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Novotný, Lukáš. "Reward management in a small IT business." Master's thesis, Vysoká škola ekonomická v Praze, 2016. http://www.nusl.cz/ntk/nusl-262040.
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The topic of this thesis is reward management and its application in a small-sized IT enterprise. Its goals are to properly document and describe current reward system in the company, evaluate the system and recommend improvements for the system. The first two goals are reached via thorough research of the company through semi-structured interviews, employee satisfaction survey, participant observation and document examination and the last one by applying principles from the current literature and education to the results of the two previous goals. The findings are that the reward system, despite growing organically instead of designed, is relatively effective in some areas, but needs improvement in other areas. The main improvement areas are motivation by contingent pay, communication management and performance management. Relatively well working rewards are especially non-financial reward connected to the work environment and work itself.
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Glisenti, Kevin. "The effect of reward systems on motivating knowledge sharing between people within and across work units /." [St. Lucia, Qld.], 2004. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe17970.pdf.
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Roberts, M. Koy. "Performance Measurement, Feedback, and Reward Processes in Research and Development Work Teams: Effects on Perceptions of Performance." Thesis, University of North Texas, 2000. https://digital.library.unt.edu/ark:/67531/metadc2701/.
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Organizations have had difficulty managing the performance of their knowledge work teams. Many of these troubles have been linked to antiquated or inadequate performance management systems along with a scarcity of empirical research on this important human resource initiative. These problems are magnified when managing the performance of research and development teams because greater ambiguity and uncertainty exists in these environments, while projects are unique and continually evolving. In addition, performance management in R&D has only recently been accepted as important while individuals in these settings are often resistant to teams. This study represented the first step in the process of understanding relationships between performance management practices and perceptions of performance in R&D work teams. Participants were 132 R&D team leaders representing 20 organizations that agreed to complete a survey via the Internet. The survey instrument was designed to examine the relationships between performance measurement, feedback, and reward processes utilized by teams in relation to measures of customer satisfaction, psychological and team effectiveness, and resource utilization and development. The most important level of performance measurement occurred at the business unit level followed next by the individual level while team level measurement was unrelated to team performance. A simple measurement system with three to seven performance measures focused on objective results, outcomes, and customer satisfaction appeared ideal. Team participation in the performance management process, most notably the process of setting performance measures, goals, and objectives was also important. The use of multiple raters, frequent performance appraisals, and frequent feedback were identified as meaningful. Specific types of rewards were unrelated to performance although some evidence suggested that business unit rewards were superior to team and individual rewards. It was speculated that R&D teams function more like working groups rather than real teams. The focus in R&D seems to be on business unit projects, products, or designs where the aggregate of individual and team contributions determine larger project outcomes.
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Murtaza, Ghulam. "Unfairness and stress at work : an examination of two competing approaches : organizational justice and effort reward imbalance." Thesis, Aix-Marseille, 2017. http://www.theses.fr/2017AIXM0066/document.
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L’injustice au travail engendre des émotions négatives chez les employés, ces émotions influencent les résultats du travail. Cette recherche vise à mettre en évidence cette perspective en utilisant deux approches théoriques alternatives de l’injustice au travail : La justice organisationnelle et le déséquilibre effort-récompense ainsi que leurs conséquences sur les deux différents échantillons. Basé sur une étude transversale, ce travail compare la justice organisationnelle et le déséquilibre effort-récompense en examinant les perceptions de l’injustice par les employés et leurs relations aux rendements au travail au Pakistan (N=583) et en France (N=241). En plus, nous examinons les effets modérateurs des valeurs humaines sur la relation entre l’injustice au travail et le rendement. Cependant, les résultats de l'analyse de la régression hiérarchique révèlent que les deux modèles théoriques de l’injustice (la justice organisationnelle et le déséquilibre effort-récompense) étaient positivement liés à l'épuisement lié au travail et à l'intention de départ, et négativement liés à l'engagement organisationnel, et au comportement au travail. Nous avons démontré que les valeurs humaines et la sensibilité à l’équité modèrent la relation entre l’injustice et les conséquences du stress dans les deux échantillons. Nous avons aussi abordé notre contribution à la littérature existante, les multiples implications managériales et les pistes de recherchesUnfairness at work often causes in inducing negative emotions among employees that influence their work outcomes or strains. In this research, we seek to advance this perspective by using two alternative theoretical models of unfairness at work: organizational (in)justice and effort-reward imbalance and its consequences on two different samples of employees. Based on cross-sectional two different samples this study offered a comparison between organizational (in)justice and effort-reward imbalance in examining employees' unfair perceptions and their relationships to work outcomes in Pakistan (N=583) and in France (N=241).Further, this research examined the moderating effects of personal human values and equity sensitivity between the relationships of unfairness at work and outcomes. However, results of hierarchical regression analysis revealed that both theoretical models of unfairness (organizational (in)justice and effort-reward imbalance) were positively related to job-burnout, turnover intention whereas negatively related to organizational commitment, employees’ performance, and employees in role behavior. We also found that personal human values and equity sensitivity moderated the relationship between unfairness and stress outcomes in both samples. Contribution towards the existing literature, managerial implications, and future research direction was also discussed
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Murtaza, Ghulam. "Unfairness and stress at work : an examination of two competing approaches : organizational justice and effort reward imbalance." Electronic Thesis or Diss., Aix-Marseille, 2017. http://www.theses.fr/2017AIXM0066.
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L’injustice au travail engendre des émotions négatives chez les employés, ces émotions influencent les résultats du travail. Cette recherche vise à mettre en évidence cette perspective en utilisant deux approches théoriques alternatives de l’injustice au travail : La justice organisationnelle et le déséquilibre effort-récompense ainsi que leurs conséquences sur les deux différents échantillons. Basé sur une étude transversale, ce travail compare la justice organisationnelle et le déséquilibre effort-récompense en examinant les perceptions de l’injustice par les employés et leurs relations aux rendements au travail au Pakistan (N=583) et en France (N=241). En plus, nous examinons les effets modérateurs des valeurs humaines sur la relation entre l’injustice au travail et le rendement. Cependant, les résultats de l'analyse de la régression hiérarchique révèlent que les deux modèles théoriques de l’injustice (la justice organisationnelle et le déséquilibre effort-récompense) étaient positivement liés à l'épuisement lié au travail et à l'intention de départ, et négativement liés à l'engagement organisationnel, et au comportement au travail. Nous avons démontré que les valeurs humaines et la sensibilité à l’équité modèrent la relation entre l’injustice et les conséquences du stress dans les deux échantillons. Nous avons aussi abordé notre contribution à la littérature existante, les multiples implications managériales et les pistes de recherchesUnfairness at work often causes in inducing negative emotions among employees that influence their work outcomes or strains. In this research, we seek to advance this perspective by using two alternative theoretical models of unfairness at work: organizational (in)justice and effort-reward imbalance and its consequences on two different samples of employees. Based on cross-sectional two different samples this study offered a comparison between organizational (in)justice and effort-reward imbalance in examining employees' unfair perceptions and their relationships to work outcomes in Pakistan (N=583) and in France (N=241).Further, this research examined the moderating effects of personal human values and equity sensitivity between the relationships of unfairness at work and outcomes. However, results of hierarchical regression analysis revealed that both theoretical models of unfairness (organizational (in)justice and effort-reward imbalance) were positively related to job-burnout, turnover intention whereas negatively related to organizational commitment, employees’ performance, and employees in role behavior. We also found that personal human values and equity sensitivity moderated the relationship between unfairness and stress outcomes in both samples. Contribution towards the existing literature, managerial implications, and future research direction was also discussed
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Jonsson, Amanda, and Alicia Norén. "Nyckeln till ökad arbetsmotivation : En kvantitativ surveyundersökning om bankpersonalens förväntningar av bonusen." Thesis, Högskolan Kristianstad, Sektionen för hälsa och samhälle, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-17589.
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Belöningssystem är något som många organisationer använder sig av för att bland annat skapa arbetsmotivation. Inom banksektorn används mestadels den monetära belöningen allmän bonus. Den allmänna bonusen är en kollektiv belöning som nästan alla i hela banken kan ta del av. I och med detta blir det intressant att studera om denna belöningen skapar arbetsmotivation för de anställda. Förväntningsteorin är en teori som beskriver hur individer skapar motivation. Den fokuserar på motivation i allmänhet, men har även använts som grund av forskare för att analysera arbetsmotivationen. Studiens syfte är att förklara bankpersonalens arbetsmotivation i relation till personalens egna förväntningar och deras upplevelse om värdet av den allmänna bonusen. Detta studeras genom en positivistisk forskningsfilosofi med en deduktiv forskningsansats, vilket grundas i att forskningen är hypotesprövande. Empiriska data mäts utifrån en kvantitativ metod i form av webbenkäter. Undersökningens resultat indikerar att den anställdes individuella upplevda värde av den allmänna bonusen samt personens upplevda nåbarhet av bonusen har en positiv inverkan på dennes arbetsmotivation. Med värde menas hur värdefull individen upplever att bonusen är. En begränsning som har gjorts i arbetet är att den endast studerar respondenter inom en svensk bankkoncern som använder sig av den allmänna bonusen. Detta för att vi förutsätter att bankerna kan ha olika krav, storlekar och regler avseende sådana belöningar. Forskning kring hur vidare banksektorns användande av ett allmänt bonussystem bidrar till ökad arbetsmotivation är nästintill ostuderat. Därför anses denna uppsats ha ett värde för att belysa motivationseffekten av att använda sig av sådana belöningssystem.
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Cheng, Chi-tung Clement, and 鄭子通. "Evaluation of the experimental programme: 'care and concern : a reward scheme for high-risk youths'." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1988. http://hub.hku.hk/bib/B31248081.
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Van, Niekerk Johanna Cornelia. "Cost and reward as motivating factors in distributed collaborative learning assignments : a grounded theory analasis." Thesis, Nelson Mandela Metropolitan University, 2009. http://hdl.handle.net/10948/1103.
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The objective of this research study was to obtain a better understanding of the factors that affect lecturer and student participation in distributed collaborative learning assignments (DCLAs). A substantial number of courses worldwide have included DCLAs in their curricula in an attempt to teach students virtual communication and teaming skills, and to allow distributed students to learn course content collaboratively in a virtual environment. The execution and management of these assignments have proven to be more challenging that expected. Several attempts reported on in the literature had to be abandoned when cost exceeded the rewards for both lecturers and students. In a fouryear cyclical action research project carried out at the PETech (Port Elizabeth Technikon, currently part of the Nelson Mandela Metropolitan University, South Africa), ICT students at several of the PETech campuses were required to complete a DCLA in virtual teams. This project also had to be terminated when it was realised that virtual team learning was minimal and the time investment unacceptably high. For the research study reported on in this thesis the data collected during the four “preresearch” cycles and the experiences reported in the literature were analysed. The lessons learnt were applied to a new additional DCLA cycle which formed part of an ICT course, although this execution still showed room for improvement. A second additional cycle was then executed which had a high participation rate and was overwhelmingly labelled by the participating students as a valuable and enjoyable learning experience. Analysis of the factors affecting participation in DCLAs shows that they are numerous and tightly interlinked, and that each factor is able to take on a wide range of values. This complicates descriptive reporting as each of the DCLAs was unique with unique outcomes and would have to be reported as such in order to iii ABSTRACT iv gain an understanding of the factors. Hence, a level of abstraction was needed, which was accomplished by applying the traditional Glaserian grounded theory method to the data collected during the four “preresearch” and the two additional cycles, and from the literature on the topic. The outcome is a perceived costs and rewards (PCR) theory for participation in DCLAs. As participation is crucial for the learning experience of each student as well as his/her team members in an action learning environment, deciding on participation by continually calculating the costs versus rewards became the focal point of the theory. To the best of the author’s knowledge this research study makes a theoretical contribution to the existing body of ICT educational knowledge in the form of a perceived costs and rewards theory for DCLA participation and a practical contribution in that it provides a theory that can be used to explain, understand, interpret and predict participation in DCLAs. This research study provides guidance for future research in both of these areas.
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Burton, Kimberley Fay. "The Effects of Cultural, Demographic and Occupational Variables on Individuals' Work Values and Preference for Workplace Reward Type and Allocation." Thesis, University of Canterbury. Psychology, 2012. http://hdl.handle.net/10092/7233.
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There is a need for organisations and managers to acknowledge and respond to the increasing diversity in the New Zealand labour force, through making appropriate changes in structures, systems and management. By gaining a greater understanding as to how individuals differ in their work values and reward preferences, the effects of this diversity can be explored and findings could help inform the development of effective compensation systems. This study used a New Zealand sample of 521 participants to investigate the effects of cultural, demographic and occupational variables on work values and preference for workplace rewards and allocations. More specifically, it was hypothesised that differences in culture, marital status, dependents, age, managerial status and employment status would lead to differences in work values and preferences for workplace rewards and allocations. Results showed considerable support for hypotheses. Among findings, within-country cultural differences were reported for Stability work values and for financial reward preference. Certain demographics and occupational variables were also found to relate to particular work values and reward preferences. Practical implications and limitations of this study are discussed.
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Blidberg, Seppälä Cecilia, and Emilia Nojonen. "Belöningar, förmåner och arbetsgivarens attraktivitet : En komparativ studie med två IT-företag." Thesis, Högskolan Dalarna, Personal och arbetsliv, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:du-25385.
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Hur kan organisationer behålla och attrahera medarbetare genom belöningar och förmåner? Hur kan vi som personalvetare bidra inom området? Detta behandlar denna studie som genomfördes genom en metodkombination där intervjuer och en enkätundersökning gjordes. Syftet med studien är att identifiera vilka belöningar och förmåner det finns på två IT-företag och se vilka av dem som attraherar medarbetare inom IT-branschen. Tre frågeställningar formades, där syftet var att ta reda på vilka belöningar och förmåner som finns, undersöka vilka likheter och skillnader gällande belöningar och förmåner som identifieras mellan de två IT-företagen samt undersöka hur belöningar och förmåner påverkar arbetsgivarens attraktivitet. Den teoretiska referensramen består av olika teorier gällande belöningar och förmåner, motivationsteorier samt teorier gällande arbetsgivarens attraktivitet. Studien resulterade i diskussion, förbättringsförslag samt slutsatser med hjälp av relevanta teorier inom området. De två IT-företagen har liknande belöningar och förmåner och en slutsats är att dessa påverkar arbetsgivarens attraktivitet. Med grund av denna slutsats är det viktigt att personalvetare och ledning förstår vikten att belöningarnas och förmånernas påverkan på attraktiviteten.How can organizations retain and attract employees by rewards and benefits? And how can we as human resource managers contribute? This is what the study is about which was performed by a method combination where interviews and a survey was done. The purpose of this study is to identify which rewards and benefits are available in two IT-companies and explore which of them attracts employees in the IT-industry. Three issues were designed, where the purpose was to find out which rewards and benefits are available at the two companies, examine the companies’ similarities and differences and see how these rewards and benefits affect the employer´s attractiveness. The theoretical reference consists theories about rewards and benefits, motivation and employer attractiveness. The study led to discussion, improvement proposals and conclusions with the help of relevant theories in the area. The two IT-companies have similar rewards and benefits and a conclusion is made that these affect employer attractiveness. Because of this conclusion it is important that human resource managers and management understand the importance of the affect that they have on attractivity.
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Evensen, Elisabeth Banghart. "Equity v. equality: the role of gender and disclosure of allocation on individual reward allocation decisions." Diss., Virginia Polytechnic Institute and State University, 1988. http://hdl.handle.net/10919/54325.
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Research on reward allocations has consistently found differences in the manner in which men and women allocate rewards between themselves and others (Kahn, O'Leary, Krulewitz, & Lamm, 1980; Major & Adams, 1984; Major & Deaux, 1982). Overall, the research seems to suggest that when asked to divide a reward between themselves and a partner, men tend to use the equity norm to allocate rewards; whereas, women tend to use the equality norm to allocate rewards. However, a number of studies have been conducted which seem to demonstrate that a variety of situational g factors mediate the gender of allocator effects such as input level of the allocator and his/her co-workers, gender of the co-worker, expectancy of future interaction with the co-worker, and type of reward allocation.
The purpose of the present research was two-fold: (1) to examine individual differences influencing an allocator's choice of an allocation strategy, such as how anticipation of future interaction with the recipients of an allocation decision would influence an allocator's reward allocation; and (2) whether a person‘s self-esteem level might impact on how an individual might allocate a reward.
In general, the results of the current research suggest that previously observed differences between men's and women's allocations may not reflect true underlying differences between the gender; in terms of their preferences for allocation strategies. Allocation strategies appeared to vary as a function of the gender and input levels of the recipients of the reward and whether the type of allocation decision was a joint or independent situation. Both men and women tended to allocate rewards either equitably or using a compromise between equity and equality. Self-esteem was also found to influence the amount of the reward men and women allocated to the high performer and to themselves. Unfortunately, disclosure of allocation was not found to have a major effect upon how subjects allocated rewards. Several alternative explanations for these results are discussed.Ph. D.
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Enberg, Birgit. "Work experiences among healthcare professionals in the beginning of their professional careers a gender perspective /." Doctoral thesis, Umeå : Umeå University, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-25771.
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Sonesson, Tilde, and Diana-Maria Valkova. "BELÖNINGSSYSTEMSPÅVERKAN PÅMEDARBETARESMOTIVATION OCHARBETSPRESTATION : En kvalitativ studie ombelöningssystems påverkan påmedarbetares motivation ocharbetsprestation." Thesis, Högskolan i Skövde, Institutionen för handel och företagande, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:his:diva-20017.
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Bakgrund: Denna uppsats har studerat belöningssystem som används inom organisationer med olika syften där bland annat att motivera medarbetare genom både finansiella och icke-finansiella belöningar hör till. Bakgrunden till studien grundar sig på att företag genom att använda belöningssystem kan öka motivationen och arbetsprestationen hos medarbetarna. Eftersom medarbetare motiveras av olika aspekter när det kommer till motivation och arbetsprestation är det viktigt att ta hänsyn till deras egna upplevelser av belöningar. För att få en bredare förståelse är det även viktigt att ta hänsyn till chefernas perspektiv på belöningars påverkan på motivation och arbetsprestation hos medarbetare. Syfte: Syftet med denna studie är att undersöka hur belöningssystem upplevs gällande motivation och arbetsprestation för medarbetare som arbetar med försäljning. Studien vill utveckla förståelsen kring detta ämne genom att ta hänsyn till både medarbetar- samt chefsperspektiv samt undersöka likheter och skillnader mellan dessa perspektiv. Metod: För att uppnå studiens syfte samt besvara frågeställningarna, har uppsatsen antagit en kvalitativ metod med abduktiv ansats. Den data som samlats in till studien har samlats in genom semistrukturerade intervjuer med tre olika företag, två medarbetare samt en chef från respektive företag. Teori: Den teoretiska referensramen bygger på tidigare forskning om belöningssystems påverkan på motivation och arbetsprestation samt medarbetar- och chefsperspektiv. Vidare förklaras även vad belöningssystem är och de finansiella och icke-finansiella belöningarna följt av yttre och inre motivationsfaktorer, Herzbergs tvåfaktorteori och Maslows Behovstrappa. Slutsats: Studiens slutsats påvisar att samtliga medarbetare, förutom en, upplever belöningarna som något positivt och bidragande till motivationen och arbetsprestationen. Samtliga chefer upplever också att belöningarna bidrar till ökad motivation och arbetsprestation hos medarbetarna. Det råder olika upplevelser om vilka belöningar som är mest bidragande till ökad motivation och arbetsprestation från medarbetarperspektivet och chefsperspektivet. Vissa medarbetare påverkas mest av finansiella belöningar, medan andra påverkas mest av icke-finansiella belöningar. Det finns en medarbetare vars4motivation och arbetsprestation inte påverkas av belöningarna. Cheferna har skilda åsikter kring belöningars påverkan. De alla tycker att de påverkar, men på olika sätt.Background: This study has studied reward system that is used in organizations with different purposes, such as to motivate coworkers by using financial and non-financial rewards. The background to this study is based on the fact that companies, by using reward systems, can increase the motivation and work performance of their coworkers. Since different aspects motivate coworkers when it comes to work performance, it is important to take into account their own experiences of rewards. In order to gain an even broader understanding, it is also important to take into consideration the managers' view on the impact of rewards on motivation and work performance of their coworkers. Purpose: The purpose of this study is to examine how reward systems are perceived in terms of motivation and work performance for employees who work with sales. The study wants to develop the understanding of this topic by taking into account both an employee and managerial perspective and examine similarities and differences between these perspectives. Method: In order to achieve the purpose of this study and answer it’s questions, the thesis uses a qualitative method with an abductive approach. The data for the study is collected through semi-structured interviews with three different companies, two coworkers and one manager from each company. Theory: The theoretical frame of reference is based on previous research on the impact of reward systems on motivation and work performance, as well as coworker and manager perspectives. The theory also includes explanations of reward systems, financial and non-financial rewards followed by external and internal motivational factors, Herzberg's two-factor theory and Maslow's hierarchy of needs. Conclusion: This study’s conclusion shows that all coworkers except one experience the rewards as something positive, contributing to motivation and work performance. All managers also feel that the rewards contribute to increased motivation and work performance among their coworkers. There are different experiences about which reward that is the most contributing to increased motivation and work performance from the coworker perspective and the manager perspective. Some employees are most affected by6financial rewards, while others are most effected by non-financial rewards. There is one employee whose motivation and work performance are not affected by the rewards. Managers have differing views on the impact of rewards. They all think they influence, but in different ways.
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Ubalde, Buenafuente Josep. "The social valuation of skills. An analysis through linguistic work in the new economy." Doctoral thesis, Universitat Rovira i Virgili, 2019. http://hdl.handle.net/10803/667719.
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Els canvis en el contingut i la rellevància de les competències en els mercats laborals de la nova economia ha generat diversos debats respecte a la seva conceptualització i valoració. Des del corrent principal de l'economia, la competència és considerada un dels principals ingredients del capital humà, el valor del qual està determinat per la dinàmica de l'oferta i la demanda en el mercat de treball. En canvi, des del punt de vista heterodox, les habilitats estan construïdes socialment. El valor de les competències resulta de la negociació política y reflecteix el poder i estatus de diversos grups d'interès així com les ideologies predominants en la societat. La tesi es centra en la valoració de les competències lingüístiques, un tipus d'habilitat transversal que és bàsica per al treball tant cognitiu com interactiu en la nova economia, però que està involucrada en algunes controvèrsies en relació a la devaluació i la desqualificació de treballadors i ocupacions. Des d'un enfocament de mètodes mixtos, la tesi presenta tres articles que estudien l'impacte de les ideologies i la seva institucionalització en la valoració de les competències lingüístiques. El primer dels articles analitza com les actituds cap als immigrants en diversos països europeus es relacionen amb la devaluació dels seus coneixements de llengües estrangeres. El segon article prova si aquelles habilitats lingüístiques teoritzades com a devaluades degut a la seva associació tradicional amb el treball femení, el sector de serveis de més baix estatus i l'origen ètnic, estan o no recompensades en el mercat laboral dels Estats Units. L'últim article descriu la rellevància del treball lingüístic en la definició de categories laborals en el sector dels call center a Espanya i en les lluites entre ocupadors i treballadors en relació amb la valoració de les competències lingüístiques. La tesi conclou que la valoració de les competències lingüístiques està influenciada per ideologies i institucions socials que van més enllà de la dinàmica d'oferta i demanda en el mercat. Aquestes ideologies i institucions han de considerar-se seriosament des de l’acció política i social per a una valoració justa de les competències dels treballadors de la nova economia.Los cambios en el contenido y relevancia de las competencias en los mercados laborales de la nueva economía ha generado diversos debates con respecto a su conceptualización y valoración. Des de la corriente principal de la economía, la competencia es considerada uno de los principales ingredientes del capital humano cuyo valor está determinado por la dinámica de la oferta y la demanda en el mercado laboral. En cambio, desde el punto de vista heterodoxo, las competencias están construidas socialmente. La valoración de la competencia es resultado de la negocian política y refleja el poder y estatus de diversos grupos de interés, así como las ideologías predominantes en la sociedad. La disertación se centra en la valoración de las competencias lingüísticas, un tipo de habilidad transversal que es básica para el trabajo tanto cognitivo como interactivo en la nueva economía, pero que está involucrada en algunas controversias en torno a la devaluación y la descualificación de trabajadores y ocupaciones. Desde un enfoque de métodos mixtos, la tesis presenta tres artículos que estudian el impacto de las ideologías y su institucionalización en la valoración de las competencias lingüísticas. El primero de ellos analiza cómo las actitudes hacia los inmigrantes en diversos países europeos se relacionan con la devaluación de sus conocimientos de lenguas extranjeras. El segundo artículo prueba si aquellas habilidades lingüísticas teorizadas como devaluadas debido a su asociación tradicional con el trabajo femenino, los empleos del sector de servicios de bajo estatus y el origen étnico, están o no recompensadas en el mercado laboral de los Estados Unidos. El último artículo describe la relevancia del trabajo lingüístico en la definición de categorías laborales en el sector de los call center en España y en las luchas entre empleadores y trabajadores en relación con la valoración de las habilidades lingüísticas. La tesis concluye que la valoración de las habilidades lingüísticas está influenciada por ideologías e instituciones sociales que van más allá de la dinámica de oferta y demanda en el mercado. Dichas ideologías e instituciones deben considerarse seriamente des de la acción política y social para una valoración justa de las competencias de los trabajadores en la nueva economía.
Several debates on how skills should be conceptualised and valued have arisen from changes in the content and relevance of them in the labour markets of the new economy. In mainstream economics, skill is one of the main ingredients of human capital and its value is determined by the supply-demand dynamic of the labour market. According to heterodox views, however, skills are socially constructed. The value of skills results from political negotiation, reflecting the power and status of diverse interest groups, as well as the predominant ideologies of society. The dissertation focuses on the valuation of linguistic skills, a cross-cutting kind of skill that is basic for both cognitive and interactive work in the new economy, but which is involved in controversies regarding the devaluation and deskilling of workers and occupations. From a mixed methods approach, the dissertation presents three papers that study the impact of institutionalized ideologies on linguistic skills valuation. The first paper analyses how the attitudes towards immigrants across European countries is related to the devaluation of their foreign language knowledge. The second paper test whether those linguistic skills which are devaluated for their traditional association with women’s work, low-status service sector jobs and ethnicity are unrewarded across occupations in the US labour market. The third and final paper describes the relevance of linguistic work in defining job categories in the call centre sector in Spain and the struggles between employers and workers regarding the valuation of language skills. The thesis concludes that ideologies and social institutions influence the valuation of linguistic skills above and beyond the market dynamic. A serious consideration in political and social action of such ideologies and institutions is required in order to fairly value workers skills in the new economy.
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Tjärnström, Lovisa. "Motivation i arbetslivet : Inre och yttre motivation i relation till branschbyte." Thesis, Mälardalens högskola, Akademin för hälsa, vård och välfärd, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-31596.
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Sundberg, Elin. ""High risk, high reward" : En kvalitativ undersökning av lärares användande av drama i engelskundervisningen för årskurs 4–6." Thesis, Karlstads universitet, Institutionen för språk, litteratur och interkultur (from 2013), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-78420.
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This study studies teachers’ use of drama when teaching English in grades 4-6. The material has been collected through semi structured interviews with five teachers. The study concludes that teachers use drama to increase the pupils’ eagerness to learn through variation and commitment. Teachers list passion for the language and the opportunity it creates to work with dialogue in near authentic situations among the advantages of working with drama. Among the disadvantages teachers mention the time and energy required for both planning and conducting this kind of teaching. Teachers agree that the curriculum for English is their starting point when planning classroom activities. Teachers also agree that the knowledge requirement concerning pupils spoken language is the most obvious one to be reached through drama. The teachers can also be said to do things that are not part of the curriculum. However, those tasks can be considered essential stepping stones for pupils to find courage to express themselves. Some pupils reach knowledge requirements through drama, while there are indications that others need drama to build appropriate skills to be able to reach requirements at a later stage. Teachers are in agreement that drama should be seen as part of a long-term method to vary teaching and work with pupils around skills and towards knowledge requirements as described in the curriculum for English.Studiens syfte är att undersöka lärares användning av drama i engelskundervisning i årskurs 4–6. Materialet för studien har inhämtats genom halvstrukturerade intervjuer med fem lärare. En slutsats av studien är att lärare använder drama i syfte att nå ett lustfyllt lärande genom variation och engagemang. Olika typer av övningar beskrivs, med dialogen och talad engelska i fokus. Bland fördelarna att arbeta med drama nämns lusten till språket och möjligheten att träna dialog i nära autentiska sammanhang. Bland nackdelarna nämns tid och energi som krävs av läraren, i planering och genomförande av sådan undervisning. Kursplanen i engelska ses som utgångspunkt för de intervjuade lärarna, där kunskapskrav kring det talade språket kan uppnås. Lärarna gör även sådant som kan sägas vara utanför kursplanen i engelska, men som kan vara nödvändiga mellansteg för att få elever att våga uttrycka sig på engelska. Vissa elever når kunskapskrav genom och under tillfällen med drama, medan det finns tecken på att andra behöver drama för att bygga nödvändiga kunskaper för att vid annat tillfälle kunna nå kunskapskraven. Lärarna är överens om att drama ses som en del av en långsiktig metod för att variera undervisningen och arbeta med elever kring förmågor och mot de kunskapskrav kursplanen i engelska beskriver.
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Pitacho, Liliana Alexandra de Pinto Ferreira. "Orientação para o Trabalho: Perfis e Contribuições para a Eficácia dos Sistemas de Recompensas." Doctoral thesis, Instituto Superior de Ciências Sociais e Políticas, 2020. http://hdl.handle.net/10400.5/20183.
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Tese de Doutoramento em Ciências Sociais na Especialidade Comportamento OrganizacionalO significado psicológico que cada indivíduo atribui ao trabalho remunerado acarreta implicações para as suas atitudes e comportamentos em contexto laboral. A orientação para o trabalho é uma das teorias que visa captar esses diversos significados psicológicos, contudo, de um modo geral, a sua investigação tem se limitado ao estudo do chamamento. E partindo deste dois pressupostos delineou-se como objetivos centrais da presente investigação: ampliar ou aprofundar o conhecimento sobre a orientação para o trabalho como um todo e sobre cada uma das suas dimensões em particular e, perceber qual o papel da orientação para o trabalho na relação entre o sistema de recompensas e a intenção de saída dos colaboradores. Para o efeito são apresentados três estudos conceptuais que procuram aprofundar o conhecimento sobre a orientação para o trabalho e apontam a sua relação com diversos conceitos. E, posteriormente, três estudos empíricos que contaram com a participação de um total de 2130 participantes (756, 959, 415), todos em atividade laboral. Estes estudos permitiram estudar a dimensionalidade e a dinâmica interna da orientação para o trabalho, demonstrar que a orientação para o trabalho não se cinge a estados puros, mas também a perfis misto e, adicionalmente que não é independente das características sociodemográficas e profissionais dos indivíduos. Adicionalmente, contribuíram ainda para compreender o seu impacto em contexto organizacional, uma vez que demonstraram que a preferência por tipo de recompensas difere em função da orientação para o trabalho dos indivíduos, e que esta medeia a relação entre a perceção de recompensas e a intenção de saída dos colaboradores.
The psychological meaning that each individual attribute to paid work involves implications for their attitudes and behaviours in the workplace. The work orientation is one of the theories that aims to capture these various psychological meanings, however, in general, their investigation has been limited to the study of the calling. The based on these two assumptions, the central objectives of this research are: to deepen the knowledge about the work orientation as a whole and about each of its dimensions. Additionally, to understand what the role of work orientation in relationship between the rewards system and the turnover intention. For this purpose, three conceptual and three empirical studies are presented. The conceptual studies aim to deepen the knowledge about the work orientation and indicate its relationship with several constructs. The three empirical studies counted on the participation of a total of 2130 participants (756, 959, 415). These studies allowed the study of the dimensionality and the internal dynamics of the work orientation, demonstrated that the work orientation is not only in pure states, but also in mixed profiles, and it is not independent of the sociodemographic and professional characteristics. Additionally, these studies also contributed to understand the impact of work orientation in the organizational context. Their results demonstrated that preference for type of rewards differs according to the individual’s work orientation, and that work orientation mediates the relationship between rewards perception and the turnover intention.
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Forsberg, Johan, and Utgren Vilma Hagberg. "Motivation till följd av en pandemi i en offentlig organisation : Hur belöning, digitalisering och distansarbete påverkar motivation." Thesis, Högskolan Väst, Avd för företagsekonomi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hv:diva-16585.
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Motivation är en central del för organisationer vad gäller att skapa och bibehålla en engagerad personal att sträva mot de mål som sätts upp. Belöningar kan användas för att öka motivationen hos medarbetare. Till följd av Covid-19 pandemin har många organisationer behövt anpassa sina arbetssätt där distansarbete bedrivs i större omfattning vilket kan ha en påverkan på de anställdas motivation. Det finns även tankar kring att belöningar inte används i samma utsträckning i offentligt finansierade organisationer och därmed är det intressant att undersöka då det verkar kunna ha en effekt på motivationen. Syftet med den här studien var att undersöka hur motivationen i en offentlig organisation har påverkats under rådande pandemi till följd av fenomenen digitalisering och distansarbete. Vi ville även se på sambandet mellan motivation och belöning i en offentlig organisation. För att kunna genomföra studien valde vi att tillämpa en kvalitativ fallstudie. Vi genomförde semistrukturerade intervjuer för att samla in relevant material till vårt forskningsområde. Valet av respondenter baserades på att individerna hade påverkats av pandemin med distansarbete som följd. Utifrån studiens resultat framkommer det att de viktigaste motivationsfaktorerna är samhörighet, utvecklingsmöjligheter och erkännande från omgivningen. Vi kan se att distansarbetet har påverkat organisationen både positivt och negativt. Vissa av medarbetarna upplever att deras motivation har minskat och andra upplever inga skillnad eller en ökning. De negativa effekterna som upplevs till följd av distansarbetet består främst av sämre kommunikation, samhörighet och struktur. Det framkommer att belöningar är viktigt men det finns ingen förväntan i organisationen att få ta del av ekonomisk ersättning, det är dock inget som verkar ha en negativ effekt. De slutsatser som framkommit från vår studie är att motivationen påverkas på ett eller annat sätt till följd av digitalisering och distansarbete där individernas tidigare erfarenheter och preferenser gällande arbetssätt spelar in. Vidare kan vi även dra en slutsats kring att belöning har en påverkan på offentligt anställdas motivation, främst i form av feedback och erkännande.Motivation is a central part of organizations in terms of creating and maintaining a committed staff to strive for the goals that are set. Rewards can be used to increase employee motivation. As a result of the Covid-19 pandemic, many organizations have had to adapt their working methods where remote work is conducted to a greater extent, which could have an impact on employee motivation. There are also thoughts that rewards are not used to the same extent in publicly funded organizations and thus it is interesting to investigateas it seems to influence motivation. The purpose of this study was to investigate how the motivation in a public organization has been affected during the prevailing pandemic as a result of the phenomenon of digitalization and remote work. We also wanted to look atthe connection between motivation and reward in a public organization. In order to be able to carry out the study, we chose to apply a qualitative case study. We conducted semi-structured interviews to gather relevant material for our research area. The choice of respondents was based on the fact that the individuals had been affected by the pandemic with remote work as a result. Based on the results of the study, it appears that the most important motivation factors are belonging, opportunities for development and recognition from the surroundings. We can see that the distance work has affected theorganization both positively and negatively. Some of the employees feel that their motivation has decreased, and others experience no difference or an increase. The negative effects experienced as a result of remote work mainly consist of poorer communication, belonging and structure. It turns out that rewards are important, but there is no expectation in the organization to receive financial compensation other than salary, but it doesn’t seem to have a negative effect. The conclusions that emerged from our study are that motivationis affected in one way or another as a result of digitalization and remote work where the individuals' previous experiences and preferences regarding working methods come into play. Furthermore, we can also draw a conclusion that reward has an impact on public employees' motivation, primarily in the form of feedback and recognition.
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Visser, Anntha. "Investigating the relationship between intrinsic and extrinsic reward, job satisfaction, organisational commitment and turnover intention / Anntha Visser." Thesis, North-West University, 2012. http://hdl.handle.net/10394/9243.
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Retention strategies in the nursing profession have been a significant subject among researchers for decades. The current shortages of these skilled professionals have reached an alarming extent globally, making it difficult for organisations to retain these workers, also in South Africa. It has become evident that nursing professionals from South Africa emigrate to other countries for more lucrative remuneration, sophisticated work resources and better career opportunities, impacting the South African economy and nursing workforce negatively.
The general objective of the research was to determine whether a relationship exists between intrinsic and extrinsic rewards, job satisfaction, organisational commitment and turnover intention among a group of South African healthcare workers in the private healthcare sector. Specifically of interest was also to see if nurses’ turnover intention could be predicted by the other variables.
A cross-sectional survey design was used. A convenience sample of 152 healthcare workers was obtained from three private hospitals in the Gauteng and North-West provinces. A measuring instrument for intrinsic and extrinsic rewards was adapted from a previous study, and applied with measures of job satisfaction, affective organisational commitment and turnover intention.
Results indicated that the measure of rewards did not present with sufficient reliability, and it was subjected to factor analysis. This delivered two reliable factors, which were labelled Objective experience of rewards and Perceived lacking organisational support. Objective experience of rewards showed to be significantly related to job satisfaction and inversely to turnover intention, and Perceived lacking organisational support was significantly negatively related to job satisfaction and positively to turnover intention. It was also seen that both job satisfaction and objective experience of rewards showed predictive value in terms of nurses’ turnover intention.
Conclusions and limitations regarding this study were made, and recommendations regarding the profession and future research are made.Thesis (MCom (Industrial Psychology))--North-West University, Potchefstroom Campus, 2013.
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Hedström, Madeleine. "Stress-Related Sick Leave: An Individual Project : A hermeneutic study investigating the social support given to, and responsibility demanded by the individual." Thesis, Mälardalens högskola, Akademin för hälsa, vård och välfärd, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-33500.
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Stress is the most common reason for sick leave in Sweden today. The physical demands are less in today’s work life, but the psychological demands have increased, resulting in increased stress related ill-health. The aim with the current study was to gain an understanding in how individuals that has been or are on stress-related sick leave experience the social support received at the work place and where they experienced that the primary responsibility for the sick leave was. Nine participants from self-help groups for stress was interviewed with a qualitative hermeneutic approach. The interviews were transcribed and analyzed with van Manen’s (1990) “selective or highlighting approach”. The analysis was grounded in four research questions; causes of stress-related sick leave, perceived responsibility for the sick leave, social support, and facilitating factors for returning to work. The result showed that the participants experienced lack of rewards, high demands, low control, lack of social support, insufficient recovery and denial of symptoms of stress. The participants often blamed themselves and took on the primary responsibility. The self-help groups acted as substitute for the lacking social support as well as increased the self-awareness and motivation among the participants.
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Schöning, Lisa, and Miranda Malmberg. "Uppskattning i arbetslivet : En kvalitativ studie om upplevelsen av uppskattning hos chefer och medarbetare." Thesis, Karlstads universitet, Handelshögskolan (from 2013), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-85478.
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Studiens syfte var att fördjupa förståelsen gällande uppskattning i arbetslivet. Uppskattning är ett aktuellt ämne som ofta lyfts i media och det är intressant att se till de effekterna som uppskattning kan ge. För att fördjupa förståelsen kring ämnet så undersöktes det hur chefer och medarbetare upplevde uppskattning, vilka positiva och negativa associationer det fanns kopplade till uppskattning samt om det fanns ett samförstånd eller en dissonans i upplevelsen av uppskattning mellan chefer och medarbetare. Studien är genomförd med ett perspektiv på både chefer och medarbetares upplevelse av uppskattning och båda grupperna kan dra nytta av undersökningens resultat. Den teoretiska referensramen som består av tolkningar av uppskattningsbegreppet, belöningssystemen och det psykologiska kontraktet ligger till grund för analysen av det empiriska materialet. Det empiriska materialet samlades in genom 11 intervjuer med både chefer och anställda inom kommun- och restaurangbranschen. Resultatet visar på att den verbala uppskattningen är den viktigaste formen av uppskattning för båda grupperna. Det fanns vissa skillnader mellan grupperna och det återfanns både en samstämmighet och en dissonans i den upplevda uppskattningen på arbetsplatserna. Överlag var uppfattningen kring uppskattning positiv.The purpose of the study was to deepen the understanding of appreciation in working life. Appreciation is a current topic that is often raised in the media and it is interesting to see the effects that appreciation can give. To deepen the understanding of the subject, it was investigated how managers and employees experienced appreciation, what positive and negative associations there were linked to appreciation and whether there was a consensus or a dissonance in the experience of appreciation between managers and employees. The study was conducted with a perspective on both managers and employees experience of appreciation and both groups can benefit from the study’s results. The theoretical frame of reference, which consists of interpretations of the concept of appreciation, the reward systems and the psychological contract, forms the basis for the analysis of the empirical material. The empirical material was collected through 11 interviews with both managers and employees in the municipal and restaurant industry. The results show that verbal appreciation is the most important form of appreciation for both groups. There were some differences between the groups and there was both a consensus and a dissonance in the perceived appreciation in the workplaces. Overall, the perception of appreciation was positive.
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Fischer, Ronald. "Organisational justice and culture in Europe : the effects of national culture, structural variables and values on the perceived justice of reward allocation and the impact of justice on work behaviour." Thesis, University of Sussex, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.391875.
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Sedumedi, Nolita Nancy. "Guidelines for implementation of a performance management system in a level 2 public hospital / Sedumedi N.N." Thesis, North-West University, 2012. http://hdl.handle.net/10394/7566.
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INTRODUCTION
The intention of this study was to formulate guidelines for the implementation of
Performance Management System (PMS) regarding line managers (LM) and employees
(E) in a level 2 public hospital in the North–West Province. From a preliminary
evaluation it was evident that the implementation of performance management as
outlined in the NWPG policy No. 13, was not effective. The results of the research was
to provide baseline data of the current policy implementation by the line managers and
employees; an indication of the ability of the PMS to reach its goal of improved
performance between line managers and employees in the long term; and the barriers
to the policy implementation discovered over the course of the study.
RESEARCH QUESTIONS
Based on the statement of the problem, the following research questions were asked:
* How is PMS implemented from the perspective of line managers in a level 2 public
hospital?
* How is PMS implemented from the perspective of employees in a level 2 public
hospital?
* What guidelines can be formulated for line managers and employees regarding
PMS?
AIM AND OBJECTIVES OF THE STUDY
The principal aim of this study was to formulate guidelines for implementation of PMS
by line managers and employees. The objectives below of the research which are
derived from the principal aim were:
* To describe the implementation of the PMS from the perspective of line managers in
a level 2 public hospital.
* To describe the implementation of the PMS from the perspective of employees in a
level 2 public hospital.
* To formulate guidelines for line managers and employees regarding PMS?
RESEARCH DESIGN
A quantitative, explorative, descriptive, and contextual design was used in this study to
reach the overarching aim and respective objectives.
RESEARCH METHOD
The researcher firstly conducted a literature review to understand implementation of
PMS and related constructs. Thereafter the researcher used two similar structured
questionnaires for both LM and E to collect data. The questionnaires were developed to
measure the perceptions of both LM and E in the implementation of PMS in a level 2
public hospital. The questionnaires were based on the six steps (performance planning,
developing performance criteria, performance monitoring, performance review and
assessment, annual performance assessment and performance assessment outcomes)
of the current PMS policy used in a level 2 public hospital. The study is based on
transformational leadership whereby the line managers (LM) as nurse leaders with
transformational characteristics are assumed to be empowering the employees (E) and
creating enthusiasm for nursing practice. Minor adaptations were made to the
questionnaires prior to administration to the nursing personnel in a level 2 public
hospital in North West Province. An all inclusive sample was taken, representative of a
larger population and this amounted to twenty four line managers (n=24) and fifty five
employees (n=55) that participated in the study.
RESULTS
There were problems identified from both the line managers (LM) and employees (E) in
performance planning, developing performance criteria, and monitoring performance, organizing and the process of performance review and assessment and lastly the
annual performance assessment. The main two main findings are:
* The effect size of all the questions indicates a practically visible and thus
significant difference with regard to LM and E perceptions of the implementation
of PMS.
* There is statistical evidence of improper implementation of PMS from both
groups regarding some of the performance implementation items.
Based on the empirical evidence and the problems identified from the results, guidelines
for the implementation of PMS were formulated. It is suggested that these be used and
implemented to streamline the PMS in level 2 public hospitals.
Keywords: Key result areas (KRAs), Generic assessment factors (GAFs), reward, work
plan, Performance Agreement (PA), Performance Management System (PMS).Thesis (M.Cur.)--North-West University, Potchefstroom Campus, 2012.
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Gilberg, Asbjørn L. "Contextual and Personal Factors Contributing to the Mental Health of Norwegian Professional Musicians." Thesis, Norges teknisk-naturvitenskapelige universitet, Psykologisk institutt, 2014. http://urn.kb.se/resolve?urn=urn:nbn:no:ntnu:diva-26641.
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This master’s thesis investigates the contributing factors to Norwegian professional musicians’ psychological distress. Several researchers have pointed out that musicians seem to be a risk group in regards to mental health and work environment. In contrast, research regarding the explanatory variables of their mental health is scarce. Recently, a study indicated a high prevalence of psychological distress in Norwegian musicians. A qualitative study on Norwegian musicians reported a combination of family, social, and personal factors to be of particular importance regarding their mental health. The present study adds to the accumulated research base by conceptualizing contributing factors of musicians’ health in a job demands–resources framework, in which the total model as well as individual predictors are tested with a survey on 1,365 Norwegian professional musicians. Five out of ten hypotheses were supported using a hierarchical multiple regression procedure. Job demands and job control were positively related to psychological distress, whereas job-related social support, emotional stability and sense of mastery were negatively related to psychological distress. Work–nonwork interference, effort–reward imbalance and conscientiousness were not significantly related to the outcome. Unexpectedly, job control was positively related to psychological distress, which may have been influenced by the subjects’ levels of personal resources. Overall, the main findings was that a combination of contextual and personal variables were most influential, but that the work environment concepts investigated were only weakly or non-significantly related to musicians’mental health. The highest single contributors were emotional stability, sense of mastery and general social support, indicating that personal dispositions of emotionality, a strong sense of control over one’s life, and perceived social support from family and friends are of high significance for Norwegian professional musicians’ experience of anxiety and depression-like symptoms.
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Koranda, Lukáš. "Motivace zaměstnanců a možnosti jejího ovlivňování." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2014. http://www.nusl.cz/ntk/nusl-224571.
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The thesis discusses the importance of motivation and possibilities of its increasing on knowledge-based motivational profile of employees. In the first, theoretical part, there are provided the basis of motivation, definitions and basic concepts. The second part analyzes the current state of the work, methods of motivation and motivational profiles of workers. The following section, based on findings from previous parts, presents the draft measures increasing work motivation.
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Šimánková, Monika. "Vliv stimulačních systémů na náklady a výnosy podniku." Doctoral thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2012. http://www.nusl.cz/ntk/nusl-233750.
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Dissertation thesis deals with issue stimulation remuneration system for employees of workers profession. Empiric research is focused on situation in the field of remuneration for employees in custom engineering companies acting in the Czech Republic. The final facts from both research are the starting point for creating predictive model. The model offers two main possibilities how to reward workers. It allows settings for each specific company and shows the impact of both chosen system and its settings on financial economy of company.
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Mealor, Tony UNSW. "Catalysts, Continuity and Change: Workplace Restructuring in the Chemical Industry." Awarded by:University of New South Wales, 1999. http://handle.unsw.edu.au/1959.4/17030.
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The thesis describes and analyses a long-term transformative change program conducted at ICI (Australia) Botany Site between the years 1987 - 1997. The change program is unusual in that, after a massive and destructive confrontation between management and the unions, a new collaborative approach to change was developed which led to significant organisational renewal. Change interventions developed in the program have diffused through Australian industry over the decade. The program is analysed within the framework of a theoretical model which describes a path taken towards achieving a capable organisation which can sustain productive performance. The thesis uses evidence from the case to investigate issues of management style, governance, flexibility, 'bundled interventions', productivity, work organisation, downsizing, reward systems, skills acquisition and self-managed teams. A theoretical model of organisational change is developed which suggests how the treatment of these contingencies can lead to organisational capability.
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Wyszynska, Ewelina, Christer Norbäck, and Henrik Pettersson. "Arbetsmotivation vid komplexa och icke-komplexa arbetsuppgifter." Thesis, Linnéuniversitetet, Institutionen för ekonomistyrning och logistik (ELO), 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-35864.
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Syftet med denna uppsats var att fastställa om och hur arbetsuppgifternas komplexitetsgrad påverkar vad de anställda motiveras utav. Vidare undersöktes vilka preferenser de anställda med arbetsuppgifter av olika komplexitetsgrad hade gällande icke-monetära belöningar. Det studerades även till vilken grad cheferna var medvetna om deras anställdas preferenser. Utifrån det teoretiska perspektivet ska de anställda med komplexa arbetsuppgifter motiveras utav inre faktorer såsom beröm, utveckling och ökad självständighet. Anställda med icke-komplexa arbetsuppgifter ska då påverkas utav yttre faktorer som lön och spontana materiella belöningar. Studien genomfördes på två fallföretag med en population utav 60 anställda med icke-komplexa arbetsuppgifter samt 30 anställda med komplexa arbetsuppgifter med en svarsfrekvensen på 57%. Resultatet bekräftar att personer med komplexa arbetsuppgifter upplever inre motivation samt att personer med icke-komplexa arbetsuppgifter upplever yttre motivation. Det är snarare tillgången till en viss typ av motivation än själva arbetsuppgiftens komplexitetsgrad som avgör vad anställda motiveras av.The purpose of this thesis was to determine whether and how the level of complexity within work task affects what employees are motivated by. Moreover, was the purpose to investigate what preferences the employees with different level of complexity in their work task had regarding non-monetary rewards. The degree to which the executives were aware of their employees preferences regarding non-monetary rewards was also examined. Based on theoretical perspectives should the employees with complex work tasks be motivated by intrinsic factors such as praise, growth and increased autonomy. The employees with non-complex work task should be affected by extrinsic factors such as salary and spontaneous material rewards. The study was carried out on two case companies with a population of 60 employees with non-complex work tasks and 30 employees with complex work tasks with a response rate of 57%. The results of this study confirm that people with complex work tasks experience intrinsic motivation whereas those with non-complex work tasks experience extrinsic motivation. The result concludes that it is the access to a certain kind of motivation rather than the complexity of work task which determines what the employee is motivated by.
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Carreno-Lukasik, Gina D. "The rewards and challenges of hospice work." Tallahassee, Florida : Florida State University, 2009. http://etd.lib.fsu.edu/theses/available/etd-05042009-122151.
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Thesis (Ph. D.)--Florida State University, 2009.Advisor: Jill Quadagno, Florida State University, College of Social Sciences, Dept. of Sociology. Title and description from dissertation home page (viewed on October 7, 2009). Document formatted into pages; contains x, 178 pages. Includes bibliographical references.
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Andersson, My, and Olivia Pettersson. ""När pengarna rullar in är man motiverad" : En fallstudie av hur prestationsbaserad lön upplevs av konsultchefer på ett bemanningsföretag." Thesis, Södertörns högskola, Sociologi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-31763.
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”När pengarna rullar in är man motiverad” är en kandidatuppsats i Sociologi skriven av Olivia Pettersson och My Andersson. Syftet med studien är att undersöka ett prestationsbaserat belöningssystem och dess effekter på arbetsmotivation samt upplevd arbetskvalité, detta genom att göra en fallstudie på ett bemanningsföretag i Stockholm. Undersökningen är kvalitativ och genomfördes med hjälp av tematiskt öppna intervjuer tillsammans med fem anställda hos det företag vi valt att här kalla LevereraMera. Tidigare forskning av Eriksson et al. (2002) samt av Schou (1991) visar att lönen är av betydelse för arbetsmotivationen, men att andra faktorer är av större betydelse samt att ingen faktor kan fungera isolerad från andra. Ingen av dessa studier väljer att inkludera fenomenet arbetskvalité samt är av kvantitativ karaktär, vilka är två motiv till denna studie. Den insamlade empirin analyseras med hjälp av studiens teoretiska ramverk, Herzbergs tvåfaktorteori och Skinners förstärkningsteori. Resultaten visar att det prestationsbaserade belöningssystemet som råder hos LevereraMera har en viss positiv effekt på medarbetarnas arbetsmotivation, men att den inte verkar isolerad från andra, också avgörande, faktorer. Det går inte att urskilja att belöningssystemet har en direkt negativ påverkan på medarbetarnas upplevda arbetskvalité. Något som dock framgår av studien är att upplevelsen av rättvisa samt viljan att samarbeta påverkas negativt av det rådande belöningssystemet, vilket kan leda till en indirekt negativ påverkan på företagets generella arbetskvalité."När pengarna rullar in är man motiverad" is a bachelorthesis in Sociology written by Olivia Pettersson and My Andersson. The purpose of the study is to investigate a performance-based reward system and its effects on motivation and perceived job quality, this by doing a case study of a staffing and recruitment company in Stockholm. The study is qualitative and was carried out with the help of thematically open interviews with five employees of a company we have chosen to call LevereraMera. Previous research by Eriksson et al. (2002) and by Schou (1991) show that the salary is of importance for work motivation, but that other factors are more important and that no factor can work in isolation from others. None of these studies choose to include the phenomenon of labor quality and they are of a quantitative nature, which are two motives for this study. The collected empirical data was analyzed using the theoretical framework, Herzberg’s two-factor theory and Skinner’s reinforcement theory. The results show that the performance-based reward system used at LevereraMera has some positive effect on employee motivation, but it does not function isolated from other, also decisive, factors. It is not possible to discern that the reward system has a direct negative impact on employees' perceived job quality, what is however clear from the study is that the perception of fairness and willingness to cooperate is adversely affected by the current reward system, which can lead to an indirect negative impact on the company's general labor quality.
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Pekkari, Annika. "”Resultatbaserad lön genomsyrar allt” : En kvalitativ studie av fastighetsmäklares uppfattningar om resultatbaserad lön." Thesis, Luleå tekniska universitet, Institutionen för ekonomi, teknik och samhälle, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-79323.
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Syftet med denna studie är att studera fastighetsmäklares uppfattningar om löneformen endast resultatbaserad lön och dess betydelse för deras livssituation. För att kunna uppfylla studiens syfte undersöks även hur löneformen kan förstås och förklaras utifrån tidstypiska samhällstrender och processer. Vidare studeras fastighetsmäklares uppfattningar om löneformens betydelse för deras yrkes- och privatliv samt önskvärda löneformer i framtiden. Studien har en kvalitativ forskningsansats, baserad på hermeneutisk tolkning av intervjuer med åtta yrkesverksamma och före detta yrkesverksamma manliga och kvinnliga fastighetsmäklare. Resultatet visar att löneformen upplevs inverka på de intervjuade fastighetsmäklarnas livssituation främst utifrån att den bidrar till gränslöst arbete, vilket kan ha negativ inverkan på fastighetsmäklarnas möjligheter och förutsättningar till privatliv och fritid. Löneformen kan samtidigt tolkas ha positiv inverkan på fastighetsmäklarnas upplevelse av balans mellan ansträngning och belöning. Resultatet indikerar att löneformen kan tolkas som ett uttryck på mikronivå för övergripande samhällstrender och processer såsom globalisering, teknisk utveckling och individualiseringsprocesser som sker på makronivå. Avslutningsvis visar resultatet att framtidens löneformer förespås utgöras av resultatbaserad lön, med eller utan en fast lönedel.The purpose of this study is to study the real estate agents' perceptions of the wage form only results-based salary and its significance for their life situation. In order to fulfill the purpose of the study, we also examine how the wage form can be understood and explained on the basis of time-typical societal trends and processes. Further, real estate agents' perceptions of the significance of the wage form are studied in regards to their professional and private lives as well as desirable wage forms in the future. The study has a qualitative research approach, based on hermeneutic interpretation of interviews with eight active and former active male and female real estate agents. The result shows that the wage form is considered to be of significance to the interviewed real estate agents' life situation, mainly because it contributes to boundless work, which can have a negative impact on the real estate agents' opportunities and conditions for private life and leisure. At the same time, the wage form can be interpreted to have a positive impact on the real estate agents' experience of balance between effort and reward. The result indicates that the wage form can be interpreted as a micro-level expression of the overall societal trends and processes occurring at macro level such as globalization, technological development and individualization processes. Finally, the results show that the future wage form are predicted to consist of results-based salary, with or without a fixed salary component.
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Doucette, Wendy C., and Rebecca Tolley. "Reward Student Accomplishments: Start a Scholarship at Your Library!" Digital Commons @ East Tennessee State University, 2019. https://dc.etsu.edu/etsu-works/5371.
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Funding a scholarship is a great opportunity to involve your Friends, board of trustees, or other cooperative partners in furthering the professional development degree goals of your organization. Many of us have highly motivated workers who are seeking a degree. Awarding student scholarships can help allay their loan burdens while raising the library’s profile as an active agent in supporting education. At East Tennessee State University, Sherrod Library rewards our best undergraduate workers with a Student Worker scholarship. In Fall 2016, we created an additional scholarship for our graduate assistants as well as a scholarship for excellence in library research for graduate students. We will discuss the timeline, criteria, rubrics, and selection process for these awards, our experience working with our advancement office, and ideas for soliciting potential community donors to underwrite scholarships. Marketing and promotion strategies will also be discussed.
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Touaiti, Balsam. "Emotional labor in the workplace : impact on individual and organizational health." Electronic Thesis or Diss., Aix-Marseille, 2023. http://www.theses.fr/2023AIXM0015.
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Le travail émotionnel est un sujet de recherche populaire parmi les chercheurs de service. Dans cette thèse, nous proposons d'étudier l'impact des antécédents externes et internes au travail sur la santé individuelle et organisationnelle via le travail émotionnel. Dans le premier article, nous soulignons l'interaction entre les facteurs individuels et organisationnels en suggérant que le déséquilibre effort-récompense booste les processus de régulation émotionnelle et qu’il a un effet délétère sur l'engagement organisationnel. Nos résultats de l'étude 1 et de l'étude 2 suggèrent que le travail émotionnel peut expliquer les effets néfastes du déséquilibre effort-récompense et que l'autonomie peut atténuer l'épuisement professionnel. Compte tenu de la complexité des processus émotionnels, nous utilisons une conception à méthodes mixtes pour enquêter sur nos préoccupations dans le deuxième article. Les résultats de l'étude 1 identifient des caractéristiques du travail qui affectent la santé professionnelle et suggèrent des hypothèses. Dans l'étude 2, nous confirmons que le travail émotionnel explique les effets de l’autonomie et la récompense et que l'indulgence culturelle modère certains de ces effets. Dans le troisième article, nous mettons en évidence l'impact des facteurs individuels sur la santé au travail. Nous proposons d'examiner si les compétences transversales stimulent la santé au travail au quotidien. Une conception longitudinale à trois décalages temporels suggère que le travail émotionnel peut expliquer l'influence de la compétence interpersonnelle liée à la pleine conscience et que le soutien organisationnel peut réduire l'épuisement émotionnelEmotional labor has been an in demand research subject among service researchers. In this thesis, we propose to study the impact of external and internal antecedents in the workplace on individual and organizational health through emotional labor. In the first article, we focus on the interaction between individual and organizational factors. We extend the effort-reward imbalance model by suggesting it boosts the emotional regulation processes and effects deleteriously the organizational commitment. Our results from study 1 and study 2 suggest that emotional labor may explain the adverse effects of effort-reward imbalance and that job autonomy may mitigate burnout. Given the complexity of emotional processes, we use a mixed-methods design to investigate our concerns in the second article. The findings of study 1 identify a number of job features that affect workplace health and suggest hypotheses. In study 2, we confirm that emotional labor may explain the effects of autonomy and reward and that cultural indulgence moderates some of these effects. In the third article, we highlight the impact of individual factors on occupational health. We propose to examine whether transversal competences boost occupational health in everyday-life. A three-time-lagged design suggest that emotional labor may explain the influence of interpersonal competence related to mindfulness and that organizational support can decrease emotional exhaustion
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Roche, Alexis. "Reconnaissance et performance : proposition du concept de reconnaissance activatrice et d'un modèle intégrateur." Thesis, Lyon 3, 2013. http://www.theses.fr/2013LYO30011/document.
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La reconnaissance touche toutes les personnes et de nombreux domaines. La complexité sémantique du concept tend à rendre floues sa représentation et son utilisation. Le concept de reconnaissance s’inscrit dans des interrogations transdisciplinaires: philosophiques, psychologiques, sociologiques, biologiques et anthropologiques en particulier. Ce concept est de plus en plus utilisé en sciences de gestion. À l’heure du multiculturalisme, des crises économiques, d’une gestion de plus en plus impersonnelle de l’humain, et de la perte de sens du travail, les chercheurs et praticiens s’interrogent sur les modalités d’une bonne reconnaissance et sur les coûts engendrés par les défauts de reconnaissance au travail. En effet, replacer l’Homme au cœur du travail et assurer le respect réciproque des différents acteurs, non-hiérarchiques comme hiérarchiques, devient une nécessité.Cet objet de recherche est encore émergent en sciences de gestion. Il est pourtant au fondement de phénomènes d’actualité, notamment la gestion de la diversité et de la responsabilité sociale. Il est donc la cible d’enjeux moraux. Au regard des impacts liés à la dépersonnalisation du travail, de plus en plus d’individus, du haut en bas de la hiérarchie dans les organisations, s’interrogent sur les enjeux sociaux et économiques du manque de reconnaissance et de la gestion de la reconnaissance. Cette thèse vise à mettre en évidence les liens forts qui existent entre la reconnaissance et la performance, notamment lorsque les organisations visent une performance socio-économique durable.La première partie explicite les fondements conceptuels et méthodologiques de la recherche, et présente nos terrains d’expérimentations. Le concept de reconnaissance est abordé sous un angle polysémique et transdisciplinaire. La justification de la méthodologie, l’exploitation de plus de 400 entretiens, issus de 12 organisations, avec l’ensemble des catégories de personnel, et l’étude de deux cas longitudinaux, attestent de la robustesse du travail de recherche.La seconde partie explique l’origine socialement construite de la reconnaissance au regard de l’histoire de chaque individu. Elle analyse sa dimension perceptive et symbolique. Nous proposons une nomenclature du système de reconnaissance et inventorions un certain nombre de facteurs transversaux qui influencent les perceptions de reconnaissance et leurs impacts sur les sentiments de satisfaction et d’insatisfaction. Enfin, nous étudions l’influence de trois variables (la taille de l’organisation, le niveau hiérarchique et le secteur d’activité) sur les attentes de reconnaissance.La troisième partie analyse deux cas longitudinaux et établit des liens entre la reconnaissance et la performance. Nous évaluons les coûts liés aux mauvaises pratiques de reconnaissance et au manque de reconnaissance. Nous catégorisons deux systèmes de reconnaissance dialectiques présents dans les organisations et apportons des résultats relatifs aux pratiques mises en place. Nous proposons enfin des pistes d’amélioration de la reconnaissance, pour développer une performance socio-économique durable à travers l’élaboration du concept de « reconnaissance activatrice »Recognition affects every one in a lot of situation. Because it’s semantic complexity, the concept is not easy to clearly define and use it. Miscellaneous branches as : Philosophy, psychology, Sociology, Biology or Anthropology, are wondering by this concept of recognition. This concept is still used more and more by the Management Sciences. This period is marked by development of multiculturalism, the appearance of economic crisis, an increase of impersonal management of the human being and a loss of work sense. So, researchers and practitioners are thinking about the way over to set forth right recognition rules and about the costs created by the defects of recognition at work. Indeed, it becomes a necessity to place Man into the heart of the work and secure a mutual respect between the various actors, hierarchical or not.This research object is emerging in the field of Management Sciences. However, it is the basis of currents events, especially concerning the diversity management and the social responsibility. So, the subject is really at the focal point of moral stakes. Facing the impacts sourced by the depersonalization into the working organizations, more and more people from the bottom to the top of theirs hierarchy are questioning on the social and economic stakes coming from missing recognition and recognition management. This thesis aims at to place in an obvious position the strong links existing between recognition and performance, especially when the organizations want sustainable socioeconomic performances.The first part of the thesis clarify the abstract and methodological bases of these investigations and set out our experimentations fields. The recognition concept is approached under a polysemic and interdisciplinary angle. The justification of the methodology, the exploitation of more than 400 interviews from 12 organizations with the whole employee’s grades and the study of two longitudinal cases testify the robustness of the research work.The second part explain the socially constructed origin of recognition according to the history of each person. It analyzes its perceptive and symbolical aspects. We propose a list of the system of recognition and make an inventory of several transverse factors acting upon the recognition perceptions and their impacts on the feelings of satisfaction and dissatisfaction. At last, we study the influence of three variables : the organization size, the hierarchical level and the business branch, upon the recognition expectations.The third part analyzes two longitudinal cases and establishes links between recognition and performance. We estimate the costs connected to the bad practices in recognition and to the lack of recognition. We categorize two dialectical recognition systems into the organizations and bring results according to these practices. At last, we suggest some possibilities for a recognition enhancement aiming to develop sustainable socioeconomic performances by the elaboration of concept : « activating recognition »
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Duvdahl, Jenny, and Vinnberg Linnea Willebrand. "Konsten att motiveras : En kvalitativ studie om vad säljare anser vara viktigt för deras motivation." Thesis, Södertörns högskola, Företagsekonomi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-31773.
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Syfte: Syftet med uppsatsen är att få en ökad förståelse för vad som motiverar säljare, studien ämnar undersöka hur säljares motivation påverkas av belöningssystem och det sociala samspelet i form av; tävlingar, interaktion med kollegorna och utvecklingsmöjligheter. Metod: För att samla in material till studien har semi-strukturerade intervjuer används. I studien har åtta säljare intervjuats. Slutsatser: Studien har visat att kollegor och feedback är viktigt för våra respondenters motivation på arbetsplatsen. Viljan att gå till arbetet påverkas av relationerna till kollegorna. Feedback är viktigt för motivationen till arbetet. Kollegornas feedback värmer medan chefens feedback fungerar mer som en sporre till att arbeta hårdare. Provision, tävlingar och utvecklingsmöjligheter är något som motiverar flertalet av våra respondenter. Provisionen är en morot för de flesta och tävlingar gör det lite roligare för de anställda. Utvecklingsmöjligheter är viktigt för majoriteten av studiens respondenter.Purpose: The purpose of this paper is to obtain a better understanding of what motivates salespeople, the study aims to investigate how the motivation of salespeople is influenced by reward systems and social interaction in the form of; competitions, interaction with colleagues and development opportunities. Methodology: To collect material for the study semi-structured interviews has been used. Eight salespersons were interviewed. Conclusions: The study has shown that for our study’s respondents colleagues and feedback is the most important source of motivation in the workplace. The will to go to work is influenced by relationships with colleagues while the feedback is important for the motivation to work. Colleagues' feedback is warming while the manager's feedback acts more as an incentive to work harder. Commissions, competitions and development is something that motivates the majority of our respondents. The commission is a carrot for the majority and competitions make it more fun for employees. Development opportunities are important for the majority of the study respondents.
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Juránková, Tereza. "Motivační systém ve vybrané společnosti." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2018. http://www.nusl.cz/ntk/nusl-377612.
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This master's thesis summarizes the theoretical knowledge about employees motivation and explains the basic terms connected with this issue. It describes the current trends of employees' requests in the field of motivation system and analyzes the current state of the selected company using a questionnaire survey. On the basis of the identified shortcomings changes are proposed in the incentive system, which should lead to better recruitment and retention of existing employees.
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Fox, James J., M. LaPaglia, N. Miller, J. Wehby, A. P. Juarez, and B. Davis. "Debate: The Use of Rewards or Incentives." Digital Commons @ East Tennessee State University, 2015. https://dc.etsu.edu/etsu-works/159.
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Fox, James, Michael LaPaglia, Neal Miller, and Joseph Wehby. "Debate: the Use of Rewards or Incentives." Digital Commons @ East Tennessee State University, 2015. https://dc.etsu.edu/etsu-works/4178.
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Two educational consultants are tasked with helping a classroom with students of varying abilities and skills. One is a behavior analyst; the other is not. The classroom is currently using a standard 'behavior system,' i.e., response cost and inconsistent delivery of praise. The behavior analyst recommends a dynamic reinforcement system, wherein student behavior is reinforced for meeting behavioral expectations as defined and taught in accordance with the school rules. The other educational consultant objects to this approach on the grounds that it manipulates students, makes them overly dependent on tangible/social reinforcement, erodes intrinsic motivation, and diminishes a child's overall pleasure. Which consultant is right? Should we use incentives and rewards to change people's behavior? Two teams will face off in a structured debate on this issue.
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Wait, Sasha Ann. "Investigation into the relationship between intrinsic motivation, intrinsic rewards, extrinsic rewards and work engagement among teachers in South Africa." Thesis, Nelson Mandela University, 2017. http://hdl.handle.net/10948/13557.
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The primary objective of this mini-dissertation was to investigate whether a relationship exists between rewards, intrinsic motivation, work engagement among school teachers in South Africa. A further aim was to determine if work engagement has a moderating effect on the relationship between rewards and intrinsic motivation. The researcher further investigated whether demographic differences occurred across the three constructs studied. The study made use of quantitative research to achieve the above-mentioned objectives. The researcher made use of Ulrechs Work Engagement Scales (UWES), Intrinsic Work Motivation Scale (IWMS) and the Organisational Rewards Scale (ORS) to measure the mentioned relationships. The ORS was qualitatively piloted on a sample of primary school teachers in a Non-governmental institution. After refinement, a composite questionnaire was electronically completed by 207 teachers within South Africa. Data analysis was conducted in the form of descriptive and inferential statistics, including Cronbach’s alpha testing, Pearson’s Product Moment Correlations, t-tests, analysis of variance and structural equation modelling. The quantitative findings suggested that rewards lead to higher levels of Work Engagement, which in turn causes higher levels of Intrinsic Motivation. Thus, there was full mediation of rewards onto intrinsic rewards through work engagement From a demographics perspective, practically significant differences were discovered between NGO’s and Government High Schools for Rewards. In addition to these results, age differences were discovered across Work Engagement and job level differences were discovered for Intrinsic Motivation, together with significant correlations between the three constructs. These results theoretically contribute to the validation of the newly developed Intrinsic Work Motivation Scale. Furthermore, the results make a valuable contribution to the field of rewards management for teachers in South Africa.
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Warneke, Kirsten Ruth. "Perceptions of internal rewards equity, equity sensitivity, psychological capital and work engagement." Thesis, Nelson Mandela Metropolitan University, 2016. http://hdl.handle.net/10948/4193.
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Psychological capital and work engagement, both constructs rooted in positive psychology, have been associated with positive outcomes in the workplace, such as better job performance and organisational citizenship behaviours. The rewards practices of organisations have not been widely studied in relation to these positive psychological constructs, despite the clear importance of understanding how the way that employees are rewarded serves to motivate behaviour in the workplace. This study sought to bring together two rewards-centred constructs, namely, the perceptions of equity of rewards and the equity sensitivity of employees, and the two positive psychological constructs of psychological capital and work engagement, with the aim of understanding how these constructs relate to each other and, ultimately, discerning how reward systems might best be aligned to improve employee performance. A theoretical model was constructed based on a review of relevant literature, and eight hypotheses were set to test the model. This research took the form of a cross-sectional design, using a composite questionnaire to measure psychological capital, work engagement, equity sensitivity and perceptions of equity in rewards by means of a self-report electronic survey. Employees at a South African university were invited to participate in the study by means of an emailed invitation, and a sample of 305 respondents was achieved. Data analysis was conducted using descriptive and inferential statistics, which included frequency tables, Cronbach’s alpha testing, Pearson’s Product-Moment Correlations, chi-square tests, t-tests, analysis of variance, hierarchical regression analysis, confirmatory factor analysis, and structural equation modelling. The results of the survey showed that respondents had high levels of psychological capital with the exception of the medium scores on the Optimism dimension; levels of work engagement were high overall; responses regarding the perceptions of equity of rewards relating to promotions were most negative, with the rest of the perceptions of equity of rewards dimensions being scored neutrally; and scores for equity sensitivity showed a tendency toward a benevolent disposition. Significant differences were found between demographic groups in the sample for all of the constructs under investigation. Evidence was found in support of the hypothesised relationships in the theoretical model, with the exception of the hypothesised link between equity sensitivity and the perceptions of equity of rewards. The hypotheses regarding moderation relationships were not accepted, based on the results of the hierarchical regression analysis. Structural equation model testing resulted in unsatisfactory fit of the statistical model. Confirmatory factor analysis results provided support for the acceptability of the Equity Sensitivity Instrument, Utrecht Work Engagement Scale and Psychological Capital Questionnaire for use on a South African sample. As far as it could be ascertained, the constructs under investigation have not been examined together before. The study therefore contributes uniquely to the existing body of positive organisational behaviour research, and begins to fill the gap identified in the Rewards literature. A number of recommendations for researchers and for organisations stemming from the study are put forward.
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Ahlgren, Rikard, and Wictor Dörrich. "Processutveckling av förslagsverksamheten vid GKN Aerospace Sweden." Thesis, Högskolan Väst, Avdelningen för maskinteknik och naturvetenskap, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:hv:diva-7811.
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Företagsvärlden omfattas av hård konkurrens som kräver en ständig utveckling av produkter, personal och verksamheten. Utvecklingen sker på bekostnad av hårda krav i arbetsbeskrivningar där ständigt förbättringsarbete ingår i arbetsrollen hos individerna. För att kunna sammanlänka ständiga förbättringar med verksamhetens välmående behövs ett strukturerat förbättringsarbete i form av en väl fungerande förslagsverksamhet. Förslagsverksamhetens syfte är att utnyttja erfarenheter och kunskaper från alla medarbetare genom att stimulera individernas kompetens och idégenerering för att sedan bidra med innovativa och konkurrensmässiga förbättringsförslag. Personal är en resurs som omfattar säregna kunskaper som inget annat företag kan kopiera, därför bör den användas till högsta grad. Syftet med examensarbetet är att kartlägga och ange förbättringsåtgärder för förslagsverksamhetsprocessen vid GKN Aerospace Sweden AB i Trollhättan. Arbetet bestod av en inledande litteraturstudie som innehöll indirekta och direkta faktorer som påverkar förbättringsarbetet med en koppling till förslagsverksamheters funktioner. För att konkretisera den teoretiska referensramen om verktygens innebörd till förbättringsarbetet utfördes en teoretisk samt en praktisk benchmarking. Företagets nuvarande förslagsverksamhet kartlades och analyserades för att sedan bygga en grund för kommande förbättringsförslag.GKN Aerospace Sweden är en del av GKN-koncernen som är verksam i fler än 30 länder runt om i världen och har ca 50 000 anställda. Företaget tillverkar komponenter till flyg- och raketmotorer samt utför service och underhåll. I dagsläget arbetar GKN Aerospace med en förslagsverksamhet som är beroende helt av ett internt IT-system och har en medelledtid på 43 veckor till beslut om belöning och åtgärd. Belöningar för förslag som inkommer är ekonomiska och beräknas fram genom en specifik belöningsformel. Hela förslagsverksamhetsprocessen är omfattande och i den ingår flertalet loopar för behandling av förslag. Examensarbetet resulterade i förbättringsförslag utifrån studier och nulägesanalys men skiljs åt från det förväntade målet att förbättra och utveckla nuvarande system. Problemet som uppkom var att nuvarande system inte stödjer verksamhetens förväntningar på förslagsverksamheten. Det resulterade i att ett helt nytt system med tillhörande rutiner och belöningsriktlinjer togs fram för att skapa incitament och högre motivation för inlämnandet av förbättringsförslag. Förbättringsförslagen mynnade ut i: avsatt tid, förbättringsarbete i grupp, uppstartsmöte, ny process, underlag för utveckling av nytt IT-system, ekonomisk och symbolisk belöning.The business world is constantly subject to intense competition that requires continuous development of products, personnel and operations within the company. The development towards a better state comes at the expense of strict requirements in job descriptions where continuous improvement is part of the working role of individuals. In order to link the continuous improvement of the business well-being, there is a need of structured work for improvement in ways of a well-functioning suggestion scheme. Suggestion schemes main purpose is to utilize the experience and knowledge of all employees by encouraging individuals' skills and creativity, which will contribute with innovative and competitive suggestions. Personnel is a resource that covers particular knowledge that no other company can copy; therefore it should be utilized to the maximum extent possible. The aim of the project is to identify and specify improvement measures for the suggestion scheme at GKN Aerospace Sweden AB in Trollhättan. The work consisted of an initial literature review, which included direct and indirect factors effecting the continuous improvement with linkage to the proposed suggestion scheme. In order to concretize the theoretical framework of the tools main purpose for the continuous improvement, a theoretical and a practical benchmarking was utilized. The company's current suggestion scheme was mapped and analyzed, and a foundation for future improvements was established.GKN Aerospace Sweden is part of the GKN Group, which operates in more than 30 countries around the world and employs about 50 000 individuals. The company manufactures components for aircraft and rocket engines, as well as service and maintenance. In the current situation GKN Aerospace manages a suggestion scheme that depends entirely on an internal IT system and has an average lead time of 43 weeks until a decision is made. The reward system for received suggestions is an economic reimbursement calculated through a complex formula. The entire suggestion scheme process is extensive and includes several loops for conducting the evaluation of suggestions. The thesis resulted in improvement propositions based on studies and situation analysis, but differs from the expected target to improve and develop the current system. The problem that arose was that the current system does not support the company's expectations for the suggestion scheme process. It resulted in a completely new system with associated procedures and reward guidelines were developed to create incentives and higher motivation for the submission of suggestions for improvement. The improvement propositions resulted in: dedicated time for improvements, group-based activities for continuous improvements, start-up meetings, new process, basis for the development of a new IT system, economic and symbolic rewards.Date: 2015-
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Morris, Robyn Joy. "Employee work motivation and discretionary work effort." Thesis, Queensland University of Technology, 2009. https://eprints.qut.edu.au/31725/1/Robyn_Morris_Thesis.pdf.
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The focus of this thesis is discretionary work effort, that is, work effort that is voluntary, is above and beyond what is minimally required or normally expected to avoid reprimand or dismissal, and is organisationally functional. Discretionary work effort is an important construct because it is known to affect individual performance as well as organisational efficiency and effectiveness. To optimise organisational performance and ensure their long term competitiveness and sustainability, firms need to be able to induce their employees to work at or near their peak level. To work at or near their peak level, individuals must be willing to supply discretionary work effort. Thus, managers need to understand the determinants of discretionary work effort. Nonetheless, despite many years of scholarly investigation across multiple disciplines, considerable debate still exists concerning why some individuals supply only minimal work effort whilst others expend effort well above and beyond what is minimally required of them (Le. they supply discretionary work effort). Even though it is well recognised that discretionary work effort is important for promoting organisational performance and effectiveness, many authors claim that too little is being done by managers to increase the discretionary work effort of their employees. In this research, I have adopted a multi-disciplinary approach towards investigating the role of monetary and non-monetary work environment characteristics in determining discretionary work effort. My central research questions were "What non-monetary work environment characteristics do employees perceive as perks (perquisites) and irks (irksome work environment characteristics)?" and "How do perks, irks and monetary rewards relate to an employee's level of discretionary work effort?" My research took a unique approach in addressing these research questions. By bringing together the economics and organisational behaviour (OB) literatures, I identified problems with the current definition and conceptualisations of the discretionary work effort construct. I then developed and empirically tested a more concise and theoretically-based definition and conceptualisation of this construct. In doing so, I disaggregated discretionary work effort to include three facets - time, intensity and direction - and empirically assessed if different classes of work environment characteristics have a differential pattern of relationships with these facets. This analysis involved a new application of a multi-disciplinary framework of human behaviour as a tool for classifying work environment characteristics and the facets of discretionary work effort. To test my model of discretionary work effort, I used a public sector context in which there has been limited systematic empirical research into work motivation. The program of research undertaken involved three separate but interrelated studies using mixed methods. Data on perks, irks, monetary rewards and discretionary work effort were gathered from employees in 12 organisations in the local government sector in Western Australia. Non-monetary work environment characteristics that should be associated with discretionary work effort were initially identified through a review of the literature. Then, a qualitative study explored what work behaviours public sector employees perceive as discretionary and what perks and irks were associated with high and low levels of discretionary work effort. Next, a quantitative study developed measures of these perks and irks. A Q-sorttype procedure and exploratory factor analysis were used to develop the perks and irks measures. Finally, a second quantitative study tested the relationships amongst perks, irks, monetary rewards and discretionary work effort. Confirmatory factor analysis was firstly used to confirm the factor structure of the measurement models. Correlation analysis, regression analysis and effect-size correlation analysis were used to test the hypothesised relationships in the proposed model of discretionary work effort. The findings confirmed five hypothesised non-monetary work environment characteristics as common perks and two of three hypothesised non-monetary work environment characteristics as common irks. Importantly, they showed that perks, irks and monetary rewards are differentially related to the different facets of discretionary work effort. The convergent and discriminant validities of the perks and irks constructs as well as the time, intensity and direction facets of discretionary work effort were generally confirmed by the research findings. This research advances the literature in several ways: (i) it draws on the Economics and OB literatures to redefine and reconceptualise the discretionary work effort construct to provide greater definitional clarity and a more complete conceptualisation of this important construct; (ii) it builds on prior research to create a more comprehensive set of perks and irks for which measures are developed; (iii) it develops and empirically tests a new motivational model of discretionary work effort that enhances our understanding of the nature and functioning of perks and irks and advances our ability to predict discretionary work effort; and (iv) it fills a substantial gap in the literature on public sector work motivation by revealing what work behaviours public sector employees perceive as discretionary and what work environment characteristics are associated with their supply of discretionary work effort. Importantly, by disaggregating discretionary work effort this research provides greater detail on how perks, irks and monetary rewards are related to the different facets of discretionary work effort. Thus, from a theoretical perspective this research also demonstrates the conceptual meaningfulness and empirical utility of investigating the different facets of discretionary work effort separately. From a practical perspective, identifying work environment factors that are associated with discretionary work effort enhances managers' capacity to tap this valuable resource. This research indicates that to maximise the potential of their human resources, managers need to address perks, irks and monetary rewards. It suggests three different mechanisms through which managers might influence discretionary work effort and points to the importance of training for both managers and non-managers in cultivating positive interpersonal relationships.
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Song, Chanho. "AN EXPERIMENTAL TEST OF THE PERFORMANCE OF REFERRAL REWARD PROGRAMS." Kent State University / OhioLINK, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=kent1429129094.
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Venketsamy, Aveshan. "Intrinsic motivation and innovative work behaviour : the role of organisational support and informational rewards." Diss., University of Pretoria, 2020. http://hdl.handle.net/2263/80422.
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An employee’s innovative work behaviour plays an instrumental role in organisational performance. At the individual level, previous research has shown that intrinsic motivation may influence this kind of discretionary behaviour. However, the role of organisational factors in this relationship is not well understood. This study investigates empirically how two organisational factors, namely organisational support for innovation and informational extrinsic rewards, affect employee innovative work behaviour and the relationship between intrinsic motivation and innovative work behaviour. Survey data from 150 knowledge workers employed in large firms within South Africa confirmed that intrinsic motivation is positively related to innovative work behaviour. Both organisational support and informational extrinsic rewards was also found to positively affect innovative work behaviour. However, whilst organisational support positively moderated the relationship between intrinsic motivation and innovative work behaviour, informational extrinsic rewards had a negative moderating effect. The theoretical and practical implications of these findings are further discussed in this paper. This study contributes to the growing understanding of the antecedents of employee innovative work behaviour in organisations.Mini Dissertation (MBA)--University of Pretoria, 2020.
Gordon Institute of Business Science (GIBS)
MBA
Unrestricted
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Dahlquist, Johanna. "Yrkesinriktad self-efficacy och Arbetsengagemang." Thesis, Linnéuniversitetet, Institutionen för psykologi (PSY), 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-64454.
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Work engagement has a number of positive effects that benefit companies, and it may therefore be interesting to investigate what precedes work engagement. The purpose of the study was to investigate the relationship between occupational self-efficacy and occupational work engagement. In order for the study to provide a picture of all of Sweden, a number of counties were selected around the country. Randomized managers from each county were asked to forward an e-mail with an information letter and a survey to the employment officers over which he or she was manager. When the employment officers (N = 163) had responded the surveys, a multiple regression analysis was made. The result showed that the relation between occupational self-efficacy and work engagement was close to moderate. In conclusion, there was a discussion about how employers can increase their employees' occupational self-efficacy. Practical guidelines on how to achieve this was also presented along with other previous research.Arbetsengagemang har en mängd positiva effekter som gynnar företag, och det kan därför vara intressant att undersöka vad som föregår arbetsengagemang. Syftet med studien var att undersöka sambandet mellan yrkesinriktad self-efficacy och arbetsengagemang. För att studien skulle ge en bild av hela Sverige valdes ett antal län runt om i landet ut. Slumpmässigt utvalda chefer från varje län ombads vidarebeforda ett mail med ett informationsbrev och en enkät till arbetsförmedlarna som denne var chef över. När arbetsförmedlarna (N = 163) svarat på enkäterna gjordes en multipel regressionsanalys. Resultatet visade att det fanns ett knappt måttligt samband mellan yrkesinriktad self-efficacy och arbetsengagemang. Avslutningsvis förs en diskussion om hur arbetsgivare kan höja sina medarbetares yrkesinriktade self-efficacy. Praktiska riktlinjer på hur detta kan uppnås presenterades även, tillsammans med tidigare forskning.
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Lindbohm, Adrian. "Actively Working with Sustainability: What are the Rewards? : Rewards, Premiums and the Future of Sustainability." Thesis, KTH, Fastigheter och byggande, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-254736.
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Global warming is becoming an increasingly pressured problem for the climate and worldeconomy. The trend and importance of sustainability is growing and is a heavily researchedarea. Real estate accounts for approximately 40% of global energy consumption and 33% ofcarbon emissions. Naturally, the potential and significance of sustainability is an increasinglyimportant topic within the sector.On the foundation of global climate change, this thesis aims to uncover the financial benefitsof active sustainability work for listed real estate companies on the Stockholm StockExchange. Previous research within the field has focused heavily on tangible sustainabilitywork and the effects on the property level rather than the company level by primarily usingquantitative research methods. This paper combines a quantitative and qualitative researchmethod to dig deeper into the market's view of financial effects given to real estate companiesworking actively with sustainability.The study commenced with a panel data regression model analysis where a dummy for activesustainability work in the form of membership in the organisation GRESB was used todetermine the financial effects of active sustainability work on the daily total return index.GRESB guides members in their work with sustainability where membership indicates a willto improve. Results landed in a random effects model which showed that GRESB is positiveand significant for daily total return index, explaining 3% of development. Results from thequantitative study were used in the qualitative research method when designing an interviewguide for semi-structured interviews.It can be concluded that active sustainability work has positive effects on the total return oflisted real estate companies in Sweden. Sustainability work differs in its effectiveness andsuitability depending on the real estate companies size and core business area. GRESB islikely to be an umbrella for other sustainability-related factors and future research shouldexpand the number of sustainability variables used for analysis. There is no universal workmodel for sustainability and every organisation needs to design their sustainability strategywith regards to their business. Organisations seeking sustainability rewards should aim to domore than the minimum needed; real estate companies at the top of sustainability brackets arethe ones receiving the highest portion of the rewards.Den globala uppvärmningen är ett alltmer pressande problem för klimatet ochvärldsekonomin. Trenden och vikten av hållbarhet växer och är ett stort forskningsområde.Fastigheter står för cirka 40% av den globala energiförbrukningen och 33% avkoldioxidutsläppen. Potentiallen och betydelsen av hållbarhet är ett fortsatt viktigt ämne inombranschen.På grunden av globala klimatförändringar syftar denna uppsats till att utvärdera deekonomiska belöningarna av aktivt hållbarhetsarbete för börsnoterade fastighetsbolag påstockholmsbörsen. Tidigare forskning inom området har fokuserat på reellt hållbarhetsarbeteoch dess effekter på fastighetsnivå snarare än företagsnivå genom att främst utnyttjakvantitativa forskningsmetoder. I denna studie kombineras en kvantitativ och kvalitativforskningsmetod för att gå djupare in i marknadens syn på de finansiella belöningar som gestill fastighetsbolag som arbetar aktivt med hållbarhet.Studien inleddes med en panel data regressionsanalys där en dummy för aktiv hållbarhet iform av medlemskap i organisationen GRESB användes för att bestämma de ekonomiskaeffekterna av aktivt hållbarhetsarbete på dagligt avkastningsindex. GRESB guidarmedlemmar i sitt arbete med hållbarhet där medlemskap i organisationen indikerar en vilja attförbättras. Resultaten landade i en random effects model som visade att GRESB är positivtoch signifikant för dagligt avkastningsindex med en förklaringsgrad om 3% av utvecklingen.Resultatet från den kvantitativa forskningsmetoden användes i den kvalitativaforskningsmetoden för att utforma intervjuguiden som användes vid semistruktureradeintervjuer.Slutsatsen kan dras att aktivt hållbarhetsarbete har positiva effekter på dagligtavkastningsindex för börsnoterade fastighetsbolag i Sverige. Hållbarhetsarbete skiljer sig åt isin effektivitet och lämplighet beroende på fastighetsbolags storlek och affärsområden.GRESB är sannolikt ett paraply för andra hållbarhetsrelaterade faktorer och framtidaforskning bör utöka antalet hållbarhetsvariabler som används vid analys. Det finns ingenuniversell arbetsmodell för hållbarhet, varje organisation bör utforma sina hållbarhetstrategimed hänsyn till sin verksamhet. Organisationer som söker hållbarhetspremier bör syfta till attgöra mer än minimumkraven, fastighetsbolag på toppen av hållbarhetssfären är de som fården största delen av premierna.
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Slominski, Emily Ann. "Perspectives of Case Managers in Community-Based Elder Care: Work Roles, Stresses, Mediators, and Rewards." Oxford, Ohio : Miami University, 2008. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=miami1218046656.
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Rico, Samuel Lewis. "An exhortation to conquer an exegetical examination of the conquering/reward motif in the book of Revelation /." Theological Research Exchange Network (TREN), 2005. http://www.tren.com/search.cfm?p030-0154.
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Stanfill, Floyd A. "The extent of B̲H̲M̲A̲ judgment rewards and loses." Theological Research Exchange Network (TREN), 1986. http://www.tren.com.
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von, Uckermann Alexander, and Viktor Bergström. "Transaktionellt och transformativt ledarskap : Ur ett kvalitativt medarbetarperspektiv." Thesis, Högskolan i Gävle, Avdelningen för socialt arbete och psykologi, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-24304.
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The purpose of the study was to investigate what the personnel considers about transactional and transformational leadership regarding the leader's use of contingent reward, management by exception, charisma/inspirational leadership, intellectual stimulation and individualized consideration leadership. For this qualitative study, a semi- structured interview guide was used to investigate six employee perceptions of the leadership styles on a company in central Sweden. The result was analyzed by deductive thematic methodology to identify keywords linked to respective theme and subcategory based on the Bass Factor Model (1985) (Avolio, Bass & Jung, 1999) division of leadership. The result presents the personnel’s perspective and adds to the knowledge of the employees view on meaning and implication of leadership. The result gives a picture of both transactional and transformational leadership as oriented to satisfying the needs of the employees in a workplace. The findings can give the organization greater understanding of how leadership can be applied to the workplace according to employee interests.Syftet med studien var att undersöka vad personalen anser om transaktionellt och transformativt ledarskap avseende ledarens användande av villkorad belöning, leda genom avvikelser, karismatiskt/inspirerande, intellektualiserande och individualiserande ledarskap. För denna kvalitativa studie användes en semistrukturerad intervjuguide för att undersöka sex medarbetares uppfattningar av ledarskapsstilarna på ett företag i mellersta Sverige. Materialet analyserades genom deduktiv tematisk metod för att identifiera nyckelord kopplade till respektive tema och underkategori baserade på Bass faktormodell (1985) (Avolio, Bass & Jung, 1999). Resultatet presenterar personalens perspektiv på ledarskap och bidrar med kunskap om hur medarbetarna ser på betydelsen och tillämpningen av ledarskap. Det framkom en bild av både transaktionellt och transformativt ledararskap som inriktat på att tillfredsställa medarbetares behov i arbetslivet. Resultatet kan ge organisationen ökad förståelse för hur ledarskap kan tillämpas på arbetsplatsen enligt medarbetarnas intressen.