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Robert, Sarah A. "Incentives, Teachers, and Gender at Work." education policy analysis archives 21 (April 1, 2013): 31. http://dx.doi.org/10.14507/epaa.v21n31.2013.
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Incentive pay programs have become panacea for a multitude of educational challenges. When aimed at teachers the assumption is that rewards entice them to work in particular ways or particular schools. However, the assumption is based on an economic formula that does not take into consideration the gendered nature of policy processes. This study examined ethnographically 10 teachers’ decision-making processes regarding whether to take up The Rural Program [La Ruralidad] in the Province of Buenos Aires, Argentina, which rewarded qualified educators with bonus pay to work in hard-to-staff schools, to address the question: How does gender mediate teachers’ decision-making process to take up an incentive reward? I isolate three conditions: safety, transportation, and community, to show how gendered relations, identities, and roles incentivize teachers. I argue that masculinities and femininities mediated teachers’ approach to taking up incentives. Rather than a simplistic, one-time-only decision, the study shows an on-going policy process that involves women and men in “rational economic decision making” mired by gender.
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Gershon, Rachel, Cynthia Cryder, and Leslie K. John. "Why Prosocial Referral Incentives Work: The Interplay of Reputational Benefits and Action Costs." Journal of Marketing Research 57, no. 1 (December 5, 2019): 156–72. http://dx.doi.org/10.1177/0022243719888440.
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Selfish incentives typically outperform prosocial incentives, and customer referral programs frequently use such “selfish” (i.e., sender-benefiting) incentives to incentivize current customers to recruit new customers. However, in two field experiments and a fully incentivized lab experiment, this research finds that “prosocial” (i.e., recipient-benefiting) referral incentives recruit more new customers. Five subsequent experiments test a process account for this effect, identifying two key psychological mechanisms: reputational benefits and action costs. First, at the referral stage, senders (existing customers) anticipate reputational benefits for referring recipients (potential new customers), who receive a reward for signing up. These reputational benefits render recipient-benefiting referrals just as effective as sender-benefiting referrals at the relatively low-cost referral stage. Second, at the uptake stage, recipient-benefiting referrals are more effective than sender-benefiting referrals: recipient-benefiting referrals directly incentivize recipients to sign up, providing a clear reward for an otherwise costly uptake decision. The preponderance of selfish, or sender-benefiting, referral incentives in the marketplace suggests these effects are unanticipated by marketers who design incentive schemes.
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Breen, Rachel J., Stuart G. Ferguson, and Matthew A. Palmer. "Smokers’ Perceptions of Incentivized Smoking Cessation Programs: Examining How Payment Thresholds Change With Income." Nicotine & Tobacco Research 23, no. 9 (February 23, 2021): 1567–74. http://dx.doi.org/10.1093/ntr/ntab031.
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Abstract Introduction Studies demonstrate that financial incentive programs increase smoking cessation. However, there is little guidance on which incentive magnitudes will ensure optimal enrollment and motivation levels. This study investigates current smokers’ perceptions of varying incentive magnitudes to identify whether there is evidence for optimal amount(s) and whether perceptions differ by income group. Methods Studies 1 (N = 56) and 2 (N = 147) were conducted online via Prolific.co. Current smokers were randomly shown multiple hypothetical incentive programs that differed only in the incentive amount offered. For each program, smokers rated its appeal and their likelihood of enrolling and predicted their motivation to quit if enrolled. Growth models were used to investigate the relationship between perspectives and the incentive amount. Results An increasing quadratic trend in smokers’ perceptions of programs as the incentive amount increased was identified. Incentive amounts beyond approximately £50–75 per week (£500–£750 total) did not significantly alter perceptions of programs. In Study 2, high-income smokers found programs significantly less appealing and motivating than low-income smokers, although no significant between-group differences were observed in the likelihood of enrollment. No significant differences were observed between low- and middle-income smokers. Conclusions Increasing the incentive amount increased smoker’s perceptions of programs. This relationship was curvilinear, meaning there may be a point beyond which further increasing the amount will not improve enrollment or motivation levels. Incentives appear equally appealing to low- and middle-income smokers; the population among whom smoking is most prevalent. Future research could explore other elements of program design and whether findings hold under real-world conditions. Implications While acknowledging that they work, policymakers frequently request information about the monetary amount needed for incentive programs to be effective, and if this differs by income level. We investigated these questions using smokers’ perceptions of hypothetical cessation programs that differed in the amount offered. An increasing quadratic trend in perceptions of programs by the amount and potential cut points was observed, suggesting a point may exist beyond which increasing the incentive will not improve perceptions of programs or enrollment levels. High-income smokers may not perceive incentives to be as appealing as other income groups, but appear equally willing to enroll.
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Lubarsky, David A., Michael T. French, Howard S. Gitlow, Lisa F. Rosen, and Steven G. Ullmann. "Why Money Alone Can’t (Always) “Nudge” Physicians." Anesthesiology 130, no. 1 (January 1, 2019): 154–70. http://dx.doi.org/10.1097/aln.0000000000002373.
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Abstract Behavioral economics seeks to define how humans respond to incentives, how to maximize desired behavioral change, and how to avoid perverse negative impacts on work effort. Relatively new in their application to physician behavior, behavioral economic principles have primarily been used to construct optimized financial incentives. This review introduces and evaluates the essential components of building successful financial incentive programs for physicians, adhering to the principles of behavioral economics. Referencing conceptual publications, observational studies, and the relatively sparse controlled studies, the authors offer physician leaders, healthcare administrators, and practicing anesthesiologists the issues to consider when designing physician incentive programs to maximize effectiveness and minimize unintended consequences.
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Bergolo, Marcelo, and Guillermo Cruces. "Work and tax evasion incentive effects of social insurance programs." Journal of Public Economics 117 (September 2014): 211–28. http://dx.doi.org/10.1016/j.jpubeco.2014.04.015.
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Soherwardy, Aalia, and Elizabeth Crouch. "Assessing Initiatives for Rural Health Practices in South Carolina." American Journal of Undergraduate Research 17, no. 3 (December 30, 2020): 61–72. http://dx.doi.org/10.33697/jur.2020.028.
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The purpose of this study was to determine which incentives are most effective in motivating medical students to practice in rural areas of South Carolina, which can be informative for the medical practitioner rural recruitment process. Medical students attending the University of South Carolina School of Medicine located in Columbia, South Carolina were surveyed about demographic information, motivations for rural practice, and considerations for choosing a practice location (n=109). Chi-square tests and bivariate analyses were used to test for significant differences. A significant relationship was found between previous residence in a rural area and personal motivation to practice in a rural area (p<0.001). It was also found that 86.2% of students who had previously lived, worked, or served in rural areas had a personal motivation to practice medicine in a rural area, confirming previous research. Loan forgiveness options were the most appealing personal incentive for the students in this study, closely followed by guaranteed minimum incomes and tax incentives; financial incentives were more preferred than non-financial incentives like reduced on-call work and accelerated residencies. The results of this study can be utilized to craft future state-supported incentive programs or to tailor current programs to more effectively recruit students to rural practice. KEYWORDS: Rural; Recruitment; Healthcare Provider; Shortage; Incentive Programs; Medical Student; Southern United States; Loan Forgiveness
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Soherwardy, Aalia, and Elizabeth Crouch. "Assessing Initiatives for Rural Health Practices in South Carolina." American Journal of Undergraduate Research 17, no. 3 (December 30, 2020): 61–72. http://dx.doi.org/10.33697/ajur.2020.028.
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The purpose of this study was to determine which incentives are most effective in motivating medical students to practice in rural areas of South Carolina, which can be informative for the medical practitioner rural recruitment process. Medical students attending the University of South Carolina School of Medicine located in Columbia, South Carolina were surveyed about demographic information, motivations for rural practice, and considerations for choosing a practice location (n=109). Chi-square tests and bivariate analyses were used to test for significant differences. A significant relationship was found between previous residence in a rural area and personal motivation to practice in a rural area (p<0.001). It was also found that 86.2% of students who had previously lived, worked, or served in rural areas had a personal motivation to practice medicine in a rural area, confirming previous research. Loan forgiveness options were the most appealing personal incentive for the students in this study, closely followed by guaranteed minimum incomes and tax incentives; financial incentives were more preferred than non-financial incentives like reduced on-call work and accelerated residencies. The results of this study can be utilized to craft future state-supported incentive programs or to tailor current programs to more effectively recruit students to rural practice. KEYWORDS: Rural; Recruitment; Healthcare Provider; Shortage; Incentive Programs; Medical Student; Southern United States; Loan Forgiveness
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Агальцова, Ирина, and Irina Agaltsova. "INCENTIVE TOURISM AS A WAY OF PERSONNEL MOTIVATION." Services in Russia and abroad 10, no. 5 (August 29, 2016): 40–48. http://dx.doi.org/10.12737/21194.
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The article investigates the incentive tourism as one of the effective ways of non-monetary encouragement of staff. The author defines the incentive tourism as one of the components of business tourism and the considers the basic features of the organization of incentive tour. The article presents the statements of well-known motivation theories and based on them analyzes incentive tourism as a way of motivation. The author proves that incentive programs can meet the specific needs of an employee, encouraging to a more qualitative and productive work. The article also notes the high valence of incentive tourism, and explains why this type of tourism is not well developed in Russia in comparison with the US and European countries. The author concludes that the using by companies incentive tourism programs not only can positively affect the indoor climate in the team, but also have a positive impact on strengthening the company´s commitment, improving the quality of work, professional-level rise, and this, in turn, necessarily affect on the favorable development and prosperity of the organization. Thus, the use by organizations of incentive programs is regarded as an effective investment, bringing positive results over the long term.
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Williamson, Stephen D. "Low Real Interest Rates, Collateral Misrepresentation, and Monetary Policy." American Economic Journal: Macroeconomics 10, no. 4 (October 1, 2018): 202–33. http://dx.doi.org/10.1257/mac.20150035.
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A model is constructed in which households and banks have incentives to fake the quality of collateral. These incentive problems matter when collateral is scarce in the aggregate—when real interest rates are low. Conventional monetary easing can exacerbate these problems, in that the misrepresentation of collateral becomes more profitable, thus increasing haircuts and interest rate differentials. Central bank purchases of private mortgages may not be feasible, due to the misrepresentation of asset quality. If feasible, central bank asset purchase programs work by circumventing suboptimal fiscal policy, not by mitigating incentive problems in asset markets. (JEL E43, E52, E58, E62, G21)
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Orsingher, Chiara, and Jochen Wirtz. "Psychological drivers of referral reward program effectiveness." Journal of Services Marketing 32, no. 3 (May 14, 2018): 256–68. http://dx.doi.org/10.1108/jsm-07-2017-0247.
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Purpose Empirical research presents conflicting findings with regards to the effectiveness of referral reward programs (RRPs) and supports two alternative and conflicting views on the effectiveness of incentivizing recommendations. They are, first, a positive effect via perceived attractiveness of the incentive, and second, a negative effect via metaperception of the recommendation. The purpose of this paper is to examine these two opposing psychological mechanisms to reconcile the conflicting findings. Design/methodology/approach The authors conducted three experiments. Study 1 tests the base model. Studies 2 and 3 add moderators to test whether each mediating variable operates exclusively on its intended relationship. Findings Incentive size enhanced the attractiveness of an incentive, but reduced the metaperception favorability of the recommendation. These two opposing mechanisms operated in parallel, independently and fully mediated the effects of incentive size to likelihood of making a recommendation. Thus, the net impact of incentives on recommendation behavior depended on the relative strengths of these two opposing forces. Practical implications The study recommends managers to design RRPs with incentives that recommenders perceive as highly useful (i.e. to increase attractiveness) but have a low face value (i.e. to reduce metaperception concerns) and to target RRPs to strong rather than weak ties. Originality/value Our work offers an integrated theoretical account of consumers’ responses to incentivized recommendations and provides managerially relevant guidelines for the design of effective RRPs.
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Hill, Mark L., David J. Ruth, Michael J. Hine, Robert M. Carlson, Simone Worden Jones, and Alice T. Watts. "Navigating and Improving Employment Related Policies for People with Disabilities: An Emerging WorkWORLD Knowledge Based Decision Support (WW-KBDS) System." Journal of Applied Rehabilitation Counseling 29, no. 4 (December 1, 1998): 32–36. http://dx.doi.org/10.1891/0047-2220.29.4.32.
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Current disability benefit, employment, and welfare programs interact in complex ways that often discourage beneficiaries from seeking employment and increased earnings. The complexity of such “incentive incompatibilities” or “perverse incentives” serves as barriers not only to the employment of individuals with disabilities but also to the efforts of policy makers to improve the policies and remove the disincentives. A Knowledge Based Decision Support (KBDS) system can: (1) help individuals to navigate the current system as successfully as possible; and (2) help policy makers and disability advocates to develop “incentive compatible” policies that reward beneficiaries for going to work rather than punish them. The Employment Support Institute (ESI) has been working under contract with the Social Security Administration (SSA) to develop the WorkWORLD decision support system and software that can help both beneficiaries and policy makers. Because many of the programs operate differently in different states, however, the full development of the software will require the cooperation of every state. A model for that cooperation has been developed and is presented.
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McLaughlin, James, and Daniel K. Boyle. "Transit Incentive Program for Transit-Dependent Riders." Transportation Research Record: Journal of the Transportation Research Board 1604, no. 1 (January 1997): 139–45. http://dx.doi.org/10.3141/1604-16.
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Five years ago, several transportation agencies in Los Angeles County began discussions on developing a process to reevaluate the existing bus service delivery system, including the opportunity for public involvement and participation. As a result, the concept of a thorough restructuring study was developed. Restructuring studies are closely related to other activities focused on the bus system. In March 1996, the Metropolitan Transportation Authority (MTA) board approved a broad-based bus system improvement plan that tied together many of the ongoing service improvements with proposed plans and programs to provide a 2- to 5-year set of goals to improve bus service in Los Angeles. It is in this context that the MTA and the Los Angeles Department of Transportation commissioned a special work effort as part of the Central/East/Northeast restructuring study to examine options for a transit incentive program for transit-dependent riders. The transitory nature of transit dependency has gained increased awareness in recent years, but development of effective strategies has lagged behind as transit agencies have targeted discretionary travelers as the largest pool of potential riders. The approach taken is to identify and describe rider-incentive programs implemented at other transit agencies that target or can be applied to the transit-dependent population, to consider public input about incentives and rewards that would be attractive to these riders, and to note key neighborhoods in the study area where there are significant numbers of households without automobiles. The objectives are to develop options for a pilot incentive program and to define the type of area appropriate for a focused demonstration-type project. The application of ideas as part of the consent decree negotiated by the Los Angeles County MTA is summarized.
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Shabat, Manal Elsayed. "Early retirement incentive programs as a human resources restructuring strategy in public sector." Review of Economics and Political Science 5, no. 1 (January 13, 2020): 69–90. http://dx.doi.org/10.1108/reps-06-2019-0087.
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Purpose The purpose of this paper is to analyze the conceptual framework about human resources downsizing and restructuring and how organizations of the public sector can do that effectively and efficiently. These facts drive to the conclusion that the implementation of early retirement incentives requires the most elaborate planning and execution to be effective, predictable and safe in the long term. Design/methodology/approach This paper adopts an analytical, descriptive methodology approach to describe the basic features of the data by using the descriptive research design. Data have been collected through different sources, which include secondary data, to introduce the theoretical literature of the subject as books, journals, articles, published working papers and referred previous studies related to the same subject. Findings Downsizing process is a deliberate administrative process that includes, but is not limited to, workforce reduction and is primarily aimed at achieving efficiency in public organizations. The definition of workforce downsizing may be narrowed to reducing the number of workers, or more likely to refer to general efforts to restructuring human resources in public organizations, Early Retirement Incentive Programs (ERIP) represents a viable alternative for organizations seeking to reduce staff. For the ERIP to be successful, the program coordinator must understand the business objectives and goals that the organization is trying to obtain. Originality/value Human resources strategies concerning downsizing public administration workforce should be more appropriate to those who leave the organization and those who stay at work, reducing the negative psychological, administrative and economical effects. This could be achieved through a strategy called early retirement incentive programs.
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Lundy, Taylor, and Hu Fu. "Limitations of Incentive Compatibility on Discrete Type Spaces." Proceedings of the AAAI Conference on Artificial Intelligence 34, no. 02 (April 3, 2020): 2136–43. http://dx.doi.org/10.1609/aaai.v34i02.5588.
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In the design of incentive compatible mechanisms, a common approach is to enforce incentive compatibility as constraints in programs that optimize over feasible mechanisms. Such constraints are often imposed on sparsified representations of the type spaces, such as their discretizations or samples, in order for the program to be manageable. In this work, we explore limitations of this approach, by studying whether all dominant strategy incentive compatible mechanisms on a set T of discrete types can be extended to the convex hull of T.Dobzinski, Fu and Kleinberg (2015) answered the question affirmatively for all settings where types are single dimensional. It is not difficult to show that the same holds when the set of feasible outcomes is downward closed. In this work we show that the question has a negative answer for certain non-downward-closed settings with multi-dimensional types. This result should call for caution in the use of the said approach to enforcing incentive compatibility beyond single-dimensional preferences and downward closed feasible outcomes.
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Urieşi, Sebastian. "Motivational effects of pay dispersion in pay for performance programs implemented in Romanian companies." Management & Marketing 11, no. 2 (July 1, 2016): 431–48. http://dx.doi.org/10.1515/mmcks-2016-0007.
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AbstractThe present study investigates the motivational effects in a sample of Romanian employees in private companies that implement pay for performance programs of one of the characteristics of these programs, namely pay dispersion, and on the potential mediating role of organizational justice in these effects. To this aim, we examined the relationships between the amounts of pay dispersion introduced by the respective financial incentive system, employee perceptions of distributive and procedural justice, work motivation, and base salary, respectively. The results of the data analysis, performed through structural equation modeling, support our hypotheses concerning the positive effect of performance – related pay dispersion on motivation and the mediating role of the two dimensions of organizational justice in this effect. Larger financial rewards allocated by the financial incentive system for high performers increase employee perceptions of distributive and procedural justice, which, in turn, foster work motivation. Base salary was also found to influence pay dispersion, as well as perceived distributive justice.
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Swartz, Katherine. "Markets for Individual Health Insurance: Can We Make Them Work with Incentives to Purchase Insurance?" INQUIRY: The Journal of Health Care Organization, Provision, and Financing 38, no. 2 (May 2001): 133–45. http://dx.doi.org/10.5034/inquiryjrnl_38.2.133.
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Simple income-based incentives to purchase health insurance (tax credits or deductions, or subsidies) are unlikely to succeed in significantly reducing the number of uninsured because income is not a good predictor of the extent to which individuals use medical service. Proposals to provide incentives to low-income people so they will purchase individual health insurance need to address the inherent tension between the interests of low-risk and high-risk people who rely on individual coverage. If carriers are forced to cover all applicants and to community rate premiums, low-risk people will drop coverage or not apply for it because premiums will exceed their expected need for insurance. Concern for people who currently have access to individual coverage calls for careful examination of options to permit incentive programs to succeed with the individual insurance markets. In particular, attention should focus on using alternatives to simple income-based subsidies to spread the burden of high-risk people's costs broadly, rather than impose the costs on low-risk people who purchase individual coverage. This paper describes three such alternatives. One uses risk adjustments and two rely on reinsurance so that carriers are compensated for the higher costs of covering high-risk people who use incentives to buy insurance. One alternative also permits risk selection by insurance carriers.
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Baade, Joel Haroldo, Cláudio Antônio Klaus, Joel Cezar Bonin, Levi Hülse, and Adelcio Machado Dos Santos. "THE HISTORY OF SUSTAINABILITY AND THE CASE OF THE GLOBAL ENTREPRENEURSHIP SUMMER SCHOOL: AN INCENTIVE TO INTERNATIONAL EDUCATION." International Journal of Research -GRANTHAALAYAH 8, no. 5 (June 8, 2020): 230–40. http://dx.doi.org/10.29121/granthaalayah.v8.i5.2020.195.
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This article seeks to bring a history of sustainability as a concept and to inform about global programs such as the Global Entrepreneurship Summer School about sustainability in a holistic approach to its three dimensions. It also addresses perceptions and results from the networking and international partnerships found throughout the event. It is about addressing the relationship between the events focused on social entrepreneurship and sustainability. This study aims is to share the impact of summer school programs as an incentive for education internationally, including the achievement of the Sustainable Development Education 4: Quality Education. The current work also verifies the incentive for the teaching of skills such as creativity, entrepreneurship, and fundraising in an international manner. From this experience and in the light of the international immersion with the contributions of the other participants and the enhancement promoted by the University of Western Cape. For the development of this work, we first analyze a history of sustainability and its three dimensions. Next, consumerism, blue economy, and social entrepreneurship are briefly discussed, and then the role of the Global Entrepreneurship Summer School is explored and elucidated the types of projects developed within the framework of the program. Finally, we relate the subjects to analyze the impact of such programs to enhance education and teaching.
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Gates, Jane McBride. "Client Evaluations of WIN and CETA Programs in Arkansas." American Review of Politics 5 (January 1, 1985): 1–19. http://dx.doi.org/10.15763/issn.2374-7781.1984.5.0.1-19.
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Public policy analysis has become a major area of interest to political scientists. The government's attempt to create jobs has become an important activity. The purpose of this study is to examine two public service employment programs, the Work Incentive Program (WIN) and the Comprehensive Employment Training Act Program (CETA), as they are administered on the local level. The CETA program was designed to provide training, employment, and other services leading to unsubsidized employment for economically and educationally disadvantaged persons. The WIN program was established with the objective of training employable recipients of AFDC for jobs.
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Andreeva, S. V. "Speech Therapy Work with Elementary-School Children with Autism Spectrum Disorders and Intellectual Disabilities." Autism and Developmental Disorders 18, no. 1 (2020): 76–84. http://dx.doi.org/10.17759/autdd.2020180108.
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Asynchronous neuropsychic development of children with autism spectrum disorders (ASD) involves not only a personalized approach, which takes into account behavioral characteristics of children during their education and correction, but also the development of new habilitation programs. The structural components of speech therapy work with children with ASD and intellectual disabilities presented. The most important motivational and incentive stage of work with children with behavioral features, which includes the formation of special educational environment, described in detail. As part of a comprehensive speech therapy work, basic differentiated tasks are determined depending on the degree of formation, impaired speech and potential developmental opportunities, from the establishment of sufficient articulatory capabilities to the development of verbal or alternative communication. The main directions of speech therapy work on the formation of speech function in primary schoolchildren studying in programs for children with intellectual disabilities presented. Experience of speech therapy practice in correctional work with children with writing and reading disorders presented.
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Mardones, Cristian, and Natalia Madrid Becerra. "Ex-post evaluation of the R&D tax incentive law in Chile." Academia Revista Latinoamericana de Administración 33, no. 3/4 (June 16, 2020): 337–59. http://dx.doi.org/10.1108/arla-03-2019-0092.
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PurposeThis study carries out an ex - post evaluation of the Research and Development (R&D) Tax Incentive Law in Chile.Design/methodology/approachA subset of data from the 9th Innovation Survey is chosen, specifically those that were available for the years 2013 and 2014. Then, differences in differences (DID) and matching with differences in differences (MDID) techniques are used to identify the impact of this policy.FindingsThe results obtained allow us to affirm that the use of the R&D Tax Incentive Law had some positive but very low effects on some components of expenditure for innovation. Also, the positive effect of the tax credits on the total expenditure for innovation identified with MDID disappears when only firms that know the R&D Tax Incentive Law are used as a control group.Originality/valueThis work provides new evidence to evaluate innovation policies in Latin America, focusing on tax credits that have been much less studied than subsidy programs. Specifically, it is concluded that there is still a wide margin to improve and reformulate the R&D Tax Incentive Law in Chile.
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Uriesi, Sebastian. "Efficiency of Pay for Performance Programs in Romanian Companies and the Mediating Role of Organizational Justice." Scientific Annals of Economics and Business 64, no. 1 (March 1, 2017): 1–18. http://dx.doi.org/10.1515/saeb-2017-0001.
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Abstract The present research examined the influences of pay for performance programs on employee performance in the Romanian context, by comparing a sample of employees in companies in which such programs are implemented to a sample of employees in organizations in which performance is not used as a criterion in deciding financial rewards. Results show that the work performances of the former, as evaluated by the direct supervisors of each employee, are significantly higher than those of the latter, and that this effect of performance pay is partly mediated by its positive effects on employee perceptions of distributive and procedural justice. Furthermore, results indicate that the individual – level financial incentive systems are more efficient in fostering work performance than the team – level performance pay programs in the Romanian employee sample, and that they also have stronger effects on the two dimensions of organizational justice.
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Uriesi, Sebastian. "Efficiency of Pay for Performance Programs in Romanian Companies and the Mediating Role of Organizational Justice." Annals of the Alexandru Ioan Cuza University - Economics 64, no. 1 (March 1, 2017): 1–18. http://dx.doi.org/10.1515/aicue-2017-0001.
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Abstract The present research examined the influences of pay for performance programs on employee performance in the Romanian context, by comparing a sample of employees in companies in which such programs are implemented to a sample of employees in organizations in which performance is not used as a criterion in deciding financial rewards. Results show that the work performances of the former, as evaluated by the direct supervisors of each employee, are significantly higher than those of the latter, and that this effect of performance pay is partly mediated by its positive effects on employee perceptions of distributive and procedural justice. Furthermore, results indicate that the individual - level financial incentive systems are more efficient in fostering work performance than the team - level performance pay programs in the Romanian employee sample, and that they also have stronger effects on the two dimensions of organizational justice.
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Amewornu, Ernestina M., and Nnamdi I. Nwulu. "Assessing the impact of demand response programs on the reliability of the Ghanian distribution network." PLOS ONE 16, no. 3 (March 11, 2021): e0248012. http://dx.doi.org/10.1371/journal.pone.0248012.
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The balancing of supplied energy to energy demand is often very challenging due to unstable power supply and demand load. This challenge causes the level of performance of distribution networks to be lower than expected. Research has however, shown the role of demand response (DR) on the performance of power networks. This work investigates the influence of DR, in the presence of incorporated renewable energy, on technical loss reduction, reliability, environment, energy saved and incentives paid to consumers with the help of PSAT and AIMMS software. Results from simulation have shown that the introduction of renewable energy into a Ghanaian distribution network coupled with implementing the proposed DR improves total energy supply by 9.8% at a corresponding operation cost reduction of 72.79%. The GHG and technical loss reduced by 27.26% and 10.09% respectively. The total energy saving is about 105kWh and 5,394.86kWh, for domestic and commercial loading profiles, respectively. Incentives received by consumers range between 45.14% and 58.55% more than that enjoyed, without renewable energy, by domestic and commercial consumers. The utility benefit also increased by 76.96% and 67.31% for domestic and commercial loads than that without renewable energy. Network reliability improves with implementation of DR. However, the reliability of a grid-connected network is better with a diesel generator only than with the integration of renewable energy. The power distribution companies, therefore, need to consider the implementation of incentive-based demand response program.
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Charbonneau, Oliver. "Colonizing Workers: Labor, Race, and U.S. Military Governance in the Southern Philippines." Modern American History 4, no. 1 (March 2021): 25–47. http://dx.doi.org/10.1017/mah.2021.4.
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Management of labor was central to articulating and constructing U.S. colonialism in the southern Philippines. Governed by American military officers for fifteen years (1899–1914), the major island of Mindanao and those of the Sulu Archipelago became sites of intensive race management efforts. Colonial officials identified racialized Muslim and Lumad societies as out of step with the modern world of work and developed myriad programs to address this “problem,” including mandatory service on public works projects, carceral labor, industrial education, and directed markets. Unevenly applied and frequently contested, these initiatives generated a range of responses from local actors. The drive to create disciplined laborers through incentive, coercion, and violence shaped state building in the region and linked it to preoccupations with work and racial reform in other U.S. imperial possessions and the wider colonized world.
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Brandhorst, Sebastian, and Annette Kluge. "When the Tension Is Rising: A Simulation-Based Study on the Effects of Safety Incentive Programs and Behavior-Based Safety Management." Safety 7, no. 1 (January 28, 2021): 9. http://dx.doi.org/10.3390/safety7010009.
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When an organization’s management creates a goal conflict between workplace safety and the profitability of the organization, workers perceive work-safety tension. This leads to reduced safety-related behavior, culminating in higher rates of occupational injuries. In this study, we explored design components of behavior-based safety programs: audit results and process communication, reward and punishment, and the framing of production goals as gains or losses. This allowed us to directly observe the effects of the goal conflicts and of the countermeasures that we designed in this study. We examined the perceived work-safety tension using a simulated water treatment plant in a laboratory study with 166 engineering students. Participants had the task of conducting a start-up procedure. The operators’ goal conflict was created by a choice between a safe and mandatory (less productive) procedure and an unsafe and forbidden (more productive) one. As participants were told that their payment for the study would depend on their performance, we expected that rule violations would occur. We found acceptance of measures and their design as important for rule related behavior. Work-safety tension emerged as a strong driver for violating safety rules. We conclude that safety incentive programs can become ineffective if goal conflicts create work-safety tension.
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Putra, Fajar Yulaiman, and Ahmad Ikhwan Setiawan. "Internal Factors of Improving Organization Quality as Efforts to Improve the Quality of Higher Education Management (Empirical Study on Universities in Surakarta)." Media Riset Manajemen 2, no. 1 (May 30, 2019): 1–22. http://dx.doi.org/10.20961/mrm.v2i1.15.
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This research aims to examine what orientation needs to be considered by the college study program in improving the quality of the organization. The survey method is used in this research, where data collection is done using a questionnaire method. The variables measured are understanding benefits of quality, incentive support, work discipline, continuous improvement, and implementation of quality management certification. Data were obtained from 100 chairmen of higher education study programs in Surakarta City who were accredited with A & B. Sampling was using purposive sampling method where the retrieval technique used certain considerations. Validity test is done by the outer loading technique and reliability testing is done by composite reliability technique. Hypothesis testing uses path analysis where the t test is used as a statistical test. The entire test was carried out with the help of SmartPLS 3 software. The results showed that each hypothesis tested in this study showed a positive influence. Understanding the benefits of quality positive influence on work discipline and continuous improvement. Incentive support has a positive effect on continuous improvement. Work discipline has a positive effect on continuous improvement and implementation of quality management certification. Continuous improvement has a positive effect on the implementation of quality management certification.
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Gross, Steven E., and Dan Duncan. "Case Study." Compensation & Benefits Review 30, no. 6 (November 1998): 46–50. http://dx.doi.org/10.1177/088636879803000608.
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Ameri Steel's experience with gainsharing demon-strates the effectiveness of using incentives to improve productivity within an organization. The advantages of gainsharing over profit sharing are two-fold: first, gainsharing distributes operating gains (as opposed to bottom-line profits), and, because it is easier to measure, can be paid out with a greater frequency than profit-sharing awards. The frequency of payouts is vital to the effectiveness of the plan, since there is a more immediate incentive with which to motivate employees. A further advantage of gainsharing is that, rather than basing rewards on total company profits, payouts can be based on the performance of plants, teams, or small work units. This struc-ture encourages employees to work together cohesively in a team environment. Companies with gainsharing programs are thus able to attract team-oriented risk-takers who are not afraid to bet the farm on their performance, while ensuring that excellence is rewarded with frequent and substantial payouts. Indeed, the Ameri Steel gain-sharing plan has helped the company generate an average of 8% annual improvements in productivity in the four years since management adopted this program, while employees have enjoyed average payouts equal to 46% of their base pay.
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Grochowski, M. "Public Administration Reform: An Incentive for Local Transformation?" Environment and Planning C: Government and Policy 15, no. 2 (June 1997): 209–18. http://dx.doi.org/10.1068/c150209.
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Local self-governments at gmina (municipality) level have become primary components of Poland's democratization. The establishment of self-governing units in 1990 was the most important achievement of the first period of transformation and a very promising sign for potential political and economic changes in the future. An attitude to local self-governments presented after 1993 by postcommunist parties that came back to power, have not allowed these governments to build the infrastructure essential for the efficient operation of the jurisdiction. It also was impossible to establish the next level of self-governance— powiat (county)—designed as a complementary one to gminas. The second phase of self-government reform has been halted. There is still no clarification of the functional responsibilities between different levels of government and no authorization of revenue sources corresponding to functional responsibilities. These facts have a negative influence on local transformation processes including those of an economic nature. That is why public administration reform is perceived as a very necessary step to continue democratic reforms and to make regions and counties or municipalities well managed and administered. However, reorganisation of central government or the introduction of new levels of self-governing units will not automatically promote local transformation. In order to do so public administration requires complex and deep changes. The starting point for these changes will be a new definition of the state and of central government's roles and responsibilities. If public administration reform is to bring real changes its role must be redefined from the perspective of a decentralized state. The reform should be designed and implemented in such a way that helps to work out transparent and efficient mechanisms of intergovernmental relationships. The reform should also change the position of local government relative to central government. New professional standards as well as training programs for local government employees must be prepared to improve human resources and to overcome bad bureaucratic customs and practices inherited from the communist era.
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Olorunfemi, Tope Roseline, and Nnamdi I. Nwulu. "Multi-Agent Based Optimal Operation of Hybrid Energy Sources Coupled with Demand Response Programs." Sustainability 13, no. 14 (July 12, 2021): 7756. http://dx.doi.org/10.3390/su13147756.
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Electricity is an indispensable commodity on which both urban and rural regions heavily rely. Rural areas where the main grid cannot reach make use of distributed energy resources (DER), especially renewable energy sources (RES), in an islanded microgrid. Therefore, it is necessary to make sure there is a sufficient power supply to balance the demand and supply curve and meet people’s demands. The work done in this paper aims to minimize the daily operating cost of the hybrid microgrid while incorporating a demand response strategy built on an incentive-based demand response (IBDR) model. Three case studies were constructed and analyzed to derive the best, most reduced daily operational cost. This was achieved using the CPLEX solver embedded in algebraic modeling language in the Advanced Interactive Multidimensional Modeling Systems (AIMMS) software with multi-agent system (MAS); the MAS was used to make sure that the developed intelligent-based agents work independently to achieve an optimal microgrid system. The sensitivity analysis employed established that case study 2 gave the most reduced daily operation cost (USD 119), which represents an 8% reduction in the daily operational cost from case study 1 and a 9% reduction from case study 3. Then, we achieved 17% and 25% reductions, as compared to specific other approaches.
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Bertram, Eva C. "The Institutional Origins of “Workfarist” Social Policy." Studies in American Political Development 21, no. 2 (2007): 203–29. http://dx.doi.org/10.1017/s0898588x07000181.
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Between 1971 and 1975, congressional leaders quietly transformed the character and politics of public assistance in the United States. Three legislative initiatives were passed in quick succession and with little debate—the Talmadge Work Incentive amendments (WIN II), Supplemental Security Income (SSI), and the Earned Income Tax Credit (EITC). Although they drew little attention at the time, their combined impact was significant in two respects. First, by redefining the terms and target populations of income assistance, they established the elements of a workfarist approach to federal antipoverty policy, one that turned the ends and means of federal assistance away from traditional needs-based New Deal welfarism and toward the principle of rewarding, encouraging, and enforcing work. In addition, the initiatives helped to create the political capacity for subsequent retrenchment of traditional welfare programs, notably Aid to Families with Dependent Children (AFDC).
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Brunie, Aurélie, Sarah Mercer, Mario Chen, and Tokinirina Andrianantoandro. "Expanding Understanding of Community Health Worker Programs: A Cross-Sectional Survey on the Work, Satisfaction, and Livelihoods of CHWs in Madagascar." INQUIRY: The Journal of Health Care Organization, Provision, and Financing 55 (January 2018): 004695801879849. http://dx.doi.org/10.1177/0046958018798493.
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With health worker shortages in rural areas, community health workers (CHWs) are instrumental to the sustainability of primary health care and to the ability to meet health needs. Identifying appropriate operational models and incentive structures is an important element of long-term success. This article reports on CHWs’ work demands and affective response to their volunteer work within the broader context of their livelihoods in Madagascar. A cross-sectional survey of 874 CHWs, called Agents de Santé Communautaire (ACs), from 14 districts across 5 regions was conducted in June 2015. Only 44% of ACs had cash savings. Subsistence farming was the main livelihood strategy; ninety-two percent of ACs were food insecure and 89% had experienced a shock in the past year. Overall, 77% of ACs financed commodity resupply through sales of health products and 18% from their personal savings; stock-outs at point of supply and financial and time constraints were the main reported challenges in getting health products. The average satisfaction score with AC work was 3 out of 4. This assessment from Madagascar helps unveil a more comprehensive view of the reality of CHWs’ lives. Managers need to take into account the potential implications of the demands of CHW work on already precarious livelihoods.
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Bruno, David Gerard, James R. Brown, and Evan D. Holloway. "Participants’ Perspectives of a Worksite Wellness Program Using an Outcome-Based Contingency Approach." Advances in Social Work 18, no. 2 (December 17, 2017): 595–610. http://dx.doi.org/10.18060/21624.
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Worksite wellness programs in the U.S. are increasingly common. Social workers in healthcare and administration should familiarize themselves with the various wellness programs and the impact they have on workers and organizations. This study examined a worksite wellness outcome-based contingency approach (WWOCA). This approach bases individual employee health insurance discounts on each participant achieving biometric goals. A mixed-method explanatory approach was used. Quantitative health measures of participants (n = 397) and six focus group discussions (n = 45) were conducted using a convenience sample. Results indicate that over half of the participants met their work-based health goals (i.e., body measurements at the average or excellent rankings) with increases from 56% in year one to 87% in year two and 90% by year three. However, focus group participants expressed a high sense of failure in relation to health goal attainment, frustration with loss of the financial incentive, and stress and anxiety linked to negative feedback about their body measurements. These results suggest that many participants’ self-worth was negatively impacted when participants had difficulty conforming to worksite wellness standards. Social workers in healthcare and administration will need to advocate for worksite wellness programs that promote human dignity and avoid discriminating based on employee health status.
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Bintoudi, Angelina D., Napoleon Bezas, Lampros Zyglakis, Georgios Isaioglou, Christos Timplalexis, Paschalis Gkaidatzis, Athanasios Tryferidis, Dimosthenis Ioannidis, and Dimitrios Tzovaras. "Incentive-Based Demand Response Framework for Residential Applications: Design and Real-Life Demonstration." Energies 14, no. 14 (July 17, 2021): 4315. http://dx.doi.org/10.3390/en14144315.
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In 2020, residential sector loads reached 25% of the overall electrical consumption in Europe and it is foreseen to stabilise at 29% by 2050. However, this relatively small increase demands, among others, changes in the energy consuming behaviour of households. To achieve this, Demand Response (DR) has been identified as a promising tool for unlocking the hidden flexibility potential of residential consumption. In this work, a holistic incentive-based DR framework aiming towards load shifting is proposed for residential applications. The proposed framework is characterised by several innovative features, mainly the formulation of the optimisation problem, which models user satisfaction and the economic operation of a distributed household portfolio, the customised load forecasting algorithm, which employs an adjusted Gradient Boosting Tree methodology with enhanced feature extraction and, finally, a disaggregation tool, which considers electrical features and time of use information. The DR framework is first validated through simulation to assess the business potential and is then deployed experimentally in real houses in Northern Greece. Results demonstrate that a mean 1.48% relative profit can be achieved via only load shifting of a maximum of three residential appliances, while the experimental application proves the effectiveness of the proposed algorithms in successfully managing the load curves of real houses with several residents. Correlations between market prices and the success of incentive-based load shifting DR programs show how wholesale pricing should be adjusted to ensure the viability of such DR schemes.
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Susilowati, Sri Hery. "Kebijakan Insentif Untuk Petani Muda: Pembelajaran dari Berbagai Negara dan Implikasinya bagi Kebijakan di Indonesia." Forum penelitian Agro Ekonomi 34, no. 2 (November 18, 2016): 103. http://dx.doi.org/10.21082/fae.v34n2.2016.103-123.
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<strong>English</strong><br />Indonesia and many countries deal with decreased number of young farmers. Some measures are taken to attract youth to work as farmers through some incentive. This paper aims to review various incentive policies for young farmers in many countries and their effectiveness and their implications for Indonesia. This paper applies both descriptive analysis and cross tabulation methods. Success of financial aid programs to young farmers in developed countries is still pros and cons. In addition to the financial aid incentive policies, various supports are also provided in the developing countries for the same purpose. The implications for Indonesia to attract young generation to work in agricultural sector should be in accordance with characteristics of small farmers in this country. Learning from the experience of the government's financial aid policy to young farmers in developed countries and credit program policy for Indonesian farmers, interest rate subsidy is not the only policy instrument to attract young farmers to work in agriculture. Policies to facilitate young farmers' access to capital and land tenure are more essential besides improving business diversification in rural areas. The government should well manage industrial development in rural areas through agricultural programs integrated with other supporting services.<br /><br /><br /><strong>Indonesian</strong><br />Dewasa ini Indonesia dan negara-negara di dunia menghadapi permasalahan menurunnya jumlah tenaga kerja muda pertanian. Fenomena aging farmers dan semakin berkurangnya tenaga kerja muda pertanian terjadi dalam tataran global. Upaya untuk menarik dan mempertahankan generasi muda petani menjadi usaha yang terus-menerus dilakukan di berbagai negara. Berbagai kebijakan insentif untuk petani muda telah dikembangkan di negara-negara maju untuk membantu mereka berkarir di sektor pertanian, khususnya pertanian on farm. Tujuan makalah adalah untuk melakukan review terhadap berbagai kebijakan insentif untuk petani muda di berbagai negara dan efektivitas kebijakan tersebut, serta implikasinya bagi Indonesia. Metode analisis dilakukan secara deskriptif dan tabulasi. Hasil analisis menunjukkan bahwa keberhasilan program-program bantuan finansial kepada petani muda di negara-negara maju masih bersifat pro dan kontra. Selain kebijakan insentif yang bersifat bantuan finansial, juga diberikan bantuan dalam bentuk dukungan lain. Implikasi bagi Indonesia, untuk menarik tenaga kerja ke sektor pertanian perlu disesuaikan dengan karakteristik petani kecil. Belajar dari pengalaman kebijakan insentif negara-negara maju dan kebijakan di Indonesia, insentif subsidi bunga pinjaman bukan satu-satunya instrumen untuk menarik tenaga kerja muda ke pertanian. Kebijakan untuk mempermudah akses modal dan penguasaan lahan lebih diperlukan selain diversifikasi usaha di perdesaan. Untuk itu, pengembangan industri di perdesaan harus berjalan dengan baik dan didukung oleh program pertanian yang terintegrasi dengan layanan pendukung.
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Pintor Sandoval, Renato, Brianda Elena Peraza Noriega, and Karen Olivia Heredia Trasviña. "Impact of family remittances and the Prospera program on high school students in Choix, Sinaloa, Mexico." ÁNFORA 24, no. 42 (June 20, 2017): 19–43. http://dx.doi.org/10.30854/anf.v24.n42.2017.165.
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Objective: to establish the impact of family remittances from the United States and the "Prospera" welfare program for the high school student population in a community with high social exclusion and poverty in Sinaloa.Methodology: first, the population, economic and work activities in the community of Choix, Sinaloa were described. Then, the discussion on remittances and the beneficiary families of the Prospera program were characterized; finally, a survey was designed and applied to 114 high school students and families from Choix.Results: the findings showed that remittances do not stop school dropouts from high school students in Choix. Although, some of those students use family remittances and the Prospera program help for their education. The social program Prospera works as an incentive to the students´ education. Family remittances are mainly used for family support.Conclusions: social assistance programs focused on poverty have been a visible trend. However, they do not tackle the problem at its root, but they make up macroeconomic indicators, which will continue with the same logic, such as: permanent discrimination and migration in those places, because public policy strategies will always emerge.
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Chikhi, Mourad, Rabah Sellami, and Nachida Kasbadji Merzouk. "Thermal Properties Study of a Solar Water Heater Tank with a Mantle Exchanger." International Journal of Energy Optimization and Engineering 3, no. 1 (January 2014): 92–100. http://dx.doi.org/10.4018/ijeoe.2014010106.
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The development and use of renewable energy sources and technologies are becoming vital for the management of energy supply and demand. For development solar water heaters, the incentive programs are supported by the Algerian government to generalize the using of this kind of energy especially in Sahara. This study is a part of program to develop a new solar water heater in UDES (Algeria). In this research work, the thermal performance of a solar water heater with a mantle heat exchanger is investigated numerically using Comsol Multyphysics software. The objective is to investigate the influence of the mantle heat exchanger thickness on the performance of solar water heaters. The results show, for 160 liters capacity of the solar water heaters tank, the 13mm of the heat exchanger thickness leads to improve the efficiency of the solar water heater.
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Zhukova, M., and V. Zhukov. "Increase of Loyalty of the Staff of Hotel Enterprises Based on the Use of Privileges Programs for Employees." Management of the Personnel and Intellectual Resources in Russia 9, no. 1 (April 10, 2020): 32–37. http://dx.doi.org/10.12737/2305-7807-2020-32-37.
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It is impossible to work effi ciently in the hospitality industry, ensure high occupancy of rooms, provide highquality hotel services without professional and loyal staff at the hotel, as hotel employees are one of the components of a hotel product. Therefore, almost every hotel has the task of organizing such a personnel management mechanism that would increase the loyalty of employees, intensify their activities aimed at improving the effi ciency of the hotel. The article considers the peculiarities of the personnel policy in the hospitality sector, presents all groups of material and moral factors that motivate staff to increase the effi ciency of work in a hotel, and also highlights the industry’s main problem — staff turnover on linear positions in hotels. To increase employee loyalty, international hotel operators are actively using privilege programs for their employees. The article analyzes privilege programs for employees of three large hotel operators and, based on a survey of employees of a large Moscow hotel, it is revealed that the privilege program used in the hotel has a number of signifi cant shortcomings and is not a decisive factor in building staff loyalty to the hotel. The article shows that currently for hotels the availability of loyal employees is not so much relevant as it is necessary and expedient to direct the eff orts of the personnel policy to increase the activity of employees, increase their involvement in the company. For this, the authors recommend hotels to use the following various mechanisms and methods: the formation of groups / collectives (project groups) to solve the tasks; targeted management using a variety of personnel control and coordination tools; staff rotation with a change in the nature and content of work; empowerment of employees to eliminate the monotony of labor; organization of a system of continuous training for employees; the use of a variety of material incentive systems.
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Roseli Wünsch Takahashi, Adriana, Mariane Lemos Lourenço, Josué Alexandre Sander, and Carla Patricia da Silva Souza. "Competence development and work-family conflict." Gender in Management: An International Journal 29, no. 4 (May 27, 2014): 210–28. http://dx.doi.org/10.1108/gm-12-2012-0100.
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Purpose – This study aims to understand how the development of teaching and research competencies affects graduate (MS and PhD level – called stricto sensu courses in Brazil) management professors' work-family relations. Design/methodology/approach – This research is a case study about work-family conflicts in academic careers. The data collection and analysis occurred during the period between June 2009 and January 2012. The population is composed of 45 professors: 33 men and 12 women, corresponding, respectively, to 73 and 27 per cent of the professors in the programs. Eleven female professors and 26 male professors were interviewed in this research. Analysis of work-family conflicts was performed by means of open questions based on three conflict dimensions: time, strain and behavior. Findings – Investment in the development of teaching competencies brings conflicts into work-family relations. Among the three conflict dimensions considered, time stood out. When the conflict dimension was analyzed, more specifically in terms of behavior, it was evident that men perceive the effects of work-family conflicts to a lesser extent, as women suffer more from the triple impact (work, family and studies). Research limitations/implications – Context of a sector within a determined place. Practical implications – This text highlights the importance and current theme of gender and career for researchers and academy. Thus, this paper contributes so society can reflect on the roles men and women hold in the distribution of the responsibilities, highlighting the importance of balancing their division between couples, in family routines and in childcare. Such balance can improve a family's life, providing better conditions so women can manage their careers. Social implications – Likewise, this paper supports public policies that improve the life quality of women or those who will adopt children, such as policies that incentive public and private organizations to extend maternity leave for mothers and adoptive couples, and public policies that contribute so women can proceed in their careers and therefore can contribute to the advancement of society and their own bio-psycho-social development. This text also brings implications in order that organizations design policies that allow all employees to better balance work-time and other life activities in general. Originality/value – By selecting the graduate MS/PhD (stricto sensu) educational sector in particular, it was possible to learn the challenges, difficulties, achievements and limits inherent to the profession (professors), just as it was possible to verify existing conflicts, many times experienced and debated in organizational routines but not identified and shown by academic research in this sector.
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Chartier, Lucas B., Shawn E. Mondoux, Antonia S. Stang, Adam M. Dukelow, Shawn K. Dowling, Edmund S. H. Kwok, Sachin V. Trivedi, Joshua Tepper, and Eddy Lang. "How do emergency departments and emergency leaders catalyze positive change through quality improvement collaborations?" CJEM 21, no. 4 (June 13, 2019): 542–49. http://dx.doi.org/10.1017/cem.2019.25.
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ABSTRACTObjectivesQuality Improvement and Patient Safety (QIPS) plays an important role in addressing shortcomings in optimal healthcare delivery. However, there is little published guidance available for emergency department (ED) teams with respect to developing their own QIPS programs. We sought to create recommendations for established and aspiring ED leaders to use as a pathway to better patient care through programmatic QIPS activities, starting internally and working towards interdepartmental collaboration.MethodsAn expert panel comprised of ten ED clinicians with QIPS and leadership expertise was established. A scoping review was conducted to identify published literature on establishing QIPS programs and frameworks in healthcare. Stakeholder consultations were conducted among Canadian healthcare leaders, and recommendations were drafted by the expert panel based on all the accumulated information. These were reviewed and refined at the 2018 CAEP Academic Symposium in Calgary using in-person and technologically-supported feedback.ResultsRecommendations include: creating a sense of urgency for improvement; engaging relevant stakeholders and leaders; creating a formal local QIPS Committee; securing funding and resources; obtaining local data to guide the work; supporting QIPS training for team members; encouraging interprofessional, cross-departmental, and patient collaborations; using an established QIPS framework to guide the work; developing reward mechanisms and incentive structures; and considering to start small by focusing on a project rather than a program.ConclusionA list of 10 recommendations is presented as guiding principles for the establishment and sustainable deployment of QIPS activities in EDs throughout Canada and abroad. ED leaders are encouraged to implement our recommendations in an effort to improve patient care.
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Pagani, Mario Mecenas, Fernando Antônio Leite Cabral Loureiro, Sérgio Henrique de Mattos Machado, and Ludmila Gonçalves Da Matta. "Viva o esporte: uma análise da política pública de esportes de um município do interior do estado do Rio de Janeiro." Revista Grifos 29, no. 48 (November 29, 2019): 91. http://dx.doi.org/10.22295/grifos.v29i48.5048.
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RESUMO:Políticas públicas são diretrizes da ação do poder público junto a sociedade, normas e procedimentos para as relações dos atores sociais e o Estado. O objetivo deste estudo foi descrever e analisar as políticas públicas de esporte da Fundação Municipal de Esporte (FME), da cidade de Campos dos Goytacazes-RJ. A metodologia utilizada caracterizou-se como descritiva. Os resultados do estudo indicam que o município estrutura o seu trabalho através da FME e que ela apresenta resultados expressivos nas políticas de incentivo ao esporte. Os programas de esporte oferecidos pelo município sofreram significativa redução no número de profissionais de educação física entre os anos de 2016 a 2018, entretanto, houve aumento no número de participações e ofertas de modalidades esportivas nos programas. Em 2016 eram 1.200 participantes em 9 modalidades e em 2018 foram 15.000 participantes e 41 modalidades. Por meio do estudo, foi possível concluir que a política pública do município de Campos dos Goytacazes voltada para o esporte proporciona excelentes resultados para a saúde e bem-estar da população refletindo, inclusive, na redução com os gastos em saúde. Palavras-chave: Políticas Públicas; Esporte; Lazer. ABSTRACT:Public policies are guidelines for the action of the public power with society, norms and procedures for the relations of social actors and the state. The aim of this study was to describe and analyze the public sports policies of the Municipal Sports Foundation (FME), in the city of Campos dos Goytacazes-RJ. The methodology used was characterized as descriptive. The results of the study indicate that the municipality structures its work through the FME and that it has significant results in sports incentive policies. The sports programs offered by the municipality suffered a significant reduction in the number of physical education professionals between 2016 and 2018, however, there was an increase in the number of participants and offers of sports in the programs. In 2016 there were 1,200 participants in 9 modalities and in 2018 there were 15,000 participants and 41 modalities. Through the study, it was concluded that the public policy of the city of Campos dos Goytacazes focused on sports provides excellent results for the health and well-being of the population, including the reduction in health spending. Keywords: Public Policies; Sport; Recreation.RESUMEN:Las políticas públicas son pautas para la acción del poder público con la sociedad, normas y procedimientos para las relaciones de los actores sociales y el estado. El objetivo de este estudio fue describir y analizar las políticas deportivas públicas de la Fundación Deportiva Municipal (FME), en la ciudad de Campos dos Goytacazes-RJ. La metodología utilizada se caracterizó como descriptiva. Los resultados del estudio indican que el municipio estructura su trabajo a través del FME y que tiene resultados expresivos en las políticas de incentivos deportivos. Los programas deportivos ofrecidos por el municipio sufrieron una reducción significativa en el número de profesionales de educación física entre 2016 y 2018, sin embargo, hubo un aumento en el número de participantes y ofertas de deportes en los programas. En 2016 hubo 1,200 participantes en 9 modalidades y en 2018 hubo 15,000 participantes y 41 modalidades. A través del estudio, se concluyó que la política pública de la ciudad de Campos dos Goytacazes centrada en el deporte proporciona excelentes resultados para la salud y el bienestar de la población, incluida la reducción del gasto en salud. Palabras clave: Políticas públicas; Deporte; Ocio.
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Collichio, Frances A., Karen M. Kayoumi, Kenneth R. Hande, Richard E. Hawkins, Janine L. Hawley, David J. Adelstein, Jean M. D'Angelo, and James A. Stewart. "Developing an In-Training Examination for Fellows: The Experience of the American Society of Clinical Oncology." Journal of Clinical Oncology 27, no. 10 (April 1, 2009): 1706–11. http://dx.doi.org/10.1200/jco.2008.20.3091.
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The American Society of Clinical Oncology (ASCO) developed its own test—the Medical Oncology In-Training Examination (MedOnc ITE)—as a tool to assess trainees' knowledge of the clinical oncology subspecialty, establish consistency in educational standards across training programs, identify areas of strength and weakness in individual programs, and stimulate intraprogrammatic reading and discussion. The Accreditation Council for Graduate Medical Education Outcome Project provided additional incentive for ASCO to develop an ITE. The examination was developed in 4 years. The concept of the examination and the budget were approved by the ASCO governing board. The National Board of Medical Examiners was selected to work with ASCO. Fellowship programs were contacted to determine if they had the information technology support to hold the examination. A blueprint for the examination was developed. The test format, including the number of questions and the selection of case-based single best answers, was determined. Physician volunteers to write the questions were solicited from among program directors, various ASCO committees, and disease experts. A workshop was held to teach volunteers how to write proper case-based questions. From this pool, a smaller group of physicians was selected to develop the test and review all test questions. The final examination was developed and administered in February 2008, with scores provided to fellows and program directors in April 2008. Feedback received after the examination will be helpful for developing future MedOnc ITEs. The process ASCO went through to develop the MedOnc ITE serves as a model for other subspecialties interested in developing their own ITEs.
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Marshall, Thomas, Ewa M. Mottier, and Robert A. Lewis. "Motivational Factors And The Hospitality Industry: A Case Study Examining The Effects Of Changes In The Working Environment." Journal of Business Case Studies (JBCS) 11, no. 3 (June 30, 2015): 123. http://dx.doi.org/10.19030/jbcs.v11i3.9289.
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The Mandarin Oriental Hotel in Bangkok is a world-wide leader in hospitality management. A critical ingredient for their success has been developing and maintaining superior performance from their employees. How is that accomplished? What Human Resource Management (HRM) practices should organizations invest in to acquire and retain great employees? Recent studies have demonstrated the importance of providing a supportive work environment, one that engenders employee satisfaction and promotes effective service performance among hospitality employees. But what is a supportive environment for hotel workers who are required to be responsive to the needs of guests twenty four hours a day? The Mandarin Oriental’s unique approach involved building a separate area in the hotel dedicated to the well-being of their employees. This area—The O-Zone—originated from the idea of providing workplaces which support fun and enjoyment as part of work-life balance. The case focuses attention on how changes in the working environment can significantly enhance the recognition and appreciation of employees A dedicated employee center in the hospitality industry has not been explored before and offers up an exceptional opportunity to examine the effect on motivation and how the center may be appreciated differently by employees based on gender, department and work experience—an important consideration for Human Resources when designing incentive programs.
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Crouch, Elizabeth, and Lori Dickes. "Economic repercussions of marital infidelity." International Journal of Sociology and Social Policy 36, no. 1/2 (March 14, 2016): 53–65. http://dx.doi.org/10.1108/ijssp-03-2015-0032.
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Purpose – Numerous scholars have studied the propensity and related determinants of marital infidelity across socioeconomic and demographic groups. However, the broader social and economic consequences of infidelity remain an unexplored question, particularly the macroeconomic consequences from the individual impacts on families and households. The paper aims to discuss these issues. Design/methodology/approach – Using income data from the Bureau of Labor and Statistics, the purpose of this paper is twofold: first, to analyze the relationship between the probability of infidelity and income and second, to quantify the cost of marital infidelity on individual families and taxpayers. The results confirm that infidelity makes individual households poorer, but goes further to reveal widespread negative externalities that fall to taxpayers from the consequences of family fragmentation. Findings – The results of this study indicate a review of government policy since numerous government policies contradict the incentive to stay married. Future research should consider additional estimations of the full range of costs related to infidelity and family fragmentation with particular focus on the public programs that may absorb the brunt of the negative externalities resulting from divorce. Research limitations/implications – This research confirms earlier research that infidelity has a high probability of causing divorce. Combined with this research, the analysis confirms a statistically significant negative relationship between infidelity and income and that when infidelity causes divorce, the results are substantial public economic and social costs. By definition public economic and social costs are borne by society, resulting in increased taxpayer burdens for society at large. Practical implications – Previously, the consequences of infidelity were a largely unexplored question. There had been some work on the probability of infidelity but little beyond this. Further, there had been minimal literature on the social efficiency of infidelity, especially research focussing on the external costs imposed on third parties such as children and taxpayers (Smith, 2012). This work took earlier research further by first confirming the negative impact on household income based on the probability of infidelity. Additionally, this is the only study that has examined the economic consequences of divorce due to infidelity. This research confirms that the presence of infidelity, especially when it leads to divorce, results in substantial economic and social externalities resulting from family fragmentation. Future research would benefit from a more in depth understanding of the characteristics that relate to the increased probability of infidelity, separate from and in conjunction with divorce. Furthermore, examining costs as they relate to specific programs, like Temporary Assistance for Needy Families, may clarify the impact of family fragmentation on specific programs. Additionally, the results from this study can be incorporated into larger sets of findings focussing on government policy to better understand the full range of social implications from infidelity. Social implications – Future research should consider additional estimations of the full range of costs related to infidelity and family fragmentation, with particular focus on the public programs that may absorb the brunt of the negative externalities resulting from divorce. The most pertinent policies influencing the rate of marriage and divorce in the USA are the income tax code, Social Security spousal and survivor benefits, the Earned Income Tax Credit, child support enforcement, Temporary Assistance to Needy Families, food stamps, Medical, Supplemental Security Income, and WIC (Burstein, 2007). A review of these policies and their incentive structure related to family cohesiveness should be considered as a part of larger cost/benefit analysis of these programs. Originality/value – This work took earlier research further by first confirming the negative impact on household income based on the probability of infidelity. Additionally, this is the only study that has examined the economic consequences of divorce due to infidelity. This research confirms that the presence of infidelity, especially when it leads to divorce, results in substantial economic and social externalities resulting from family fragmentation.
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Mishra, Sanjib, and Rita Shrestha. "Job Satisfaction of Employees Working in Nepalese Private College." Nepal Journal of Multidisciplinary Research 2, no. 2 (November 8, 2019): 21–26. http://dx.doi.org/10.3126/njmr.v2i2.26282.
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Employees are the major elements of organizational performance so every employee should be well-satisfied at work. Satisfaction indicates the happiness, fulfilling their desires and needs at work. The main objective of this study was to explore the employee satisfaction in the academic institutions of Nepal. The study had collected the data from teaching and non-teaching staffs of academic institutions. There were 43 respondents participated in the study. Simple random sampling technique was adopted to select the respondent. The structured survey questionnaire was used for data collection. The standard scale developed by Wellness Council of America (WELCOA) was used to measure the level of satisfaction. The result shows that in total, 67.4% employee had reported ‘Great Job’, 27.9% reported ‘Good job’ and 4.7% reported ‘Ok job’. It indicates that majority of employees were highly satisfied with their job in academic sector. It is good to know that Nepalese academic sectors are growing day by day by adopting the high-technology, new management system, participatory approach, motivational activities so that employees are also well-satisfied with the working environment, salary and incentive, capacity building training, promotion and exposure programs. The further research can explore the effect of organizational climate and employee satisfaction in Nepalese Private college.
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Nilasari, B. Medina, M. Nisfiannoor, and Florensia Rosary Meida Devinta. "CHANGES IN MOTIVATION THAT AFFECT EMPLOYEE PERFORMANCE DURING THE COVID 19 PANDEMIC." Jurnal Aplikasi Manajemen 19, no. 2 (June 1, 2021): 435–47. http://dx.doi.org/10.21776/ub.jam.2021.019.02.19.
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This study aims to analyze whether self-efficacy, intrinsic motivation, and extrinsic motivation can influence employee performance. The analysis was carried out using the Structural Equation Model (SEM) method using the AMOS version 24. The sample amounted to 200 people who are employees of various sectors of private companies in the Jabodetabek area. The results showed that self-efficacy led to increased employee performance. The higher self-efficacy in work, the employee performance will increase. Meanwhile, the motivation that affects employee performance is extrinsic, not intrinsic motivation. Extrinsic motivation is a mediator that strengthens the effect of self-efficacy on employee performance. The implication for the company is that the company must continue to improve the self-efficacy of employees through managers provides counseling continuously to employees in determining work goals/targets following KSA (knowledge, skills, and abilities). In addition, managers also need to assign clear, detailed, and measurable tasks to employees. In a pandemic like now, extrinsic motivation must be focused more. Various forms of extrinsic motivation that managers can do, such as: creating attractive incentive/bonus/ commission programs, giving praise to employees who have completed tasks, and giving recognition for good employee work. Further research can add variables that mediate the effect of self-efficacy on employee performance such as creativity variables, and the addition of independent variables such as transformational leadership that can affect selfefficacy, or add moderator variables such as job levels.
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Demmons, Derrick G., Colleen P. Crittenden, Mark Lee, Beth H. Shaz, Miriam Burnett, and Christopher D. Hillyer. "A Pilot Trial To Assess College Student’s Willingness To Donate Blood." Blood 110, no. 11 (November 16, 2007): 4029. http://dx.doi.org/10.1182/blood.v110.11.4029.4029.
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Abstract Background: Nationally, African Americans are significantly underrepresented in community blood donation programs. The need to understand the willingness to donate blood among African Americans is essential. In this study, we explore factors that serve as motivators and barriers to blood donation identified by college students at two Historical Black Colleges/Universities (HBCUs). Methods: HBCU students at least 18 years of age were given the opportunity to complete a paper-based or on-line 41-item questionnaire to assess the participant’s demographic background, donation frequency, motivators and barriers toward donation, knowledge and beliefs regarding blood donation, and specific behavioral practices. No personal identifiers were used. Univariate and bivariate analyses were conducted to describe the sample. Results: 409 individuals completed the survey. 95% self-identified as African-American and 45% of college students reported previously donating blood. Student’s felt that incentives, personal requests to donate from blood centers, blood drives sponsored by campus organizations, and the university involvement in promoting blood drives were significant motivating factors for donating blood (p<.05). Significant barriers against blood donation included believing donation was too painful, fear of feeling faint, dizzy, or nauseated, losing valuable time from school or work, too time consuming, and fear of deferral (p<.05). Conclusions: College students are willing to donate blood based on convenience, accessibility, and support from their university. Campus-based recruitment methods geared towards students, specifically those of African American descent, may prove beneficial for increasing the general pool of African American blood donors. Significant relationships between barriers, motivators, and donor status Χ2 Sig. *p<.05 Barriers against blood donation Too painful 60.20 .000 Would feel faint, dizzy, or nauseated 42.15 .000 Will lose valuable time from school/work 16.82 .002 Previously been told not to donate 8.49 .004 Takes too long 37.41 .000 Motivators toward blood donation Incentive for donating 14.56 .006 Personal request to donate from blood center 10.15 .038 Blood drive sponsored by campus organization 26.29 .000 University involvement in promoting blood drives 5.36 .021
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Kay, Judy, Arantza A. Strader, Vickie Murphy, Lan Nghiem-Phu, Michael Calonje, and M. Patrick Griffith. "Palma Corcho: A Case Study in Botanic Garden Conservation Horticulture and Economics." HortTechnology 21, no. 4 (August 2011): 474–81. http://dx.doi.org/10.21273/horttech.21.4.474.
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Horticulture is an essential part of plant conservation programs, and botanic gardens are uniquely suited for conservation horticulture work. Here, we present a case study of a successful cycad (Cycadales) propagation program at Montgomery Botanical Center (MBC, Miami, FL), using palma corcho (Microcycas calocoma) as an example. This species is highly sought in the nursery trade, and overcollection of wild plants is one factor leading to imperilment of natural populations. Thus, propagation and distribution of palma corcho can make a strategic contribution to in situ conservation. Provenance history of the living collections is reviewed, and techniques for propagation and establishment are detailed. An innovative botanic garden/industry partnership to provide seed for cultivation is discussed. Finally, we present analysis of market forces with regard to rare plant availability and conservation, using palma corcho as an example. Average price per seed has fallen by over half since offered on public auction. This inversely correlates with seed supply, which has been steadily increasing during the last 15 years and helping meet the high market demand. We project the cost of palma corcho will fall further to a point where collection from the wild has no further economic incentive.
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Serhiyevich, T. V. "Stimulating the Production of Intensive Renewal Goods." Science & Technique 19, no. 2 (April 1, 2020): 139–47. http://dx.doi.org/10.21122/2227-1031-2020-19-2-139-147.
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The aim of the research is to develop theoretical and methodological foundations of stimulating the production of intensive renewal goods in the Republic of Belarus in the context of increasing the competitiveness of enterprises. To achieve this goal, the concepts of “enterprise competitiveness” and “stimulating the production of intensive renewal goods” have been clarified in the paper. The material for writing the paper comprises the work of domestic and foreign scientists and economists, the data of research reports carried out by the author, as well as industrial development programs and official statements by state managers. General scientific methods (analysis, synthesis, historical and logical unity), a systematic approach have been used in the framework of the study. The paper substantiates the inadmissibility of reducing the essence of an enterprise competitiveness to its competitiveness in individual markets for goods and services. Increasing the competitiveness of an enterprise is considered as a result of its subjective activity, as a reaction to economic incentive measures at various levels (both external and internal ones). This has made it possible to determine competitiveness of the enterprise as its adaptive, innovative, personnel, organizational, managerial, technical and technological, and reproductive characteristics that ensure the acquisition and preservation of comparative advantages determined by the results of interaction with other entities on the basis of a combination of available economic resources. Economiс incentives for production of intensive renewal goods have been consi-dered at various levels. The paper presents a broad interpretation of stimulation the production of intensive renewal goods as crea-ting economic, institutional and organizational-legal conditions that contribute to increasing the competitiveness of the domestic light industry and the fashion industry. As a result of the study, measures that stimulate the development of production of intensive renewal goods have been proposed, their role in increasing the competitiveness of enterprises has been substantiated.
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Goll, Gerald E. "Management Misperceptions: An Obstacle To Motivation." Hospitality Education and Research Journal 12, no. 2 (February 1988): 477. http://dx.doi.org/10.1177/109634808801200254.
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As more attention is given to retention of quality employees within the hospitality industry, it is an imperative that employers become more responsive to the needs and wants of these employees. The problem is one of employers' misperceptions of what workers want from their work. Ongoing surveys of managers and hourly employees in both general industry and the hospitality industry reveal a significant inconsistency between what employers perceive workers want and what the workers themselves say they want from their jobs. Over 800 hourly workers and 300 supervisory managers within the hospitality industry were asked to rank ten items in order of importance. The results were compared to similar surveys of workers and managers in general industry. While the similarities between the respective rankings is interesting, the consistency in the misperceptions that managers hold on what is important to the workers is considered to be significant. Supervisory managers consistently rank good wages and job security as first and second of what workers want while the workers themselves rank interesting work, appreciation of work done, and being in on things ahead of wages and security. It should be axiomatic that people are motivated by what they want (need) not by what others perceive that they want. Until employers and supervisory managers view what workers want through the eyes of the worker, and not based solely upon self-reference, incentive programs will continue to be based on the wrong premise and employee motivation, productivity, and retention will remain an illusive commodity.
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Liu, Shujie, Decheng Zhao, and Wei Xie. "Chinese teachers’ attitudes toward performance pay: the cases of three schools." International Journal of Educational Management 30, no. 6 (August 8, 2016): 791–808. http://dx.doi.org/10.1108/ijem-06-2015-0074.
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Purpose – The purpose of this paper is to investigate Chinese teachers’ attitudes toward performance pay. Specifically, this study examined the extent to which Chinese teachers supported performance-pay programs. The study also examined the effects of these programs on teachers, particularly on their levels of collaboration, work motivation, and job stress. Design/methodology/approach – This research was conducted in a northeastern city of China. Criteria sampling and maximum variation sampling techniques were used to select three schools, representing different characteristics of teacher performance pay (TPP) programs. In all, 150 questionnaires were administered to each of the three schools. The questionnaire contained three parts. Part 1 asked about respondents’ overall attitude toward pay-for-performance in general. Part 2 was composed of 20 closed-ended items asking respondents to rate their levels of agreement with various aspects of implementation of performance pay. Part 3 of the questionnaire comprised open-ended items. Findings – Approximately 48.5 percent of the teachers supported the teacher-performance-pay programs. This indicated a low support of Chinese teachers in comparison to that in some countries. Regarding how teachers’ attitudes toward performance pay are related to teacher characteristics (e.g. teaching experience, professional ranking), the ANOVAs results showed no significant differences in any of the factors. This quantitative result was different from the qualitative result of this study (e.g. veteran teachers complained about the implementation of performance pay). In spite of the differences between quantitative and qualitative findings, some findings from the current study are consistent with those found in western countries. Research limitations/implications – One limitation of this study was the small sample size for quantitative analyses. Future research should consider a larger sample size to conduct more advanced statistical analyses such as structural equation modeling to examine further the relations among, for example, how much the incentive pay should be, and what proportion of teachers should receive it, the level of teacher stress, their work enthusiasm, and peer relationships. Another limitation of this study was that the qualitative data were collected through open-ended questions of the questionnaire. Future research should interview teachers and principals to obtain richer voices from the teachers. Originality/value – Very few articles published in Chinese journals surveyed the implementation of TPP. In addition, these few articles were not well-designed from an empirical sense. So far research of teacher opinions about performance pay was a missing area in China’s educational discourse. The present study provides information to non-Chinese readers who are interested in Chinese teachers’ attitudes toward TPP. It is hoped the present study adds knowledge to the literature of TPP from the perspective of Chinese teachers.