Relevant bibliographies by topics / Work Reward / Dissertations / Theses
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Dissertations / Theses on the topic 'Work Reward'

Author: Grafiati
Published: 25 May 2024
Last updated: 31 July 2025

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1

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

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The topic of this thesis is reward management and its application in a small-sized IT enterprise. Its goals are to properly document and describe current reward system in the company, evaluate the system and recommend improvements for the system. The first two goals are reached via thorough research of the company through semi-structured interviews, employee satisfaction survey, participant observation and document examination and the last one by applying principles from the current literature and education to the results of the two previous goals. The findings are that the reward system, desp
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2

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

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3

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

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Organizations have had difficulty managing the performance of their knowledge work teams. Many of these troubles have been linked to antiquated or inadequate performance management systems along with a scarcity of empirical research on this important human resource initiative. These problems are magnified when managing the performance of research and development teams because greater ambiguity and uncertainty exists in these environments, while projects are unique and continually evolving. In addition, performance management in R&D has only recently been accepted as important while individuals
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4

Murtaza, Ghulam. "Unfairness and stress at work : an examination of two competing approaches : organizational justice and effort reward imbalance." Thesis, Aix-Marseille, 2017. http://www.theses.fr/2017AIXM0066/document.

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L’injustice au travail engendre des émotions négatives chez les employés, ces émotions influencent les résultats du travail. Cette recherche vise à mettre en évidence cette perspective en utilisant deux approches théoriques alternatives de l’injustice au travail : La justice organisationnelle et le déséquilibre effort-récompense ainsi que leurs conséquences sur les deux différents échantillons. Basé sur une étude transversale, ce travail compare la justice organisationnelle et le déséquilibre effort-récompense en examinant les perceptions de l’injustice par les employés et leurs relations aux
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Murtaza, Ghulam. "Unfairness and stress at work : an examination of two competing approaches : organizational justice and effort reward imbalance." Electronic Thesis or Diss., Aix-Marseille, 2017. http://www.theses.fr/2017AIXM0066.

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L’injustice au travail engendre des émotions négatives chez les employés, ces émotions influencent les résultats du travail. Cette recherche vise à mettre en évidence cette perspective en utilisant deux approches théoriques alternatives de l’injustice au travail : La justice organisationnelle et le déséquilibre effort-récompense ainsi que leurs conséquences sur les deux différents échantillons. Basé sur une étude transversale, ce travail compare la justice organisationnelle et le déséquilibre effort-récompense en examinant les perceptions de l’injustice par les employés et leurs relations aux
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6

Jonsson, Amanda, and Alicia Norén. "Nyckeln till ökad arbetsmotivation : En kvantitativ surveyundersökning om bankpersonalens förväntningar av bonusen." Thesis, Högskolan Kristianstad, Sektionen för hälsa och samhälle, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-17589.

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Belöningssystem är något som många organisationer använder sig av för att bland annat skapa arbetsmotivation. Inom banksektorn används mestadels den monetära belöningen allmän bonus. Den allmänna bonusen är en kollektiv belöning som nästan alla i hela banken kan ta del av. I och med detta blir det intressant att studera om denna belöningen skapar arbetsmotivation för de anställda. Förväntningsteorin är en teori som beskriver hur individer skapar motivation. Den fokuserar på motivation i allmänhet, men har även använts som grund av forskare för att analysera arbetsmotiv
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7

Cheng, Chi-tung Clement, and 鄭子通. "Evaluation of the experimental programme: 'care and concern : a reward scheme for high-risk youths'." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1988. http://hub.hku.hk/bib/B31248081.

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8

Van, Niekerk Johanna Cornelia. "Cost and reward as motivating factors in distributed collaborative learning assignments : a grounded theory analasis." Thesis, Nelson Mandela Metropolitan University, 2009. http://hdl.handle.net/10948/1103.

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The objective of this research study was to obtain a better understanding of the factors that affect lecturer and student participation in distributed collaborative learning assignments (DCLAs). A substantial number of courses worldwide have included DCLAs in their curricula in an attempt to teach students virtual communication and teaming skills, and to allow distributed students to learn course content collaboratively in a virtual environment. The execution and management of these assignments have proven to be more challenging that expected. Several attempts reported on in the literature had
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9

Burton, Kimberley Fay. "The Effects of Cultural, Demographic and Occupational Variables on Individuals' Work Values and Preference for Workplace Reward Type and Allocation." Thesis, University of Canterbury. Psychology, 2012. http://hdl.handle.net/10092/7233.

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There is a need for organisations and managers to acknowledge and respond to the increasing diversity in the New Zealand labour force, through making appropriate changes in structures, systems and management. By gaining a greater understanding as to how individuals differ in their work values and reward preferences, the effects of this diversity can be explored and findings could help inform the development of effective compensation systems. This study used a New Zealand sample of 521 participants to investigate the effects of cultural, demographic and occupational variables on work values and
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10

Blidberg, Seppälä Cecilia, and Emilia Nojonen. "Belöningar, förmåner och arbetsgivarens attraktivitet : En komparativ studie med två IT-företag." Thesis, Högskolan Dalarna, Personal och arbetsliv, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:du-25385.

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Hur kan organisationer behålla och attrahera medarbetare genom belöningar och förmåner? Hur kan vi som personalvetare bidra inom området? Detta behandlar denna studie som genomfördes genom en metodkombination där intervjuer och en enkätundersökning gjordes. Syftet med studien är att identifiera vilka belöningar och förmåner det finns på två IT-företag och se vilka av dem som attraherar medarbetare inom IT-branschen. Tre frågeställningar formades, där syftet var att ta reda på vilka belöningar och förmåner som finns, undersöka vilka likheter och skillnader gällande belöningar och förmåner som i
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11

Evensen, Elisabeth Banghart. "Equity v. equality: the role of gender and disclosure of allocation on individual reward allocation decisions." Diss., Virginia Polytechnic Institute and State University, 1988. http://hdl.handle.net/10919/54325.

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Research on reward allocations has consistently found differences in the manner in which men and women allocate rewards between themselves and others (Kahn, O'Leary, Krulewitz, & Lamm, 1980; Major & Adams, 1984; Major & Deaux, 1982). Overall, the research seems to suggest that when asked to divide a reward between themselves and a partner, men tend to use the equity norm to allocate rewards; whereas, women tend to use the equality norm to allocate rewards. However, a number of studies have been conducted which seem to demonstrate that a variety of situational g factors mediate the gender of al
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Enberg, Birgit. "Work experiences among healthcare professionals in the beginning of their professional careers a gender perspective /." Doctoral thesis, Umeå : Umeå University, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-25771.

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13

Sonesson, Tilde, and Diana-Maria Valkova. "BELÖNINGSSYSTEMSPÅVERKAN PÅMEDARBETARESMOTIVATION OCHARBETSPRESTATION : En kvalitativ studie ombelöningssystems påverkan påmedarbetares motivation ocharbetsprestation." Thesis, Högskolan i Skövde, Institutionen för handel och företagande, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:his:diva-20017.

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Bakgrund: Denna uppsats har studerat belöningssystem som används inom organisationer med olika syften där bland annat att motivera medarbetare genom både finansiella och icke-finansiella belöningar hör till. Bakgrunden till studien grundar sig på att företag genom att använda belöningssystem kan öka motivationen och arbetsprestationen hos medarbetarna. Eftersom medarbetare motiveras av olika aspekter när det kommer till motivation och arbetsprestation är det viktigt att ta hänsyn till deras egna upplevelser av belöningar. För att få en bredare förståelse är det även viktigt att ta hänsyn till
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Ubalde, Buenafuente Josep. "The social valuation of skills. An analysis through linguistic work in the new economy." Doctoral thesis, Universitat Rovira i Virgili, 2019. http://hdl.handle.net/10803/667719.

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Els canvis en el contingut i la rellevància de les competències en els mercats laborals de la nova economia ha generat diversos debats respecte a la seva conceptualització i valoració. Des del corrent principal de l'economia, la competència és considerada un dels principals ingredients del capital humà, el valor del qual està determinat per la dinàmica de l'oferta i la demanda en el mercat de treball. En canvi, des del punt de vista heterodox, les habilitats estan construïdes socialment. El valor de les competències resulta de la negociació política y reflecteix el poder i estatus de diversos
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15

Tjärnström, Lovisa. "Motivation i arbetslivet : Inre och yttre motivation i relation till branschbyte." Thesis, Mälardalens högskola, Akademin för hälsa, vård och välfärd, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-31596.

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16

Sundberg, Elin. ""High risk, high reward" : En kvalitativ undersökning av lärares användande av drama i engelskundervisningen för årskurs 4–6." Thesis, Karlstads universitet, Institutionen för språk, litteratur och interkultur (from 2013), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-78420.

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This study studies teachers’ use of drama when teaching English in grades 4-6. The material has been collected through semi structured interviews with five teachers. The study concludes that teachers use drama to increase the pupils’ eagerness to learn through variation and commitment. Teachers list passion for the language and the opportunity it creates to work with dialogue in near authentic situations among the advantages of working with drama. Among the disadvantages teachers mention the time and energy required for both planning and conducting this kind of teaching. Teachers agree that th
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Pitacho, Liliana Alexandra de Pinto Ferreira. "Orientação para o Trabalho: Perfis e Contribuições para a Eficácia dos Sistemas de Recompensas." Doctoral thesis, Instituto Superior de Ciências Sociais e Políticas, 2020. http://hdl.handle.net/10400.5/20183.

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Tese de Doutoramento em Ciências Sociais na Especialidade Comportamento Organizacional<br>O significado psicológico que cada indivíduo atribui ao trabalho remunerado acarreta implicações para as suas atitudes e comportamentos em contexto laboral. A orientação para o trabalho é uma das teorias que visa captar esses diversos significados psicológicos, contudo, de um modo geral, a sua investigação tem se limitado ao estudo do chamamento. E partindo deste dois pressupostos delineou-se como objetivos centrais da presente investigação: ampliar ou aprofundar o conhecimento sobre a orientação para o t
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18

Forsberg, Johan, and Utgren Vilma Hagberg. "Motivation till följd av en pandemi i en offentlig organisation : Hur belöning, digitalisering och distansarbete påverkar motivation." Thesis, Högskolan Väst, Avd för företagsekonomi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hv:diva-16585.

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Motivation är en central del för organisationer vad gäller att skapa och bibehålla en engagerad personal att sträva mot de mål som sätts upp. Belöningar kan användas för att öka motivationen hos medarbetare. Till följd av Covid-19 pandemin har många organisationer behövt anpassa sina arbetssätt där distansarbete bedrivs i större omfattning vilket kan ha en påverkan på de anställdas motivation. Det finns även tankar kring att belöningar inte används i samma utsträckning i offentligt finansierade organisationer och därmed är det intressant att undersöka då det verkar kunna ha en effekt på motiva
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Hedström, Madeleine. "Stress-Related Sick Leave: An Individual Project : A hermeneutic study investigating the social support given to, and responsibility demanded by the individual." Thesis, Mälardalens högskola, Akademin för hälsa, vård och välfärd, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-33500.

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Stress is the most common reason for sick leave in Sweden today. The physical demands are less in today’s work life, but the psychological demands have increased, resulting in increased stress related ill-health. The aim with the current study was to gain an understanding in how individuals that has been or are on stress-related sick leave experience the social support received at the work place and where they experienced that the primary responsibility for the sick leave was. Nine participants from self-help groups for stress was interviewed with a qualitative hermeneutic approach. The interv
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20

Schöning, Lisa, and Miranda Malmberg. "Uppskattning i arbetslivet : En kvalitativ studie om upplevelsen av uppskattning hos chefer och medarbetare." Thesis, Karlstads universitet, Handelshögskolan (from 2013), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-85478.

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Studiens syfte var att fördjupa förståelsen gällande uppskattning i arbetslivet. Uppskattning är ett aktuellt ämne som ofta lyfts i media och det är intressant att se till de effekterna som uppskattning kan ge. För att fördjupa förståelsen kring ämnet så undersöktes det hur chefer och medarbetare upplevde uppskattning, vilka positiva och negativa associationer det fanns kopplade till uppskattning samt om det fanns ett samförstånd eller en dissonans i upplevelsen av uppskattning mellan chefer och medarbetare. Studien är genomförd med ett perspektiv på både chefer och medarbe
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Visser, Anntha. "Investigating the relationship between intrinsic and extrinsic reward, job satisfaction, organisational commitment and turnover intention / Anntha Visser." Thesis, North-West University, 2012. http://hdl.handle.net/10394/9243.

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Retention strategies in the nursing profession have been a significant subject among researchers for decades. The current shortages of these skilled professionals have reached an alarming extent globally, making it difficult for organisations to retain these workers, also in South Africa. It has become evident that nursing professionals from South Africa emigrate to other countries for more lucrative remuneration, sophisticated work resources and better career opportunities, impacting the South African economy and nursing workforce negatively. The general objective of the research was to deter
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Fischer, Ronald. "Organisational justice and culture in Europe : the effects of national culture, structural variables and values on the perceived justice of reward allocation and the impact of justice on work behaviour." Thesis, University of Sussex, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.391875.

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23

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

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INTRODUCTION The intention of this study was to formulate guidelines for the implementation of Performance Management System (PMS) regarding line managers (LM) and employees (E) in a level 2 public hospital in the North–West Province. From a preliminary evaluation it was evident that the implementation of performance management as outlined in the NWPG policy No. 13, was not effective. The results of the research was to provide baseline data of the current policy implementation by the line managers and employees; an indication of the ability of the PMS to reach its goal of improved performance
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Gilberg, Asbjørn L. "Contextual and Personal Factors Contributing to the Mental Health of Norwegian Professional Musicians." Thesis, Norges teknisk-naturvitenskapelige universitet, Psykologisk institutt, 2014. http://urn.kb.se/resolve?urn=urn:nbn:no:ntnu:diva-26641.

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This master’s thesis investigates the contributing factors to Norwegian professional musicians’ psychological distress. Several researchers have pointed out that musicians seem to be a risk group in regards to mental health and work environment. In contrast, research regarding the explanatory variables of their mental health is scarce. Recently, a study indicated a high prevalence of psychological distress in Norwegian musicians. A qualitative study on Norwegian musicians reported a combination of family, social, and personal factors to be of particular importance regarding their mental health
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25

Koranda, Lukáš. "Motivace zaměstnanců a možnosti jejího ovlivňování." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2014. http://www.nusl.cz/ntk/nusl-224571.

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The thesis discusses the importance of motivation and possibilities of its increasing on knowledge-based motivational profile of employees. In the first, theoretical part, there are provided the basis of motivation, definitions and basic concepts. The second part analyzes the current state of the work, methods of motivation and motivational profiles of workers. The following section, based on findings from previous parts, presents the draft measures increasing work motivation.
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Šimánková, Monika. "Vliv stimulačních systémů na náklady a výnosy podniku." Doctoral thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2012. http://www.nusl.cz/ntk/nusl-233750.

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Dissertation thesis deals with issue stimulation remuneration system for employees of workers profession. Empiric research is focused on situation in the field of remuneration for employees in custom engineering companies acting in the Czech Republic. The final facts from both research are the starting point for creating predictive model. The model offers two main possibilities how to reward workers. It allows settings for each specific company and shows the impact of both chosen system and its settings on financial economy of company.
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Mealor, Tony UNSW. "Catalysts, Continuity and Change: Workplace Restructuring in the Chemical Industry." Awarded by:University of New South Wales, 1999. http://handle.unsw.edu.au/1959.4/17030.

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The thesis describes and analyses a long-term transformative change program conducted at ICI (Australia) Botany Site between the years 1987 - 1997. The change program is unusual in that, after a massive and destructive confrontation between management and the unions, a new collaborative approach to change was developed which led to significant organisational renewal. Change interventions developed in the program have diffused through Australian industry over the decade. The program is analysed within the framework of a theoretical model which describes a path taken towards achieving a capable
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Wyszynska, Ewelina, Christer Norbäck, and Henrik Pettersson. "Arbetsmotivation vid komplexa och icke-komplexa arbetsuppgifter." Thesis, Linnéuniversitetet, Institutionen för ekonomistyrning och logistik (ELO), 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-35864.

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Syftet med denna uppsats var att fastställa om och hur arbetsuppgifternas komplexitetsgrad påverkar vad de anställda motiveras utav. Vidare undersöktes vilka preferenser de anställda med arbetsuppgifter av olika komplexitetsgrad hade gällande icke-monetära belöningar. Det studerades även till vilken grad cheferna var medvetna om deras anställdas preferenser. Utifrån det teoretiska perspektivet ska de anställda med komplexa arbetsuppgifter motiveras utav inre faktorer såsom beröm, utveckling och ökad självständighet. Anställda med icke-komplexa arbetsuppgifter ska då påverkas utav yttre faktore
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Andersson, My, and Olivia Pettersson. ""När pengarna rullar in är man motiverad" : En fallstudie av hur prestationsbaserad lön upplevs av konsultchefer på ett bemanningsföretag." Thesis, Södertörns högskola, Sociologi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-31763.

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”När pengarna rullar in är man motiverad” är en kandidatuppsats i Sociologi skriven av Olivia Pettersson och My Andersson. Syftet med studien är att undersöka ett prestationsbaserat belöningssystem och dess effekter på arbetsmotivation samt upplevd arbetskvalité, detta genom att göra en fallstudie på ett bemanningsföretag i Stockholm. Undersökningen är kvalitativ och genomfördes med hjälp av tematiskt öppna intervjuer tillsammans med fem anställda hos det företag vi valt att här kalla LevereraMera. Tidigare forskning av Eriksson et al. (2002) samt av Schou (1991) visar att lönen är av betydels
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Carreno-Lukasik, Gina D. "The rewards and challenges of hospice work." Tallahassee, Florida : Florida State University, 2009. http://etd.lib.fsu.edu/theses/available/etd-05042009-122151.

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Thesis (Ph. D.)--Florida State University, 2009.<br>Advisor: Jill Quadagno, Florida State University, College of Social Sciences, Dept. of Sociology. Title and description from dissertation home page (viewed on October 7, 2009). Document formatted into pages; contains x, 178 pages. Includes bibliographical references.
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Pekkari, Annika. "”Resultatbaserad lön genomsyrar allt” : En kvalitativ studie av fastighetsmäklares uppfattningar om resultatbaserad lön." Thesis, Luleå tekniska universitet, Institutionen för ekonomi, teknik och samhälle, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-79323.

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Syftet med denna studie är att studera fastighetsmäklares uppfattningar om löneformen endast resultatbaserad lön och dess betydelse för deras livssituation. För att kunna uppfylla studiens syfte undersöks även hur löneformen kan förstås och förklaras utifrån tidstypiska samhällstrender och processer. Vidare studeras fastighetsmäklares uppfattningar om löneformens betydelse för deras yrkes- och privatliv samt önskvärda löneformer i framtiden. Studien har en kvalitativ forskningsansats, baserad på hermeneutisk tolkning av intervjuer med åtta yrkesverksamma och före detta yrkesverksamma manliga o
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Doucette, Wendy C., and Rebecca Tolley. "Reward Student Accomplishments: Start a Scholarship at Your Library!" Digital Commons @ East Tennessee State University, 2019. https://dc.etsu.edu/etsu-works/5371.

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Funding a scholarship is a great opportunity to involve your Friends, board of trustees, or other cooperative partners in furthering the professional development degree goals of your organization. Many of us have highly motivated workers who are seeking a degree. Awarding student scholarships can help allay their loan burdens while raising the library’s profile as an active agent in supporting education. At East Tennessee State University, Sherrod Library rewards our best undergraduate workers with a Student Worker scholarship. In Fall 2016, we created an additional scholarship for our graduat
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Touaiti, Balsam. "Emotional labor in the workplace : impact on individual and organizational health." Electronic Thesis or Diss., Aix-Marseille, 2023. http://www.theses.fr/2023AIXM0015.

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Le travail émotionnel est un sujet de recherche populaire parmi les chercheurs de service. Dans cette thèse, nous proposons d'étudier l'impact des antécédents externes et internes au travail sur la santé individuelle et organisationnelle via le travail émotionnel. Dans le premier article, nous soulignons l'interaction entre les facteurs individuels et organisationnels en suggérant que le déséquilibre effort-récompense booste les processus de régulation émotionnelle et qu’il a un effet délétère sur l'engagement organisationnel. Nos résultats de l'étude 1 et de l'étude 2 suggèrent que le travail
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Roche, Alexis. "Reconnaissance et performance : proposition du concept de reconnaissance activatrice et d'un modèle intégrateur." Thesis, Lyon 3, 2013. http://www.theses.fr/2013LYO30011/document.

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La reconnaissance touche toutes les personnes et de nombreux domaines. La complexité sémantique du concept tend à rendre floues sa représentation et son utilisation. Le concept de reconnaissance s’inscrit dans des interrogations transdisciplinaires: philosophiques, psychologiques, sociologiques, biologiques et anthropologiques en particulier. Ce concept est de plus en plus utilisé en sciences de gestion. À l’heure du multiculturalisme, des crises économiques, d’une gestion de plus en plus impersonnelle de l’humain, et de la perte de sens du travail, les chercheurs et praticiens s’interrogent s
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Duvdahl, Jenny, and Vinnberg Linnea Willebrand. "Konsten att motiveras : En kvalitativ studie om vad säljare anser vara viktigt för deras motivation." Thesis, Södertörns högskola, Företagsekonomi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-31773.

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Syfte: Syftet med uppsatsen är att få en ökad förståelse för vad som motiverar säljare, studien ämnar undersöka hur säljares motivation påverkas av belöningssystem och det sociala samspelet i form av; tävlingar, interaktion med kollegorna och utvecklingsmöjligheter. Metod: För att samla in material till studien har semi-strukturerade intervjuer används. I studien har åtta säljare intervjuats. Slutsatser: Studien har visat att kollegor och feedback är viktigt för våra respondenters motivation på arbetsplatsen. Viljan att gå till arbetet påverkas av relationerna till kollegorna. Feedback är vikt
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36

Juránková, Tereza. "Motivační systém ve vybrané společnosti." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2018. http://www.nusl.cz/ntk/nusl-377612.

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This master's thesis summarizes the theoretical knowledge about employees motivation and explains the basic terms connected with this issue. It describes the current trends of employees' requests in the field of motivation system and analyzes the current state of the selected company using a questionnaire survey. On the basis of the identified shortcomings changes are proposed in the incentive system, which should lead to better recruitment and retention of existing employees.
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Fox, James J., M. LaPaglia, N. Miller, J. Wehby, A. P. Juarez, and B. Davis. "Debate: The Use of Rewards or Incentives." Digital Commons @ East Tennessee State University, 2015. https://dc.etsu.edu/etsu-works/159.

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Fox, James, Michael LaPaglia, Neal Miller, and Joseph Wehby. "Debate: the Use of Rewards or Incentives." Digital Commons @ East Tennessee State University, 2015. https://dc.etsu.edu/etsu-works/4178.

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Two educational consultants are tasked with helping a classroom with students of varying abilities and skills. One is a behavior analyst; the other is not. The classroom is currently using a standard 'behavior system,' i.e., response cost and inconsistent delivery of praise. The behavior analyst recommends a dynamic reinforcement system, wherein student behavior is reinforced for meeting behavioral expectations as defined and taught in accordance with the school rules. The other educational consultant objects to this approach on the grounds that it manipulates students, makes them overly depen
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Wait, Sasha Ann. "Investigation into the relationship between intrinsic motivation, intrinsic rewards, extrinsic rewards and work engagement among teachers in South Africa." Thesis, Nelson Mandela University, 2017. http://hdl.handle.net/10948/13557.

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The primary objective of this mini-dissertation was to investigate whether a relationship exists between rewards, intrinsic motivation, work engagement among school teachers in South Africa. A further aim was to determine if work engagement has a moderating effect on the relationship between rewards and intrinsic motivation. The researcher further investigated whether demographic differences occurred across the three constructs studied. The study made use of quantitative research to achieve the above-mentioned objectives. The researcher made use of Ulrechs Work Engagement Scales (UWES), Intrin
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Warneke, Kirsten Ruth. "Perceptions of internal rewards equity, equity sensitivity, psychological capital and work engagement." Thesis, Nelson Mandela Metropolitan University, 2016. http://hdl.handle.net/10948/4193.

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Psychological capital and work engagement, both constructs rooted in positive psychology, have been associated with positive outcomes in the workplace, such as better job performance and organisational citizenship behaviours. The rewards practices of organisations have not been widely studied in relation to these positive psychological constructs, despite the clear importance of understanding how the way that employees are rewarded serves to motivate behaviour in the workplace. This study sought to bring together two rewards-centred constructs, namely, the perceptions of equity of rewards and
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Ahlgren, Rikard, and Wictor Dörrich. "Processutveckling av förslagsverksamheten vid GKN Aerospace Sweden." Thesis, Högskolan Väst, Avdelningen för maskinteknik och naturvetenskap, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:hv:diva-7811.

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Företagsvärlden omfattas av hård konkurrens som kräver en ständig utveckling av produkter, personal och verksamheten. Utvecklingen sker på bekostnad av hårda krav i arbetsbeskrivningar där ständigt förbättringsarbete ingår i arbetsrollen hos individerna. För att kunna sammanlänka ständiga förbättringar med verksamhetens välmående behövs ett strukturerat förbättringsarbete i form av en väl fungerande förslagsverksamhet. Förslagsverksamhetens syfte är att utnyttja erfarenheter och kunskaper från alla medarbetare genom att stimulera individernas kompetens och idégenerering för att sedan bidra med
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Morris, Robyn Joy. "Employee work motivation and discretionary work effort." Thesis, Queensland University of Technology, 2009. https://eprints.qut.edu.au/31725/1/Robyn_Morris_Thesis.pdf.

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The focus of this thesis is discretionary work effort, that is, work effort that is voluntary, is above and beyond what is minimally required or normally expected to avoid reprimand or dismissal, and is organisationally functional. Discretionary work effort is an important construct because it is known to affect individual performance as well as organisational efficiency and effectiveness. To optimise organisational performance and ensure their long term competitiveness and sustainability, firms need to be able to induce their employees to work at or near their peak level. To work at or near t
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Dahlquist, Johanna. "Yrkesinriktad self-efficacy och Arbetsengagemang." Thesis, Linnéuniversitetet, Institutionen för psykologi (PSY), 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-64454.

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Work engagement has a number of positive effects that benefit companies, and it may therefore be interesting to investigate what precedes work engagement. The purpose of the study was to investigate the relationship between occupational self-efficacy and occupational work engagement. In order for the study to provide a picture of all of Sweden, a number of counties were selected around the country. Randomized managers from each county were asked to forward an e-mail with an information letter and a survey to the employment officers over which he or she was manager. When the employment officers
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Song, Chanho. "AN EXPERIMENTAL TEST OF THE PERFORMANCE OF REFERRAL REWARD PROGRAMS." Kent State University / OhioLINK, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=kent1429129094.

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Venketsamy, Aveshan. "Intrinsic motivation and innovative work behaviour : the role of organisational support and informational rewards." Diss., University of Pretoria, 2020. http://hdl.handle.net/2263/80422.

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An employee’s innovative work behaviour plays an instrumental role in organisational performance. At the individual level, previous research has shown that intrinsic motivation may influence this kind of discretionary behaviour. However, the role of organisational factors in this relationship is not well understood. This study investigates empirically how two organisational factors, namely organisational support for innovation and informational extrinsic rewards, affect employee innovative work behaviour and the relationship between intrinsic motivation and innovative work behaviour. Survey da
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Lindbohm, Adrian. "Actively Working with Sustainability: What are the Rewards? : Rewards, Premiums and the Future of Sustainability." Thesis, KTH, Fastigheter och byggande, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-254736.

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Global warming is becoming an increasingly pressured problem for the climate and worldeconomy. The trend and importance of sustainability is growing and is a heavily researchedarea. Real estate accounts for approximately 40% of global energy consumption and 33% ofcarbon emissions. Naturally, the potential and significance of sustainability is an increasinglyimportant topic within the sector.On the foundation of global climate change, this thesis aims to uncover the financial benefitsof active sustainability work for listed real estate companies on the Stockholm StockExchange. Previous research
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Slominski, Emily Ann. "Perspectives of Case Managers in Community-Based Elder Care: Work Roles, Stresses, Mediators, and Rewards." Oxford, Ohio : Miami University, 2008. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=miami1218046656.

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Rico, Samuel Lewis. "An exhortation to conquer an exegetical examination of the conquering/reward motif in the book of Revelation /." Theological Research Exchange Network (TREN), 2005. http://www.tren.com/search.cfm?p030-0154.

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von, Uckermann Alexander, and Viktor Bergström. "Transaktionellt och transformativt ledarskap : Ur ett kvalitativt medarbetarperspektiv." Thesis, Högskolan i Gävle, Avdelningen för socialt arbete och psykologi, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-24304.

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The purpose of the study was to investigate what the personnel considers about transactional and transformational leadership regarding the leader's use of contingent reward, management by exception, charisma/inspirational leadership, intellectual stimulation and individualized consideration leadership. For this qualitative study, a semi- structured interview guide was used to investigate six employee perceptions of the leadership styles on a company in central Sweden. The result was analyzed by deductive thematic methodology to identify keywords linked to respective theme and subcategory based
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Stanfill, Floyd A. "The extent of B̲H̲M̲A̲ judgment rewards and loses." Theological Research Exchange Network (TREN), 1986. http://www.tren.com.

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