Relevant bibliographies by topics / Staff bonuses

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  2. Dissertations / Theses
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  4. Book chapters
  5. Reports

Academic literature on the topic 'Staff bonuses'

Author: Grafiati
Published: 30 May 2022
Last updated: 31 July 2025

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Journal articles on the topic "Staff bonuses"

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Ali Mbasua, Yakubu, Hauwa Adamu Saraki Adama, Charles Amnon Kwaskebe, and Bappayay Adama. "Institutional Performance and the Role of Bonuses Among Non-Teaching Staff of Public Collages of Education in Gombe State." AKSU Journal of Management Sciences 10, no. 1 (2025): 92–104. https://doi.org/10.61090/aksujomas.10106.

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Bonuses can motivate employees to achieve their goals and improve their performance. Moreover, bonuses may not be an effective motivator for all employees, particularly those who are not financially driven. This study investigated the influence of bonuses on the performance of non-teaching staff of public collages of educations in Gombe State. The study sampled 302 participants from the four public collages of education in the State. It was a survey in nature and cross-sectional approach that was adopted. The data were generated through the use of questionnaire and was analyzed using regressio
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Bulaevskaya, M. B., and E. V. Movshina. "Progressive Bonuses for Staff Motivation." Coke and Chemistry 67, no. 3 (2024): 201–3. http://dx.doi.org/10.3103/s1068364x24600350.

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MYKHAILYK, RUSLANA, and LYUDMILA BATSENKO. "STRUCTURE AND REQUIREMENTS FOR BUILDING A REGULATION ON BONUSES AT THE ENTERPRISE." Herald of Khmelnytskyi National University 292, no. 2 (2021): 7–10. http://dx.doi.org/10.31891/2307-5740-2021-292-2-1.

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This article is devoted to current issues of research on the essence of the regulation on bonuses at the enterprise. The purpose of the study is a detailed study of the structure and analysis of the requirements for building a regulation on bonuses as a means of motivating the staff of the enterprise. The article reveals the essence of the concept of “regulation on bonuses”, “motivation” in terms of personnel management; considered what structure should be in the regulation on premium at the enterprise; the analysis of requirements of construction of a regulation on bonuses is carried out; inv
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Makhsma, Mariia B., and Taras P. Melnyk. "Staff Rewarding as a Motivational Management Tool." Business Inform 7, no. 558 (2024): 459–65. http://dx.doi.org/10.32983/2222-4459-2024-7-459-465.

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The aim of the article is to analyze the current state of material incentives, in particular bonuses for staff on the example of a production enterprise, and to outline measures aimed at improving its efficiency in modern military economic conditions. Over the past five years, the system of motivation and stimulation of employees of domestic enterprises in the production sector has suffered major shocks from the pandemic and the full-scale military invasion. The latter was manifested by waves of decline in production volumes, deterioration of the financial condition of enterprises and, as a re
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Drake, Rachel. "Performance bonuses will harm staff morale." Nursing Standard 16, no. 5 (2001): 31. http://dx.doi.org/10.7748/ns.16.5.31.s50.

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Bagayoko, Moussa, Mohamed Diabaté, and Denise Tamga. "Proportion of Health Facility Expenditures Allocated to the Payment of Financial Incentives in a Performance-Based Financing Program: A Case Study of Six Health Facilities and Four District Hospitals in the Koulikoro Region of Mali." SAS Journal of Medicine 11, no. 04 (2025): 301–7. https://doi.org/10.36347/sasjm.2025.v11i04.008.

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This study examines the effects of using special quality improvement bonuses (Special Quality Improvement Bonuses) as a strategy to address health inequalities and accelerate universal health coverage under a results-based financing model. The authors present a case study of a health facility located in a vulnerable and insecure area that received such a bonus, highlighting the positive impact on infrastructure, equipment, staffing and service delivery. The study highlights the effectiveness of these bonuses in improving the quality of health services and bringing quality of care closer to vul
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Pius, Okello Robert, Dr Herbert Ssekandi, and Musoke Matthew. "Rewards and Staff Retention in Private Secondary School; A Case of Selected Secondary Schools in Lira City, Uganda." International Research Journal of Innovations in Engineering and Technology 09, no. 04 (2025): 192–214. https://doi.org/10.47001/irjiet/2025.904030.

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The purpose of this study was to examine the relationship between rewards and staff retention in private Secondary Schools in Lira City. Specially, the study sought to: explores professional development opportunities and staff retention in private Secondary Schools in Lira City, establish the relationship between recognition and staff retention in private Secondary Schools in Lira City and. to assess the relationship between salary bonuses and staff retention in private Secondary Schools in Lira City. The study employed descriptive, correlational, and crosssectional survey design; employed bot
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Hutahaean, Jeperson, William Ramdhan, and Sartini Sartini. "Penerapan Metode SAW Untuk Pemberian Bonus Tahunan Berdasarkan Kinerja Karyawan." JURIKOM (Jurnal Riset Komputer) 9, no. 6 (2022): 1825. http://dx.doi.org/10.30865/jurikom.v9i6.4999.

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Perkebunan Nusantara III (PTPN III) Mambang Muda North Labuhan Batu Regency is one of 14 Plantation State-Owned Enterprises (BUMN) engaged in plantation business, processing and marketing of plantation products. The Company's business activities include cultivating and processing oil palm and rubber plants. In the world, Sumatra is known as a producer of high-quality rubber, more than 38,000 hectares of PTPN III Mambang Muda rubber land in Labuhan Batu Utara Regency are endeavored to produce the best quality latex in the world. Behind the production of quality sap, reliable employees are neede
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Jozwiak, Gabriella. "Who gets a bonus." Nursery World 24, no. 5 (2024): 54. https://doi.org/10.12968/nuwa.2024.5.54.

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Agba, A. M. Ogaboh, Pius U. Angioha, Ntiense G. Akpabio, Abayomi Akintola, and Gbadebo S. Maruf. "Can workplace inducements influence labour turnover?" Quantitative Economics and Management Studies 2, no. 6 (2021): 355–64. http://dx.doi.org/10.35877/454ri.qems306.

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The study examines workplace inducements and labour turnover. Specifically, the study sought to establish the relationship between staff promotion, performance-based bonuses, employee discount, training, and labour turnover in the telecommunications industry in South-South, Nigeria. The study adopted a survey research design. Using a self-report questionnaire. Data was collected from five hundred and seventy-two (572) staff selected in four (4) telecommunications industry in South-South, Nigeria. The obtained data were statistically analysed using simple linear regression. Each hypothesis was
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Dissertations / Theses on the topic "Staff bonuses"

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Васильянова, А. В. "Мотивація як чинник підвищення ефективності праці персоналу". Thesis, 2018. http://dspace.oneu.edu.ua/jspui/handle/123456789/9811.

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У роботі розглядаються теоретичні аспекти системи мотивації персоналу та особливості системи мотивації на ТОВ «Телекарт-Прилад» з урахуванням закордонного досвіду.<br>The work deals with the theoretical aspects of the system of motivation of personnel and features of the system of motivation on LLC "Telecard-Prilad" taking into account foreign experience.
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Заєць, О. М. "Удосконалення форм та систем заробітної плати на підприємстві". Thesis, 2017. http://dspace.oneu.edu.ua/jspui/handle/123456789/8040.

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Кваліфікаційна робота магістра складається з трьох розділів. Об’єкт дослідження – чинні форми та системи оплати праці на одеському підприємстві ТОВ «Цемент». У роботі розглядаються теоретичні аспекти встановлення ефективних форм та систем заробітної плати на підприємстві, фактори, що впливають на їх формування та методи діагностики форм та систем оплати праці. Проаналізовано форми та системи оплати праці на ТОВ «Цемент», вплив рівня заробітної плати на ефективність роботи колективу та прибуток підприємства. Запропоновано введення грейдової системи оплати праці на підприємстві, преміюванн
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Wang, Chung-Li, and 王崇禮. "Performance Bonus System of Visiting Staff in a Medical Center in Taipei." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/67251386344995920705.

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碩士<br>國立臺灣大學<br>高階公共管理組<br>94<br>This retrospective study aimed to analyze how the visiting staff performance bonus system implemented since July, 1996 affect the hospital under study from various perspectives including service, teaching and research. The principles of the performance bonus system are: 1. there is no deficit in the fiscal year. 2. total bonus is calculated from 15% of monthly revenue (drugs and materials excluded). The amount of bonus depends on doctor’s individual medical service procedures, such as out patient service, inpatient service, emergency service and operation…..etc
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Yang, Jhih-Jie, and 楊智傑. "The relation between Staff Salary and Welfare, Staff Bonus, R&D and Organization Performance: A Case of the Plasticized Industry." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/45976320030024112883.

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碩士<br>國立東華大學<br>國際企業學系<br>97<br>Abstract Now days is knowledge economy, labor become company's resources .Staff salary provides staffs to keep their basic life, and also have become the reason why staffs choose the job. The theory of staff bonus is the company used distribute the profit to staff and make their become company's stockholders to make staffs if they work hard and they can have more rewards. At global environment, product life cycle is shorter an shorter. If company can't continue to promote the new product, they will lose their competitiveness immediately. Our research talked abou
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Lin, Hsiu-Yin, and 林秀英. "Study On Performance Bonus To Employee Well-Being：A Case Study Of–F Bank Staff." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/g6ehvn.

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碩士<br>元智大學<br>管理碩士在職專班<br>106<br>Performance bonuses are bonuses that employees pay to achieve specific performance and how companies are motivated to motivate employees. Performance awards include the nature of monetary and non-monetary incentives, each person's desire for the different hearts, therefore, the implementation of performance awards programs are ever-changing. If their own hard work, can get the corresponding remuneration, must have been a great sense of accomplishment it! Performance Bonus is the application of incentive mechanism features, so that employees feel their job perfo
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Chiang, Yung-Fa, and 江永發. "A Study on Correlation between Perception of Performance Bonus and Job Satisfaction for Personnel Staffs of the Public Elementary Schools in Taipei City." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/43015959538710444721.

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碩士<br>逢甲大學<br>公共政策所<br>94<br>Performance bonus system has been promoted overseas for many years. However, it has started to be implemented since 2003 in Taiwan. It was simply to efficiently practice performance bonus system and establish the performance management system with reliability and validity. Nevertheless, the human resource personnel of the local governments were the business undertakers of the performance bonus system in the institutions. The levels of their recognition toward the system and work were closely associated with the result of the policies. Through the motivation theory
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Books on the topic "Staff bonuses"

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Altman & Weil, Inc. and American Bar Association. Section of Economics of Law Practice., eds. Compensation plans for lawyers and their staffs: Salaries, bonuses, and profit-sharing. Section of Economics of Law Practice, American Bar Association, 1986.

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Weil and Altman. Compensation Plans for Lawyers and Their Staffs: Salaries, Bonuses and Profit-Sharing. Amer Bar Assn, 1987.

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Kool Stuff: Bonus Interviews From Long Live Mortal Kombat. Digital Monument Press, LLC, 2023.

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Kool Stuff: Bonus Interviews from Long Live Mortal Kombat. Digital Monument Press, LLC, 2023.

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Murray, Allan A. Duntroon Collection: Staff Cadet, Cold War Observer, Inappropriate Duntroon Plus a Bonus Pack. Independently Published, 2021.

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Phillips, C. J. The World's Funniest Bathroom Graffiti: All Volumes, The Raunchy Stuff and Bonus Books. Createspace Independent Publishing Platform, 2016.

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Journals, Spunky Spirited. All My Diabetes Stuff: Track Important Diabetes Information Daily - One-Year Blood Sugar Log - BONUS Coloring Pages! Independently Published, 2019.

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Marie, Untinen Auel Jean. The Plains of Passage: With Bonus Content. Bantam, 2010.

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Trackers, Hip. All My Diabetes Stuff: Two Year Log Book - Record Daily Glucose Readings on Easy One-Month Page Spreads - BONUS Coloring Pages! Independently Published, 2019.

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Media, Sparta. Guitar Tablature - 150 Blank Pages - Bonus Standard Tuning Chord Chart: Standard Tuning Chord Chart and Blank Tablature Staff Music Paper for Musicians, Teachers, Students and Enthusiasts. Independently Published, 2019.

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Book chapters on the topic "Staff bonuses"

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Andreas, Joel. "Disenfranchised." In Disenfranchised. Oxford University Press, 2019. http://dx.doi.org/10.1093/oso/9780190052607.003.0008.

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Chapter 8 examines the consequences of industrial restructuring, which began in the early 1990s and continues to the present day. The great majority of state-run and collective enterprises have been privatized, and all firms—including those in which the state has retained a stake—have been turned into shareholding companies. Tens of millions of workers have lost their jobs, and permanent job tenure has been replaced by much more precarious employment relations. As work unit communities have been transformed into profit-oriented enterprises, workers have been reduced to hired labor, losing thei
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Procter, Ben. "“Monarch of the Dailies”." In William Randolph Hearst. Oxford University PressNew York, NY, 1998. http://dx.doi.org/10.1093/oso/9780195112771.003.0004.

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Abstract Excitement, anticipation, experimentation, the steady drumbeat of an organization on the rise! Such ideas, such emotions and expressions permeated the Examiner offices at the beginning of 1890-and for good reason. Already a staff of talented professionals, well trained in “sniffing out” the news and gifted in writing attention-getting stories, had passed the circulation of one city rival, the Call, and had drawn even with the previously dominant Chronicle. Compensatory recognition in the form of large salaries and generous bonuses was equally satisfying, thereby encouraging excellence
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Andreas, Joel. "Reforming the Work Unit System." In Disenfranchised. Oxford University Press, 2019. http://dx.doi.org/10.1093/oso/9780190052607.003.0007.

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Chapter 7 looks at the impact on factory governance of the initial reforms carried out during the first decade and a half after Mao’s death in 1976. These reforms left the fundamental features of the work unit system—public ownership and permanent job tenure—in place, and institutional forms of participation, including staff and workers congresses, were revived and enhanced. During the “long 1980s” workers enjoyed substantial influence, especially with regard to the distribution of wages and bonuses, housing, and other welfare entitlements. Although the Chinese Communist Party had by then reno
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Lloyd, Anthony. "Profitability, efficiency and targets." In The Harms of Work. Policy Press, 2018. http://dx.doi.org/10.1332/policypress/9781529204018.003.0004.

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This chapter introduces primary data to illustrate the shift from security to flexibility detailed in chapter 2 and its specific impact upon management practice and culture within the service economy. The theme of the chapter is the quest for profitability and efficiency, embodied in the imposition of performance indicators and targets. The chapter does not offer an exhaustive account of all management practice in the service economy but instead focuses on some techniques which will return in the later discussion of harm. The work process is speeded up and controlled by managers and technology
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"that the expected results of such a system determined the amount of bonuses. In June 1833, the Board of Directors approved the incentive plan which had already been started the previous Febru­ ary. The criteria governing the allocation of bonuses were dis­ cussed before the final plan was adopted. The Board of Directors first rejected a system that based the bonuses only on the amount of scrap produced. The Board found this criterion too quantitative and added a second criterion which assessed the quality of glass produced. In January 1834, a first evaluation was presented to the Board of Directors, according to which, the system "succeeded in lowering cost prices.” Along with the decrease of cost amounts, the plan aimed at "ensuring the commitment of the workers and the lower supervisory staff to a good quality of glass.” According to Daviet the bonus system, created by Clement DESORMES in the soda factory, eventually introduced in the wage a variable part of 20 to 30% of the total, which is rather a large amount, and explains the workers’ distrust at the begin­ ning. The system was then extended to the glass factory' of Saint-Gobain. From this, it can be concluded that the institution of a new system of remuneration which had been started in 1820 came to fruition in 1834. This occurred at the same time that a cost accounting system was developed. This adds weight to the thesis of a causal link between the emergence of competition and the calculation of costs. In fact, the aim of the new system of remu­ neration was clearly linked to the desire to reduce costs. Accounting for Depreciation. As previously pointed out, depre­ ciation had long been calculated. In the 18th century, such a cal­ culation was only used to estimate the actual value of buildings and machinery and draw up the inventory. In his report to, the Board of Directors meeting on September 4, 1834 the chief ac­ countant writes: COST PRICES OF OUR PRODUCTS. A decision of the administration determined the way depreciation of build­ ings and machinery would be settled: buildings bear a yearly depreciation of 1/20 and machinery 1/15. When that decision was taken, the consumption of sulfur and the decomposition of sea salt were in a very usual propor­ tion; but now the soda factory has almost doubled its production; so, do you think, dear Sirs, that we must maintain that depreciation rate? I am all the more con­." In Accounting in France (RLE Accounting). Routledge, 2014. http://dx.doi.org/10.4324/9781315871042-31.

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Reports on the topic "Staff bonuses"

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Sulu, Nyanyiwe, and Mick Moore. Improving Revenue Collection in Malawi. Tax Collectors’ Perspectives. Institute of Development Studies, 2024. http://dx.doi.org/10.19088/ictd.2024.108.

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Tax specialists have a great deal to say about how African tax collectors could work better. But they rarely seem to ask the tax collectors themselves. This paper reports from what we believe to be the first such survey. A random selection of 83 staff members working on domestic taxes at the Malawi Revenue Authority, equally divided between senior, supervisory, and junior categories, were asked to respond to a series of written questions to elicit their views on how the Revenue Authority could collect more revenue. The survey was an experiment. Two of the conclusions that emerge concern future
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Albert, Jose Ramon, Ronald Mendoza, Janet Cuenca, Gina Opiniano, and Jennifer Decena-Monje. Process Evaluation of the Performance-Based Bonus (PBB) Scheme. Philippine Institute for Development Studies, 2019. https://doi.org/10.62986/dp2019.15.

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Since the adoption of the Performance Based Bonus (PBB) scheme in 2012, its effectiveness--particularly its impact on agencies' reform efforts and on public sector employees' motivation and productivity--have not yet been examined. The Department of Budget and Management (DBM) deems it critical to study the effect of the PBB on government efforts to boost productivity and push reforms, as well as government employees' individual and team-level motivations and productivity. The DBM wishes to determine whether the PBB is achieving its design objectives and, in turn, determine whether it is worth
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