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Rose, Jodi (Jodi Louise). „Factors Impacting Employee Acceptance of an Alternative Reward System“. Thesis, University of North Texas, 1994. https://digital.library.unt.edu/ark:/67531/metadc278122/.
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This study is intended to analyze employee acceptance of an alternative reward system that reinforces continuous learning, teamwork, major expansion of individual capabilities, business knowledge application, and business unit (team) performance. This system is in contrast with traditional pay systems that reward seniority and individual performance determined by the subjective ratings of a direct supervisor, with pay increases based mainly on current job grade (and the availability of higher job grades within the company) and comparison with market value of the job. Individuals from three areas of a major electronics manufacturing company in the southwestern part of the United States served as subjects.
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Martinkovičová, Markéta. „Motivační systém firmy“. Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2019. http://www.nusl.cz/ntk/nusl-399518.
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Master’s thesis summarizes in global the theoretical terms, which are related to motivation. The firs part is followed by the analytical part, where is describe current condition od the selected company, current motivation system, individual parts of motivation system, reward etc. Based on quantitative research and hypothesis testing, suggestions and measures are compile. This suggestions and measures should lead to the improvement of current motivation system.
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Juránek, Radim. „Motivace a evaluace zaměstnanců ve vybrané společnosti“. Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2019. http://www.nusl.cz/ntk/nusl-402139.
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The subject of the diploma thesis is the motivation, and evaluation of employees in a particular enterprise. Theoretical part is focused on the description of the theoretical knowledge, which I use in the practical part. In practical part I am going to do analysis, which I will focuse on motivation and evaluation, so I will be able to evaluate current status of company. The conclusion includes suggestions that I recommend to improve the current system of remuneration in the company.
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劉子銓 und T. C. Lau. „In search of the missing link in total quality management: an incentive compatible reward system“. Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2000. http://hub.hku.hk/bib/B3124046X.
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Lau, T. C. „In search of the missing link in total quality management : an incentive compatible reward system /“. Hong Kong : University of Hong Kong, 2000. http://sunzi.lib.hku.hk/hkuto/record.jsp?B22199184.
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Adamsson, Philip, Johannes Petersson und Gabriel Andersson. „Belöningssystem och motivation : En flerfallsstudie på företag inom byggbranschen“. Thesis, Linnéuniversitetet, Institutionen för ekonomistyrning och logistik (ELO), 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-55589.
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Sammanfattning Titel: Belöningssystem och motivation - En flerfallsstudie på företag inom byggbranschen Författare: Philip Adamsson, Gabriel Andersson, Johannes Petersson Program: Civilekonomprogrammets controllerfördjupning Examinator: Elin Funck Handledare: Natalia Semenova Institution: Ekonomihögskolan Linnéuniversitetet i Växjö Bakgrund och problem: Ett styrmedel som flitigt nyttjas är belöningssystem där ledningen med hjälp av ett fungerande belöningssystem kan få önskat beteende hos arbetstagaren. Hur ett belöningssystem är utformat skiljer sig mellan olika branscher och byggbranschen är en bransch kantad av intressekonflikter mellan arbetsgivare och arbetstagare. Råder det en överrensstämmelse mellan arbetsgivarens avsikt med ett belöningssystem och arbetstagaren uppfattning om belöningssystemet? Det finns flertalet olika belöningar som kan ge önskat beteende, men vad är det egentligen som motiverar arbetstagare inom byggbranschen. Syfte: Syftet med studien är att redogöra för hur belöningssystem är utformade i byggbranschen. Vidare är syftet med studien att se om arbetsgivarens avsikter med och arbetstagarens uppfattning av belöningssystemet överensstämmer. Dessutom ämnar studien behandla varför, alternativt varför inte arbetstagarna anser att belöningssystemet motiverar. Metod: Vi har genomfört en flerfallsstudie på Svensk Vattenbilningsteknik AB och TECAB Ytskyddsprodukter AB, verksamma inom byggbranschen. Empiriskt material har insamlats genom semi-strukturerade intervjuer. Studien har haft en deduktiv forskningsansats. Slutsats: Vi kan konstatera att arbetsgivare bör fokusera på vilket syfte de har med belöningssystemet för att kunna utforma ett fungerande belöningssystem. Enligt studien skall ett belöningssystem innehålla en kombination av finansiella och ickefinansiella belöningar. Slutligen bör en finansiell bonus ingå i byggföretags belöningssystem eftersom den ökar arbetstagarnas motivation och tillfredsställelse.Abstract Title: Reward system and motivation – A multi-case study in the construction industry Authors: Philip Adamsson, Gabriel Andersson, Johannes Petersson Examiner: Elin Funck Supervisor: Natalia Semenova Background and problem: A reward system is an instrument that is widely used, where management with help of a functional reward system can get a desired behavior from an employee. How a reward system is designed differs between sectors. The construction industry is a sector bordered by conflicts of interest between employers and employees. Is there a match between the employer's intention with reward systems and employee’s perception of the reward system? There are multiple rewards that can provide a desired behavior, but what is it that really motivate employees in the construction industry. Purpose: The purpose of this study is to describe how the reward system is designed in the construction industry. Furthermore, the purpose of the study is to see if the employer's intentions and the employee's perception of the reward system is consistent. The study also intends to describe why, or why not employees feel that the reward system motivates them. Methods: We conducted a multi-case study of Svensk Vattenbilningsteknik AB and TECAB Ytskyddsprodukter AB. Both companies are active in the construction industry. Empirical material were obtained through semi-structured interviews. The study had a deductive research approach. Conclusion: We can conclude that employers should focus on the purpose of their reward system to design a functional system. According to the study, a reward system should contain a combination of financial and non-financial rewards. Finally, a financial bonus should be a part of a construction company´s reward system, because it increases employee motivation and satisfaction.
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Peterková, Barbora. „Motivační systém ve výrobním podniku“. Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2020. http://www.nusl.cz/ntk/nusl-416839.
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This diploma thesis deals with the motivation system in a manufacturing company. It focuses primarily on improving the current situation, where a questionnaire survey is used for analysis. The outputs of this thesis represent recommendations for streamlining the current remuneration system and thus increasing employee satisfaction. The proposals are focused primarily on tackling the company's problems, i.e. the acquisition of high-quality personnel.
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Vejvodová, Andrea. „Změny motivačního systému společnosti“. Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2021. http://www.nusl.cz/ntk/nusl-442943.
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This diploma thesis focuses on the motivation system of a selected factory. The theoretical part deals with the basic theoretical background connected with motivation and employee reward system. The aim of the practical part is the analysis of the current motivation system; a questionnaire survey is included. The final part is devoted to the evaluation of the current motivation system and the assessment of the questionnaire survey which serves as a basis for suggestions for improvement.
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Syed, Khurram, und Ketevan Khuluzauri. „ABCD of Employee Motivation in Large Organizations in Northern Sweden“. Thesis, Umeå University, Umeå School of Business, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-35078.
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Ondrašíková, Radka. „Motivace a evaluace zaměstnanců“. Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2017. http://www.nusl.cz/ntk/nusl-316869.
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The aim of this thesis is to uncover possible weaknesses in the company's motivation system and propose recommendations to improve the current situation. In the first part I combine theoretical knowledge concerning the issue of motivation, evaluation and rewarding of employees. In the second part I introduce the company, analyze the present system of motivation, evaluation and rewarding employees that the company uses and perform questionnaire survey. From the survey results, along with theoretical knowledge I will point out any shortcomings or errors and suggest recommendations that will contribute to improving the current situation.
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Montgomery, John F. „An analysis of the Civilian Employee Reward System in use at Naval Air Warfare Center, Patuxent River, Maryland“. Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 1999. http://handle.dtic.mil/100.2/ADA374062.
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Thesis (M.S. in Management) Naval Postgraduate School, December 1999."December 1999". Thesis advisor(s): Kenneth J. Euske, Susan P. Hocevar. Includes bibliographical references (p. 187-190). Also available online.
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Macešková, Markéta. „Motivace a stimulace“. Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2014. http://www.nusl.cz/ntk/nusl-224364.
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Diploma thesis deals with motivation and stimulation of employees in a particular company. On the basis of questionnaire survey are proposed changes that could help to increase the motivation and stimulation of employees. It helps the managers who receive proposals to eliminate weaknesses in the area of motivation and stimulation of employees in the company.
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Kuklová, Klára. „Motivační systém firmy“. Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2021. http://www.nusl.cz/ntk/nusl-443020.
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The diploma thesis deals with a motivation system of the company. Theoretical part defines the motivation, reward of employees or their evaluation. The questionnaire survey helps to the analytical part examines the current motivation system of the employer and employee satisfaction. Based on the survey, options are proposed that can improe the motivation system, which lead to increase motivation and safisfaction of emploees.
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Brandejská, Petra. „Motivace a evaluace zaměstnanců Brněnských vodáren a kanalizací, a.s“. Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2013. http://www.nusl.cz/ntk/nusl-224149.
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The aim of this dissertation thesis is to propose a new system of evaluation and subsequent remuneration in the company Brněnské vodárny a kanalizace, a.s. The theoretical part focuses on the theory of motivation, employee evaluation and reward system. The practical part is based on the survey assessed the current system of motivation, evaluation and rewards and compared with the theoretical part. The conclusion includes suggestions that I recommend to improve the current system of remuneration in the company of Brněnské vodárny a kanalizace, a.s.
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Batistová, Lucie. „Systém odměňování zaměstnanců“. Master's thesis, Vysoká škola ekonomická v Praze, 2014. http://www.nusl.cz/ntk/nusl-201767.
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Master´s thesis is focused on the system of employees´ remuneration in the organization. This system is analyzed on the basis of total reward concept, which is described in the theoretical part. Main aim of the thesis is to give suggestions for optimization of current remuneration system or create new system of remuneration, which increases employees´ motivation and performance. This aim is fulfilled based on the internal data analysis, interview with managers and survey. Current remuneration system in the organization provides possibilities for improvement, especially within payroll system and areas of employees´ development and education.
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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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Nováková, Šárka. „Návrh využití konceptu celkové odměny při odměňování zaměstnanců ve vybrané společnosti“. Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2019. http://www.nusl.cz/ntk/nusl-399505.
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The thesis is focused on the proposal for the use of the concept of total reward in the system in agricultural company XY, s.r.o. The thesis consists of the theoretical part describing the issue that was used. The analytical part examines the current state, internal and external influences and the last part is a proposal of changes.
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Hofmanová, Marie. „Motivační systém ve vybrané společnosti“. Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2019. http://www.nusl.cz/ntk/nusl-399882.
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Thesis contains theoretical knowledge about motivation system and explains basic concepts bound with this topic. Current trends of employee requirements in field of study were gathered using a survey. Based on analysis of the current status and findings, propositions for improving motivation strategy are stated. These suggestions come with quantification of eventual costs needed to realize them and will lead to bigger satisfaction of current employees and more efficient acquisition of new workers.
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Liberty, Chantel Karen. „The contribution of reward systems to enhance employee engagement“. Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/18608.
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Increasing competition within the freight transportation market in South Africa has intensified the need for rail industries to identify ways in which to enhance their competitiveness within this market. One of the most important challenges for organisations’ operating in this market is to deliver goods on time, while meeting the needs of customers, at the lowest possible cost. If such organisations are to remain competitive, it may be required of them to shift their focus to their employees. Research has shown that employees render organisations’ with sustainable competitive advantage, more specifically, it has shown that engaged employees surpass disengaged employees. The distinguishing factor for organisations’ in the search of competitive advantage would therefore be an engaged workforce. The primary research objective of this study was to investigate contribution of reward systems to enhanced employee engagement within Transnet Engineering (TE) in Swartkops, Port Elizabeth. A theoretical overview was conducted to evaluate different definitions, engagement theories and factors of reward systems which contribute to enhanced employee engagement. An empirical study was conducted by means of a survey with a questionnaire as data collecting tool. The purpose of the structured questionnaire was to validate the findings obtained from the theoretical overview and to assess employees’ perceptions of reward systems and engagement. Recommendations were made based on the findings of the literature and empirical study. These recommendations will assist the organisation in understanding how reward systems can be used to enhance employee engagement, so that a competitive advantage can be achieved within the freight transportation market.
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Hagos, Helen, und Helena Sonnert. „Reward Systems : To set up goals, appraise and reward employees in large companies“. Thesis, Linköping University, Department of Management and Economics, 2004. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-2298.
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Background and purpose: Aspects such as the character of the organization and the composition of the work force have an impact on the company’s choice of how to reward and evaluate the employee. In large companies with employees from different professions and at different levels problems connected with the evaluation and the compensation of the employee may arise. The purpose of this thesis is to examine how this type of companies evaluate and reward the employees. Further we will look into the problems that may arise connected to the evaluation and the compensation of the employee.
Results: In the process of evaluation the greatest difference between the employees from different professions and operations can be found in the goals that are set and the measures that measure the fulfilment of the goals. In regard to the evaluation of employees at different levels the greatest differencecan be found in the character of the measures. When rewarding employees companies tend to have a homogeneous policy for employees from all operations and professions. The difference is greater between employees at different levels. As the number of operations and levels of the company increases it gets harder to set goals that are relevant to each operation and individual as an increasing number of aspects related to these operations must be considered. In addition it is difficult to design rewards which are cost efficient and valued by all employees. These difficulties arise as individuals’ preferences are affected by their working environment and as different preferences are created in different operations and at different levels.
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Mejzlíková, Jana. „Systém odměňování ve vybraném podniku“. Master's thesis, Vysoká škola ekonomická v Praze, 2009. http://www.nusl.cz/ntk/nusl-76961.
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The work deals with the remuneration of employees in KOVO Koukola Ltd. The main aim of this thesis is to define the theoretical concept of pay for workers and confronting him with a reasonably functioning system in a particular company.
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Parttimaa, Jenny, und Mathilda Bäckström. „The Pursuit of Motivating Employees : The connection between employee turnover and reward packages in the hotel – and insurance industry“. Thesis, Mälardalens högskola, Akademin för ekonomi, samhälle och teknik, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-38227.
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Motivating employees is one of the management top priorities nowadays. Motivated employees are less likely to leave the company, which leads to lower turnover rate which in turn can lead to lower costs for the company. The purpose of this study is to illustrate how organizations can increase employees’ motivation and lower employee turnover by using reward packages.
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Kopečná, Lenka. „Systém odměňování zaměstnanců ve vybraném zemědělském družstvu a návrh jeho změn“. Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2018. http://www.nusl.cz/ntk/nusl-377992.
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The dissertation deals with the employee remuneration system in the Agricultural cooperative Klučov – Lhota and the proposal of changes in this area. In the practical part, basic terms regarding remuneration are considered. Then an analysis of the current state both in the cooperative and in its surroundings is processed. The outcome of the whole study is a SWOT analysis, on the basis of which changes are proposed in the area of the remuneration of employees. The aims of these changes are to increase the welfare of the employees and to stabilize the personnel situation of the cooperative.
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Kittlerová, Klára. „Systém odměňování zaměstnanců ve vybrané společnosti a návrh změn“. Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2018. http://www.nusl.cz/ntk/nusl-377422.
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This master thesis is focused on emloyee remuneration in the selected company. The theoretical part defines basic concepts of employee remuneration. The analytic part deals with analysis of internal and external factors influencing the employee remuneration system in the selected company including an employee questionnaire survey and structured interview. In final part of thesis are recommended changes of employee remuneration system for increased employee motivation and satisfaction
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Mendes, de Brito Antunes Bethania. „Reward systems in nonprofit organisations : an assessment of employee motivations in the homelessness sector in England“. Thesis, London School of Economics and Political Science (University of London), 2012. http://etheses.lse.ac.uk/745/.
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Government reforms have led nonprofit organisations (NPOs) to become more involved in the provision of mainstream public services in the UK and consequently they have been subject to an increasingly demanding regime of performance measurement and inspection if they wish to provide services on behalf of the state. The creation of a contract culture has put nonprofit providers in a position where they have to bid against each other to deliver pre-determined services, resulting in a very competitive operating environment. NPOs have become more professionalised and performance-driven and this new climate encourages a business-like attitude to the management of their services. Pay-for-performance schemes have become a recognised phenomenon in NPOs, despite having generated controversial discussion in the literature. The literature on incentive theories has been applied almost exclusively to private sector organisations and limited attention has been devoted to the nonprofit sector. It is argued here that one cannot simply transfer across for-profit sector ideas; one must try to establish a framework that is more suited to the logic of the NPO. The aim of this thesis is twofold. First, it investigates the use of performance-related pay (PRP) in nonprofit housing associations in England and looks at whether PRP acts as a motivator encouraging nonprofit employees to improve their work performance. Second, it inquires whether the new competitive and performance-driven environment influences the reward decisions of NPOs. This thesis examines influences on the choice of reward practices in housing associations in order to provide an alternative to agency explanations for the use of PRP in the nonprofit sector. The results not only point to the ineffectiveness of PRP schemes in housing associations but also identify the strength of institutional pressures on NPOs to conform with best practice in pay decisions.
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Křístková, Lucie. „Motivace a evaluace zaměstnanců pobočky České pošty“. Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2015. http://www.nusl.cz/ntk/nusl-225041.
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The aim of this thesis „Motivation and Evaliation of Česká pošta Branch Office Employees“ is to develop a proposal to improve current incentive program and system for evaluating and rewarding employees. On the basis of recognized imperfections to suggest recommendations for the improvement the situation. The theoretical part focuses on explanation of the main terms of remuneration and work motivation. The practical part of the thesis, based on interviews, questionnaires and observations, concentrates on motivation of employees in a chosen company. At the end there are brought up problematical areas and proposed recommendations and ways to improve current situation in the company.
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Taljaard, Jacob Johannes. „Improving job performance by using non-monetary reward systems to motivate low-skilled workers in the automotive component industry“. Thesis, Port Elizabeth Technikon, 2002. http://hdl.handle.net/10948/131.
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Automotive component manufacturing companies where the labour is low skilled and the processes are labour intensive, are being challenged on a more regular basis to find methods to satisfy needs to motivate employees to improve performance. Automotive companies are becoming more under pressure to motivate employees through non-monetary rewards, due to collective bargaining which has made pay for performance very inflexible. It is because of this fact that employers have to assess non-monetary reward methods to motivate employees to improve performance. To be motivators, rewards must be aligned with the needs of people and the things that they value. If these rewards are aligned with employees needs, this could lead to increase in employee motivation, which will in turn lead to improvement in performance, and therefore lead to companies becoming more competitive. This research paper aims to assess what would be the motivators when establishing a non-monetary reward system. To this end the various motivational theories are presented which clearly identifies what needs people have and how they can be satisfied to change behaviour and therefore improve performance. Secondly, reward systems are discussed with various types of rewards being considered and more specifically non-monetary rewards. Applied research was undertaken to determine non-monetary rewards that will motivate low-skilled employees to improve performance. A survey, with the aid of a structured questionnaire, was used to gain information from 60 employees. The research was conducted in three companies that manufacture components for the auto industry. The majority of the respondents indicated that: 1. basic needs must be satisfied with monetary rewards; 2. non-monetary rewards, if linked to higher hierarchical needs, will then motivate employees; 3. non-monetary rewards should preferably be of a physical nature such as certificates, caps and t-shirts; 4. satisfaction of these higher level needs motivate employees and improve their performance; 5. employees prefer feedback and recognition as a non-monetary reward on a regular basis, and 6. the needs of employees should be identified through a survey to establish which rewards will satisfy these needs.
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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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Klimánková, Marina. „Návrh na zlepšení motivačního systému ve vybraném podniku“. Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2014. http://www.nusl.cz/ntk/nusl-224460.
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The aim of the thesis is the suggestion of appropriate amendments to the current motivation system in a gastronomic enterprise. These changes should lead closer to overall staff satisfaction, better quality of communication in interpersonal workplace relations, to increase work motivation and employee performance.
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Modin, Svedberg Lina, und Charlotte Törnkvist. „Belöningssystem och motivation : En fallstudie på Staples“. Thesis, Linnéuniversitetet, Institutionen för ekonomistyrning och logistik (ELO), 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-76254.
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Bakgrund och problem: Ett styrmedel företag kan använda för att nå sina mål är belöningssystem. Utformningen av belöningssystemet samt att det tydligt motiverar de anställda är två viktiga aspekter. Tillsammans är belöningssystem samt motivation två välstuderade ämnen inom vissa branscher. För mer monotona arbeten som lagerverksamhet saknas dock detta arbete. Av denna anledning är det av intresse att studera hur lagerpersonal upplever att de motiveras av belöningssystemet. Syfte: Syftet med studien är att beskriva fallföretagets belöningssystem samt utreda hur de anställda upplever belöningssystemet och huruvida det motiverar dem. Om det empiriska materialet visar på svagheter i belöningssystemet presenteras förslag på förändringar. Metod: Studien har genomförts i form av en fallstudie på fallföretaget. Flertalet respondenter har intervjuats genom semi-strukturerade intervjuer. För att stärka studiens kvalitet har flertalet teoretiska källor använts. Slutsats: Fallföretaget har idag uppsatta mål som de anställda arbetar mot samt ett utvecklat belöningssystem. Det som saknas för att belöningssystemet ska vara en motivationsfaktor är kopplingen mellan uppnådda mål och belöningen för detta.Det empiriska resultatet visar att gemenskapen är det som gjort att de anställda stannat kvar på företaget. Gemenskapen och grundlönen är även de största motivationsfaktorerna.Background: One of the control mechanisms the companies can use to reach their objectives is a reward system. The parts included in the reward system and that it motivates the employees are two important aspects. The two subjects, reward system and motivation, are very well studied for certain branches. For more monotonous works such as warehouse operations, that is not the case. Therefore,it is interesting to study how warehouse employees experience if and in what way they are motivated by the reward system. Purpose: The purpose of this study is to describe the case company’s reward system but also examine how the employees are experiencing the system and to find out how it motives them. If the empirical data shows that there are weaknesses in the reward system, suggestions for improvements will be given. Method: The paper has been conducted in a case study form. More than one respondent has been interviewed, by semi-structured interviews. To increase the quality of the study different theoretical sources have been used. Conclusions: The employees at the case company are working towards achieving objectives conducted by the company and the company has a well-developed reward system. However, what is missing is the connection between the objectives and the reward to make the reward system a factor of motivation. The empirical data shows that the feeling kinship among the employees is the reason why they have stayed at the company. The kinship and the salary is also the most important factors of motivation.
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Müller, Petra, Vanessa Theresa Schmidt, Lisa Werkmeister und Maria Beutner. „Bleiben Belohnung und Anerkennung in virtuellen standortverteilten Teams auf der Strecke? – Reward and Recognition Systeme als Lösungsansatz“. TUDpress, 2018. https://tud.qucosa.de/id/qucosa%3A33719.
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Die steigende Konkurrenz um qualifizierte Mitarbeiter veranlasst Unternehmen die Mitarbeiterbindung zu forcieren, und durch Belohnung und Anerkennung Anreize zu schaffen, um die Fluktuation möglichst gering zu halten. Dieses Paper geht auf Reward and Recognition Systeme als eine mögliche Strategie der Mitarbeiterbindung ein und stellt Schlüsselfaktoren und Handlungsempfehlungen für eine Implementierung in virtuellen Teams dar. Dazu wurde ein Literature Review durchgeführt und die daraus resultierte Datenbasis einer qualitativen Inhaltsanalyse unterzogen. Dabei konnte festgestellt werden, dass virtuelle Teams besondere Herausforderungen wie fehlende räumliche Nähe und eingeschränkte Feedbackmöglichkeiten überwinden müssen, damit Belohnung und Anerkennung nicht auf der Strecke bleiben. Als zentrales Ergebnis der Untersuchung kann festgehalten werden, dass bei der Implementierung von Reward and Recognition Systeme die Individualität und Diversität der Mitarbeiter, der virtuellen Teams und der Organisation beachtet werden sollte.
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Samzelius, Anna. „Hur kan ett belöningssystem utformas för att skapa motivation bland de anställda? : En fallstudie på OKQ8 AB“. Thesis, University of Skövde, School of Technology and Society, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:his:diva-4036.
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Belöningar till ledningen är det som ofta debatteras i media, samtidigt anses personalen vara företagets viktigaste resurs. Detta examensarbete avser att undersöka vilka belöningar ”vanliga” anställda får ta del av. En fallstudie på OKQ8 har genomförts för att åskådliggöra avsikterna, uppbyggnaden, förhoppningarna, resultatet och framtiden för ett antal belöningssystem som tillämpas i praktiken. Datainsamling har skett genom personliga intervjuer samt observationer. Författarens viktigaste slutsatser är att rättviseaspekten har stor betydelse samtidigt som det är av yttersta vikt att ett belöningssystem kommuniceras, framförallt vid implementeringen. Det är betydelsefullt att belysa dessa faktorer och inför framtiden ta hänsyn till dem för att på så vis kunna utforma bättre belöningssystem.
Rewards to the people in the management are often debated in media, at the same time the personnel is considered to be the company’s most important asset. This paper intends to examine which rewards “ordinary” staff members have a share in. A case study at the company OKQ8 has been undertaken to illustrate the intentions, design, expectations, results and the future for a number of incentive systems applied practically. Data have been collected through personal interviews and observations. The author’s most important conclusions are that communication and justice play a crucial role when an incentive system is implemented. It is crucial to illuminate these factors and take it into consideration for better designed incentive systems in the future.
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Rotterová, Monika. „Návrh rozvoje motivačního systému ve firmě“. Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2011. http://www.nusl.cz/ntk/nusl-222858.
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The thesis focuses on the development of motivational system in the production company. Using internal resources and survey I have done an analysis of the current motivational system in the company. Based on the identified shortcomings I suggest improvements to the existing system of motivational which leads to increase employees motivation and also to their overall satisfaction.
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Creaby-Attwood, Nick. „Rewarding relationships : a study of the interaction of employment relationships and employee rewards systems in two unionised private sector organisations“. Thesis, Northumbria University, 2010. http://nrl.northumbria.ac.uk/4415/.
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This study investigates the interactions between the employment relationship and the employee rewards system. There is an implied and broadly accepted connection between these aspects of organisational life, yet the connection has not been clearly developed within either the employment relations or employee rewards literature. Employment relations research commonly prioritises certain features: organisational context; parties’ ideologies; processes concerning the interaction of the parties; and outcomes of the relationship. This study attempts to be located in this tradition: it regards rewards as an outcome of the employment relationship. However, whilst many studies of this type have tended to emphasise the interaction of isolated features, this study attempts to theorise the nature of the interactions between the reward outcomes and the other features of the relationship in a holistic manner. The study begins from an ontologically realist view of the employment relationship and employee rewards; however, it also acknowledges that these social facts are interpreted by parties, and that these interpretations are significant. The study adopts many of the features of mainstream employment relations research, reflected in a pluralist theoretical perspective. A predominantly inductive, multi-method, case study research strategy is utilised, focussing upon two unionised, private sector, manufacturing organisations. Data is collected from the parties to the employment relationship using research instruments derived from two primary conceptual models: Walton & McKersie’s (1965) behavioural bargaining framework, and Gomez-Mejia and Balkin’s (1992) algorithmic-experiential model of rewards. Analysis of this data indicates substantial commonality between the cases and suggests a complex set of interactions between the features of the employment relationship and employee reward outcomes. Key findings indicate the importance of understanding parties’ reward preferences as they provide insight regarding: the formulation of parties’ ideologies; the effectiveness of processes; and the interpretation of reward outcomes.
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Botes, J. A. „Customer Loyalty and Employee Enthusiasm: An eclectic paradigm for strategic sales improvement at MB Silicon Systems“. Thesis, Milpark Business School, 2008. http://www.milpark.co.za.
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The objective of this study was to examine the role that customer loyalty and employee enthusiasm can play as a strategic objective to increase sales at MB Silicon Systems. In order to address these two factors from a strategic perspective, elements from various concepts have been used to gain a new understanding of customer loyalty, employee enthusiasm and strategy. The final goal of the study was to use the knowledge gained throughout the report to propose a management framework which can be implemented to give MB Silicon Systems a competitive advantage in its competitive industry.The literature review suggested that a strategy of customer loyalty and employee enthusiasm will result in above average financial performance. Customer loyalty and employee enthusiasm cannot be separated from each other and they are linked by leadership, the vision and core values of the organisation. It is not possible to achieve customer loyalty and employee enthusiasm without the proper formulation and execution of a strategy. Such a strategy needs to utilize core management tools like the Balanced Scorecard which will bridge the vision of the organisation with goal setting mechanisms of motivation. The Balanced Scorecard will ensure that strategic objectives of the organisation will be mapped into the Balanced Scorecard while employees will be rewarded according to achieved targets of these objectives.Surveys which were conducted with customers and employees have shown that MB Silicon Systems performs below international standards with respect to customer loyalty and that the organisation is failing with its existing strategy. The surveys have also shown that employees are demotivated. This state of demotivation results in a lack of teamwork and mistrust between employees. The lack of teamwork and mistrust is only the symptoms of organisational problems which need to be resolved by organisational redesign, implementation of management principles and healthy corporate governance. The low base of loyal customers and the demotivated state of employees is resulting in below average financial performance.A management framework was recommended that will transform a strategy of customer loyalty and employee enthusiasm by using proven management tools. Implementation of the framework will ensure a competitive advantage to MB Silicon Systems which will result in above average financial performance.
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Tribble, Joel Lawrence, und Abdi Fatah Jimaale. „Inre och yttre motivation : En studie om vilka faktorer som motiverar unga medarbetare mest i fyra detaljhandelsföretag“. Thesis, Högskolan i Gävle, Avdelningen för ekonomi, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-14528.
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Titel: Inre och yttre motivation – En studie om vilka faktorer som motiverar unga medarbetare mest i fyra detaljhandelsföretag Nivå: C- uppsats i ämnet företagsekonomi Författare: Joel Lawrence Tribble & Abdi Fatah Jimaale Handledare: Lars Ekstrand Datum: 2013 – Juni Syfte: Syftet med undersökningen är att, med hänsyn till incitamenten som tillämpas i detaljhandelsföretag, studera huruvida det är inre eller yttre motivationsfaktorer som har störst positiv påverkan på unga medarbetares motivation. Våra forskningsfrågor är: Är det inre eller yttre motivationsfaktorer som har störst positiv påverkan på unga medarbetares motivation? Vilka incitament tillämpar företag för att motivera sina medarbetare att utföra önskade prestationer? Metod: Vi har gjort fallstudier på fyra branschledande detaljhandelsföretag, där vi utförde fyra kvalitativa intervjuer med företagens respektive chefer. Vi delade även ut 60 enkäter till de valda företagens respondenter där vi riktade oss till unga medarbetare i åldrarna 15-30 år. Även sekundärdata som litteratur inom området och tidigare forskning har studerats. Informationen som genererats behandlades och analyserades vilket sedan ledde till vår slutsats. Resultat & Slutsats: Vi har kommit fram till att arbetstrygghet och goda arbetskamrater är de två mest motiverande faktorerna bland studiens unga medarbetare, och dessa är inre motivationsfaktorer. Förslag till fortsatt forskning: Vilka skillnader av motivationspreferenser finns det mellan olika generationsgrupper? Vilket styrsystem motiverar medarbetare mest? Utformar företag sina incitamentsystem på ett effektivt sätt? Uppsatsens bidrag: Det bidrag som uppsatsen gett är en ökad förståelse om vad som motiverar unga medarbetare mer och mindre inom detaljhandeln, och vilka incitament de valda företagen använder för att motivera sina medarbetare att utföra önskade prestationer.Title: Intrinsic and extrinsic motivation - a study of what motivates young employees the most within four retail businesses. Level: Final assignment for Bachelor Degree in Business Administration Authors: Joel Lawrence Tribble & Abdi Fatah Jimaale Supervisor: Lars Ekstrand Date: 2013 - June Aim: The purpose of the study is that, given the incentives applied in the retail businesses, consider whether it is intrinsic or extrinsic motivators that have the greatest positive impact on young employees' motivation. Our research questions are: Is it intrinsic or extrinsic motivators that have the greatest positive impact on young employees' motivation? What incentives do companies apply to motivate their employees to perform the desired performance? Method: We have done case studies on four industry-leading retail companies, where we conducted four interviews with their respective managers. We also distributed 60 surveys to the selected companies employees where we aimed ourselves to young employees aged 15-30 years. Secondary data in forms of literature and prior research have been studied. The information generated were then processed and analyzed, which then led to our conclusion. Result & Conclusions: We have found that job security and good coworkers are the two most motivating factors among the study's young employees, and these are intrinsic motivators. Suggestions for future research: What are the differences of motivation preferences between different generational groups? Which control system motivates employees the most? Do companies design their incentive systems in an efficient way? Contribution of the thesis: The contribution that the thesis has given is an increased understanding of what motivates young employees more and less within the detail industry, and what incentives the studied companies use to motivate their employees to perform the desired performance.
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Adolfsson, Ida, und Matilda Broberg. „It Takes Two to Tango : En studie om organisationer i finans och försäkringsbranschen och deras syn på att behålla medarbetare“. Thesis, Högskolan Väst, Avd för företagsekonomi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:hv:diva-9652.
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"Hur arbetar organisationers ledning med att behålla sina medarbetare? -Vad har motivationsfaktorer för betydelse?" Idag har många organisationer hög personalomsättning vilket oftast ses som ett problem. När en organisation har lagt ner tid och resurser på rekrytering så krävs det fortfarande arbete kring personalfrågor. För att behålla medarbetare inom organisationer, för att inte bli av med dem, så krävs ytterligare arbete vilket organisationer bör vara medvetna om. Syftet med den här studien är att ta reda på ledningens arbete kring motivation för att behålla befintliga medarbetare. Studien ämnar till att ta reda på hur de motiverar medarbetare för att ge en ökad arbetstillfredsställelse och därmed få medarbetare att inte vilja lämna organisationen. För att kunna uppnå syftet med studien har vi med en kvalitativ metod genomfört fem djupgående intervjuer. Dessa intervjuer har gjorts på personer med en ledningsposition inom finans och försäkringsbranschen. Empirin visar de olika ledarnas arbetssätt gällande rekrytering och hur de själva motivera individer. Alla respondenter har fått möjligheten att med egna ord själva berätta vad som är motivation för dom. Empirin visar även vilka belöningssystem dessa organisationer har och vad ledningen anser dessa har för effekt. Bland annat resonerar tidigare forskning kring personalomsättningskostnader samt vad som krävs för att behålla befintliga medarbetare inom organisationen. Tidigare forskning visar även att det råder delade meningar om vad motivation är, hur det uppfylls och vem som bär ansvaret för att upprätthålla motivation. Resultatet visar att det finns specifika motivationsfaktorer som kan vara avgörande för om medarbetare stannar eller väljer att avsluta sin tjänst. Rekrytering visar sig också spela roll vid arbetet kring att behålla medarbetare."How does organizational management keep their employees?" -Of what significance are motivational factors? Today, many organizations have high employee turnover which is often seen as a problem. When an organization has invested time and resources in recruitment, it still requires work on personnel matters. In order to retain employees within organizations further work is needed which organizations should be aware of. The purpose of this study is to find out how the management work with motivation as a factor to keep existing employees. The study aims to find out how they motivate employees to give greater job satisfaction and thus get people not wanting to leave the organization. In order to achieve the purpose of the study, we have with a qualitative approach conducted five in-depth interviews. The respondents of these interviews did all have a leadership position in the financial or insurance business. The empirical data shows how the various leaders complete their recruitments and how they motivate individuals. All respondents got the opportunity to, with their own words, describe what motivation is for them. The empirical data also shows which reward systems these organizations use and what kind of effect it has. Earlier research shows what kind of employee costs there are and what it takes to retain existing employees within the organization. Previous research also shows that there is a disagreement between authors about what motivation is, how it is fulfilled and whom that is responsible for maintaining motivation. The result shows that there are specific motivational factors that can determine whether employees stay or choose to give their notice. Recruitment is also shown to be significant in the work on retaining employees.
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Němcová, Veronika. „Motivační systém podniku“. Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2014. http://www.nusl.cz/ntk/nusl-224458.
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The aim of this diploma thesis is analysis of the current status of motivation system in the chosen company and creation of proposal for it's improvement. The first part is aimed at rewards, personal development and employees benefits from the theoretical point. The second part pays attention to the genuine way of rewarding, possibilities of personal development of the employees, relationships at work and the overall satisfaction within the company. The last part includes the proposal of improvement of the motivation system based on a questionnaire.
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Soufflet, Audrey Emilie. „Les politiques de rétribution globale au service de la performance des agents publics : une analyse par la théorie du contrat psychologique dans les collectivités territoriales françaises“. Thesis, Aix-Marseille, 2013. http://www.theses.fr/2013AIXM1130.
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La fonction publique française a mis en place depuis plusieurs années des initiatives de rémunération des agents publics en fonction de leurs performances. Le bilan mitigé de ces initiatives invite à questionner à la fois les effets recherchés (critères de performance) mais également les processus et les outils d’estimation de cette performance (politiques, évaluation, outils, etc.). Le constat le plus prégnant transparaît dans l’absence d’impact motivationnel des rémunérations basées sur la performance. Dans ce contexte, notre recherche vise à étendre le concept de rémunération au concept de rétribution globale orienté vers la performance, et incluant des éléments de rétributions extrinsèque et intrinsèque. Nous mobilisons le cadre d’analyse du contrat psychologique pour appréhender les effets de la rétribution globale sur les attitudes des agents territoriaux, en appréhendant les attentes implicites et les perceptions de réalisation du contrat psychologique dans le cadre de la dyade managers-collaborateurs. Nos principaux résultats confirment l’impact faible de la rémunération extrinsèque sur la performance individuelle des agents capturée par leurs attitudes. Ils montrent, a contrario, l’importance de la rémunération intrinsèque en termes de motivation, d’implication et de satisfaction. Ainsi, la rétribution extrinsèque et la rétribution intrinsèque doivent faire l’objet d’une stratégie globale, pensée par l’organisation et ses décideurs, autour d’un panachage approprié de rétribution extrinsèque et de rétribution intrinsèque en fonction des caractéristiques de l’organisation territoriale considéréeThe French public sector has implemented for several years some policies aiming to reward public employees regarding to their performance. The mixed results of these initiatives led to question the relevancy of the pursued objectives (performance criteria) as well as the relevancy of the process and of the tools used for evaluating employee performance (policies, evaluation, tools, and so on). One of the most important results is probably the absence of a motivational impact of a performance-based remuneration. In this regard, our research aims to extend the concept of performance-based remuneration to the concept of total reward, including extrinsic and intrinsic rewards. We select the “psychological contract” framework of analysis to understand the impact of a total reward, within French local organizations, on public employees’ attitudes. We especially collect employees’ implicit expectations and perceptions for understanding the realization of the “psychological contract” and its impacts on the dyad employee-manager. Our results confirm the limited impact of extrinsic rewards for enhancing employee performance, captured through their attitudes. They show, on the contrary, the importance of intrinsic rewards for employee attractiveness and loyalty. We conclude that extrinsic and intrinsic rewards should be carefully combined by managers within a global and planned rewarding strategy appropriate to each local organization’s characteristics
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Wohlgemuthová, Julie. „Návrh systému hodnocení zaměstnanců ve firmě GEOtest, a.s“. Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2011. http://www.nusl.cz/ntk/nusl-222825.
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This Master’s thesis deals with the process of employee evaluation in the company GEOtest, a.s. In the first part of the thesis are defined all the necessary theoretical findings needed to formulate proposals for the society. Practical part includes particular information about the company GEOtest, a.s. and the analysis of the current state of evaluation. Furthermore, the new concept of the system of evaluation in accordance with the corporate needs is presented, including the link up of the system and recommendation for its implementation.
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Steenhuisen, Maria Jacoba. „The knowledge continuum as an enabler for growth and sustainability in the South African basic education system / Mariè Steenhuisen“. Thesis, North-West University, 2012. http://hdl.handle.net/10394/9207.
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The poor state and failure of the basic education system in South Africa gave rise to this research. The wave of knowledge loss experienced in the last two decades is expected to carry on and will continue to deplete the basic education system’s knowledge base, severely affecting the already poor quality of education as well as the future economic growth and sustainability in South Africa.
The main research objective was to establish whether future growth and sustainability in the basic education system in South Africa is achievable; which factors it is influenced by; and how knowledge continuity could impact on future growth and sustainability. A multidisciplinary approach focusing on organisational performance, knowledge management, individual and organisational behaviour and organisational development was followed.
The nature of growth and sustainability and knowledge continuity in organisations was explored by following a contextualisation theory-building process.
The main objective of the empirical research study was to determine by means of quantitative research the degree to which the influencing factors would enhance or impede growth and sustainability in an organisation. A quantitative survey method was followed. A questionnaire was developed and the survey was performed in 6 primary and secondary schools of the basic education system in South Africa. The questionnaire was found to be reliable with a Cronbach’s alpha of .8060.
In the descriptive factor analysis process, principal component factor analysis was conducted, which described the five constructs that would influence growth and sustainability. These constructs’ dimensions produced significant intercorrelations which indicate that the dimensions are for the most part intercorrelated with each other in contributing to growth and sustainability.
The multiple regression analysis indicated that knowledge loss would have an exceptionally strong impact on knowledge; and that knowledge, information and performance would significantly predict growth and sustainability. Organisations should change the focus for growth from physical assets to the development of intellectual capital, and knowledge continuity should form part of an organisations’ business strategy and mission. Knowledge continuity will only be successful if a culture conducive of trust and knowledge sharing and transfer exist, and are supported by effective and appropriate human resource practices and incentives.
A structural equation model development strategy produced a knowledge continuity model aimed at enabling future growth and sustainability, based on the constructs confirmed in the factor analysis. The model indicated that there is a direct causal relationship between knowledge, information and performance with growth and sustainability. The regression analysis showed that most of the intercorrelations are significant, thus confirming the theory.
The newly developed questionnaire and structural equation model should enable organisations to measure the degree to which the enhancing individual and organisational behavioural factors of growth and sustainability are in place and provide the measurement outcomes that would identify the factors that need to be focused on to improve and enable future growth and sustainability in an organisation.Thesis (MBA)--North-West University, Potchefstroom Campus, 2013.
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Ekström, Jessica, und Sandra Neudinger. „Belöningssystems komplexitet : sett ur ett svenskt ledningsperspektiv“. Thesis, Södertörns högskola, Institutionen för samhällsvetenskaper, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-24673.
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Syfte: Syftet med denna uppsats är att ur ett ledningsperspektiv undersöka vilka belöningssystem småsom gare nämnde nämnde prestation. hur vi kommer in på just ett belöningssystem som främjar. lvis kopplingen emellan prestation företag använder och jämföra detta med företagens tillväxt och de anställdas prestation. Metod: Metoden använder en tvärsnittsdesign med induktiv karaktär. Primärdata består av kvalitativa intervjuer som kombineras med en kvantitativ enkätundersökning ur ett företagsledarperspektiv. Urvalet baseras på företagens storlek, år de grundades samt bransch. TeoriUppsatsskribenterna avser att använda agentteorin, Hertzbergs tvåfaktorteori, teorier kring belöningssystem och motivationsteorier som uppsatsen teoretisk ramverk. Resultat: Resultatet visar att fast lön och prestationsbelöningar är mest använt. De anställdas prestation har en avgörande roll för hur företaget presterar. Rörlig lön i form av provision och bonus är det som anses motivera de anställda mest till att prestera och företag med hög tillväxt föredrar prestationsbelöning. Analys: Belöningssystem måste vara kopplat till företagens målsättningar för att främja ett företags prestation. Eftersom detta innebär att anställda då styrs att arbeta mot företagsmålet. Slutsatser: En kombination av rörlig lön och fast lön verkar flest företagsledare att föredra när det gäller att främja ett företags prestation. Detta förutsatt att de är tydligt kopplade till företagets mål. Företagsledare har olika belöningssystem för olika anställda inom företaget.Purpose: From a managerial perspective examine which reward systems small Swedish businesses are using and compare it to the companies growth and the employers work performance. Methodology: The method used a cross-sectional design with an inductive standpoint. Primary data is conducted with qualitative interviews combined with a structured survey study from the managers’ point of view. The selection is based on the companies’ number of employees, year of startup and type of business. Theory: The authors used theoretical models such as Agent theory, Herzberg two-factor theory, Reward system theory and motivation theories. Results: The result shows that salaried and pay-for-performance systems are used the most. The employees’ achievements determine how well the company is going to preform. Pay-for-performance in the matter of commission and bonus is what motivates the employees most to perform and high performance companies prefers pay-for-performance. Analysis: The reward system must correlate with the companies’ goals in order to control that the employee works in the same direction as the company. Conclusion: A combination of pay-for-performance and salaried wage seems to be most preferred by managers, to the extent that the rewards are explicitly correlated to the companies’ goals. Managers use different reward systems for varies employees within the companies.
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LIU, CHIH-CHIEN, und 劉至芊. „The Study of Reward System after Expensing Employee Bonus“. Thesis, 2008. http://ndltd.ncl.edu.tw/handle/16654024183469279332.
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碩士輔仁大學
管理學院經營管理碩士學程
96
Employee bonus program is a popular business strategy in Taiwan. In the past, when the amount of employee bonus is confirmed for a company, the shares are counted by par value. It is a large reward because the market value is far above par value. Also, businesses only have to record minus of retained earnings rather than salaries expense. However, since January 1st, 2008, employee bonus need be expensed, and stock bonus need be record by market value. In the short term, expensing employee bonus would deeply affect the financial statement. Considering the positive effect on employee bonus program, businesses have to reappraise the impact on expensing employee bonus and avoid the negative effect on business operation. Since the EPS would be affected after expensing employee bonus, other reward programs will be considered alternative. The rewards such as cash, stock bonus, stock option, and treasury stock have to be record by market value in listed and OTC companies. Thus, many businesses reduced the amount of employee bonus and adjusted their reward system to fit this change, while characteristics of business and human resources policies are also critical considerations in the meantime. This study presents the derivational problems accompanied with expensing employee bonus. By verification, cash bonus and stock bonus would positive affect the average EPS (after imputing expenses of employee bonus). That is, employee bonus is beneficial to business performance. This study also presents the influence of expensing employee bonus on companies, employees and stockholders by considering reward strategy, administration, law and regulation, and complementary rules. The study generalizes both the advantages and disadvantages of reward programs, and also presents suggestions for the different types of businesses. Furthermore, it could be beneficial to businesses, employees and stockholders.
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Liao, Yen-ru, und 廖雁茹. „The Effect of Expensing Employee Bonus on Reward System in Business“. Thesis, 2009. http://ndltd.ncl.edu.tw/handle/54176026382690370735.
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碩士國立成功大學
會計學系碩博士班
97
The employee bonus booms the electronic industry in Taiwan, but still been argued for the causing of the loss of the stockholders' equity. After January 1, 2008, the employee bonus is required to be recognized as an expense and measured by fair value method. This change severely affected the electronic industry. This paper use the data of listed firms during 2005~2008 to investigate if enterprise increases the employee stock option (ESO) instead of decrease the employee bonus after expensing employee bonus and No. 39. Then we using regression analysis deeply discuss the determinants of reward system. For the determinants of reward system, this paper involves a percentage of stock held by directors and human capital to solve agency problem. We also consider the relationship between cash flow, growth opportunity and compensation plan. As a conclusion, we combine the results of this paper with the experiences of foreign research and expect to provide the suggestion of reword system in business. The research results show that (1) After the implementation of expensing employee bonus, the corporate pay less employee bonus and more ESO. Thus, expensing employee bonus does influence the adoption of employee bonus schemes on business. (2) This study also finds a positive relationship between human capital and employee bonus, growth opportunity and ESO. On the contrary, a percentage of stock held by directors has negative impact on the compensation plan. It means when firms with weak corporate governance, usually make lower rates of bonus distribution to solve agency problem. (3) Besides, it also confirms a positive relationship between employee bonus and ROA、firm size, a positive relationship between firm size and compensation plan. (4) Finally, the results support that the better profitability, the more Bonus payout and less ESO payout.
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王家蓁. „The Relationship among Employee Training, Reward System and Job Performance in Bancassurance“. Thesis, 2015. http://ndltd.ncl.edu.tw/handle/45573480537498641118.
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碩士逢甲大學
金融碩士在職專班
103
As the interest rate spreads reduces and the competition among banks become fierce, the development of wealth management receives more and more attention. To increase bank profits, Taiwan’s banking industry cooperates with insurance companies to launch various insurance products in the hope of winning consumers so as to improve banks’ operating profits. The competition in the bank insurance industry is so fierce that the employees face more job challenges than before. Therefore, employee training can deepen their commitment to selling insurance, encourage morale and even raise the sales rate by improving the clerks’ job performance. Meanwhile, banks also hope to motivate their employees to reach given performance targets through a proper reward system. This research mainly aims at discussing the relevance between functional training, reward system and job performance of employees of the bancassurance. It carries out a questionnaire survey to employees of Bank K and issues 300 questionnaires, with 273 valid ones returned. The results of this research find: I. In the current situation, the employee training, the reward system and job performance of bancassurance are all at a medium-high degree. II. Background variables, such as gender, educational background, length of service and marital status, can affect the employees’ job performance. III. The employee training in bancassurance has some significantly positive effects on job performance. IV. The reward system in bancassurance has some significantly positive effects on job performance. Keywords: Bancassurance; Employee Training; Reward System; Job Performance
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SUN, YU-TSE, und 孫有澤. „The Impact of Leadership Styles, Reward System and Employee Creativity on Business Performance“. Thesis, 2017. http://ndltd.ncl.edu.tw/handle/48652036932666587282.
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碩士華梵大學
工業工程與經營資訊學系碩士班
105
Rapid changes in the global economy, enterprises into sustainable business plan, however, Taiwanese companies account for the majority of small and medium enterprises, , managers and employees play very important roles to face the competition in the market. For the leadership styles can be divided into many types. The study will focus on rhe relationships of leadership styles, reward systems, employees’ creativity and the performance of small and medium enterprises. Whether the leadership styles and reward systems affect employees’ creativity and enterprise performance will be discussed. Where by the opportunity to assist enterprise for quality planning in the application, improve or maintain enterprise performance. Therefore, the purposes of this study would be the followings. First, discuss the impact of moral leadership on employees’ creativity. Second, explore the impact of change-oriented leadership on employees’ creativity. Third, examine the relationship between reward systems and employees’ creativity. Fourth, discover the influence of creative employees on enterprises performance. Fifth, find out the impact of moral leadership, transformational leaderships, reward systems on corporate performance. This study uses small and medium enterprises in Taiwan as a sampling object, to facilitate a sampling survey. A total of 200 questionnaires was sent out and 154 were collected. The results of the research were as follows: Reward systems were positively related to employees’ creativity. Also, employees’ creativity was positively related to enterprise performance. Moral leadership positively impacted on the performance of the enterprise. And transformational leadership also positively influenced on enterprise performance. Finally, reward systems positively influenced on enterprise’ performance.
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Sefako, Mogomotsi Ebenezer. „A strategy for employee motivation : the case of the North West Department of Education / Mogomotsi Ebenezer Sefako“. Thesis, 2014. http://hdl.handle.net/10394/13959.
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This study set out to examine the phenomenon of employee motivation in the North West
Department of Education. The study argues that the performance of employees to achieve
organisational goals is influenced by the level of employee motivation. The study identified
that employees are influenced by both intrinsic and extrinsic factors. These factors have a
positive or negative influence on the motivation of employees. The factors identified include
the work environment, the performance management and development system, job design,
employee involvement, organisational culture and commitment and human relations.
A literature study was undertaken to provide a framework through which the importance of
the study is highlighted. The literature study reviewed motivation theories that explain the
effect of motivation on the behaviour of employees. The mixed research method of
collecting and analysing the data, including the use of a semi-structured questionnaire, was
used during the research process. The findings of the study show that the motivation levels
of employees are varied in relation to factors that influence the motivation of employees.
There is therefore evidence in the study that employees are motivated by different needs
and therefore a more encompassing approach is required. The study also found that
managers in the Department of Education did not put concerted efforts towards the
motivation of employees, nor did they put effective programmes in place with regard to the
same.
In order to achieve the primary research objective, the study recommends that an
integrated and comprehensive motivation strategy, that will influence the motivation of
employees, be developed. The motivation strategy is perceived to address a number of
challenges employees experience in the performance of their work. Recommendations for
the implementation of the motivation strategy are presented in order to ensure an increase
in the motivation of employees for effective and efficient employee performance. The study
identifies areas for further research, which, if implemented, will increase the managers‟
knowledge of recognition schemes to enhance the performance levels of employees.M Development and Management, North-West University, Potchefstroom Campus, 2015
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lien, po-chin, und 連柏智. „A Study on The Impacts of Performance-Based Reward System on Employee Satisfaction and Work attitude—the case of automobile dealer“. Thesis, 2006. http://ndltd.ncl.edu.tw/handle/56595673608896525794.
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碩士義守大學
管理研究所碩士班
94
After-sales service of automobile is a very important part in marketing channel system. Attitude, morality, and ability of direct workers who take charge of engine, bodywork, painting and electrical system in after-sales service staffs will directly influence customer satisfaction, and brand loyalty. Before making customers satisfied, it’s necessary to make staffs satisfied with their work and compensation in the first place. Compensation (personnel expense) is an important expense for car selling industry. High compensation will influence interest and development of a company. As to employees, low compensation will influence their living and their willingness to stay, and then influence productivity performance. We must pay attention on employees’ ideas about the proportion of basic salary and performance bonus, compensation system, basis and range for wage raise, and especially level of understanding of the system as well as the feeling of gap between pay and reward after following out the sales incentive system.Since after-sales service staffs complete the work independently, so the design of performance goal, incentive strategy, and incentive system for individual or group may directly influence employee satisfaction and their working attitude.After applying sales incentive strategy, I want to point out the correlation between employee satisfaction, organization commitment and leaving. And see if organization commitment can predict organization efficiency, job performance and continuity. Then I want to influences caused by satisfaction and working attitude of the employees.
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Chen, Hung-Chih, und 陳紘誌. „The Study of Relationship Among Leadership Style,Reward System, Employee Involvement and Key Performance Indicators on Opto-Electronic Industry in Taiwan“. Thesis, 2009. http://ndltd.ncl.edu.tw/handle/29600222968890295902.
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碩士國立成功大學
高階管理碩士在職專班
97
“Execution - No execution, no competitive advantage.” In this study, the researcher tries to discuss the relationship between the four key factors of execution: employee involvement, leadership style, reward system, and key performance indicators. The researcher has entrusted 104 survey centers to take random questionnaire surveys in 3447 companies of the photoelectric industry. The participants are narrowed down to only human resource management departments. In total, the researcher has collected 303 copies of questionnaires, including 213 effective questionnaires. Altogether, the effective collection rate is 6.2%. According to the purpose and assumption of the study, the researcher adopted SPSS to analyze data. Statistical methods used in this study include Factor analysis, ANOVA, Duncan's test, T-test, Cluster analysis, Discriminant analysis and structural equation model (SEM) analysis. After the analysis on the data and the validation of the assumptions, the following conclusions are drawn: 1. Parts of company variables have significant differences in term of different research variables. 2. There are significant differences between the leadership styles and the reward systems in different companies, and they have positive direct influence. 3. There are significant differences between the leadership styles and the employee involvement in different companies, and they have positive direct influence. 4. There are significant differences between the leadership styles and the performance indicators in different companies, but they have no direct influence. Instead, the leadership style will influence the performance indicators indirectly through the reward systems and the employee involvement. 5. There are significant differences between the reward systems and the employee involvement in different companies, and they have positive direct influence. 6. There are significant differences between the reward systems and the performance indicators in different companies, and they have positive direct influence. 7. There are significant differences between the employee involvement and the performance indicators in different companies, and they have positive direct influence.
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ŘÍHOVÁ, Zuzana. „Koncept celkové odměny ve vybraném výrobním podniku“. Master's thesis, 2014. http://www.nusl.cz/ntk/nusl-175545.
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The main aim of this thesis is to consider of utilisation of concept of total compensation in selected manufacturing company. The conclusion should recommend proposals to improve efficiency of employees reward based on the result of analysis. It was used questionnaire survey in the chosen department of firm to reach the aim. The analysis has found weaknesses in all quadrants of concept of total compensation. The main weaknesses were found in quadrant I - cash rewards and in quadrant III - training and development, but not the other two quadrants aren´t without problems. Based on the result of analysis were proposed recommendations for every individual quadrant.