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Vollaard, Ben A. "Police effectiveness measurement and incentives /." Santa Monica, CA : RAND, 2006. http://www.rand.org/pubs/rgsd%5Fissertations/RGSD200/.
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Davis, Tara M. "International intellectual property rights : effectiveness of incentives for enforcement." Virtual Press, 2008. http://liblink.bsu.edu/uhtbin/catkey/1390656.
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In this technological age the distribution of information happens faster and easier than ever before. This ease of transfer of information brings challenges for international intellectual property rights protection. It addresses reasons governments work to increase enforcement and reasons governments do not comply with enforcement protocols. It assesses the pressure international agreements and incentives exert on governments to produce compliance. This paper evaluates 76 countries in three non-consecutive years on their level of enforcement. It includes a discussion of contributing factors to government choice in interaction and enforcement. The question of enforcement incentives is addressed both across time and across countries.Department of Political Science
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Neves, Inês Isabel Gentil das. "The effectiveness of incentives in performance and satisfaction : is gender an important factor?" Master's thesis, Instituto Superior de Economia e Gestão, 2017. http://hdl.handle.net/10400.5/15000.
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Mestrado em Contabilidade, Fiscalidade e Finanças EmpresariaisA presente dissertação explora as relações teóricas entre incentivos, motivação, performance individual e satisfação no trabalho. Ademais, o género é teorizado como um moderador nas referidas relações. Para testar empiricamente o modelo teórico, foram recolhidos dados primários através da aplicação de um questionário direcionado a gestores de Pequenas e Médias Empresas (PME) portuguesas. Aplicou-se o Modelo de Equações Estruturais dos Mínimos Quadrados Parciais (PLS-SEM), especificamente o software Smart PLS 3.0., na análise dos dados. Os resultados sugerem que benefícios e incentivos não-monetários intrínsecos estão positivamente relacionados com a satisfação, enquanto as penalizações estão negativamente relacionadas com a mesma. A análise revela também relações positivas entre a motivação intrínseca e a performance e entre a motivação extrínseca e a satisfação no trabalho. Relativamente às diferenças de género, o estudo revela que práticas de pay-for-performance estão mais positivamente relacionadas com a performance dos homens do que das mulheres. Adicionalmente, práticas de penalizações estão mais negativamente relacionadas com a performance das mulheres do que dos homens. Contudo, existe uma relação positiva entre penalizações e satisfação no trabalho para as mulheres, sendo que esta mesma relação é negativa para os homens. Por fim, evidencia-se uma relação negativa entre a motivação extrínseca e a performance para as mulheres, mas não para os homens.
This dissertation explores the theoretical relations among incentives, motivation, individual performance and job satisfaction. Moreover, gender is theorized as a moderator in these relationships. To empirically test the theoretical model, I collect primary data via a questionnaire target at Portuguese SME managers. I use Partial Least Squares Structural Equation Modeling (PLS-SEM), specifically Smart PLS 3.0 software, to analyze the data. The findings suggest that benefits and intrinsic non-monetary incentives are positively related to job satisfaction, while punishment is negatively related to job satisfaction. In addition, the analyses reveal strong positive relations of intrinsic motivation with performance and extrinsic motivation with job satisfaction. Regarding gender differences, the study shows that pay-for-performance practices are more positively related to men's performance than to women's. Additionally, punishment practices are more negatively related to women's performance than to men's. However, there is a positive relation between punishment and job satisfaction for women whereas this relation is negative for men. Finally, there is a negative relation between extrinsic motivation and performance for women but not for men.
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Nortje, Dola. "A literature study of renewable energy tax incentives." Diss., Pretoria : [s.n.], 2009. http://upetd.up.ac.za/thesis/available/etd-06152009-154240/.
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Toprak, Deniz. "The Structure And The Effectiveness Of Turkish Investment Incentive System." Master's thesis, METU, 2005. http://etd.lib.metu.edu.tr/upload/12606606/index.pdf.
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The aim of this thesis is to investigate the structure and the effectiveness of the investment incentive system in Turkey. The theoretical definition and the economic and social targets of incentives, and the direction, problems and the effectiveness of the investment incentive system are investigated. This study finds that the most prominent target of investment incentives is to alleviate the unemployment problem in Turkey. The regional investment incentives seem to be successful in the western part of the country to some extent. The investment incentive system does not seem to be successful in directing the investment to underdeveloped regions of the country. The investment incentive system has no strong effects on directing the sectoral distribution of investments.
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Collins, Alan, Alessio Ishizaka, and Jeanette D. Snowball. "Film production incentives, employment transformation and domestic expenditure in South Africa: visualizing subsidy effectiveness." Taylor & Francis Group, 2016. http://hdl.handle.net/10962/67456.
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Publisher versionIn 2004 the South African Department of Trade and Industry (DTI) introduced a Film and Television Production Rebate Programme. In order to qualify for the rebate, certain criteria have to be met including success in job creation and skills development within the industry, alongside a particular focus on the percentage of ‘historically disadvantaged individuals’ employed. This study sets out the issues associated with evaluating success in meeting these various criteria and is, to the best of our knowledge, the first study to apply multi-criteria visualization techniques to inform the evaluation of public subsidy effectiveness. The ‘PROMETHEE’ method is applied and apart from presenting project performance in a visually intuitive manner, the approach helps to clarify patterns of relative success, show where policy objectives are competing, and to identify project exemplars for more efficiently guiding future public support in the sector.
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Homb, Henning Hansen. "Salary auctions and matching as incentives for recruiting to positions that are hard to fill in the Norwegian Armed Forces." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2006. http://library.nps.navy.mil/uhtbin/hyperion/06Mar%5FHomb.pdf.
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Thesis (M.S. in Management)--Naval Postgraduate School, March 2006.Thesis Advisor(s): William R. Gates, Peter J. Coughlan. "March 2006." Includes bibliographical references (p.103-105). Also available online.
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Rusev, Emil Klaauw Wilbert van der. "The relative effectiveness of welfare programs, earnings subsidies, and child care subsidies as work incentives for single mothers." Chapel Hill, N.C. : University of North Carolina at Chapel Hill, 2007. http://dc.lib.unc.edu/u?/etd,1158.
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Thesis (Ph. D.)--University of North Carolina at Chapel Hill, 2007.Title from electronic title page (viewed Mar. 27, 2008). "... in partial fulfillment of the requirements for the degree of Doctor of Philosophy in the Department of Economics." Discipline: Economics; Department/School: Economics.
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Robinson, Andrew Paul. "Analysis of electric vehicle user recharging behaviour and the effectiveness of using financial incentives to manage recharging demand." Thesis, University of Newcastle upon Tyne, 2015. http://hdl.handle.net/10443/3279.
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An anticipated increase in the number of electric vehicles (EVs) on the road has created the need to understand and manage recharging demand in order to prevent localised overloading of power distribution networks during peak hours. Smart meters at home, in conjunction with off-peak energy tariffs, have been proposed as a demand management tool. This has not been tested in a region with a high density recharging infrastructure whereby drivers pay an annual fixed fee for unlimited use of non-domestic recharging infrastructure networks. This research quantified daily recharging demand profiles and assessed the effectiveness of incentivising off-peak recharging in such a region. The North East of England was used as the study area. Between 2010 and 2013, 401 home, 312 workplace and 412 public non-domestic recharging posts were installed. Recharging data were available from SwitchEV; a three year, real world EV deployment study that commenced in 2010. Sources of data were in-vehicle loggers, focus groups and questionnaires. There were 23 Private, 43 Organisation Individual users and 74 Organisation Pool users in total. Five statistically significantly different representative recharging profiles were identified. None of these profiles had high demand peaks during the off-peak hours between midnight and 07:00hrs. Interventions took place for 21 users. A 50% reimbursement for off-peak recharging was offered. At home, off-peak recharging increased by 23%. No significant changes in recharging behaviour occurred at any other recharging location. There was also no statistically significant change in the proportion of total recharging recorded at each location. Focus groups and questionnaires revealed the common theme of drivers using EV recharging posts as they offer free and convenient parking bays, rather than out of a need to recharge the battery in order to complete an upcoming trip. Furthermore, the absence of timing devices and organisation policy dictating that EVs must be recharged immediately upon returning to the premises limited the ability of organisations to deliver behavioural change. It is recommended that pay-as-you-go access to non-domestic recharging infrastructure be implemented to reduce unnecessary daytime recharging and that workplace recharging infrastructure is fitted with smart meters. These changes are required as this research has highlighted limitations of the current proposed policy.
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Hutchison-Krupat, Jeremy. "Resource allocation, incentives and organizational structure for collaborative, cross-functional new product development." Diss., Georgia Institute of Technology, 2011. http://hdl.handle.net/1853/42831.
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This thesis addresses important operational aspects relating to fundamental components of any successfully executed NPD strategy: the processes, incentives and structure of decision rights that should be implemented given the objectives and capabilities of the firm. The first chapter outlines when a firm might prefer to compensate members of a NPD project team either, as individuals (e.g. based on their functional contribution to overall value) or as a team (e.g. based on the overall profit generated). We find that neither team nor individual based compensation is preferred for all types of projects. Specifically, when there is higher uncertainty, the firm can benefit by employing team-based compensation. We discuss the implications of our findings towards the firm's ability to pursue different types of projects. In Chapter 3, we look at the strategic resource allocation processes that are employed by firms in order to decide whether NPD initiatives get funded or not. We find that there is not a "one size fits all" resource allocation process that all firms should employ. Furthermore,we extend this finding by further by providing a rationale explaining why even a single firm could benefit by employing multiple processes internal to the firm. Finally, in Chapter 4, we empirically explore how key managerial levers of the firm (i.e. incentives, tolerance for failure, and project management structure) affect an individual's propensity to invest in a project. Our analysis brings forth several under-explored and novel aspects. We examine how multiple managerial levers work in concert with one another (revealing interactions that, to our knowledge, have not been exposed). We also recognize an important aspect of most (if not all) NPD contexts: the probability of success is strongly tied to the level of resources that are invested.
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Chiu, Pui-yi, and 趙佩儀. "The effectiveness of Hong Kong Housing Society in offering various building maintenance incentives for solving the urban decay problem." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2012. http://hub.hku.hk/bib/B48341344.
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Urban decay is among the most urgent problems in Hong Kong today. There are more than 3,000 blocks of building are considered sub-standard and 110,000 families are living in these homes. Despite the Government's immense effort in undertaking its own renewal projects for many years, Hong Kong Housing Society (HKHS) was the earlier urban renewal agent whom was invited by the Government to undertake redevelopment in the urban areas. In light of the rapid ageing of Hong Kong' building stock during the last two decades, HKHS has further assisted the Government with its own resources and expertise by implementing a 10-year maintenance incentive named "Building Management and Maintenance Scheme" (BMMS) since 2005. The BMMS aims at encouraging property owners to improve safety and hygiene of their living environment, it is administrated by HKHS with the provision of professional advice and financial assistance for publicizing proper building management and timely maintenance.
HKHS has exerted all its strength to promote the BMMS for seven years, the research is to gauge the effectiveness of HKHS for the achievement and shortcomings in the aspect of offering building maintenance incentives, particular in the launch of BMMS. The evaluation will focus on the three aspects, including the scheme performance, scheme design process and implementation process. An opinion survey was conducted in June 2012 for the data collection purpose and survey results correlates with the goals and objectives of the study are comprehensively discussed in Analysis I & II.
The findings show the effectiveness of HKHS in offering building maintenance incentives much depends on what stage does the scheme undergo, whilst the BMMS in general is operated effectively to address the problem of urban decay, with the exception of running it at the outset of the scheme design stage.
In the course of time, the recommendations pursuant to the weakness of the BMMS and the highlights in survey findings are drawn up at the end of the study, in order to make the building maintenance incentives more effectively in solving the urban decay problem.published_or_final_version
Housing Management
Master
Master of Housing Management
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Hopf, Diether. "Erfolgreiches Lehren in der Schule : Anmerkungen zum Stand der Forschung." Universität Potsdam, 2010. http://opus.kobv.de/ubp/volltexte/2011/5381/.
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Der Aufsatz befasst sich mit der Frage, was man aus der internationalen Forschung darüber weiß, welcher Unterricht und welches Lehrerverhalten Auswirkungen auf die Lernergebnisse der Schüler/innen hat und welche Möglichkeiten es gibt, solches Verhalten zu verstärken. Berücksichtigt werden nur Forschungsergebnisse, die hohen methodischen Anforderungen genügen, kausale Schlussfolgerungen erlauben und generalisierbar sind. Konsequenzen für die Lehrerbildung werden diskutiert.Since a long time teacher behavior and teacher effectiveness have been in the focus of research. The paper summarizes the main findings and discusses them taking into account the additional question of research on reinforcement of effective teaching strategies. Only studies with high methodological standards are taken into consideration. Possible consequences concerning teacher training are presented.
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Hopf, Diether. "Anreize zu erfolgreichem Lehren in der Schule : Forschungsstand und methodologische Überlegungen ; Langfassung." Universität Potsdam, 2010. http://opus.kobv.de/ubp/volltexte/2011/5382/.
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Der Aufsatz befasst sich mit der Frage, was man aus der internationalen Forschung darüber weiß, welcher Unterricht und welches Lehrerverhalten Auswirkungen auf die Lernergebnisse der Schüler/innen hat und welche Möglichkeiten es gibt, solches Verhalten zu verstärken. Berücksichtigt werden nur Forschungsergebnisse, die hohen methodischen Anforderungen genügen, kausale Schlussfolgerungen erlauben und generalisierbar sind. Konsequenzen für die Lehrerbildung werden diskutiert.Since a long time teacher behavior and teacher effectiveness have been in the focus of research. The paper summarizes the main findings and discusses them taking into account the additional question of research on reinforcement of effective teaching strategies. Only studies with high methodological standards are taken into consideration. Possible consequences concerning teacher training are presented.
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Armstrong, Paula Louise. "Teachers in the South African education system : an economic perspective." Thesis, Stellenbosch : Stellenbosch University, 2015. http://hdl.handle.net/10019.1/96998.
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Thesis PhD)--Stellenbosch University, 2015.ENGLISH ABSTRACT: ABSTRACT Chapter 1 investigates teacher wages in the South African labour market, in order to ascertain whether teaching is a financially attractive profession, and whether high ability individuals are likely to be attracted to the teaching force. Making use of labour force survey data for the years 2000 to 2007 and for 2010, wage returns to educational attainment and experience are measured for teachers, non-teachers and non-teaching professionals. The returns to higher levels of education for teachers are significantly lower than for non-teachers and non-teaching professionals. Similarly, the age-wage profile for teachers is significantly flatter than it is for non-teachers, indicating that there is little wage incentive to remain in teaching beyond roughly 12 years. The profession is therefore unlikely to attract high ability individuals who are able to collect attractive remuneration elsewhere in the labour market. Chapter 2 deals with explicit teacher incentives in education. It provides a technical analysis of Holstrom and Milgrom’s (1991) multitasking model and Kandel and Lazear’s (1992) model of peer pressure as an incentivising force, highlighting aspects of these models that are necessary to ensure that incentive systems operate successfully. The chapter provides an overview of incentive systems internationally, discussing elements of various systems that may be useful in a South African setting. The prospects for the introduction of incentives in South Africa are discussed, with the conclusion that the systems in place at the moment are not conducive to introducing teacher incentives. There are however models in Chile and Brazil, for example, that may work effectively in a South African setting, given their explicit handling of inequality within the education system. Chapter 3 makes use of hierarchical linear modelling to investigate which teacher characteristics impact significantly on student performance. Using data from the SACMEQ III study of 2007, an interesting and potentially important finding is that younger teachers are better able to improve the mean mathematics performance of their students. Furthermore, younger teachers themselves perform better on subject tests than do their older counterparts. Changes in teacher education in the late 1990s and early 2000s may explain the differences in the performance of younger teachers relative to their older counterparts. However, further investigation is required to fully understand these differences.
AFRIKAANSE OPSOMMING: In Hoofstuk 1 word die lone van onderwysers in die Suid-Afrikaanse arbeidsmark ondersoek om vas te stel of onderwys ʼn finansieel aantreklike beroep is en hoe waarskynlik dit is dat mense met sterk vermoëns na die onderwys gelok sal word. Met gebruik van arbeidsmagopnamedata van 2000 tot 2007 en van 2010 word die loonopbrengs op jare onderwys en ervaring vir onderwysers, nie-onderwysers en beroepslui buite die onderwys gemeet. Die opbrengste vir hoër vlakke van opvoeding is beduidend laer vir onderwysers as vir nie-onderwysers en nie-onderwys beroepslui. Netso is die ouderdom-loonprofiel van onderwysers beduidend platter as vir nie-onderwysers, wat dui op weinig looninsentief om langer as ongeveer 12 jaar in die onderwysveld te bly. Dit is dus onwaarskynlik dat hierdie beroep baie bekwame mense sal lok wat elders in die arbeidsmark goed sou kon verdien. In Hoofstuk 2 word na eksplisiete insentiewe in die onderwys gekyk. Die hoofstuk verskaf ʼn tegniese analise van die multi-taak-model van Holstrom en Milgrom (1991) en van Kandel en Lazear (1992) se model van portuur-druk as aansporingskrag, met klem op die aspekte van hierdie modelle wat in Suid-Afrikaanse omstandighede van nut mag wees. Vooruitsigte vir die instelling van insentiewe in Suid-Afrika word bespreek, met die slotsom dat die stelsels wat tans in plek is nie bevorderlik vir die instelling van onderwysersinsentiewe is nie. Daar is egter modelle in byvoorbeeld Chili en Brasilië wat effektief in Suid-Afrikaanse omstandighede sou kon funksioneer, gegewe hulle eksplisiete klem op ongelykheid binne die onderwys. In Hoofstuk 3 word hiërargiese liniêre programmering gebruik om te ondersoek watter eienskappe van onderwysers ʼn belangrike invloed op studenteprestasie uitoefen. Met gebruik van data van die SACMEQ III studie van 2007 is ʼn interessante bevinding dat jonger onderwysers beter in staat is om die gemiddelde wiskunde prestasie van hulle student te verbeter. Verder vertoon sulke jonger onderwysers self ook beter in die vaktoetse in Wiskunde en taal as hulle ouer kollegas. Veranderings in onderwysopleiding in die laat negentigerjare en vroeë jare van hierdie eeu kan dalk die verskille in die vertonings van jonger onderwysers relatief tot hulle ouer eweknieë verklaar. Verdere ondersoek is egter nodig om hierdie verskille beter te verstaan.
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Pechová, Kateřina. "Fiskální efektivnost investičních pobídek v České republice." Master's thesis, Vysoká škola ekonomická v Praze, 2015. http://www.nusl.cz/ntk/nusl-205715.
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My diploma thesis is focused on the issue of investment incentives in the Czech Republic. The first part includes a study of the literature, especially on the issues of foreign direct investments and related investment incentives. The next part is dedicated to influence of foreign direct investments on macroeconomic indicators and also to the evolution of investment incentives in the Czech Republic. The main part of the thesis studies the fiscal effectiveness of the investment incentives by the chosen multinational companies operating in the Czech Republic, especially from the income and expense side of the state budget. In particular, incomes and expenses by the chosen companies during a five year period after first drawing of investment incentives are compared.
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Reppert, Joseph L. "Analysis of early separation incentive options to shape the naval force of the future." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2004. http://library.nps.navy.mil/uhtbin/hyperion/04Dec%5FReppert.pdf.
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Raimond, Véronique. "Quelle place pour le calcul économique comme outil de régulation en santé? : l'introduction du critère d'efficience dans la régulation du prix du médicament remboursable en France." Thesis, Paris 1, 2017. http://www.theses.fr/2017PA01E053/document.
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Le législateur français a intégré le critère d’efficience dans la détermination du prix du médicament remboursable en 2012. L’efficience des médicaments doit être documentée pour les produits susceptibles d’apporter un bénéfice thérapeutique important et d’avoir un impact significatif sur les dépenses d’assurance maladie. Elle vise à mesurer le coût du gain marginal en santé produit par une intervention, par rapport au coût et à l’efficacité d’une autre intervention substituable. La thèse se situe dans une perspective d’analyse empirique des relations de délégation à l’œuvre dans la régulation du médicament, en vue de son accès au remboursement et de la fixation de son prix en France. Elle se fonde sur une analyse de trois applications de l’évaluation de l’efficience reflétant un approfondissement progressif de l’évaluation économique de l’intervention de santé dans trois contextes institutionnels distincts. Leur comparaison permet d’identifier les enjeux soulevés par la mise en œuvre de la régulation, les facteurs de son efficacité et les risques associés au regard du cadre théorique de la théorie des incitations en se posant successivement les questions suivantes : 1) L’information produite par le calcul économique expose-t-elle le décideur à un risque de manipulation de l’outil ? 2) L’apport du calcul économique est-il amélioré dans un processus d’évaluation contraint? 3) Des approches complémentaires peuvent-elles enrichir l’évaluation économique et en améliorer l’usage en révélant d’autres déterminants de la décision en santé? Les travaux de la thèse mettent en évidence l’apport du critère d’efficience pour améliorer l’information du décideur. Le risque, réel, de capture de régulation peut être limité par un processus d’évaluation plus transparent et par une explicitation des enjeux de la décision et des objectifs de la régulationIn 2012, cost-effectiveness has been formally introduced in the French legislation as a criterion to determine the price of prescription drugs. Cost-effectiveness is requested to claim for reimbursement of drugs expected to provide a therapeutic benefit and to have a significant impact on Social Insurance budget. Cost-effectiveness estimates the incremental cost and effectiveness produced by an intervention in comparison to other interventions that could have been used. The thesis is an empirical analysis of delegation relationships in the regulation of reimbursed drugs in France. The thesis analyses three different applications of cost-effectiveness evaluation to highlight the issues surrounding the use of economic calculation and the risks that are associated with it through three questions: 1) does the cost-effectiveness evaluation expose the regulator to regulation capture? 2) Is the contribution of the cost-effectiveness evaluation enhanced in a regulatory framed process? 3) Could complementary evaluations enrich cost-effectiveness evaluation and favour its usage via the clarification of the issues surrounding the decision? The thesis documents the benefit provided by the introduction of the cost-effectiveness criteria. The actual risk of regulation capture could be limited through a more transparent process of evaluation and through a clarification of the objectives of the regulation
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Carr, Gail Gwennyth. "Investigating the motivation of retail managers at a retail organisation in the Western Cape." Thesis, University of the Western Cape, 2005. http://etd.uwc.ac.za/index.php?module=etd&.
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Motivation is considered to be the desired positive willingness that prompts a person to action. The factors that influence or lead to this positive willingness, are considered to be motivation factors, and include specific needs, wants, drives or impulses (Hersey &Blanchard, 1988).
People are motivated by different things, both intrinsic and extrinsic factors. For some, it is power and money that motivate them while for others, it is flexibility or a social workplace. According to Herzberg&rsquo
s theory, intrinsic factors are motivators or satisfiers and can be described as a person's relationship with what she or he does, many related to the tasks being performed (Buitendach &
De Witte, 2005
Mehta, Anderson &
Dubinsky, 2000). Extrinsic factors, also known as hygiene factors or dissatisfiers, have to do with a person's relationship to the context or environment in which she or he performs a job (Buitendach &
De Witte, 2005
Mehta et al., 2000). Some individuals are highly motivated by both intrinsic and extrinsic rewards. This is supported in a study amongst medical students (Beswick, 2002). In another study by Shim, Gehrt and Goldsberry (1999), it was found that students entering a career in retail viewed intrinsic aspects as the most important predictor of a retail career, followed by lifestyle flexibility aspects and then extrinsic aspects. Furthermore, research within a service organisation has indicated that various biographical factors have an influence on work motivation (Bezuidenhout, 2001). However, limited research has been conducted to determine whether biographical factors have an influence on work motivation within the retail industry.
The aim of the study was to investigate the motivation of retail managers in a retail organisation in the Western Cape. Furthermore, it investigates whether the motivation levels of retail managers are influenced by their biographical variables. The Work Satisfaction and Motivation Questionnaire developed by De Beer (1987) and a self-developed biographical questionnaire was administered to elicit work content, promotion, supervision, reward and recognition in relation to work motivation. The questionnaires were distributed to the target population (n=236) of retail managers which were inclusive of store managers, store assistant managers and department managers. Convenience sampling was used to draw a sample (n=109) of male and female retail managers. Statistical analyses involved both descriptive and inferential statistics (ANOVA, Multiple Regression Analysis, Pearson&rsquo
s Correlation Co-efficient and Scheffe&rsquo
s test). The results revealed that there is a significant positive relationship between the investigated dimensions of work motivation and satisfaction. It was found that the investigated dimensions of motivation only account for 49.5% of the variance in total motivation experienced by retail managers. Furthermore, significant differences were found between the biographical variables and responses to the questionnaire. It is suggested, for future research that a proportionate stratified random sample be drawn which will allow the findings of the study to be reliably generalised to the population. Furthermore, it is also recommended that future research consider dimensions of motivation, such as, achievement, responsibility, security, autonomy, feedback and morale, which are not investigated in this study.
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Horan, Kevin. "Evaluating the Energy Returns of Investment-Based Incentive Programs: The Case of Oregon's Business Energy Tax Credits." Thesis, University of Oregon, 2011. http://hdl.handle.net/1794/11992.
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x, 59 p.Governments around the world provide financial incentives to encourage renewable energy generation and energy conservation. The primary goals of these efforts are to mitigate climate change and improve long-term energy independence by reducing reliance on fossil fuels. The consensus in the energy incentive literature is that performance-based incentives, which fund energy output, are more cost efficient than investment-based incentives, which fund capital input. This thesis uses a 30-year case study of Oregon's Business Energy Tax Credit (BETC) program to argue that investment-based energy incentives are moderately cost efficient relative to other state performance-based incentives and can be an effective driver of clean energy deployment. However, this analysis also finds that there are significant opportunities to improve the cost efficiency of investment-based energy incentive programs by targeting least cost projects. Namely, 50% of the first year kilowatt-hour electricity returns of the BETC program could have been achieved at 10% of the cost. These lessons from historical BETC spending should guide policymakers, NGO.s, and businesses who aim to make targeted use of fiscally-constrained energy incentive programs.
Committee in charge: Laura Leete, Chair; Ron Mitchell, Member; Grant Jacobsen, Member
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Kersting, Lee Michael. "Do Changing Reference Levels affect the Long-Term Effectiveness of Incentive Contracts?" Scholar Commons, 2013. http://scholarcommons.usf.edu/etd/4347.
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This study examines whether reference levels change over time and the impact on individuals' risk-taking behavior. I apply expectations-based reference-dependent preferences theory to analyze whether individuals' reference levels change over time in an economic setting. The theory suggests that individuals develop reference levels based on expectations of future outcomes (Koszegi and Rabin 2006). Therefore, this study examines whether individuals' expectations affect the setting of their reference level and how possible changes in reference levels affect subsequent risk-taking behavior. This study also provides evidence on how budget-based contracts impact individual risk taking behavior in a single period setting. Prior research has used multiple theories in an attempt to explain contradictory results relating to budget target difficulty and risk-taking behaviors. This study provides more evidence to the literature by further examining the impact of budget-based contracts on individuals' risk-taking behavior. A 1 x 2 between subjects experiment was conducted over five periods. Budget target was the manipulated factor at two levels: easy and moderate. Results suggest that individuals under easy budget targets make riskier decisions. Additionally, individuals' reference levels change over time and the change in reference level is greater for those individuals who continually attain their budget target, suggesting that expectations do increase the reference level. Lastly, in the current study, changes in reference level do not have a significant impact on risky decision making.
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Mausling, Hermana. "The effectiveness of the tenth schedule tax regime to attract and retain foreign investment: The current issues and uncertainties experienced within the tenth schedule tax regime and a comparison between the incentives provided by the tenth schedule and those provided by the Ghana oil and gas tax regim." Master's thesis, University of Cape Town, 2016. http://hdl.handle.net/11427/21749.
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In South Africa, oil and gas companies are subject to the ordinary tax rules within the Income Tax Act 58 of 1962 ("the Act"), but enjoy certain tax concessions within the Tenth Schedule to the Act. The main reason for introducing the Tenth Schedule was to create certainty and transparency for oil and gas exploration and production with the aim to secure foreign investment (National Treasury, 2006:15). Considering the growth potential of South Africa's oil and gas industry and the fact that the Tenth Schedule was introduced to create certainty and transparency in the hopes of securing foreign investment, this dissertation evaluates whether the Tenth Schedule achieves its aim of providing certainty and transparency in order to attract and retain foreign investment in the oil and gas industry. Furthermore, this dissertation identifies issues and uncertainties found within the Tenth Schedule which could hinder such foreign investment. Finally, as countries are in competition with one another to attract foreign investment, this dissertation evaluates how the incentives provided by the Tenth Schedule compare to the incentives provided by Ghana's oil and gas tax regime.
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Monkam, Nara Françoise Kamo. "The Money-Moving Syndrome and the Effectiveness of Foreign Aid." Digital Archive @ GSU, 2008. http://digitalarchive.gsu.edu/econ_diss/52.
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This dissertation examines in depth one of the potential causes of the low performance of foreign aid; in particular, the role incentive structures within international donor agencies could play in leading to “a push” to disburse money. This pressure to disburse money is termed as the “Money-Moving Syndrome”. In this dissertation, the “Money Moving Syndrome” exists when the quantity of foreign aid committed or disbursed becomes, in itself, an important objective side by side or above the effectiveness of aid. The theoretical analysis relies on the principal-agent theory to explore how donor agencies’ institutional incentive systems may affect the characteristics of an optimal and efficient incentive contract and thus give rise to the “Money-Moving Syndrome”. We adapted the basic framework developed in Baker (1992) to fit the organizational settings of international development agencies. The model concludes that the extent to which a performance measure based the amount of aid allocated within a specific period of time would lead to the “Money-Moving Syndrome” and affect aid effectiveness depends on the level of institutional imperatives for survival and growth, the degree of aid agency’s accountability for effectiveness, the level of corruption in recipient countries and the degree of difficulty to evaluate development activities. Due to data unavailability regarding other bilateral and multilateral aid agencies, the empirical framework tests several predictions of the theoretical model by examining whether money moving incentives affect World Bank’s decisions regarding project loan size in developing countries. Overall, the empirical results suggest that there seems to be some degree of “Money-Moving Syndrome” in effect within the World Bank.
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Gasser, Jeannette. "Woodlot owners' motivations and their influence on the effectiveness of incentive policy instruments." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp01/MQ46251.pdf.
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Aharkov, A. S. "The effectiveness of foreign investment activity and its incentius in Ukraine." Master's thesis, Sumy State University, 2019. http://essuir.sumdu.edu.ua/handle/123456789/75522.
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У роботі досліджено сучасний стан інвестиційної діяльності та роль інвестицій у економічному зростанні України. Проведений аналіз основних показників економічного розвитку регіону у кореляції із інвестиційною діяльністю. Основною метою цього дослідження є розробка практичних рекомендацій щодо поліпшення інвестиційного клімату як комплексної характеристики інвестиційної діяльності регіону.The paper investigates the current state of investment activity and the role of investment in the economic growth of Ukraine. The analysis of the main indicators of economic development of the region in correlation with investment activity is carried out. The main aim of this research is to develop practical recommendations for improving the investment climate as a complex feature of the investment activity of the region.
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Lin, Ling, and 林灵. "The effectiveness and legitimacy of investment incentive regime in China: dilemmas of state intervention." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2012. http://hub.hku.hk/bib/B50533757.
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While investment incentives are increasingly employed by the developing economies, the vast amount of literature has failed to reach a consensus on the role of incentive regimes. A fundamental problem with the previous econometric studies is that they assume a mature market condition, under which the government should remain outside FDI competition. However, in reality, most developing countries lack a mature market and market-oriented regulatory institutions. This thesis adds to the conventional wisdom by examining whether and how Chinese investment incentive regimes have been successful in harnessing FDI during the last three decades. Like many developing economies, China is still in the process of building a market economy. The striking ability of China to attract FDI with numerous incentives presents a meaningful laboratory for examining the role of investment incentives.
In contrast to most previous economic studies, this thesis does not attempt to examine the economic mechanisms of investment incentives. The basic presumption of this thesis is that incentive measures are instrument of state intervention with designed policy goals. A policy-oriented approach has thus been adopted, under which the role of investment incentives is examined against precisely defined policy objectives in a particular policy context. In China’s case, the efficacy of investment incentives is shown by a strategic and dynamic correlation between the investment incentive regime and its achieved development goals. In the given policy context, their functions cannot be replaced by more desirable instruments due to the political and economic constraints.
Besides the economic evaluation, the study adds the legal dimension of evaluation on investment incentives. From a legal perspective, the regulatory space for developing countries is increasingly defined by the international legal regime. Investment incentives should be framed in a way to balance national interests and the level of protection required for foreign investment. The evolution of China’s incentive regime presents a good example to integrate global consensus with domestic imperatives. By unifying its income tax system, China adopted an incentive regime generally consistent with its WTO commitments and could be utilized to its advantages.
However, serious problems inherent in the incentive system have already emerged in China, which may hamper its economic development in the long run. The thesis shows that the state’s capacity to channel FDI towards development goals is declining, as its intrusiveness has given way to arbitrariness. A top-down approach deprives foreign investors of their channels to communicate their opinions to the policymakers. The local arbitrariness and corruption in incentive implementation will compound the problem and hinder the inflows of high quality foreign investment.
The thesis then proposes that the investment incentive regime in China needs to be upgraded into a more legalized system with non-discrimination, transparency, coherence and an effective monitoring mechanism as its central features. The legalization process would help to alleviate the negative effects of investment incentives. In the absence of a political infrastructure compatible with a rules-based system, the Chinese government needs to start with redefining the government-business relationship with a legal framework and reinforcing an independent judicial system.published_or_final_version
Law
Doctoral
Doctor of Philosophy
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Clark, David Gregory. "The effectiveness of incentive payment systems : an empirical test of individualism as a boundary condition." Thesis, London School of Economics and Political Science (University of London), 1992. http://etheses.lse.ac.uk/1340/.
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Incentive payment systems became more widely used by companies in the 1980s; their acceptance was supported by the predictions of theorists in disciplines such as economics and social psychology. These theoretical traditions have for the most part proceeded separately, but we argue, there is potential for combining these insights of different traditions to improve the predictive power of models of incentive pay. To this end, this study demonstrates the potential of an interdisciplinary approach to modelling incentive pay. Closer inspection of current models finds that they are founded on assumptions of rational economic man, including calculative individualism. In practice, however, these assumptions often do not hold. We hypothesize that explicitly specifying individualistic values among employees as a boundary condition for the successful operation of incentive pay systems can improve models' predictive power. Our hypotheses are tested by reference to a data set of the opinions of 1240 employees in 14 companies across England and Wales. An incentive pay model was found to have greater predictive power among relatively individualistic employees than among those of relatively collectivistic value sets. In addition, the incidence of an incentive pay system was associated with more effort being supplied among individualistic employees, but there was no significant difference in the effort supplied by collectivistic employees whether or not they are covered by an incentive pay system.
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Нікітченко, А. О. "Система стимулювання праці персоналу оранізації (на матеріалах АТ”Ощадбанк”)." Thesis, Чернігів, 2021. http://ir.stu.cn.ua/123456789/25203.
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Нікітченко, А. О. Система стимулювання праці персоналу оранізації (на матеріалах АТ”Ощадбанк”) : випускна кваліфікаційна робота : 073 "Менеджмент" / А. О. Нікітченко ; керівник роботи І. І. Кичко ; НУ "Чернігівська політехніка", кафедра управління персоналом та економіки праці. – Чернігів, 2021. – 75 с.Мета роботи полягає у розробленні заходів підвищення ефективності системи стимулювання персоналу на АТ «Ощадбанк». Об’єктом дослідження є система стимулювання персоналу на АТ «Ощадбанк». Предметом дослідження є теоретико-методологічні процеси, які виникають в системі стимулювання персоналу на АТ «Ощадбанк». Методи дослідження. У ході дослідження були використані наступні сучасні методи: методи економічного аналізу (при оцінці фінансового становища установи), порівняльний аналіз (при здійсненні порівняння щодо діяльності установи та діяльності в області управління персоналом за останні 3 роки), порівняння та побудова системи показників (використання системи показників в процесі управління персоналом), абстрактно-логічний та методи планування i прогнозування. Наукова новизна дослідження. На основі аналізу передових світових тенденцій розвитку системи стимулювання персоналу та діючої системи стимулювання АТ «Ощадбанк» розроблено і обґрунтовано пропозиції по вдосконаленню наукових підходів щодо підвищення ефективності системи стимулювання персоналу АТ «Ощадбанк» та можливості їх використання в інших банках. Практична значущість отриманих результатів. Практичне значення роботи полягає у розробці заходів підвищення ефективності системи стимулювання персоналу АТ «Ощадбанк», які можна використовувати в інших банках.
The aim of the study is to develop measures to improve the effectiveness of the staff incentive system at JSC Oschadbank. The object of the study is the system of staff incentive at JSC Oschadbank. The subject of the study is theoretical-methodological processes arising in the system of staff incentive at JSC Oschadbank. Methods of this study. During this study the following modern methods were used: economic analysis methods (by assessment of the financial status of the institution), comparative analysis (comparing the activities of the institution and activities in the field of staff management over the past 3 years), comparison and construction of the indicator system (using of the indicator system in the process of staff management), abstract-logical method and planning and forecasting methods. Scientific novelty of the study. Based on the analysis of the world's leading trends in the development of the staff incentive system and the current incentive system of JSC Oschadbank, the suggestions were developed and substantiated to develop scientific approaches to improve the effectiveness of the staff incentive system at JSC Oschadbank and the possibility of their use in other banks. The practical importance of the results. The practical importance of the study is to develop measures to improve the effectiveness of the staff incentive system at JSC Oschadbank, which can be used in other banks.
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Coronado, Christine A. "An analysis of the effectiveness of the U.S. Army Recruiter incentive program to motivate recruiters : a survey of Enlisted Recruiters." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 1999. http://handle.dtic.mil/100.2/ADA370712.
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Adams, Siraaj. "Effectiveness of a monetary incentive on general practitioners' behaviour of promoting HIV testing for pregnant women in the private sector." University of the Western Cape, 2016. http://hdl.handle.net/11394/4889.
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Magister Public Health - MPHBackground: Early HIV testing is a crucial step for pregnant women in preventing mother-to-child transmission of HIV. In the public sector nearly all pregnant women presenting at antenatal clinics are screened for HIV. However, according to a large medical-aid administrator in South Africa, only 21.96% of pregnant women on their medical aid claimed for an HIV test as part of their antenatal care in 2012. Despite having frequent opportunities when consulting with pregnant women, general practitioners tend to be reluctant to offer HIV screening to these privately insured patients. In South Africa, private sector general practitioners are reimbursed for their services at pre-determined, negotiated rates. Previous studies indicate that monetary incentives over and above the negotiated rate may motivate health providers to promote screening to patients, and this may lead to increases in the uptake of testing. Due to limited resources within the public health sector, general practitioners are seen as key resources in a public private partnership to assist government achieve strategic health outcomes such as improved access to quality healthcare and improved compliance to treatment plans. Methodology: A quasi-experimental, ‘before and after’ study design, was conducted among 2,934 Metropolitan Health network general practitioners in South Africa who managed a pregnant woman on a medical aid. The same populations of general practitioners were used in the pre and post analysis with the general practitioners receiving information about the benefits of HIV testing in pregnant women before and after. The only difference was with the intervention related to a new HIV Counselling and Testing incentive process. Data was extracted from the billing system of a private medical insurance company in South Africa>. Quantitative data and stratification was analysed using the Statistical Package for the Social Science software, version 16.0 and Epi Info version 7.1.0.6. The effectiveness of the intervention was assessed by comparing the pre intervention period between April 2011 and September 2012, and post intervention period between March 2013 and August 2014. A subgroup analysis was done to determine variations in the name it, by general practitioners and patient characteristics. Results: There was no significant difference in HIV testing by general practitioners in this network preand post the intervention (21.99% vs. 21.96%, p=0.939). Compared to general practitioners aged 25-44 years, general practitioners older than 65 years old were 13% less likely to test (OR 0.87, CI: 0.74-1.01) and general practitioners between 45 and 65 years were 9% less likely to do an HIV test (OR 0.91, CI: 0.85-0.98). This study found that as patients’ age increased, they were more likely to be tested: beneficiaries aged 35- 44 years were 15% more likely to be tested compared to beneficiaries aged 15-24 years (OR 1.15, CI: 1.1-1.21). Beneficiaries who had a vaginal delivery were less likely to be tested compared to women who chose caesarean as a delivery method (OR 0.87, CI: 0.84-0.9). Medium income beneficiaries were more likely to be tested compared to low income beneficiaries (OR 1.09 CI: 1.03-1.16) and beneficiaries from the “high income” scheme grouping were less likely to be tested (OR 0.87, CI: 0.82-0.92) compared to the low income scheme grouping. The timing and frequency rates of HIV testing, for both caesarean and vaginal deliveries, occurred most between months two and six, peaking at month four. Overall, Eastern Cape and Mpumalanga had the lowest testing rates compared to all the other provinces (OR 0.96 CI: 0.89-1.05). Conclusions: Most general practitioners’ HIV testing rates of pregnant women in the private sector behaviour analysed in this study remained the same, despite the presence of a financial incentive. This study’s findings suggest that healthcare provider behaviour to comply with clinical guidelines and best practice, has no association with the presence of financial incentives, especially with increased administration tasks to access the incentive. These study findings emphasise the need to continue to strive for improved compliance especially by older general practitioners’ to adhere to clinical best practice and national HIV screening guidelines of pregnant women. The aspiration of achieving the highest quality of care in both private and public sector are principles that should continue to be pursued especially where private sector general practitioners’ will be used to offer public health services in the future National Health Insurance.
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Berger, Johannes [Verfasser], Dirk [Akademischer Betreuer] Sliwka, and Bernd [Akademischer Betreuer] Irlenbusch. "Compensation, Performance and Selection : Empirical Studies on the Effectiveness of Incentive Schemes in Firms / Johannes Berger. Gutachter: Dirk Sliwka ; Bernd Irlenbusch." Köln : Universitäts- und Stadtbibliothek Köln, 2011. http://d-nb.info/1038111579/34.
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Camargo, Henrique Cabral. "Efetividade dos incentivos fiscais concedidos ao Sistema de Compensação de Energia Solar como forma de estímulo ao desenvolvimento sustentável." Universidade do Vale do Rio dos Sinos, 2018. http://www.repositorio.jesuita.org.br/handle/UNISINOS/7328.
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O sistema de compensação de energia recentemente recebeu incentivos fiscais no âmbito federal (PIS/Pasep e COFINS) e estadual (ICMS), destinados ao estímulo às energias sustentáveis. Diante desse contexto, o trabalho lança uma reflexão sobre a efetividade da intervenção estatal por meio da concessão destes incentivos fiscais como estratégia de promoção da adesão ao sistema próprio de geração de energia renovável, em especial a fotovoltáica, de forma a contribuir para a mitigação da degradação ambiental. Para tanto, adotou-se como método de abordagem o hipotético-dedutivo, e como métodos de procedimento o estruturalista e estatístico. Além disso, empregou-se as técnicas de pesquisa bibliográfica, de análise documental e de análise de dados. A dissertação foi dividida em quatro capítulos. O primeiro deles se ateve a analisar as características e condições gerais da implementação do Sistema de Compensação de Energia, além de identificar a maneira como ocorre a tributação sobre ele incidente nos Estados do Rio Grande do Sul, São Paulo e Rio de Janeiro. O segundo capítulo fez uma abordagem sobre a relação existente entre economia e a proteção ambiental, abarcando uma diferenciação entre teorias que procuram aproximar essas duas áreas e finalizando com uma análise sobre o Direito Econômico como instrumento de intervenção estatal direcionado à proteção do meio ambiente. O terceiro capítulo centrou-se no tema da intervenção estatal por meio da função extrafiscal dos tributos, trazendo uma reflexão sobre a sua efetividade e sobre os elementos que influenciam o consumidor no momento em que decide adotar o sistema de compensação de energia. Por fim, o último capítulo analisou dados sobre as estatísticas de consumo e os custos relacionados à energia fotovoltaica, disponibilizados pela ANEEL e pela IRENA, diante do que foi possível verificar que os incentivos fiscais concedidos potencializaram em grande escala o aumento do consumo do sistema de compensação de energia solar fotovoltaica.
The energy compensation system has recently received tax incentives at the federal (PIS / Pasep and COFINS) and state (ICMS) scope, aimed at stimulating sustainable energy. Given this context, the paper launches a reflection on the effectiveness of state intervention through the concession of these fiscal incentives as a strategy to promote adherence to the renewable energy generation own system, especially photovoltaic, in order to contribute to the mitigation of environmental degradation. For that, one was adopted as method of procedure the hypothetico-deductive and as methods of procedure the structuralist and statistical. In addition, one employed the techniques of bibliographic research, document analysis and data analysis. The dissertation was divided into four chapters. The first of them, one limited to analyzed the general characteristics and conditions of the implementation of the Energy Compensation System, in addition to identifying the way taxation occurs in the States of Rio Grande do Sul, São Paulo and Rio de Janeiro. The second made an approach about relationship existent between economics and environmental protection, encompassing a differentiation between theories that search for approximate these two areas and finalizing with an analysis on Economic Law as an instrument of state intervention directed to the protection of the environment. The third chapter, one focused on the subject of state intervention through the extra-fiscal function of taxes, bringing a reflection about their effectiveness and on the elements that influence the consumer at the moment in which decides to adopt the system of energy compensation. Lastly, the last chapter analyzed data on consumption statistics and costs related to photovoltaic energy, made available by ANEEL and IRENA, in light of which it was possible to verify that the fiscal incentives granted potentialized the compensation of photovoltaic solar energy.
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Najera, Tracy Lynch. "Confirming Predictors of Rural Teacher Expectancy." The Ohio State University, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=osu1483207201025816.
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Silva, Chrystian Lopes da. "Análise da efetividade da Lei de incentivo ao esporte (Lei 11.438/2006) na Costa Do Sol/Rj: investigação sob o prisma dos três setores da sociedade." Universidade Federal Fluminense, 2015. https://app.uff.br/riuff/handle/1/1797.
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A Lei de Incentivo ao Esporte (Lei nº 11.438/2006) estabelece uma política pública de fomento ao esporte através de incentivos fiscais. A pesquisa analisa a efetividade da Lei na Costa do Sol/RJ, considerando a importância econômica da região em face da baixa utilização dos recursos incentivados pela Lei de Incentivo ao Esporte em projetos esportivos. O estudo fundamenta-se em duas vertentes: uma teórica, suportada pela revisão da literatura e outra empírica que analisa a compreensão da Lei de Incentivo ao Esporte a partir dos segundo e terceiro setores socioeconômicos. Os resultados sugerem que a efetividade da Lei de Incentivo ao Esporte está relacionada com o grau de aproximação dos três setores da sociedade. Palavras-chave: Lei de Incentivo ao Esporte (Lei nº 11.438/2006). Política pública de fomento ao esporte. Efetividade.
The Sports Incentive Law (Law 11.438/2006) establishes a public policy of promoting sport through tax incentives. The research analyzes the effectiveness of the Law in the Costa do Sol/RJ, considering the economic importance of the region in view of the low use of resources encouraged by the Sports Incentive Law in sports projects. The study is based on two components: theoretical, supported by literature review, and empirical that analyzes the understanding of the Sports Incentive Law based in the second and third socio-economic sectors. The results suggest that the effectiveness of the Sports Incentive Law is related to the degree of approximation of the three sectors of society. Keywords: Sports Incentive Law (Law 11.438/2006). Public policy of promoting sport. Effectiveness.
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Sabil, Mariem. "L’autorité renforcée des accords multilatéraux sur l’environnement : essai sur la nature, la place et la fonction de la procédure de non-conformité." Thesis, Lyon 3, 2011. http://www.theses.fr/2011LYO30106.
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Les accords multilatéraux sur l’environnement sont généralement caractérisés par leur autorité normative atténuée en raison des difficultés pour les États de garantir leur application effective et efficace. La procédure de non-conformité, expérimentée pour la première fois par le Protocole de Montréal sur les substances qui appauvrissent la couche d’ozone et étendue depuis, tente d’apporter des solutions appropriées aux particularismes de cette branche du droit international public. L’étude de son développement, de son évolution et de sa sophistication à travers sa nature, sa place et sa fonction permet ainsi de déterminer si cette technique exécutive contribue au renforcement de l’autorité des accords multilatéraux sur l’environnementMultilateral agreements on the environment are generally characterized by their normative authority diminished because of the difficulties for states to ensure their effective implementation and efficiency. The non-compliance procedure, for the first time experienced by the Montreal Protocol on Substances that Deplete the Ozone Layer and extended since then, attempts to provide appropriate solutions to the peculiarities of this branch of public international law.The study of its development, its evolution and sophistication through its nature, its place and function and to determine whether this technique helps to strengthen executive authority of multilateral environmental agreements
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Kai, Lin Chiu, and 林久凱. "The Research on The Incentives and Incentive Effectiveness of A Company." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/31025113288543416486.
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碩士實踐大學
企業管理學系碩士在職專班
103
ABSTRACT In this study,we conducted the survey with the telemarketing personnel of A company and applying incentive theory to investigate the performance of incentive measures which A company adopted,thus this research finding provides the references to the managers who want to develop more suitable and ideal staff motivation schemes. After the investigation of survey and the statistic analysis ,we figured out that different incentives cause different performances towards telemarketing personnel on the different ,according to this research we found out the most favorable incentives of the staff in A company are bonus 5000 NT dollars, bonus 6000 NT dollars and one-day honorary leave from this study,so we can reasonably infer that bonus is a key element of incentives. To go a step further,we have chosen personal attributes as the moderating variable to investigate the effect on the incentives.The finding of this investigation showed that among these 72 attributes,only 14 attributes were rejected ,it was revealed that different age,gender,marital status, number of children,bonus,length of service,annual income can viewed as main moderating variables which have concrete effectiveness on incentive performances,regardless of A company probably is a virtual case,this research provide valuable perspectives on personal attributes to prospect the future managers can map out more appropriate incentives.
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Mathew, Suben, and 馬書. "A Comparative Study On The Effectiveness Of Internet Incentives: An Analysis Of Material Incentives (Delivery Of Incentive After A Two Month Period) And Instant Download Incentive." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/31681144795426275059.
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碩士靜宜大學
國際企業學系
100
In a modern and competitive business world the usage of Internet for promoting and developing the organization and its product is an important factor. It is evident that for the promotional activities and operation carried out by the organization, internet surveys act as important factor. This study compares two different types of promotional aspects material and immediate download incentives to answer a survey. The study has adopted primary data collection measures by using survey as the instrument and has attempted to arrive at a conclusion to the proposed hypothesis with regards to delayed and immediate gratification.
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Chen, Hung Li, and 陳宏禮. "The Impact of the Forming Incentives of Audit Committee upon its Effectiveness." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/40685791622362970402.
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碩士東吳大學
會計學系
101
The amendment made to Securities Exchange Act on Jan 11, 2006 introduced the mechanism of Audit Committee. By setting up the Audit Committee, the law expects to strengthen corporate governance function in Taiwan public companies. However, firms form Audit Committee under varying incentive, so the effectiveness of Audit Committee may also vary from firm to firm. This study utilized earnings quality, stock price volatility, and dividend issuance as proxy of effectiveness of Audit Committee to explore the relationship between incentive behind setting up Audit Committee and the effectiveness of the Audit Committee. The sample comprised of 99 firms that formed Audit Committee during 2010~2011. Variables including payment to committee members, duality of committee members, family firm, and frequency of meetings were used as indices of whether the Audit Committee was set up by voluntary actions. The empirical results of this study reveal that firms which form Audit Committee by voluntary actions had significantly better earnings quality and smaller stock price volatility than those which did not; however, the difference in dividend insurance between the two groups was not significant. This empirical finding supported that Audit Committee form by voluntary actions can be more effective than those form by non-voluntary actions. Firms which form Audit Committee by voluntary actions tended to be driven by Resource Dependence Theory. They expected to gain financial and non-financial benefits of the Audit Committee, so Audit Committee could be more effective. In contrast, firm which form Audit Committee by non-voluntary actions tended to be driven by Managerial Hegemony Theory or Institutionalism. They set up the committee only for compliance with related laws. As a result, the effectiveness of their committee would be limited. When the Audit Committee was only complying with the regulations, the empirical results show that the effectiveness of their committee would be limited. Hence, this study suggests that authorities concerned reinforce their supervision over functioning of Audit Committees in firms to make sure that the intent of this policy is met.
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Liard-Muriente, Carlos F. "The effectiveness of tax incentives in attracting investment: The case of Puerto Rico." 2003. https://scholarworks.umass.edu/dissertations/AAI3110520.
Full textAbstract:
The contribution of this dissertation is the empirical understanding of the effectiveness of Puerto Rico's investment incentive program. In 1978 the local government enacted a tax incentive law, in an effort to decentralize the location of firms. The goal is to encourage firms to locate in rural/less developed areas outside the San Juan/Metro area. The government divided the island into three industrial zones. In the high industrial zone of the San Juan area, tax exemptions are available for only 10 years, in the intermediate industrial zone for 15 years, and in the low industrial zone tax exemptions are available for 20 years. The focus of the dissertation is to measure the impact of this program in four areas: (1) location of firms; (2) job expansion; (3) forgone revenues, and (4) a comparison of forgone revenues and job expansion benefits. Traditionally, Conditional Logit (CL) has been the methodology used for firm location analysis. However, CL confronts several limitations, and for that reason, I perform a Poisson Regression analysis. This methodology will give the same results as the CL model and, in certain cases related to location decisions, is a better approach since it handles more properly the limitations inherent in the CL methodology. Using Poisson Regression I find that firms tend to locate in a statistically significant fashion at both the intermediate and low zones. I analyze job expansion through Shift-Share (SS) analysis. One feature of SS analysis is its descriptive power when explaining the change in regional employment over time. Based on the Shift-Share analysis, I find that job expansion at both the intermediate and low zones is significantly higher than what would have occurred if these zone would have grown at the same rate of the high industrial zone. Finally, the program has a statistically significant negative impact on government revenues. In general, revenues naturally decline because firms are exempted from paying taxes through the program. This impact is greater within firms locating at both the intermediate and low zones. Nonetheless, forgone revenues are more than compensated, by salaries and wages earned in jobs created by firms.
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Chen, Chun-Yi, and 陳俊儀. "The Influence of the Individual Incentives on the Knowledge Generation Effectiveness of Group Support System Meetings." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/61483993590378647601.
Full textAbstract:
碩士國立中正大學
資訊管理所
96
Knowledge plays an important role in knowledge economic era. In order to sustain the competitive advantage, the business is required to effectively manage and use the knowledge assets. Group Support System (GSS) is an example of the knowledge management system. Prior studies have demonstrated that GSS can improve decision quality and enhance the meeting process. However, little has been done to examine the role of GSS from knowledge management view. This study conducts a laboratory experiment to understand the influence of individual incentives on the knowledge generation effectiveness of GSS meetings. The independent variables in this study include codification effort, perceived easy of use, perceived usefulness, loss of knowledge power, reputation, reciprocity, economic rewards, enjoying in help, and perceived playfulness. Collaboration norms and identification are moderating variables. Dependent variables are knowledge quantify and knowledge quality. The results indicate that: (1) Codification effort significantly affects both the knowledge quantity and the knowledge quality. (2) Reputation and perceived playfulness significantly affects the knowledge quality. (3) Collaboration norm moderates the influence of perceived easy of use, usefulness, and economic rewards on knowledge quantity. (4) Collaboration norms moderate the influence of loss of knowledge power and perceived playfulness on knowledge quality. (5) Identification moderates the influence of codification efforts on knowledge quantity. (6) Identification moderates the influence of reputation and perceived playfulness on knowledge quality. Implications from the findings are also provided.
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Toerien, Wernardt C. "Reward preferences of knowledge workers in technology firms and their influence on attraction, retention and motivation." Diss., 2013. http://hdl.handle.net/2263/40658.
Full textAbstract:
Orientation: In the global war for talent, companies competing in the new knowledge economy face global shortages of their most precious resource – human capital in the form of knowledge workers. In organisations that are at the forefront of the information age, such as information technology (IT) firms, the competitive advantage comes from the intangible value of the knowledge residing within pools of highly skilled employees. It is imperative to be able to attract, retain, and motivate these scarce resources.
Research purpose: The purpose of this study was to deepen understanding of the reward preferences of IT knowledge workers in South Africa, specifically as these relate to attraction, retention, and motivation of knowledge workers.
Motivation for the study: The world of work is evolving, and the nature of relationships between knowledge workers and their employers has changed distinctly, leading to a change in the type of the rewards they prefer. The nature of these preferences in the local, industry-specific context is poorly understood.
With technology increasingly changing the way we work, the workplace is also irrevocably changing. Combined with the demanding nature of the company’s most valuable people, the shifting workplace paradigm gives rise to knowledge workers valuing different rewards than before.
Research design approach and method: The research was a quantitative, empirical, and descriptive study of reward preferences, measured in a self-administered survey and analysed using non-parametric tests for variance between dependent and independent groups, internal consistency testing, and non-parametric analysis of variance (ANOVA).
Main findings: This study identifies the most important reward components in the competition for knowledge workers. It further found that reward preferences differ for attracting IT knowledge workers to a company, for retaining them, and for motivating and engaging them in their jobs.
Managerial implications: The study’s findings show that a holistic approach to total rewards is required, failing which, companies will find themselves facing increased turnover and job-hopping. Importantly the study also highlights that different rewards need to form part of knowledge workers’ relationship with their employer in three different scenarios — attraction, retention, and motivation.
Contribution: This study suggests a competitive rewards model that builds on the study’s findings and on previous theory, to illustrate the most pertinent reward preferences that should be considered in a holistic total rewards package for South African IT knowledge workers.Dissertation (MBA)--University of Pretoria, 2013.
lmgibs2014
Gordon Institute of Business Science (GIBS)
MBA
Unrestricted
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Chikukwa, Tatenda. "The impact of extrinsic rewards on employee motivation and organisational effectiveness : a case study of ZFC Limited in Zimbabwe." Thesis, 2017. http://hdl.handle.net/10321/2643.
Full textAbstract:
Submitted in fulfillment of the requirements for the Degree of Masters in Management Sciences Specialising in Human Resources Management, Durban University of Technology, Durban, South Africa, 2017.This research project was aimed to investigate the impact of extrinsic rewards on employee motivation and organisational effectiveness at ZFC Limited in Zimbabwe. In the globalised environment, it is of important to ensure a motivated workforce because employees are the only asset that appreciates in value over time, thereby directly contributing to organisational outcomes. Employee motivation has been a major problem in manufacturing companies in Zimbabwe, due mainly to poor salaries and pecuniary benefits such as transport allowances and bonuses. The main objectives of the study were to determine employee perceptions of extrinsic rewards, ascertain the relationship between extrinsic rewards and employee motivation and determine the effect of extrinsic rewards on organisational effectiveness. The study adopted a quantitative paradigm, which entailed a structured questionnaire being distributed to respondents. The structured questionnaire comprised Section A and Section B. The sample size was 140, which was derived from a target population of 280 employees through the systematic sampling technique. The researcher used the personal method in distributing and collecting questionnaires to sample respondents and 98 completed questionnaires were returned. This equated to a high response rate of 70%. Furthermore, the data collected was analysed using the Statistical Package for Social Sciences (SPSS) Version 24.0 for Windows. Upon completion, the entire dissertation was checked for plagiarism through the TURNITIN program. The study found that salaries, bonuses and transport allowances were amongst the top extrinsic rewards at ZFC Limited in Zimbabwe. Good financial rewards are vital in influencing the behaviour of employees, as well as in enhancing organisational outcomes. The researcher recommended that ZFC Limited should consider reviewing the reward system, offering competitive financial rewards and timeously rewarding employees. The research project concluded with directions for future research on the role of extrinsic rewards on employee behaviour.
M
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Lin, Wan-Mei, and 林婉媚. "The Influence of the Knowledge Contribution Incentives on the Knowledge Generation Effectiveness of Group Support System Meetings." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/47336499963582620189.
Full textAbstract:
碩士國立中正大學
資訊管理所
94
Knowledge has become critical in the highly competitive business environment. To acquire competitive advantage, businesses need to engage in knowledge management. Group support systems (GSSs), known as knowledge management systems (KMSs), are able to support the knowledge creation process. In addition, knowledge contribution incentives studied exist to understand the effects on the knowledge contribution of the KMSs. To examine the effects of the knowledge contribution incentives, including economic reward, reputation, reciprocity and altruism, on the knowledge generation effectiveness of GSSs meetings, a laboratory experiment was conducted. Dependent variables were knowledge quantity (number of ideas), knowledge quality (idea usefulness and idea creativity) and perceived meeting satisfaction. The results indicate that: (1) Economic reward significantly affects the perceived meeting satisfaction; (2) Reputation feedback significantly affects both the knowledge quantity and the knowledge quality; (3) Reciprocity and altruism play significant moderating effects. Finally, managerial implications were also provided. Keywords: Group Support Systems, Knowledge Contribution Incentives, Knowledge Generation, Knowledge Sharing, Laboratory Experiment.
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Munongo, Simon. "The effectiveness of tax incentives in attracting foreign direct investment : the case of the Southern African Development Community." Thesis, 2015. http://hdl.handle.net/10500/21037.
Full textAbstract:
The problem of low domestic savings is inherent in most Southern African Development Community (SADC) countries. This has motivated most of the SADC countries to institute policies that seek to attract foreign capital to cover the investment deficit that arises from low domestic savings rates. This study gives robust conclusions on the effectiveness of individual tax incentives commonly used by SADC countries in attracting foreign mobile capital. This study has broadened the dimensions research can take in analysing the contribution of tax incentives to Foreign Direct Investment (FDI) inflows into developing countries. In separating individual tax incentives mainly used in the SADC region the study gives a robust analysis on the impact of each tax incentive on FDI inflows into SADC countries. The tax incentives used in this study are: tax holidays, corporate income tax (CIT), reduced CIT in specific sectors and losses carried forward.
The study also derives data indices for governance, infrastructure and economic policy variables which gives the study clean and reliable data for efficient regression results. These macroeconomic data derivations assist in giving the FDI attraction analysis more variables and well behaved data in drawing conclusions.
Through an analysis and comparison of trends in FDI inflows and stock data in different African regions the study draws important conclusions on the impact of the socio-economic environment in FDI attraction. The study, in consultation with data from the period 2004 to 2013 separates the SADC countries into four panels based on resource richness. Panel 1 includes the resources-rich countries, Panel 2 the resources-poor countries, Panel 3 all SADC countries, except South Africa and Panel 4 all the SADC countries. Each of the estimate models in this study, use individual tax incentives variables to avoid the effects of collinearity between different tax incentives variables and to improve the predictive power of the panel data models. This study derived tax incentives data for individual SADC countries, from Ernst and Young’s worldwide tax data. Regular tax incentives in the SADC are derived from tax holidays, corporate income tax (CIT); losses carried forward and reduced CIT in specific sectors.
This study seeks to achieve two major objectives: firstly, to establish the effectiveness of tax incentives in attracting FDI inflows into SADC countries, and, secondly, to establish other variables that influence FDI inflows into SADC countries. The study estimated four panels for SADC countries, separated according to resource richness. This was done because different types of FDI are dependent on the available resources in developing countries and thus factors that influence the FDI inflows differ according to resource richness. Resource-seeking FDI moves to resources-rich economies, market-seeking FDI goes to economies that have access to larger markets and efficiency-seeking and strategic-asset-seeking FDI move to economies that ensure efficient use of their capital resources. Thus, as expected, factors that attract FDI to countries in the separate panels differ in direction of causality and magnitude of impact.
The study adopts a system Generalised Method of Moments (SYS GMM) methodology to address the problem of endogeneity associated with dynamic panel data models. The estimated results established that tax holidays positively explain FDI inflows in Panel 2. CIT was found to negatively affect FDI inflows into all SADC countries despite their particular category of resource-richness. Losses carried forward are insignificant in all panels and reduced CIT in specific sectors negatively influences FDI inflows in Panel 1 and surprisingly positively influences FDI inflows in Panel 2. The lagged FDI variable shows a positive relationship with current year FDI inflows. The governance index is significant and positively affects FDI inflows in panels 1, 3 and 4. Panel 2 shows a negative relationship between governance and FDI inflows.
Market potential measured by GDP growth rate is insignificantly different from zero in all the four panels in the study and negatively signed, except in models A and C of Panel 2. The stock of infrastructure is significant and negatively signed in all the panels. The log natural resources variable though insignificant in some models, mainly, exhibit a significant and negative effect in most models of the study’s panel estimations. The trade openness variable is positively related to FDI inflows in Panel 1. Panel 2 show negative effects of trade openness to FDI inflows. Financial globalisation significantly impacts positive FDI inflows in all the four panels. The economic policy variable is insignificant in all the four panels of the study, except, in model B of Panel 1 where it is weakly significant at 10% level and negatively signed.
The study concludes that tax incentives are important in FDI attraction in the SADC countries; therefore, an effective tax mix that ensures efficient use of tax incentives is important to ensure sustainable FDI inflows into the region. Good governance is important in the region for FDI inflows to increase. Increasing government rents from natural resources reduces FDI inflows in the SADC.
Previous year flows of FDI are positively related to current year inflows, thus consistent FDI attraction policies in the SADC are important. Infrastructure in the SADC should be consistently improved to ensure suitability with the dynamic nature of foreign investment. Financial markets should be developed to ensure effective flow of capital and growth in economies through more investment.Economics
D. Com.. (Economics)
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Mfeka, Silungisele Yves. "Investigating the link between performance and labour standards in the retail sector in South Africa." Thesis, 2017. http://hdl.handle.net/10321/2591.
Full textAbstract:
Submitted in fulfillment of the requirements for Degree of Master of Management Sciences: Human Resource Management, Durban University of Technology, Durban, South Africa, 2017.The study presented in this thesis is centred around three research questions: (1) How have labour standards changed in South Africa over time? (2) What is the relationship between labour standards and performance? (3) What is the causal direction of the relationship between labour standards and performance? In addition to these questions the study tests the hypothesis that there is a relationship between retail performance and labour costs. To address the research questions and to test the hypothesis the study empirically examines South African labour productivity and labour costs data covering the years 1970-2014. The study utilises 184 data points pulled from 1967 to 2014. Analysis is done using the linear regression method (OLS), Ordinary Least Squares and error correction time series model. The study highlights the connectedness between productivity, performance and labour standards within the South African context. Productivity is used through-out the document as a proxy for performance. The findings show that labour costs drive (performance) in the retail sector. The study also showed that there is statistically significant and positive relationship between labour standards and performance. The policy implications of this study is prioritisation of incentives that are tied to labour standards that motivate employees in the retail sector.
M
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Mabaso, Mzwenhlanhla Calvin. "The influence of rewards on job satisfaction and organisational commitment among academic staff at selected universities of technology in South Africa." Thesis, 2017. http://hdl.handle.net/10321/2608.
Full textAbstract:
Submitted in fulfillment of the requirements for the degree Doctor of Philosophy in Management Sciences: Human Resources Management, Department of Human Resources Management, Faculty of Management Sciences, Durban University of Technology, Durban, South Africa. 2017.Higher education institutions are particularly vulnerable to the loss of their highly qualified employees to better rewards and benefits from the private sector and other higher education institutions. Talent retention and employee turnover, therefore, are major concerns for higher education institutions (HEIs). Without well qualified and committed academic staff, no academic institution can really ensure sustainability and quality over the long-term. Owing to the competition for scarce skills, the attraction and retention of quality employees has emerged as the biggest challenge in human capital management, this phenomenon has also arisen in universities of technology. To attract and retain employees, organisations need novel reward systems that satisfy them. Employee rewards are an important component in exchange of employee contribution. It is generally accepted that employee rewards plays a significant role to attract, motivate, satisfy, retain and maintain commitment among employees in any organisation while ensuring a high standard of performance and workforce stability. Essentially, it is understood that reward systems in higher education institutions are at fault because they do not provide individuals with rewards that they value. The overall outcome of the study is to benefit employees, rewards practitioners and institutions by attracting and retaining talented employees. The study focuses on the academic staff at two universities of technology, namely, Central University of Technology and Tshwane University of Technology. A quantitative research approach was employed with a semi-structured questionnaire comprising a 5 Point Likert Scale to determine the influence of employee rewards on job satisfaction and organisational commitment among academic staff at universities of technology. The target population for the present study comprises all academic staff at Central University of Technology and Tshwane University of Technology (from level of lecturers, senior lecturers, head of departments and professors). The target population for this research was obtained from the Human Resources Management Department at both universities of technology. The source list indicates that both UOTs equated to staff of 1 089 (CUT = 296; TUT = 820). A semi-structured questionnaire was administered to 279 sample respondents of academic staff. Data obtained from 225 respondents and 8 uncompleted questionnaires yielded a response rate of 78%. Systematic sampling was used to select target respondents, nth element was drawn on every 4th element for the entire sample. The data collected from the responses were analysed with the Statistical Package for the Social Sciences (SPSS) and AMOS, version 24.0 for Windows. Three main data analysis techniques are employed: descriptive statistics, confirmatory factor analysis and structural equation modelling (SEM). Two models are employed in CFA to test dimensional structure of employee rewards. These include a model that allows all factors to be freely correlated, a proposed model was tested for correlation and a structural model. All factors are correlated because they measure one higher order factor, where all indicators test if they measure only one construct. The results of CFA provide solid statistical evidence that affirm relationship among constructs. However, some factors do not converge towards the job satisfaction construct in a South African context. Work-life balance and fringe benefits provided a negative correlation to job satisfaction. A significant statistical relationship is seen between employee rewards, job satisfaction and organisational commitment. The SEM results affirm that compensation, performance management, recognition, talent development and career opportunities have a positive and significant influence on job satisfaction. Job satisfaction has a significant effect on organisational commitment while total rewards components performance management, recognition, talent development and career opportunities has a positive and significant impact on organisational commitment. However, employee rewards have a significant effect on job satisfaction and organisational commitment. These results, therefore, can aid remuneration specialists in higher education institutions with specific reference to universities of technology to implement these total rewards components in order to affect job satisfaction while ensuring organisational commitment among academic staff. This study would benefit if these models are tested with an alternative data set. The research also suffered from a limitation common to survey research and SEM. Due to time and money constraints, it is a cross sectional sample at one specific point in time. As a result, while causal relationships can be inferred, they cannot be generalised towards other universities of technology in South Africa.
D
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LIU, YING-CHI, and 劉縈錡. "The participation Incentive and Environmental Effectiveness of International Emissions trading." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/66512313662049226722.
Full textAbstract:
碩士國立臺北大學
經濟學系
96
In 2005, signatories negotiated post-Kyoto greenhouse gases (GHGs) abatement at the Conference of the Parties to the United Nations Framework Convention on Climate Change. This paper discusses the process of each country deciding whether or not to become a member of International Emission Trading (IET), which is an abatement mechanism listed in the Kyoto Protocol. Besides, since there is no central authority with the power to determine the initial allocation of tradable allowances, each country will choose its initial allowance based on its self-interest. Whether the global GHGs emissions are rising or falling is ambiguous. Therefore, the environmental effectiveness of IET is still unknown. With the theoretical models and numerical simulations, we have several findings: (1) There are three conditions in the forming of IET group. The first condition is that countries which belong to the IET group won’t deviate from it. When the countries face the greenhouse effect, they could reduce their own emission, trade emission with other countries, or both, to solve the problem. The second condition is that countries which don’t belong to IET group won’t join it. The only way for them to solve the greenhouse effect is to reduce their own emission. The third condition is that each country thinks that the group type is best. (2) The environmental effectiveness of IET depends on the technology and the environmental damage of the IET membership. If the members with lower environmental damage have the higher technology and the members with higher environmental damage have the lower technology, IET is environmentally effective. (3) The numerical simulation shows that China and European Union will participate in IET, but the United States won’t. (4) The total GHGs of the situation in (3) will be lower than the situation where three countries all participate in IET or all not.
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Hu, Ying-Ling, and 胡映伶. "The Effects of Ownership Structure and Board Composition on the Incentive Effectiveness of Director Compensation." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/57hubv.
Full textAbstract:
碩士長榮大學
經營管理研究所
97
In this research, listed companies of Taiwan between 2002 and 2007 are targeted to study if compensation for directors are having incentive effect on firm performance, and extend to the study of the influence of ownership structure and composition of board of directors on the incentive effectiveness of director compensation contract. The compensation for directors is generally consisted of fixed compensation for directors and variable compensation for directors and it was paid out from the after-tax earning of the company each year to show gratitude to directors for their hardworking and endeavor of the past year and prompt their contribution for the future years. In this research, we took average variable compensation for directors, the ratio of compensation for directors to the distributed after tax earning and the ratio of variable compensation for directors to gross compensation as the proxy variables of compensation for directors. The empirical study gave the following findings: 1. In accounting performance: All variable, average variable compensation for director and the ratio of variable compensation for directors to gross compensation are having significant positive effect. 2. All other compensation variables do not have effect in both market and accounting performances. When the ownership structure and composition of board of directors are included in the variables for discussion, it is found that ownership structure and composition of board of directors are indeed affecting the incentive effectiveness of compensation for directors. In accounting performance, when the ratio of ownership of controlling stockholders is higher, the incentive effectiveness of compensation for directors is with significant negative effect. However, in accounting performance, with internal and external supervision mechanism, the higher the ratio of outside directors, the incentive effectiveness of compensation for directors is higher. As to the market performance, only the higher ratio of the institutional investor holding has shown the incentive effectiveness of contract of compensation for directors.
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Dong, Changgui active 21st century. "Technology diffusion policy design : cost-effectiveness and redistribution in California solar subsidy programs." Thesis, 2014. http://hdl.handle.net/2152/28484.
Full textAbstract:
Human-induced climate change, with its potentially catastrophic impacts on weather patterns, water resources, ecosystems, and agricultural production, is the toughest global problem of modern times. Impeding catastrophic climate change necessitates the widespread deployment of renewable energy technologies for reducing the emissions of heat-trapping gases, especially carbon di-oxide (CO₂). However, the deployment of renewable energy technologies is plagued by various market failures, such as environmental externalities from conventional energy sources, learning-by-doing, innovation spillover effects, and peer effects. In efforts to begin to address these market failures, several governments at all levels—city, state, regional, and national—have instituted various subsidies for promoting the adoption of renewable energy technologies. Public resources are limited and have competing uses. So, it is important to ask: how cost-effective are renewable energy subsidies? Are the subsidies even reaching the intended subjects—the potential adopters of renewable energy technologies? In this empirically-driven dissertation, I analyze these important policy design and evaluation questions with a focus on the solar subsidy programs in California. All programs to incentivize the adoption of renewable energy technologies run into the same key question: what is the optimal (maximum capacity inducing) rebate schedule in the face of volatile product prices and the need for policy certainty? Answering this question requires careful attention to both supply-side (learning-by-doing) and demand-side (peer effects) market dynamics. I use dynamic programming to analyze the effectiveness of the largest state-level solar photovoltaic (PV) subsidy program in the U.S. – the California Solar Initiative (CSI) – in maximizing the cumulative PV installation in California under a budget constraint. I find that previous studies overestimated learning-by-doing in the solar industry. Consistent with other studies, I also find that peer effects are a significant demand driver in the California solar market. The main implication of this empirical finding in the dynamic optimization context is that it forces the optimal solution towards higher subsidies in earlier years of the program, and, hence, leads to a lower program duration (for the same budget). In particular, I find that the optimal rebate schedule would start not at $2.5/W as it actually did in CSI, but instead at $4.2/W; the effective policy period would be only three years instead of the realized period of six years. This optimal (i.e., most cost effective) solution results in total PV adoption of 32.2 MW (8.1%) higher than that installed under CSI, using the same budget. Furthermore, I find that the optimal rebate schedule starts to look like the actual CSI in a ‘policy certainty’ scenario where the variation of periodic subsidy-level changes is constrained. Finally, introduction of stochastic learning-by-doing as a way to better capture the dynamic nature of learning in markets for new products does not yield significantly different results compared to the deterministic case. Another, still-unanswered, redistribution question related to the CSI program is: to what degree have the direct PV incentives in California been passed through from installers to consumers? I address this question by carefully examining the residential PV market in California by applying multiple methods. Specifically, I apply a structural-modeling approach, a reduced-form regression analysis, and regression discontinuity designs to estimate the incentive pass-through rate in California’s solar program. The results consistently suggest a high average pass-through rate of direct incentives of nearly 100%, though with regional differences among California counties and utilities. While these results could have multiple explanations, they suggest a relatively competitive market and a smoothly operating subsidy program. Combining evidence from the optimal subsidy policy design and the incentive pass-through analysis, this dissertation lends credibility to the cost-effectiveness of CSI given CSI’s design goal of providing policy certainty and also finds a near-perfect incidence in CSI. Long-term credible commitment as reflected through CSI’s capacity-triggered step changes in rebates along with policy and data transparency are important factors for CSI’s smooth and cost-effective functioning. Though CSI has now wound down because final solar capacity targets have been reached, the historical performance of CSI is relevant not only as an ex-post analysis in California, but potentially has broader policy implications for other solar incentive programs both nationally and internationally.text
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YANG, BI-ZU, and 楊碧珠. "The Effectiveness of Incentive Spirometry Training On the Pulmonary Function of the Elderly In long-term care facilities." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/h2a57d.
Full textAbstract:
碩士中臺科技大學
護理系碩士班
105
The restricted level of activity in the elderly living in long-term care facilities has contributed to their decrease in inspiratory volume and expiratory volume, weakened pulmonary expansion, and ineffective clearance of sputum. These factors increase their risk for infection and their likelihood for hospitalization. The purpose of this study is to investigate the effectiveness of incentive spirometer training on the pulmonary function of residents. The design of this study is a two-group pre-test post-test quasi-experiment, and the population studied are elderly in long-term care facilities located in Central Taiwan. Based on purposive sampling, sixty legally-competent volunteers aged 65 or above were recruited and assigned to either the experimental group (n=30) or control group (n=30). For 8 weeks, the subjects in the experimental group trained their respiratory function by using an incentive spirometer for 60 times per day at a rate of 1-2 times per minute (20 times in the morning, 20 times in the afternoon, and 20 times at night). Starting from the first week of intervention, the subjects’ maximal expiratory volume, maximal inspiratory volume, oxygen saturation, and questionnaire on self-perceived respiratory function were recorded respectively for eight consecutive weeks. After the completion of the project, subjects in the control group received a compensated training. Data were analyzed with statistical inferential methods, such as descriptive statistics, Pearson's chi-square test, independent-samples T-test, paired sample t-test, Generalized Estimating Equations (GEE). The results of the study are as follow: (1) since the second week of incentive spirometry training, the maximal expiratory volume of the experimental group was significantly higher than that of the controlled group; (2) the maximal inspiratory volume of the experimental group was significantly higher than that of the controlled group since the fifth weeks of training;(3) the oxygen saturation level of both group was not significant different; (4) after eight weeks of training, the experimental group did not show significantly differences in their ability to clear sputum and activity level based on paired sample t-test comparing pre-test and post-test levels; but, the subjects in the experimental group reported improved emotional wellbeing, and 86.7% of them felt that the training was interesting. Based on the aforementioned results, the following recommendations are proposed: (1) long-term care facilities could adopt this training into their routine care to improve the elderly’s pulmonary function through increasing effective deep breathing and airway clearance; (2) integrating this training into the continuing education for staffs in long-term care could enhance staff’s ability of implementing this incentive spirometry training; (3) based on the finding of improved maximal inspiratory volume and maximal expiratory volume from this training, further research could investigate the effects of increased pulmonary volume on diaphragmatic movement to explore more effective method of clearing sputum.
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Lee, Su-Chin, and 李書琴. "The examination of the effectiveness of the incentive scheme implementation-- take the direct labors of S company as an example." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/87133713467964955378.
Full textAbstract:
碩士元智大學
管理碩士在職專班
101
Along with the innovation of the technology, the management styles and the production methods of enterprises have gradually changed. Nevertheless, the issue of advancing work performance has been enthusiastically discussed by all circles. The research aims to discover the areas as follows: (1) the influence of financial reward on work performance; (2) the correlation between work behavior and work performance; (3) the influence of the variation of the employee background on work behavior; (4) the influence of the variation of the employee background on work performance. The research is to analyze the actual output based on a case study of the direct labors participating in the company's financially incentive scheme. The results are found as follows: (1) there is a positive influence of financial incentive on work efficiency; (2) "the proactive attitude" is partially correlated with work efficiency. The industry of precision manufacturing still needs a large number of direct labors in production. The work performance of these direct labors is to most directly influence the organizational performance, even the enterprise's operational performance. Therefore, the discovery of the variation correlated with the work performance and the correlation among the variations, conducted by basically reviewing individual work performance, is the important reference and basis of the following advance of the organizational performance as well as the enterprise effectiveness.