increased globalization, and the emergence of HRM-Human Resource Management during the 80’s. Research shows that employee compensation can account for as much as 70-80 percent of companies cost,but also show that the value of a company’s human capital can significantly affect the market value of the company. Studies also show that managers see non-monetary reward and recognition systems as very effective in reaching eight out of ten organizational objectives.

Another problem facing international companies is establishing themselves in cultures vastly different from their own, in regards to organizational as well as national cultures being different. A company that has been highly regarded and are among the most valued companies in the world is General Electric, which established themselves in Sweden and Umeå when Amersham became GE Healthcare n 2004.

This background led us to our problem formulation:

How does GE Healthcare in Umeå use Reward and Recognition strategies and how do their co-workers perceive these strategies with a focus on motivation and jobsatisfaction?

And our purpose:

We want to examine potential gaps between evidence and practice on Reward and Recognition Strategies. Furthermore we want to develop and understanding of how co-workers perceive these strategies.

We have chosen to use a case study to examine GE Healthcare Umeå, and we have interviewed twelve respondents, both managers, white-collar and blue-collar workers. We are using a hermeneutic stance, and our interviews are semi-structured and qualitative in approach. Furthermore we are using an abductive research process in performing our case study. We have chosen to use a theoretical framework based on soft and hard HRM, reward and recognition strategies, and motivation and job satisfaction. We found that GE is highly focused on individual reward and recognition systems, but that they have to some extent adapted to the Swedish collective working culture. GE Healthcare is still in a transition phase in Umeå, and we found that there are some dissatisfaction primarily amongst blue-collar workers with the new organizational structure and culture. Feedback and communication was seen as the most important factor in affecting motivation and job satisfaction, and this was seen as lacking, especially amongst blue-collar workers. We think that this will most likely change over time, as GE’s Session C and EMS systems are implemented throughout the organization and the communication has been further developed. Taking into consideration the loss of perspectives that our anonymity entails and the interest of the topic as such, we think that it would be interesting to conduct a more extensive study of GE Healthcare, two to three years from now.

APA, Harvard, Vancouver, ISO, and other styles

11

Berlouis, Gabriella. "Att belöna eller inte belöna? : En studie om belöningar på ett icke-vinstdrivande företag i Sverige." Thesis, Umeå universitet, Pedagogiska institutionen, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-153961.

Full text

Abstract:

Denna studie har syftat till att undersöka hur finansiella och icke-finansiella belöningar fungerar motiverande för medarbetarna på ett icke-vinstdrivande företag samt vad som får medarbetarna att känna sig uppskattade i sitt arbete. Syftet har besvarats genom följande frågeställningar; Hur resonerar medarbetarna såväl finansiella som icke-finansiella belöningar? Vad upplever medarbetarna motiverar dem i deras arbete? Hur önskar medarbetare att uppskattning visas för deras arbetsprestationer? Forskning visar att finansiella och icke-finansiella belöningar har olika påverkan på medarbetares motivation. Studien har genomförts med kvalitativa telefonintervjuer. Resultatet visar att medarbetarna upplever inre motivation till sina arbetsuppgifter men att de saknar icke-finansiella och finansiella belöningar från ledningen.

APA, Harvard, Vancouver, ISO, and other styles

12

Li, Liya. "Performance appraisal management in Qidi." Thesis, Högskolan i Gävle, Avdelningen för ekonomi, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-7610.

Full text

Abstract:

The purpose of this study is to explore the performance appraisal practice in Qidi, and suggest in what way Qidi should go in performance appraisal in the future. The result shows that there are some problems in Qidi’s performance appraisal, management. Thereby, the suggestions are that Qidi should establish a standard performance appraisal system, create a formal control system, and keep the process transparent in appraisal.

APA, Harvard, Vancouver, ISO, and other styles

13

Tekieli, Michael [Verfasser]. "Global Reward Management in Multinational Enterprises : Antecedents and Consequences of Practice Centralization / Michael Tekieli." Berlin : ESCP Europe Wirtschaftshochschule Berlin, 2018. http://d-nb.info/1172919011/34.

Full text

APA, Harvard, Vancouver, ISO, and other styles

14

Mendes, de Brito Antunes Bethania. "Reward systems in nonprofit organisations : an assessment of employee motivations in the homelessness sector in England." Thesis, London School of Economics and Political Science (University of London), 2012. http://etheses.lse.ac.uk/745/.

Full text

Abstract:

Government reforms have led nonprofit organisations (NPOs) to become more involved in the provision of mainstream public services in the UK and consequently they have been subject to an increasingly demanding regime of performance measurement and inspection if they wish to provide services on behalf of the state. The creation of a contract culture has put nonprofit providers in a position where they have to bid against each other to deliver pre-determined services, resulting in a very competitive operating environment. NPOs have become more professionalised and performance-driven and this new climate encourages a business-like attitude to the management of their services. Pay-for-performance schemes have become a recognised phenomenon in NPOs, despite having generated controversial discussion in the literature. The literature on incentive theories has been applied almost exclusively to private sector organisations and limited attention has been devoted to the nonprofit sector. It is argued here that one cannot simply transfer across for-profit sector ideas; one must try to establish a framework that is more suited to the logic of the NPO. The aim of this thesis is twofold. First, it investigates the use of performance-related pay (PRP) in nonprofit housing associations in England and looks at whether PRP acts as a motivator encouraging nonprofit employees to improve their work performance. Second, it inquires whether the new competitive and performance-driven environment influences the reward decisions of NPOs. This thesis examines influences on the choice of reward practices in housing associations in order to provide an alternative to agency explanations for the use of PRP in the nonprofit sector. The results not only point to the ineffectiveness of PRP schemes in housing associations but also identify the strength of institutional pressures on NPOs to conform with best practice in pay decisions.

APA, Harvard, Vancouver, ISO, and other styles

15

Liberty, Chantel Karen. "The contribution of reward systems to enhance employee engagement." Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/18608.

Full text

Abstract:

Increasing competition within the freight transportation market in South Africa has intensified the need for rail industries to identify ways in which to enhance their competitiveness within this market. One of the most important challenges for organisations’ operating in this market is to deliver goods on time, while meeting the needs of customers, at the lowest possible cost. If such organisations are to remain competitive, it may be required of them to shift their focus to their employees. Research has shown that employees render organisations’ with sustainable competitive advantage, more specifically, it has shown that engaged employees surpass disengaged employees. The distinguishing factor for organisations’ in the search of competitive advantage would therefore be an engaged workforce. The primary research objective of this study was to investigate contribution of reward systems to enhanced employee engagement within Transnet Engineering (TE) in Swartkops, Port Elizabeth. A theoretical overview was conducted to evaluate different definitions, engagement theories and factors of reward systems which contribute to enhanced employee engagement. An empirical study was conducted by means of a survey with a questionnaire as data collecting tool. The purpose of the structured questionnaire was to validate the findings obtained from the theoretical overview and to assess employees’ perceptions of reward systems and engagement. Recommendations were made based on the findings of the literature and empirical study. These recommendations will assist the organisation in understanding how reward systems can be used to enhance employee engagement, so that a competitive advantage can be achieved within the freight transportation market.

APA, Harvard, Vancouver, ISO, and other styles

16

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.

Full text

Abstract:

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.

APA, Harvard, Vancouver, ISO, and other styles

17

Tufail, Muhammad Shahid. "Organisational reward strategies and performance of front line managers : analysis of Pakistani textile industry." Thesis, University of Bedfordshire, 2014. http://hdl.handle.net/10547/576430.

Full text

Abstract:

The current study seeks to contribute specifically to the literature on reward management and managerial performance. In doing so, it aims to address certain gaps in the existing literature; particularly a noticeable lack of research in rewards and individual performance relationships in a developing country, Pakistan. This study has sought to examine the relationship of extrinsic rewards comprising of pay, bonuses, opportunities for promotion and intrinsic rewards such as sense of recognition, job characteristics with individual performance measured as task and contextual performance including citizenship behaviour. Furthermore, the study has sought to examine the mediation role of organisational justice elements such as procedural and distributive justice in reward performance relationships. The study aims at identifying different rewards being offered in textile organisations and their relationships with performance of front line managers in textile sector organisations. The study focuses primarily on key research questions: 1. What is the relationship between extrinsic rewards such as pay and bonus based incentives with the performance of front line managers? 2. How do opportunities for promotion relate with performance of front line managers in textile industry? 3. What is the relationship of intrinsic rewards such as sense of recognition and job characteristics with the performance of front line managers? 4. How does procedural and distributive justice influence the reward performance relationships for front line managers in textile industry? Being deductive in nature, the current study revolves around the premises of positivist philosophy. Being cross section in nature, a survey based design is selected and a quantitative strategy is used in this study for data collection and analysis. The study is facilitated by random stratified sampling for data collection and structural equation modelling technique to draw results of direct and mediation effects of study constructs. The results portray significant relationships of rewards and individual performance with relatively strong emphasis on task performance in comparison to contextual performance. The results further highlight the mediation of procedural and distributive justice particularly in extrinsic rewards and task performance relationships for front line managers. The study seeks to contribute to existing theoretical knowledge and practices in developing economies and is pioneering in its examination of rewards-individual performance relationships in Pakistan. In examining organisational rewards with task and contextual performance for front line managers in private manufacturing sector, the study tends to address the gap in existing literature on reward and performance management. Moreover, the current study further seeks to examine the mediation effects of procedural and distributive justice in reward performance relationships discovering this field of theoretical knowledge as existing literature does not reflect upon this gap. The study intends to offer help and support to concerned stakeholders in better understanding, developing and modifying rewards-performance relationships particularly for textile industry in Pakistan.

APA, Harvard, Vancouver, ISO, and other styles

18

Rose, Stefan Manfred Verfasser], Daniel [Akademischer Betreuer] [Wentzel, and David [Akademischer Betreuer] Bendig. "Essays on reward-based crowdfunding : a consumer-centered approach / Stefan Manfred Rose ; Daniel Wentzel, David Bendig." Aachen : Universitätsbibliothek der RWTH Aachen, 2019. http://d-nb.info/1214721559/34.

Full text

APA, Harvard, Vancouver, ISO, and other styles

19

Rose, Stefan Manfred [Verfasser], Daniel [Akademischer Betreuer] Wentzel, and David [Akademischer Betreuer] Bendig. "Essays on reward-based crowdfunding : a consumer-centered approach / Stefan Manfred Rose ; Daniel Wentzel, David Bendig." Aachen : Universitätsbibliothek der RWTH Aachen, 2019. http://d-nb.info/1214721559/34.

Full text

APA, Harvard, Vancouver, ISO, and other styles

20

Rose, Jodi (Jodi Louise). "Factors Impacting Employee Acceptance of an Alternative Reward System." Thesis, University of North Texas, 1994. https://digital.library.unt.edu/ark:/67531/metadc278122/.

Full text

Abstract:

This study is intended to analyze employee acceptance of an alternative reward system that reinforces continuous learning, teamwork, major expansion of individual capabilities, business knowledge application, and business unit (team) performance. This system is in contrast with traditional pay systems that reward seniority and individual performance determined by the subjective ratings of a direct supervisor, with pay increases based mainly on current job grade (and the availability of higher job grades within the company) and comparison with market value of the job. Individuals from three areas of a major electronics manufacturing company in the southwestern part of the United States served as subjects.

APA, Harvard, Vancouver, ISO, and other styles

21

Chen, Xiaoying. "Risk alignment or reward to effort? option compensation in practice /." [Kent, Ohio] : Kent State University, 2006. http://www.ohiolink.edu/etd/view.cgi?acc_num=kent1154972501.

Full text

Abstract:

Thesis (Ph.D.)--Kent State University, 2006.
Title from PDF t.p. (viewed June 11, 2009). Advisor: Mark E. Holder. Keywords: corporate governance, executive compensation, employee stock options. Includes bibliographical references (p. 80-84).

APA, Harvard, Vancouver, ISO, and other styles

22

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.

Full text

Abstract:

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.

APA, Harvard, Vancouver, ISO, and other styles

23

Mandilaras, George B. "Linking business strategy with reward management : a survey of large employers in the United Kingdom." Thesis, University of Manchester, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.488259.

Full text

APA, Harvard, Vancouver, ISO, and other styles

24

劉子銓 and T. C. Lau. "In search of the missing link in total quality management: an incentive compatible reward system." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2000. http://hub.hku.hk/bib/B3124046X.

Full text

APA, Harvard, Vancouver, ISO, and other styles

25

Lau, T. C. "In search of the missing link in total quality management : an incentive compatible reward system /." Hong Kong : University of Hong Kong, 2000. http://sunzi.lib.hku.hk/hkuto/record.jsp?B22199184.

Full text

APA, Harvard, Vancouver, ISO, and other styles

26

Chan, T. M., and 陳祖明. "Risk and reward in the use of financial derivatives: risk and benefits relating to portfolio management." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1995. http://hub.hku.hk/bib/B31266368.

Full text

APA, Harvard, Vancouver, ISO, and other styles

27

Martin, Elysheva S. "Changes needed in DoD's incentive and reward structure to affect inventory reductions in DoD inventory levels." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 1996. http://handle.dtic.mil/100.2/ADA323397.

Full text

APA, Harvard, Vancouver, ISO, and other styles

28

Schofield, Clare. "Performance management, performance appraisal and reward in the National Health Service : a study of managers' views." Thesis, Manchester Metropolitan University, 2006. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.423075.

Full text

APA, Harvard, Vancouver, ISO, and other styles

29

Chun, Jae Uk. "Close and distant charismatic and contigent reward leadership multiple levels-of-management and multiple levels-of-analysis perspectives /." Diss., Online access via UMI:, 2006.

Find full text

APA, Harvard, Vancouver, ISO, and other styles

30

Alotaibi, Arif Nasser. "The role of reward in individuals' motivation to share knowledge : a case study of two healthcare hospitals in Saudi Arabia." Thesis, University of Kent, 2014. https://kar.kent.ac.uk/47986/.

Full text

Abstract:

Organisations leverage their knowledge assets through the implementation of knowledge sharing. This process enables the movement of knowledge from the domain of the individual into the domain of the organisation. Since individuals are the primary actors in knowledge sharing activities within the organisation, they also incur the costs that are associated with them. Previous research has investigated how reward outweighs the involved costs, with a view to identifying how individuals can be encouraged to engage in knowledge sharing. Knowledge sharing is mainly perceived as being driven by intrinsic motivation. However, there is scant research evidence examining the role of motivation in the relationship between reward and knowledge sharing. This study explores the effect of reward on individuals‘ motivation to share knowledge within the healthcare sector of Saudi Arabia. A multiple-case design was used, as informed by Yin (2003), within the real-life context of two knowledge-based hospitals in the region. A sequential, exploratory mixed-method approach was used for data collection purposes with employees. This comprised a qualitative phase of 30 semi-structured interviews with managers and other employees, followed by a quantitative phase of a survey of 480 employees, who completed and returned questionnaires. The research findings from the qualitative analysis revealed that managers consider knowledge sharing to be a new concept; hence, it is not adequately implemented. However, knowledge sharing is considered to be important to employees. Motivational factors such as self-development and reciprocal relationships were identified as antecedents of employees‘ knowledge-sharing attitudes. These factors reflect the needs for both knowledge holders and knowledge seekers to engage in knowledge sharing. The quantitative analysis of the survey results revealed that these motivational factors significantly influence employees‘ intentions to share knowledge, and they are also significantly influenced by reward. The research study concludes that reward has a significant role in motivating employees to share knowledge. Therefore, non-financial rewards, such as training and recognition, are important motivational factors in employees‘ willingness to engage in knowledge sharing.

APA, Harvard, Vancouver, ISO, and other styles

31

Söpper, Pascal [Verfasser], and Ingo [Akademischer Betreuer] Saenger. "Crowdfunding : Reward-Crowdfunding, Crowdlending und Crowdinvesting - eine Analyse aus schuld-, gesellschafts- sowie kapitalmarktrechtlicher Sicht / Pascal Söpper ; Betreuer: Ingo Saenger." Münster : Universitäts- und Landesbibliothek Münster, 2016. http://d-nb.info/1141681048/34.

Full text

APA, Harvard, Vancouver, ISO, and other styles

32

Zhang, Xi. "Exchange ideology, knowledge sharing visibility and KM technology : explaining the effect of organizational reward on employee knowledge sharing behavior /." access full-text access abstract and table of contents, 2009. http://libweb.cityu.edu.hk/cgi-bin/ezdb/thesis.pl?phd-is-b30082286f.pdf.

Full text

Abstract:

Thesis (Ph.D.)--City University of Hong Kong, 2009.
"Submitted to Department of Information Systems in partial fulfillment of the requirements for the degree of Doctor of Philosophy." Includes bibliographical references (leaves 184-197)

APA, Harvard, Vancouver, ISO, and other styles

33

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.

Full text

Abstract:

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.

APA, Harvard, Vancouver, ISO, and other styles

34

Hansson, Anders, and Johan Redbark. "Belöningssystem i heterogena organisationer -I teori och praktik." Thesis, Linköping University, Department of Management and Economics, 2003. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-1555.

Full text

Abstract:

The purpose of this master thesis is to, with the strategies of the organization and the preferences of the co-workers in mind, explore how reward systems can be designed in heterogeneous organizations. This is done by interviewing store managers and sales personnel in a heterogeneous organization. The frame of reference deals with theoretical approaches on reward systems and is divided in the following sections, individual or group based, differentiated or not differentiated rewards systems and goals, measurements and rewards. These sections are highlighted from the following aspects, equity, implementation possibilities and finally environment. The theoretical discussion ends in the conclusion that heterogeneous organizations should have several different reward systems, but not if a restructuring process is in progress or the system becomes too costly. Furthermore rewards systems should have less strength and be more frequently updated in comparison to homogenous organizations. The thesis ends with specific conclusions regarding the studied organization.

APA, Harvard, Vancouver, ISO, and other styles

35

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/.

Full text

Abstract:

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.

APA, Harvard, Vancouver, ISO, and other styles

36

Glisenti, Kevin. "The effect of reward systems on motivating knowledge sharing between people within and across work units /." [St. Lucia, Qld.], 2004. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe17970.pdf.

Full text

APA, Harvard, Vancouver, ISO, and other styles

37

Fransson, Thomas, and Gabriel Frendberg. "Motivational aspects, benefits and pitfalls of a reward system in a small shop-floor business unit : A case study of a car-dealership service unit." Thesis, Jönköping University, Jönköping International Business School, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-1190.

Full text

Abstract:

Introduction: Competition increases and companies need to adjust their business to stay competitive. Employees have gained an important for an or-ganisation and are often seen as the key to business success. Motiva-tion is important for increased performance. A reward system can, amongst other things, help an organisation to motivate, attract and retain their employees. Historically, rewards have concerned mostly senior management. We where interested in how a reward system could affect people further down in the hierarchy.

How can a reward system influence motivation in small shop-floor business units?

What are the benefits and possible pitfalls with a reward system for such a setting?

Purpose: The purpose of this report is slightly wider than what the research questions suggest. By thoroughly investigating the motivating ele-ments we aim to create a frame of reference, which is thought to give insight into the important components of a reward system and the motivating factors. It is our aim that this frame will be applicable to other settings similar to the one which we will investigate. We also intend to look into what positive and negative aspects there are and how the disadvantages with a reward system can be minimized.

Method: To fulfil our purpose we have chosen to perform a case study on the service unit of Hedin Göteborg Bil AB. In order to retrieve the necessary empirical data we have interviewed two managers and car-ried out a questionnaire amongst the thirteen service technicians.

Results: In line with theory, we found that financial rewards it is not the prime source for motivation; there are many factors that play a lar-ger role. Some of the most motivating factors turned out to be col-leges, autonomy and responsibility, fun and rewarding work tasks. More interestingly, we saw a relation between many of these and the reward system, indicating that financial rewards enhance the motiva-tional effects of other factors.

We found that there are several positive and negative aspects with any reward system. The case study presented solutions to many of the possible pitfalls and indicated that they benefited from their cur-rent reward system.

APA, Harvard, Vancouver, ISO, and other styles

38

Göransson, Olof, and Elin Jakobsson. "Utvärdering av Belöningssystem : Vad är dess roll i företag verksamma i Sverige?" Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-202222.

Full text

Abstract:

Denna kvalitativa studie genomfördes för att undersöka vilken roll utvärdering av belöningssystem har i företag verksamma i Sverige. Studien utgår från teorin Evidence- Based Practice och dess underkategorier som specifikt behandlar belöningssystem. Dessa teorier applicerades på data inhämtad från intervjuer med personer ansvariga för belöningssystem på olika företag. I studien framkom, i likhet med de få tidigare studier som genomförts inom området, att utvärdering av belöningssystem inte har någon central roll hos de undersökta företagen. Anledningen till denna undanskymda roll anses dock inte vara en misstro mot behovet av det. Istället framkom att en starkt bidragande orsak till det restriktiva utförandet av utvärdering är att området anses komplext med stora problem relaterade till att identifiera lämpliga metoder för det praktiska utförandet.

APA, Harvard, Vancouver, ISO, and other styles

39

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.

Full text

Abstract:

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.

APA, Harvard, Vancouver, ISO, and other styles

40

Alarcón, Dante, and David Ivarsson. "Human Resource Management : A comparative study of Carrier Refrigeration in Ingelstad (Sweden) and in Jászárokszállás (Hungary)." Thesis, Växjö University, School of Management and Economics, 2006. http://urn.kb.se/resolve?urn=urn:nbn:se:vxu:diva-778.

Full text

Abstract:

HRM is an important issue whether companies are successful or not in the global market. Many authors have different views on how important culture and local factors are and to what extent it should be taken into consideration when managing units. Taylor et al (1996) state that companies can use three different approaches of HRM: adaptive, integrative or exportive. Considering whether or not culture is a factor taken into consideration when shaping HRM in two different affiliates, three hypotheses were formulated:

Hypothesis 1: Culture and local aspects are to a large extent taken into consideration when shaping Human Resource Management.

Hypothesis 2: Culture and local aspects are to some extent taken into consideration when shaping Human Resource Management.

Hypothesis 3: Culture and local aspects are not taken into consideration when shaping Human Resource Management.

Our purpose is to confirm or reject the formulated hypotheses by identifying, analyzing and comparing the shaping of HRM in Carrier Refrigeration in Ingelstad (Sweden) and in Jászárokszállás (Hungary) regarding:

• how different types of responsibility are decentralized

• how employees communicate

• how employees are motivated & rewarded

In the aspects of responsibility, communication and motivation & reward the three different approaches are seen. When each aspect is summarized the different approaches are seen as follows; responsibility shows overall an exportive approach, communication shows overall an integrative approach and motivation & reward shows overall an integrative approach.

Since two of the three aspects show an integrative approach the second hypothesis (H2) is confirmed which means that the first (H1) and the third (H3) hypotheses are rejected. The hypothesis that is valid is formulated as follows:

Culture and local aspects are to some extent taken into consideration when shaping Human Resource Management.

APA, Harvard, Vancouver, ISO, and other styles

41

Lederman, Mauricio. "Práticas de reconhecimento e recompensa no processo de inovação : estudo de caso em empresa do setor elétrico." reponame:Biblioteca Digital de Teses e Dissertações da UFRGS, 2016. http://hdl.handle.net/10183/156788.

Full text

Abstract:

A cultura da Inovação é algo almejado pelas organizações para a melhoria de desempenho e de sua vantagem competitiva. Num ambiente de regulação, onde a inovação é tema obrigatório, caso do setor elétrico por exemplo, passa a ser fundamental o tratamento diferenciado a este processo. No entanto, a inovação deve ser estruturada de forma que as práticas de gestão de pessoas permitam que se crie um ambiente de desenvolvimento organizacional, pois ele é um pilar importante na construção de uma cultura de inovação. A integração entre estes dois processos, portanto, torna-se fundamental e, nesse sentido, este trabalho tem como objetivo geral de Propor a integração dos processos de gestão de pessoas e inovação no Grupo CEEE e, para isso, tratou-se como objetivos específicos em dois artigos, sendo: (i) propor diretrizes para a gestão da inovação do Grupo CEEE a partir da análise das práticas de gestão de pessoas; e (ii) estruturar um programa de reconhecimento e recompensas visando o incentivar o processo de inovação Trata-se de dois estudos de caso, de natureza aplicada qualitativa exploratória, no intuito de levantar o máximo de informações acerca dos temas, tendo como principal contribuição preencher uma lacuna identificada na gestão da inovação da empresa em estudo, mas servindo também como exemplo para as demais empresas do setor de energia. Como resultados deste trabalho, foi possível propor alternativas nos processos de gestão de pessoas visando o desenvolvimento de uma cultura de inovação, além de também, propor uma metodologia visando o reconhecimento e a recompensa no processo de inovação, pilar importante do processo de gestão de pessoas para desenvolver uma cultura de inovação. Uma vez implementada estas propostas, será possível perceber a integração destes dois processos, permitindo a empresa obter ganhos em todas as dimensões da inovação, atendendo ao proposto no objetivo geral.
The culture of innovation is something pursued by organizations to improve performance and competitive advantage. In an environment regulated, where innovation is required subject, in the case of the electricity sector for example, it becomes fundamental differential treatment in this process. However, innovation must be structured so that personnel management practices allow you to create an organizational development environment because it is an important pillar in building a culture of innovation. The integration between these two processes, so it is essential and in this sense, this work has as main objective to propose the integration between the personnel management processes and innovation in CEEE Group and, therefore, treated as specific goals in two articles, namely: (i) personnel management practices in the Innovation Process; and (ii) Recognition and reward the Innovation Process. These are two case studies, exploratory qualitative applied nature, in order to get as much information about the themes with the main contribution to fill a gap identified in the company's innovation management study, but also serving as an example to other companies in the energy sector. As a result of this work, it was possible to propose alternatives in the personnel management process aiming the development of a culture of innovation, and also propose a methodology aiming to recognize and reward the innovation process, important pillar of personnel management process to develop a culture of innovation, Once implemented these proposals, it will be possible to realize the integration of these two processes, enabling the company to obtain gains in all dimensions of innovation, given to the overall objective.

APA, Harvard, Vancouver, ISO, and other styles

42

Jakobsson, Malcolm, and Carl Nensén. "HIGH RISK, LOW REWARD. A DEEP DIVE INTO THE PRINTING INDUSTRY : A qualitative study of procurement risk management within Swedish printing corporations." Thesis, Umeå universitet, Företagsekonomi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-185261.

Full text

Abstract:

Globalization and digitalization are trends that are everlasting affecting the world economy. This has allowed businesses to capitalize on markets that would be impossible to reach, without a physical move, but have also resulted in new obstacles. These two trends are intertwined and come with a multitude of new risks. From the growing complexity of the supply chains to a higher dependency on technology. Risk has become a central theme to consider for businesses, as the supply chain is being subjected to higher vulnerability than ever before. The procurement unit carries a fair share of the responsibility of dealing with risks. This is due to the “rippling effect” that any disturbance within the procurement unit has on the supply chain as a whole. This study focused on risk management within the procurement unit, where we had a large focus on the perception of risks and risk management for the procurement process. This was then applied to the printing industry, an industry that is being heavily challenged by the digitalization trend. The general characteristics of the industry as well as the history of destructive innovations are both evidence of the great need for risk management within the Swedish printing industry. This created a notion of great applicability within our research area. The theoretical framework acted as a point of departure for developing the correct themes that would extract fruitful data. Our purpose was to examine in what way, and to what extent Swedish printing firms consider risk in their procurement process. Further, we wanted to contribute with theoretical knowledge to the research gap we had discovered, which was the usage of PRM-strategies in a Swedish context. In our journey to fulfill our purpose we decided to conduct a qualitative study where six printing firms and one member organization were interviewed. The interviews followed a semi-structured form and provided us with insight into the printing industry’s views on risks and the management of these risks. The study heeds an inductive research approach where we gathered material and analysed it, comparing it to pre existing theory. To analyze the gathered material we conducted an inductive thematic analysis where three themes were formed. Based on the results formed by conducting our study, we can conclude that Swedish printing firms do not apply any risk management strategies for their procurement unit. Many firms within our sample felt a disconnect between their work processes for risks and their perceptions of working with risks. Some firms expressed a desire to expand their work processes for risk after conducting the interviews, however, we see few indications of future procurement risk management applications. Despite these views on procurement risk management, we managed to identify several risk mitigating tactics being applied with Swedish printing firms without them expressing any strategies. We believe that this stems from the industry’s maturity as well as the power differences existing between suppliers and industry firms. These conclusions do, however, require support from future research and we encourage future research to investigate the application of PRM-strategies within the printing industry further. Finally, we presented a model conveying a general action plan to be applied by industry firms. This action plan is rudimentary and its purpose is simply to provide firms with a risk management structure to follow and build upon with firm specific preconditions. We hope that this model can aid firms in realizing the importance of risk management and provoke them to spend more time and energy on it.

APA, Harvard, Vancouver, ISO, and other styles

43

Janzon, Amelie, and Andreas Olsson. "Controlling For a Sustainable Future : The practical use of management control systems." Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-324882.

Full text

Abstract:

Sustainability is becoming increasingly more important for companies as the public demands that companies are more transparent and act in a responsible manner. This thesis researches what role management control systems play when implementing and working with sustainability. This was done by interviewing CSO’s and controllers as well as examining annual financial and sustainability reports at three large Swedish firms, all praised for their sustainability work. The data was compared between the case companies and analysed by using the management control systems framework by Malmi and Brown (2008). The findings show that the cultural controls coupled with the administrative controls have the most important role to play when implementing sustainability, as they provide the basis for the other control systems. These other control systems have currently a much smaller role to play as there are still challenges connected to sustainability that hinder the use of these control systems to their full potential. The findings further show that the key to implementing sustainability lies in the company’s ability to find and create business cases concerning sustainability as this help aligning the sustainability goals with the business goals and overall strategy.

APA, Harvard, Vancouver, ISO, and other styles

44

Gebretsadkan, Feven, and Mahabad Minozada. "Belöningssystem - ett incitamentverktyg för att skapa motivation : En fallstudie av Sparbanken Rekarne." Thesis, Mälardalens högskola, Akademin för hållbar samhälls- och teknikutveckling, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-10345.

Full text

Abstract:

Sammanfattning Datum: 2010-08-30 Kurs: Kandidatuppsats i företagsekonomi, FÖA300, 15 hp Handledare: Carl G. Thunman Författare: Feven Gebretsadkan och Mahabad Minozada Titel: Belöningssystem – ett incitament verktyg för att skapa motivation. En fallstudie av Sparbanken Rekarne Syfte: Syftet med denna uppsats är att beskriva vad belöningssystem innebär och anställdas uppfattning av belöningssystemet och dess inverkan på motivation i Sparbanken Rekarne. För att sedan ge rekommendationer till förbättringar för hur Sparbanken Rekarnes belöningssystem kan ge mer motivation till de anställda. Metod: För att uppnå syftet samlades vetenskaplig information in från litteratur, vetenskapliga artiklar, tidigare uppsatser och övrig information från internet hemsidor. Undersökningen bestod av intervjuer med chefer och anställda på Sparbanken Rekarne. Intervjuerna bestod av personlig kontakt och individuellt med varje respondent. Två intervjuguider användes, varav en användes till ledningen och den andra till de anställda. Analys: I analysen har den teoretiska referensramen och den empiriska undersökningen sammankopplats. Slutsats: Rekommendationer till förbättringar för hur Sparbanken Rekarnes belöningssystem kan ge mer motivation till de anställda har tagits fram. Då det ska förbättra bankens framtida arbete med belöningar för att skapa mer motivation. Detta vidare genom att engagera de anställda mer i belöningarnas utformning. Nyckelord: Belöningssystem, motivation, human resource management, incitement, bank
Abstract Date: 2010-08-30 Course: Bachelor thesis in Business Administration, FÖA300, 15 credits Tutor: Carl G. Thunman Authors: Feven Gebretsadkan och Mahabad Minozada Title: Reward systems - an incentive tool to create motivation. A case study of the Sparbank Rekarne Purpose: The purpose of this thesis is to describe what a rewarding system means and the understanding of the employee to the rewarding system which gives effect to motivation in the Sparbank Rekarne. Recommendations to improve the rewarding system in the Sparbank Rekarne by which the employee will be more motivated is indicated the purpose. Method: In order to reach the purpose scientific information was gathered from literature, scientific articles, previous thesis and additional information from internet. The inquiry was done by interviewing the managers and the employee of Sparbank Rekarne. The interview was held personally and individually with every respondent. Two interview guides were used, one to the leaders and the other one to the employee. Analysis: In the analysis the theoretical frame of reference and the empirical enquiry are combined. Conclusion: The recommendations to improve how the Sparbank Rekarne rewarding system can give more motivation to the employee have taken out. This can improve the future of the bank with rewarding in order to get motivation by involving the employee in working out the rewarding system. Keywords: Reward system, motivation, human resource management, incentive, bank

APA, Harvard, Vancouver, ISO, and other styles

45

Kopecký, Martin. "Princip interní rovnováhy v kontextu firemní strategie." Doctoral thesis, Vysoká škola ekonomická v Praze, 2014. http://www.nusl.cz/ntk/nusl-261932.

Full text

Abstract:

The thesis deals with the scientific problem of the link between the strategic management and the compensation system using the principle of internal equity. The work is based on two pillars, namely the qualitative research and own proposed solution. The first part of the thesis describes the qualitative research and the possibilities and the synergistic effects of linking business strategy and compensation system. The qualitative research is performed as a multi-case study and investigates the phenomenon in the practice of three companies from various markets (the Czech Republic, Slovakia and Bosnia and Hercegovina) and industries (finance, IT/Telco and FMCG). The research tries to find answers to the four research questions: How does business strategy influence compensation process? How can compensation support the realization of a business strategy? How can business strategy be linked with a compensation system within the principle of internal equity? How can compensation reinforce the strategic function of the human resources management? The research is based on the study of theoretical sources as well as on practical fieldwork. The qualitative research itself uses qualitative research methods for data collection, such as observations, questionnaires, and document analysis. The population questioned was top managers, line managers and representatives of HR department. In total, 142 interviews were performed by a single person. The collected data were analyzed and the triangulation was applied. The findings were summarized and generalized into a final report that brings answers to the research questions above. The research brings valuable findings used in the second, design part of the thesis. The own proposed solution consists of two main models. The first one is a simplified scheme of the compensation system and the second one is a model of strategic segmentation of jobs. The first model could be used successfully in the business practice as well as in education. The second model of the strategic job segmentation brings answer to the question of synergistic linking of business strategy and the compensation system within the principle of internal equity. The model brings valuable findings and a foundation for further theoretical research and its further development. The model also brings practical solution to the design of related policies and processes in the strategic management of human resources. By the design of both proposed models the main objectives of the thesis were achieved.

APA, Harvard, Vancouver, ISO, and other styles

46

Paulsson, Sanna, and Linda Lindgren. "Retention : An explanatory study of Swedish employees in the financial sector regarding leadership style, remuneration and elements towards job satisfaction." Thesis, Växjö University, School of Management and Economics, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:vxu:diva-1920.

Full text

Abstract:

Introduction: Companies today are forced to function in a world full of change and complexity, and it is more important than ever to have the right employees in order to survive the surrounding competition. It is a fact that a too high turnover rate affects companies in a negative way and retention strategies should therefore be high on the agenda. When looking at this problem area we found that there may be actions and tools that companies could use to come to terms with this problem. Research told us that leadership, remuneration and elements like participation, feedback, autonomy, fairness, responsibility, development and work-atmosphere is important for job satisfaction and retention.

Object: The main objective is to increase the understanding regarding employee’s retention in relation to leadership style, remuneration and elements such as participation, feedback, autonomy, fairness, responsibility, development and work-atmosphere in the Swedish financial sector.

Method: We wanted to investigate how employee of the Swedish financial sector prefers to be retained, and how they consider and react to the chosen areas. The survey has a quantitative approach with a web based questionnaire and includes 129 respondents from banks, insurance and finance companies. The theoretical framework includes leadership and leadership style, financial as well as non-financial remuneration and research done in later years regarding participation, feedback, autonomy, fairness, responsibility, development and work-atmosphere connected to retention.

Conclusion: The result shows that regarding leadership the respondents prefer leadership based on relations were they feel appreciation. Both appreciations from the closest manager as well as the company management influences employee job satisfaction in a positive way. More money was the most common reason for wanting to change jobs, and when asking how the remuneration system should be designed, base pay with additional bonus and benefits were preferred. But also non financial factors such as participation, feedback, autonomy, fairness, responsibility, development and work-atmosphere must be taken in consideration to satisfy since they seem to increase employees’ willingness to stay in the company.

APA, Harvard, Vancouver, ISO, and other styles

47

Persson, Maria. "⦁Engagera projektmedlemmar genom gamification? - En fallstudie gjord hos medieföretag i Malmöregionen." Thesis, Malmö högskola, Fakulteten för teknik och samhälle (TS), 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-20360.

Full text

Abstract:

Uppsatsens syfte är att bredda kunskapen om begreppet gamification genom att studera hur medieföretag i Malmöregionen tar del av denna utveckling i sin interna verksamhet i deras projektgrupper som digitalt belöningssystem. Vid denna undersökning har en kvalitativ metod med kvalitativa intervjuer med tre medieföretag gjorts, samt en kompletterande kvantitativ innehållsanalys av insamlad data inom rådande ämnen. Av de trettionio som tillfrågades att medverka i studien blev det tre medieföretag vid namn Ozma, Adludo och 24HR som valde att delta. Samtliga medieföretag som intervjuades står inte främmande till de rådande ämnena i denna uppsats då de valts ut utifrån ett icke-sannolikhetsurval med tillhörande inklusionskriterier. Intervjuerna gjordes semistrukturerade hos medieföretagen eller på café. Resultatet av intervjuerna finns att erhålla under kapitel ”Resultat” för att sedan diskuteras tillsammans med den teorianknytning som gjorts till denna studie. Sammanfattningsvis har studien kunnat konstatera att problematiseringen som råder gällande att gamification är ett nytt begrepp i många olika sammanhang även kan ses i en bransch innehållande medieföretag som ändå har en viss kunskap om området. Ingen av de studerande medieföretagen använder sig av gamification i sin interna verksamhet, men samtidigt kan det ändå konstateras att ett visst intresse för denna typ ändå finns, vilket synes i undersökta medieföretags utbud av tjänster och produkter samt i det intervjumaterial som erhålls i denna studie. Medieföretagen i undersökningen använder sig heller inte av belöningssystem för att motivera medarbetare att engagera sig i den interna verksamheten likt projektarbeten då de anser att denna redan ligger på en tillfredställande nivå. Den mindre storleken på medieföretagen som skapar en familjär relation medarbetare emellan och det starka intresset för vad de gör på arbetsplatsen ser till att vara de främsta anledningarna, samt deras personliga sätt att ge uppskattning och feedback på ett ganska omedelbart och direkt sätt till vardera medarbetare som grupp.
The purpose of the study is to broaden the knowledge regarding the concept of gamification by studying how media companies in the Malmö region utilizes the approach, using it internally in their organizations as a reward system for their project groups. As part of the study, a qualitative method with qualitative interviews on three different organizations has been conducted, along with a complementary quantitative content analysis of collected data from relevant topics. From the 39 companies, initially asked to partake in the study, the three media companies Ozma, Adludo and 24H chose to participate. All media companies interviewed are not foreign to the different topics discussed in the paper since they were selected from a non-probability sample with associated inclusion criteria. The interviews were semi-structured and conducted either directly at the media company or at a café. The result of the interviews can be found in the “Resultat” chapter, and is further discussed together with the theoretical connections carried out within this study. In summary, the study could observe current problems caused by gamification, as a relative new concept, where fully utilizing the application is not straight forward, even in the media industry. None of the studied companies uses gamification internally in the organization although a clear interest could be seen in the products offered by the studied company, something also confirmed by the conducted interviews. The studied companies does also not use any reward systems to motivate and engage their employees in the organization such as in project groups, since they believe their employees already have a satisfactory level of motivation. The small size of the companies that creates a familiar and close relation between employees, and the strong interest in their tasks seem to be the primary reason behind the motivation, along with their personal way of give appreciation and feedback on a relatively immediate and direct manner towards each employee and group.

APA, Harvard, Vancouver, ISO, and other styles

48

Andersson-Junkka, William, and John Lystrand. "Covid-19: Balancing risk and reward in business : A multi-case research studying Covid-19’s effects Swedish based firms’ supply chains and whether firms’ risk management has been sufficient or not." Thesis, Linnéuniversitetet, Institutionen för ekonomistyrning och logistik (ELO), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-96912.

Full text

Abstract:

When global complications occur firms must possess the capability to work around the new obstacles and aim to proceed with their operations as normal as possible. With the Covid-19 situation escalating day by day, the worries regarding if the companies of the world grow consequentially. This research has then been conducted with multiple cases in order to understand if the supply chains for production firms as well as service supply chains for service firms has been compromised in any way. If this is the case, the authors also aimed to find out whether there were any specific measures within the supply chains that can be applied to lower the negative consequences. To gain another level of depth to the understanding of the situation, the authors also chose to analyze the risk management aspect of the selected firms, to see if a lack of risk management and risk preparedness can affect the issues for the firm. The findings of this paper ultimately reveal that cases with a high level of internalization and that are operating with a service supply chain are managing the urgent situation to a better degree, with fewer complications due to Covid19.

APA, Harvard, Vancouver, ISO, and other styles

49

Yilmaz, Okan. "A Class of Call Admission Control Algorithms for Resource Management and Reward Optimization for Servicing Multiple QoS Classes in Wireless Networks and Its Applications." Diss., Virginia Tech, 2008. http://hdl.handle.net/10919/29732.

Full text

Abstract:

We develop and analyze a class of CAC algorithms for resource management in wireless networks with the goal not only to satisfy QoS constraints, but also to maximize a value or reward objective function specified by the system. We demonstrate through analytical modeling and simulation validation that the CAC algorithms developed in this research for resource management can greatly improve the system reward obtainable with QoS guarantees, when compared with existing CAC algorithms designed for QoS satisfaction only. We design hybrid partitioning-threshold, spillover and elastic CAC algorithms based on the design techniques of partitioning, setting thresholds and probabilistic call acceptance to use channel resources for servicing distinct QoS classes. For each CAC algorithm developed, we identify optimal resource management policies in terms of partitioning or threshold settings to use channel resources. By comparing these CAC algorithms head-to-head under identical conditions, we determine the best algorithm to be used at runtime to maximize system reward with QoS guarantees for servicing multiple service classes in wireless networks. We study solution correctness, solution optimality and solution efficiency of the class of CAC algorithms developed. We ensure solution optimality by comparing optimal solutions achieved with those obtained by ideal CAC algorithms via exhaustive search. We study solution efficiency properties by performing complexity analyses and ensure solution correctness by simulation validation based on real human mobility data. Further, we analyze the tradeoff between solution optimality vs. solution efficiency and suggest the best CAC algorithm used to best tradeoff solution optimality for solution efficiency, or vice versa, to satisfy the systemâ s solution requirements. Moreover, we develop design principles that remain applicable despite rapidly evolving wireless network technologies since they can be generalized to deal with management of â resourcesâ (e.g., wireless channel bandwidth), â cellsâ (e.g., cellular networks), â connectionsâ (e.g., service calls with QoS constraints), and â reward optimizationâ (e.g., revenue optimization in optimal pricing determination) for future wireless service networks. To apply the CAC algorithms developed, we propose an application framework consisting of three stages: workload characterization, call admission control, and application deployment. We demonstrate the applicability with the optimal pricing determination application and the intelligent switch routing application.
Ph. D.

APA, Harvard, Vancouver, ISO, and other styles

50

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.

Full text

Abstract:

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.

APA, Harvard, Vancouver, ISO, and other styles

Dissertations / Theses on the topic 'Reward management'

Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles