Thèses : « Monetary and non-monetary incentives »

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Chan, Christine W. Y. (Christine Wing Yuen) 1975. « Measuring non-monetary incentives using conjoint analysis ». Thesis, Massachusetts Institute of Technology, 1999. http://hdl.handle.net/1721.1/80052.

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Thesis (M.Eng.)--Massachusetts Institute of Technology, Dept. of Electrical Engineering and Computer Science, 1999.
Includes bibliographical references (leaves 70-71).
by Christine W.Y. Chan.
M.Eng.

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Stitt, Ryan D. « Identifying the Cost of Non-Monetary Incentives (ICONIC) ». Monterey, California : Naval Postgraduate School, 2009. http://edocs.nps.edu/npspubs/scholarly/MBAPR/2009/Dec/09Dec%5FStitt%5FMBA.pdf.

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"Submitted in partial fulfillment of the requirements for the degree of Master of Business Administration from the Naval Postgraduate School, December 2009."
Advisor(s): Gates, William R. ; Coughlan, Peter J. "December 2009." "MBA Professional report"--Cover. Description based on title screen as viewed on January 29, 2010. Author(s) subject terms: Retention Mechanisms, Non-Monetary Incentives, Assignment Modeling, Optimization, Linear Programming. Includes bibliographical references (p. 73-74). Also available in print.

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Choga, Ngonidzashe Nicholas. « The effects of monetary and non-monetary incentives on respondent attrition in longitudinal survey ». Master's thesis, Faculty of Science, 2019. http://hdl.handle.net/11427/31393.

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Longitudinal studies are essential for governments and organizations as they help in making decisions that are based on factual data. Longitudinal studies collect data repeatedly from a set of participants over a period of time, enabling the tracking and studying of entity behaviour at individual, organizational, and national levels. One major challenge facing longitudinal data collection is the attrition of subjects during the course of the study, which is the continuous loss of participants during a longitudinal survey due to verbal drop-outs and non-response. Attrition can render datasets useless due to incomplete entries, making it one of the most significant weaknesses of longitudinal surveys. In order to explore the effects of incentives on attrition, this research project studies the effects of monetary and non-monetary incentives on explicit (subject says s/he does not want to be part of the study) and implicit (non-response) attrition. In particular, this study uses telephonically delivered feedback, derived from participant responses, as non-monetary incentives. To measure the effects of incentives on attrition, the study gave four treatments groups —50 participants each—mobile credit, verbally delivered feedback, machine delivered feedback and no incentive. After monitoring their attrition, over a 12-week period that involved bi-weekly surveys, a generalised linear model and Cochran’s q-test were used to find that monetary incentives remain the strongest in under-served community settings. It was not only found that monetary incentive treatments completed the most surveys most weeks, but also had the least explicit attrition. Surprisingly it was also found that machine delivered feedback performed similarly to mobile credit when the cost, social impact and participant behaviour in terms of their survey completion and attrition is assessed.

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Zimmerman, Brooke Maura. « Integrating monetary and non-monetary reenlistment incentives utilizing the Combinatorial Retention Auction Mechanism (CRAM) ». Thesis, Monterey, Calif. : Naval Postgraduate School, 2008. http://edocs.nps.edu/npspubs/scholarly/theses/2008/Dec/08Dec%5FZimmerman.pdf.

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Thesis (M.S. in Management)--Naval Postgraduate School, December 2008.
Thesis Advisor(s): Gates, William R. ; Coughlan, Peter J. "December 2008." Description based on title screen as viewed on February 5, 2009. Includes bibliographical references (p. 173-177). Also available in print.

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Allgulin, Magnus. « Supervision and monetary incentives ». Doctoral thesis, Stockholm : Economic Research Institute, Stockholm School of Economics [Ekonomiska forskningsinstitutet vid Handelshögsk.] (EFI), 1999. http://www.hhs.se/efi/summary/525.htm.

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Rendon, Frank, Robert Wilson, Robert Colston et RWC Manpower Consulting. « Review of Quality as a Factor in Sailor Selection of Monetary and Non-Monetary Incentives ». Thesis, Monterey, California. Naval Postgraduate School, 2011. http://hdl.handle.net/10945/7066.

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EMBA Project Report
EXECUTIVE SUMMARY: Today's Navy is faced with a number of challenges in attracting and retaining the officers and enlisted personnel required to operate and maintain the technical equipment required to achieve mission success. Investment of time and dollars in training and qualifying individuals to drive ships, operate and maintain weapons systems, fly aircraft, operate nuclear power plants, and manage people can average several hundred thousand dollars by the completion of an initial four-year tour of duty. In some cases, it is not unusual to exceed a million dollar investment in training and development of a Sailor with very specialized skills. It is clearly in the Navy’s best interest to retain the skills and capabilities of the highly trained individuals for a career rather than invest in retraining personnel every four to six years. The research focused on the issue of quality of the officer or enlisted service member as determined by their fitness report rating of Early Promote (EP = 5), Must Promote (MP = 4) or Promotable (P = 3) and related that data to their selection of a monetary or non-monetary incentive at significant career decision points. The goal was to determine if the quality of the individual was related to whether they selected a monetary incentive or a non-monetary incentive. A limited number of these incentives were looked at in the research, specifically the Surface Warfare Officer Continuation Pay (SWOCP or “SWO bonus”) monetary incentive for officers, the Selective Reenlistment Bonus (SRB) monetary incentive for enlisted personnel, and the No-Cost Geographic Stability Permanent Change of Station (PCS) move non-monetary incentive for both officers and enlisted. While data was collected for each of these incentive programs, the data obtained for the enlisted personnel was inconsistent, and in thorough analysis. Based on the limited time available to complete this initial project, the research focused on the officer data related to the SRB and PCS moves is available and may be useable with some minor additional refinement of data structure but a future Capstone group, thesis student, or faculty researcher. Along the way, a new methodology was created to obtain personnel data without the Personal Identifiable Information (PII) being compromised. In addition, this new methodology provided a process to include officer and Sailor performances as it relations to the quality of individuals who take monetary and non-monetary incentives. Both of these new concepts proved valuable information to the project and can be used for future work that uses PII or quality as part of the required data set. Based on analysis of the officer data obtained, the key findings revealed: • The data covered 1,453 officers that executed a no-cost PCS during the time period. There does not appear to be a relationship between quality and these types of moves. • For the officers receiving a SWO bonus and ratings in the range of P, MP, and EP, over 75 percent of recipients received a most recent score of EP. • Even though a majority of SWO data revealed a quality component being applied to a bonus award, Navy still spent $3 million on 36 officers being evaluated as P and $0.4 million on 8 officers who no longer have a SWO designator over the three fiscal years reviewed. The project team recommends the following actions based on the outcome of this project: • Conduct further studies on other monetary incentives such as Aviator Continuation Pay, Nuclear Continuation Bonus and Tuition Assistance. Additionally, obtain more non- monetary incentive data such as base housing information and child development center enrollment. Compare the monetary and non-monetary data to the quality of the officers and Sailors receiving the incentive. • Analyze SRB and enlisted no-cost PCS move data to identify any similarities and differences in comparison to the SWO analysis conducted in this report. • Review SWO bonus policy to ensure that SWOs that apply for lateral transfer are currently not executing a SWO bonus contract.

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Tanner, Andreas. « Distributed resource management with monetary incentives ». [S.l.] : [s.n.], 2005. http://deposit.ddb.de/cgi-bin/dokserv?idn=976429969.

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Martins, Ana Filipa Barril. « Incentivos e benefícios dos gestores em PME's Portuguesas ». Master's thesis, Instituto Superior de Economia e Gestão, 2016. http://hdl.handle.net/10400.5/13167.

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Mestrado em Contabilidade, Fiscalidade e Finanças Empresariais
Este estudo contribui para uma melhor compreensão dos fatores associados à atribuição de incentivos (monetários e não monetários) e benefícios aos gestores em PMEs portuguesas. Da pesquisa, verifica-se que são poucos os estudos aplicados às PMEs (Mitchell & Reid, 2000). O processo de recolha de dados foi feito através de dois questionários e, no total, obteve-se 585 respostas de membros da equipa de gestão de 445 de empresas. Os resultados mostram que a utilização de incentivos monetários é menor na Indústria Transformadora, no cargo de Diretor de Faturação e com o aumento da idade dos gestores. Contrariamente, os incentivos monetários são mais utilizados na fase de nascimento do ciclo de vida das empresas e aumentam com os anos de experiência no cargo dos gestores. Por sua vez, a utilização de incentivos não monetários está positivamente associada à dimensão da empresa, à aversão ao risco por parte dos gestores e ao cargo de Diretor de Logística. Adicionalmente, este tipo de incentivos é menos utilizado na Indústria Transformadora. Finalmente, a utilização de benefícios é menor na Indústria Transformadora, na fase de declínio do ciclo de vida das empresas e nas empresas familiares. Os benefícios são mais utilizados nos cargos de Diretor Geral/Presidente do Conselho de Administração, Diretor Comercial e Diretor de Produção.
This study analyzes factors associated with the use of incentives (monetary and non-monetary) and benefits for managers in Portuguese SMEs. Research in SMEs is sparse (Mitchell & Reid, 2000). The process of data collection was done by two questionnaires and, in total, it was obtained 585 answers from managers of the 445 companies. The results show that the use of monetary incentives is lower in the Manufacturing Industry, in the office of the Billing Director and for older managers. Conversely, monetary incentives are positively associated with managers' experience in their current role and with the maturity phase of firms' life cycle. The use of non-monetary incentives is positively associated with firm size, managers' risk aversion and the Logistics Director. Additionally, this type of incentive is less used in the Manufacturing Industry. Finally, the use of benefits is lower in the Manufacturing Industry, in firms in the decline phase of their life cycle and in family businesses. Benefits are more used for CEOs/Chairmans of the Board of Directors, Commercial Directors and Production Directors.
info:eu-repo/semantics/publishedVersion

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Jones, Sean. « Monetary Incentives and Adolescent Males' Athletic Performance ». ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5206.

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Although the use of monetary incentives as motivational tools has been studied by previous researchers, the mechanism of the relationship between monetary incentives and behavior/performance remains poorly understood. The purpose of this quasi-experimental investigation was to explore the relationship between 3 levels of monetary incentives ($0, $3, and $10) and the athletic performance of adolescent male soccer players. The moderating effect of perceived physical self-efficacy or intrinsic motivation on the relationship between athletic performance and monetary incentives was also investigated. The framework for the study was comprised of expectancy theory, the theory of planned behavior, and self-determination theory. Study participants included a convenience sample of 16 adolescent male soccer players between the ages of 11 and 13 who played on a youth soccer league in the Midwestern United States. The independent variable was level of monetary incentive, and the dependent variable was athletic performance (time on the 50-yard dash). Intrinsic motivation was assessed using the Sport Motivation Scale. Perceived physical self-efficacy was assessed via participants' scores on the Physical Self-Efficacy Scale for Children. Analysis, which included a repeated measures linear mixed-effects model and post-hoc pairwise comparisons, revealed that players' athletic performance increased as monetary incentives increased. Intrinsic motivation and perceived physical self-efficacy had no statistically significant interaction effect on the relationship between athletic performance and monetary incentives. Findings shed light on the potential usefulness of monetary incentives among male adolescents, and may be used by coaches to foster a mindset of achievement and goal-orientation.

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Janselius, Adam, et Viktor Sjöberg. « Incitamentssystem, vägen att gå för nå motiverade medarbetare ? : En flerfallsstudie om hur incitamentssystem som styrmedel upplevs av medarbetare med avseende på motivation ». Thesis, Linköpings universitet, Företagsekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-157649.

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Förmågan att motivera medarbetare har alltid varit en viktig fråga i alla olika typer av företag. Ett verktyg som kan användas för att skapa motivation bland de anställda är incitamentssystem, både monetära samt icke-monetära. Det finns inget tydligt svar i tidigare forskning kring vad för typ av incitamentssystem som uppfattas som mest effektiva när det kommer till att motivera anställda. Exempelvis har en del studier visat att monetära incitament så som bonus har en positiv effekt på motivationen på kort sikt. Samtidigt visar andra studier att monetära incitament inte alls fungerar. Således är syftet med denna studie att beskriva och analysera hur medarbetare upplever incitamentssystem med avseende på motivation. För att uppnå detta syfte har vi genomfört en kvalitativ flerfallstudie i två olika företag där det empiriska materialet har samlats in genom intervjuer. Studiens frågeställning: Hur upplevs incitamentssystem hos medarbetare inom olika branscher med avseende på motivation? Studien har visat att icke-monetära incitament har en betydande effekt på medarbetarnas motivation i båda fallföretagen. Vidare visar resultatet att de monetära incitamenten också upplevdes som viktiga, men det empiriska materialet gällande de monetära incitamenten följde inte samma röda tråd som de icke-monetära: ett av företagen upplevde de monetära incitamenten mer viktiga med avseende på motivation än det andra företaget.
The ability to motivate employees has always been an important question in all kind of companies. One way the create motivation among the employees is to use incentive systems, both monetary and non-monetary. There are no clear answers in previous theories what kind of incentive system that perceives as the most effective in terms of motivated employees. For example, some research has shown that monetary incentives such as bonus is an effective way to motivate employees in the short term, while others disagree. Accordingly, the purpose of the study is to describe and analyze how employees perceive current incentive systems in terms of motivation. To fulfill this purpose, we have done a qualitative multiple case study in two specific companies. The empirical material has been collected by interviews. The research question in the thesis is as follows: How are incentive systems perceived by employees in different line of businesses in terms of motivation? The empirical results show that non-monetary incentives have a significant impact on employees' motivation in both case studies. Furthermore, the monetary incentives perceived important as well in both case studies, but the empirical result indicated that monetary incentives didn’t follow the same consistent thread as it did in the non-monetary incentives: one of the case study perceived the monetary incentives as more important in terms of motivation than the other.

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Cascardo, Neil D. Kumar Sandeep. « Integrating monetary and non-monetary retention incentives for the U.S. Navy Dental Corps officers utilizing the Combinatorial Retention Auction Mechanism (CRAM) ». Monterey, California : Naval Postgraduate School, 2010. http://edocs.nps.edu/npspubs/scholarly/theses/2010/Mar/10Mar%5FCascardo.pdf.

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Thesis (M.S. in Management)--Naval Postgraduate School, March 2010.
Thesis Advisor(s): Gates, William R. ; Coughlan, Peter J. "March 2010." Description based on title screen as viewed on April 28, 2010. Author(s) subject terms: CRAM, Dental Corps, extrinsic, incentive, intrinsic, monetary, motivation, Navy, nonmonetary, retention. Includes bibliographical references (p. 141-143). Also available in print.

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Kumar, Sandeep. « Integrating monetary and non-monetary retention incentives for the U.S. Navy Dental Corps officers utilizing the Combinatorial Retention Auction Mechanism (CRAM) ». Thesis, Monterey, California. Naval Postgraduate School, 2010. http://hdl.handle.net/10945/5381.

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Approved for public release; distribution is unlimited
This research focused on the Navy Dental Corps community because of the retention challenges encountered, especially at the senior Lieutenant and Lieutenant Commander Ranks. The Dental Corps has retention goals by accession cohort and specialty mix to support the correct number of specialty trained officers to meet billet requirements in support of Navy and Marine Corps Dental Readiness. The requirement is to retain a healthy number of Dental Officers by specialty and pay grade to meet both clinical needs, and maintain senior leadership capability in the future. This research used the Universal Incentive Package (UIP) auction and Combinatorial Retention Auction Mechanism (CRAM) to identify the cost savings opportunities for the Navy, while retaining the optimal number of Dental Corps officers. Additionally, this research summarized the importance of creating a balance between monetary and non-monetary incentives. The Oracle Crystal Ball Monte Carlo simulation indicated that CRAM outperformed monetary only and universal auction mechanisms with an average savings between 24 and 30 percent. This research concluded that 61 percent retention level could be achieved by offering CRAM with an average savings of 24 percent over monetary only and UIP. The research concludes that CRAM provides an opportunity to individualize benefits that are not only valued by Dental Corps officers, but are also cost effective for the Navy. For the Navy to achieve its retention goals and becoming a top-50 employer, it is imperative to create a balance between monetary and non-monetary incentives. This not only enhances morale but also overcomes work-related challenges.

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Sittenthaler, Hanna Maria [Verfasser], Alwine [Akademischer Betreuer] Mohnen, Alwine [Gutachter] Mohnen et Gunther [Gutachter] Friedl. « The Impact of Monetary and Non-Monetary Incentives : An Experimental Analysis / Hanna Maria Sittenthaler ; Gutachter : Alwine Mohnen, Gunther Friedl ; Betreuer : Alwine Mohnen ». München : Universitätsbibliothek der TU München, 2019. http://nbn-resolving.de/urn:nbn:de:bvb:91-diss-20190930-1488642-1-5.

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Manna, Ester. « Essays on incentive design for motivated agents ». Doctoral thesis, Universita degli studi di Salerno, 2013. http://hdl.handle.net/10556/1017.

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2010 - 2011
I develop an overview on the impact of intrinsic motivation on the individu- als’ choice in several economic environments. I start by considering a public good problem in which individuals can be intrinsically motivated. Even if the intrinsic motivation has a positive impact on the levels of public good contributed, it seems difficult to achieve the socially optimal level of contribution. When intrinsic mo- tivations alone are not sufficient to supply the socially optimal level, a principal’s intervention is necessary. The intervention usually takes the form of monetary in- centives. These incentives may conflict with individuals’ intrinsic motivation. I analyze the interaction between intrinsic motivation and monetary incentives in or- der to understand how people respond to incentives. In this sense, this work is related to the literature on psychological incentives in organizations (B´enabou and Tirole, 2003, 2006; Gneezy and Rustichini, 2000a, 2000b). A key prediction of this literature is that motivation is effective in stimulating effort even in the absence of a monetary compensation. This overview is also related to the literature on the self-selection of motivated employees in different sectors (see for instance Besley and Ghatak, 2005, and Prendergast, 2007). This literature suggests that the public sector pays lower incentives to attract motivated employees. This review exam- ines implications regarding the design of optimal incentives and public policy, the selection of motivated agents and its interaction with monetary rewards.I develop a multi-agent model where the individuals are the agents who are asked to contribute to the public good. The individuals may be interested not only in their own utility but also in the well-being of the others. Namely, individuals may or may not be intrinsically motivated. Whether they are motivated or not is their private information. I investigate the possibility of implementing a mecha- nism compatible with individual incentives that simultaneously results in efficient decisions, the voluntary participation of the individuals, and the feasibility of the budget. Under asymmetric information on the individuals’ intrinsic motivation, the principal has to offer different transfers to different agents in order to attain sepa- ration of types. The transfers are made as a function of their degree of motivation. Both individuals will be taxed but motivated individuals pay lower taxes than un- motivated individuals. This is because the principal pays an information rent to motivated individuals in order to elicit higher levels of effort. Monetary incentives are necessary to compensate motivated individuals in order to increase the levels of contribution.I study whether the presence of motivated teachers benefits public and private schools in a competitive environment. The quality is influenced by the effort exerted by the teachers. Teachers’ motivation may have a positive impact on the levels of effort and, then, on the quality. The effect of motivation strictly depends on the degree of differentiation of the programmes offered by the two schools. When both schools offer similar programmes, the Nash equilibrium is the one in which both schools hire motivated teachers. This is because teachers’ motivation plays an important role in the students’ choice between the two school. In contrast, when the two schools offer significantly different programmes, the Nash equilibrium is the one in which both schools hire selfish teachers. The increase in the students’ utility due to the higher quality provided by the motivated teachers is more than offset by the reduction in the profits earned by the two schools. [edited by author]
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Buelow, Andreas. « Simulation of enlisted sailor assignment process to explore the cost of non-monetary incentives ». Thesis, Monterey, California : Naval Postgraduate School, 2010. http://edocs.nps.edu/npspubs/scholarly/theses/2010/Mar/10Mar%5FBuelow.pdf.

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Thesis (M.S. in Management)--Naval Postgraduate School, March 2010.
Thesis Advisor(s): Gates, William R. ; Johnson, Rachel T. "March 2010." Description based on title screen as viewed on April 27, 2010. Author(s) subject terms: Assignment simulation model, non-monetary incentives, reenlistment. Includes bibliographical references (p. 95-96). Also available in print.

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Menner, Ryan. « Opportunities for increasing volunteering in Australia ». Thesis, Queensland University of Technology, 2021. https://eprints.qut.edu.au/214196/1/Ryan_Menner_Thesis.pdf.

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The focus of this thesis is to consider how incentives might be utilised to increase volunteering in Australia. Volunteering, an intrinsically motivated and often altruistic activity, is not the standard candidate for incentives; however, ruling them out categorically overlooks how incentives might be utilised to affirm, re-engage and better support volunteers. Utilising two methods: (1) a scoping study, that examines existing literature around incentives and prosocial behaviour/volunteering; (2) a quantitative examination of socio-demographic and life event determinants of volunteering in Australia. These two methods provide a basis to consider if, when and how incentives might be utilised to increase volunteering.

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Ellis, Jason Blake. « Variability of valuation of non-monetary incentives motivating and implementing the Combinatorial Retention Auction Mechanism ». Thesis, Monterey, Calif. : Naval Postgraduate School, 2009. http://edocs.nps.edu/npspubs/scholarly/theses/2009/Mar/09Mar%5FEllis.pdf.

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Thesis (M.S. in Management)--Naval Postgraduate School, March 2009.
Thesis Advisor(s): Gates, William ; Coughlan, Peter. "March 2009." Description based on title screen as viewed on April 23, 2009. Author(s) subject terms: Military Retention Auction Manpower Variability Compensation Preference Elicitation Non-monetary Incentives. Includes bibliographical references (p. 63-64). Also available in print.

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Nygaard, Amanda, et Linnéa Gilliusson. « Betydelsen av incitament för individers motivation : En kvantitativ studie som jämför chefer och anställdas motivation till arbetet i en nationell kontext ». Thesis, Umeå universitet, Sociologiska institutionen, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-163129.

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This study aims to see if there is a difference between employers and employees job motivation, as well as what sort of incentives that may affect their motivation and what these eventual differences can be explained by. The research questions were examined by using data from European working condition survey year 2015. In order to investigate both employers and employees job motivation, an index concerning motivation were created. The result of this study is presented by using multilevel models and show that there is a correlation between an individual's working position and their motivation to work, as employers tend to have a higher motivation in general than employees. The correlation between working position and motivation to work can be seen in previous research as well, but this study emphasizes the difference in their general motivation as well as what kinds of incentives that affect them the most. Furthermore, the results show in contrast to previous research, that monetary incentives do not have a major impact on individuals’ motivation to work and it is rather the non-monetary incentives that have the greatest impact on both employers and employees job motivation.

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Hahn, Kyle P. « Auction mechanisms for allocating individualized non-monetary retention incentives in complex decision environments evaluation via laboratory experimentation ». Thesis, Monterey, California : Naval Postgraduate School, 2010. http://edocs.nps.edu/npspubs/scholarly/theses/2010/Mar/10Mar%5FHahn.pdf.

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Thesis (M.S. in Management)--Naval Postgraduate School, March 2010.
Thesis Advisor(s): Gates, William R. ; Coughlan, Peter J. Second Reader: Myung, Noah. "March 2010." Description based on title screen as viewed on April 26, 2010. Author(s) subject terms: retention, auction, selective reenlistment bonus, SRB, non-monetary incentives, bonuses. Includes bibliographical references (p. 152-153). Also available in print.

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Anderson, Joseph A. Whitaker Marvin S. « Feasibility of monetary incentives within the United States Army Recruiting Command / ». Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 1994. http://handle.dtic.mil/100.2/ADA293769.

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Thesis (M.S. in Management) Naval Postgraduate School, December 1994.
Thesis advisor(s): Katsuaki Terasawa, Keebom Kang. "December 1994." Includes bibliographical references. Also available online.

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Anderson, Joseph A., et Marvin S. Whitaker. « Feasibility of monetary incentives within the United States Army Recruiting Command ». Thesis, Monterey, California. Naval Postgraduate School, 1994. http://hdl.handle.net/10945/28209.

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The United States Army Recruiting Command (USAREC) has come under the scrutiny of the United States Congress due to the size of USARECs operating budget and the decreasing productivity of its recruiting forces. Many of the existing incentive problems are caused by the quota based recruiting system. This thesis examines the potential issues of a monetary based incentive program within USAREC as a means to increase individual recruiter productivity, which would allow USAREC to allocate resources more efficiently. Experiments indicate that simulated monetary bonuses motivate actual recruiters to increase their estimated recruit production. The authors believe that the Bonus Incentive Recruiting Model (BIRM) mechanism provides the best opportunity for efficient resource allocation within USAREC. Therefore, the authors strongly recommend USAREC to experiment with the BIRM mechanism as it is designed to allow various incentive tools to be incorporated within its framework

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Guymon, Ronald Nathan. « The effect of explanations and monetary incentives on effort allocation decisions ». Diss., University of Iowa, 2008. http://ir.uiowa.edu/etd/35.

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Levy, Marlow H. « Allocating non-monetary incentives for Navy Nurse Corps Officers menu method vs. bid method Combinatorial Retention Auction Mechanism (CRAM) / ». Thesis, Monterey, California : Naval Postgraduate School, 2010. http://edocs.nps.edu/npspubs/scholarly/theses/2010/Mar/10Mar%5FLevy.pdf.

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Thesis (M.S. in Management)--Naval Postgraduate School, March 2010.
Thesis Advisor(s): Gates, William R. ; Coughlan, Peter. "March 2010." Author(s) subject terms: Combinatorial Retention Auction Mechanism, auction mechanism, auction, Nurse Corps, Nurse Corps retention, retention, retention mechanism, Menu Method, Bid Method. Includes bibliographical references (p. 95-99). Also available in print.

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Yavuz, Nilay. « The Use Of Non-monetary Incentives As A Motivational Tool : A Survey Study In A Public Organization In Turkey ». Master's thesis, METU, 2004. http://etd.lib.metu.edu.tr/upload/12605141/index.pdf.

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The purpose of this study is to demonstrate to what extent non-monetary incentives are utilized in the public sector of Turkey and whether non-monetary incentives have the potential to increase the motivation of public employees as much as the monetary incentives. Incentive is any means that makes an employee desire to do better, try harder and expend more energy. Non-monetary incentives such as participation in decision making, verbal or written recognition of good work etc. are the kinds of incentives that do not involve direct payment of cash. To realize the objectives of the thesis, a survey study was administered at the General Directorate of Investment and Enterprises, under the Ministry of Culture and Tourism. According to the results of the study, most of the employees think that the level of utilization of the non-monetary incentives in their organization is inadequate. Also, the findings suggest that they value non-monetary incentives as much as monetary incentives. Thus, within the limitations of the survey study, it may be concluded that non-monetary incentives have the potential to increase the motivation of personnel in this public organization.

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Eriksson, Joachim, et Oscar Junling. « CSR – framtidens incitament ? : En fallstudie om framgångsrikt CSR-arbete är ettlikvärdigt incitament för anställda som monetäraincitament ». Thesis, Linköpings universitet, Företagsekonomi, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-140729.

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Incitament som styrningsmedel är idag en viktig del i ett företags arbete för att bidra till ökad produktivitet och effektivitet hos sina anställda. Både de monetära och icke-monetära incitamenten har i tidigare studier visat höja anställdas motivation. Tidigare forskning visar också att hållbart företagande idag är en nyckelfaktor för att företag ska lyckas. Corporate Social Responsibility, CSR, är ett återkommande koncept som idag används av organisationer. Det ökade kravet från konsumenter har gjort att hållbarhet och det sociala ansvaret mot samhället har blivit allt viktigare för företag att förhålla sig till. Tidigare forskning visar på att CSR-arbete är motivationshöjande samt att incitament som styrningsmedel ökar produktiviteten hos företag. Det gör att det blir intressant att studera CSR som icke-monetärt incitament. Studiens syfte är att ge en ökad förståelse för CSR som incitament, där målet är att studera om CSR som icke-monetärt incitament är ett likvärdigt företagsekonomiskt styrningsmedel som monetära incitament. Studien har en abduktiv och kvalitativ metod där ett företag valdes att studera, Stadium AB. Intervjuer har genomförts med personer från olika avdelningar för att få en ökad förståelse om CSR som incitament. Studiens slutsats visar att CSR i vissa fall är ett likvärdigt incitament jämfört med monetära incitament. Dock kan den slutsatsen inte dras generellt över alla situationer. I flera fall, framförallt om miljö, har det framkommit att CSR-arbete är en självklarhet och måste finnas för att inte skapa missnöje, alltså en hygienfaktor. I andra fall är det direkt motivationshöjande. Med vissa villkor kan CSR anses vara ett likvärdigt incitament som monetära incitament om anställda tydligt kan se effekterna av arbetet och att kommunikationen sker på rätt sätt. Om en balans kring incitament som styrningsmedel kan skapas och stimulera både de inre- och yttre motivationsfaktorerna, kommer det resultera i högre arbetsmotivation.
Incentives as a means of control are today an important part of the company's work to contribute to the increased productivity and efficiency of its employees. Both the monetary and non-monetary incentives have shown in previous studies to raise employees´ motivation. Earlier research also shows that sustainable entrepreneurship today is a key factor for business success. Corporate Social Responsibility, CSR, is a recurring concept used today by organizations. The increased demand from consumers has made sustainability and social responsibility towards society more and more important for a business to relate to. Previous research shows that CSR work is motivational and that incentives as a means of control increase the productivity of companies. This makes it interesting to study CSR as an incentive. The aim of the study is to give an increased understanding of CSR as an incentive, where the goal is to study whether CSR as a non-monetary incentive is an equivalent business-management instrument as monetary incentive. The study has an abductive and qualitative method where one company was chosen for study, Stadium AB. Interviews have been conducted with people from different departments to gain an understanding of CSR as an incentive. The study's conclusion shows that in some cases CSR is an equivalent incentive compared with monetary incentives. However, that conclusion cannot generally be drawn to all situations. In many cases, especially about the environment, it has been found that CSR work is a matter of course and must exist to not create dissatisfaction, i.e. a hygiene factor. In other cases, it is directly motivational. Under certain conditions, CSR can be considered as an equivalent incentive with monetary incentives if employees clearly can see the effects of the work and that the communication is done properly. If incentives are balanced as means of control and stimulate both the intrinsic and extrinsic motivational factors, it will result in higher work motivation.

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Aweidah, Nasim, et Veronica Pagels. « What makes generation Y jump : en kvantitativ studie av hur den nya generationen bankanställda motiveras av monetära och icke-monetära incitament ». Thesis, Högskolan Kristianstad, Sektionen för hälsa och samhälle, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-9562.

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Right now a major generational change is taking place within the banking sector. The new generation entering the labor market is often referred to as generation Y and it consists of individuals born between 1980 and 1995. Previous research has shown that the banking industry as a whole put a widespread emphasis on monetary incentives within the reward system. At the same time several studies highlight that individuals from generation Y are rather motivated by primarily non-monetary incentives. The aim of this dissertation is to explain how various monetary and non-monetary incentives affect the motivation of bank employees from generation Y. A positivistic research philosophy has been used with a deductive approach and a quantitative research method. This study indicates that bank employees from generation Y are motivated by retirement savings as well as a personal mentor or chief who draws attention to their development. Their motivation is also affected to some degree by freedom to control their own time. This study even indicates that bank employees from generation Y primarily appreciate the following incentives along with the previously stated: Continuous training, career plan, discount on loans and pay increases The respondents in this study were mainly employees of banks where monetary incentives were not used to any great extent. This can be seen as a limitation as well as the fact that the respondents where solely employed within Swedish banks. Given this, there is a scope for further studies of generation Y within the banking sector. Research regarding which incentives bank employees from generation Y are motivated by, has so far been absent. This dissertation may be of value for banks that want to be at ease that they are doing everything to keep their employees highly motivated.
En stor generationsväxling sker just nu inom banksektorn. Den nya generationen som kommer in på arbetsmarknaden benämns ofta som generation Y och består av individer födda 1980-1995. Tidigare studier har visat att banker i hög utsträckning använder sig av monetära incitament när de vill belöna sina anställda, samtidigt finns det flera studier som framhäver att individer ur generation Y motiveras av framför allt icke-monetära incitament. Syftet med den här uppsatsen är att förklara hur olika monetära och icke-monetära incitament påverkar motivationen hos bankanställda ur generation Y. En positivistisk forskningsfilosofi har använts tillsammans med en deduktiv ansats och en kvantitativ metod. Uppsatsen indikerar att bankanställda ur generation Y motiveras av uppmärksammad utveckling från personlig mentor eller nära chef samt pensionssparande. Motivationen påverkas även i viss mån av frihet att styra sin egen arbetstid. Uppsatsen indikerar även att bankanställda ur generation Y framför allt värdesätter följande incitament tillsammans med de som tidigare nämnts: Kontinuerlig vidareutbildning, karriärplan och rabatt på lån, lönepåslag. En begränsning med uppsatsen är att respondenterna i hög utsträckning var anställda på banker där monetära belöningssystem inte används i någon större utsträckning. Uppsatsens respondenter kommer enbart från svenska banker vilket innebär att det finns utrymme för fortsatta studier av generation Y inom banksektorn ur ett globalt perspektiv. Forskningen om vilka incitament som motiverar bankanställda ur generation Y har hittills varit i stort sett obefintlig, därför kan den här uppsatsen vara av värde bland annat för banker som vill försäkra sig om att de gör allt de kan för att hålla sina anställda motiverade.

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Mohammadi, Fateme, et Christina Mårtensson. « Monetary Rewards and Framing of the Problem in Crowdsourcing : Effects on Participation ». Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-448316.

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The purpose of this study is to explore if monetary reward negatively affects people’s willingness to participate in crowdsourcing projects and to see how the relationship between monetary rewards and the framing of the crowdsourcing problem affects participation in crowdsourcing contests. A two-phase data collection method is used to answer these questions; a survey to identify the people who had participated in crowdsourcing projects and a focus group with the suitable candidates to discuss the research questions further. According to our findings, framing a crowdsourcing project as a good cause is not a strong enough motivation to convince people to participate in a challenge. People usually look for a benefit (financial or personal) in a challenge when deciding to participate. On the other hand, offering a reward for a crowdsourcing contest that is held for a good cause increases people’s willingness to participate. Potential participants react differently to a reward that is larger than usual. While more experienced participants feel extra motivated by large rewards, those who have less experience in crowdsourcing projects are more likely to see the large reward as a threat, decreasing their chances of winning, thus, reducing their willingness to participate in those challenges.

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Urbina, Jezabel. « Improving Nutrition among Supplemental Nutrition Assistance Program Recipients Using a Monetary Incentive Model ». ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5668.

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The Supplemental Nutrition Assistance Program (SNAP) is the United States' largest government assistance program that aims to alleviate food insecurity. The SNAP program allows low-income individuals and families the ability to purchase nutritious foods through a monthly benefit. However, the current body of literature presents evidence of the program's counterproductive effect. The purpose of this study was to determine whether incentivizing SNAP recipients to purchase additional fruits and vegetables was beneficial in increasing such purchases. Social cognitive theory was used as a theoretical framework to address research questions associated with shopping patterns and attitudes and beliefs. This quantitative study used a randomized controlled trial to study differences between incentivized and control groups. The Healthy Incentives Pilot Program (HIP) used a stratified sampling of 55,095 SNAP households receiving benefits between July, 2011, and December, 2012. Statistical analyses (t test, Pearson correlation, and multiple regression analysis) were conducted to identify changes in food shopping patterns and eating behaviors associated with the HIP intervention. Results indicated that (a) incentivizing SNAP recipients leads to an increase in fruit and vegetable purchase, and (b) a correlation exists between fruit and vegetable purchase and attitudes and beliefs. No correlation was found between the intervention and changes in food shopping patterns. Positive social change implications include the improvement of health outcomes in over 43 million people currently enrolled in the SNAP program on a national level.

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Kellogg, Emily Jane. « Effects of Motivation on Prospective Memory Performance in Huntington's Disease ». Scholar Commons, 2018. https://scholarcommons.usf.edu/etd/7313.

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Prospective memory (PM) refers to memory for future intentions and involves several cognitive processes including memory, executive functions, and attention. PM has been studied extensively in clinical populations in which these cognitive processes are impaired but has only recently been studied in Huntington’s disease (HD), a neurodegenerative disease of the basal ganglia that is associated with neuropsychiatric, movement, and cognitive changes. The purpose of the present study was to further examine PM in HD, as well as investigate the influence of impulsivity on PM performance and whether a monetary incentive (either reward or loss) would improve PM performance. Results of the current study indicated that overall individuals with HD performed worse on a PM task compared to Controls. Control participants evidenced significantly better PM performance when they could have potentially lost money compared to a Neutral PM task. HD participants demonstrated a similar pattern of findings at a trending significance level. Impulsivity, as measured by the total score on the BIS-11, was not related to PM performance in either group. Controls scored significantly higher on a self-reported measure of prospective and retrospective memory (PRMQ) relative to HD participants with a trending association between the PRMQ and PM performance in Controls, but no association in HD participants. While there was a significant difference between groups on a recognition test of PM cues, there was no difference between groups on a free recall test of PM task instructions. These results build upon previous research that has found PM deficits in HD by investigating possible factors that may improve PM performance in this clinical population. Future research should investigate other motivational factors that may further increase PM performance in HD.

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Rattini, Veronica <1989&gt. « The Determinants of Individual Performance : Empirical Essays on the Importance of Soft Skills and Monetary Incentives ». Doctoral thesis, Alma Mater Studiorum - Università di Bologna, 2017. http://amsdottorato.unibo.it/7867/1/rattini_veronica_tesi.pdf.

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This dissertation consists of three papers. The first paper "Managing the Workload: an Experiment on Individual Decision Making and Performance" experimentally investigates how decision-making in workload management affects individual performance. I designed a laboratory experiment in order to exogenously manipulate the schedule of work faced by each subject and to identify its impact on final performance. Through the mouse click-tracking technique, I also collected interesting behavioral measures on organizational skills. I found that a non-negligible share of individuals performs better under externally imposed schedules than in the unconstrained case. However, such constraints are detrimental for those good in self-organizing. The second chapter, "On the allocation of effort with multiple tasks and piecewise monotonic hazard function", tests the optimality of a scheduling model, proposed in a different literature, for the decisional problem faced in the experiment. Under specific assumptions, I find that such model identifies what would be the optimal scheduling of the tasks in the Admission Test. The third paper "The Effects of Scholarships and Tuition Fees Discounts on Students' Performances: Which Monetary Incentives work Better?" explores how different levels of monetary incentives affect the achievement of students in tertiary education. I used a Regression Discontinuity Design to exploit the assignment of different monetary incentives, to study the effects of such liquidity provision on performance outcomes, ceteris paribus. The results show that a monetary increase in the scholarships generates no effect on performance since the achievements of the recipients are all centered near the requirements for non-returning the benefit. Secondly, students, who are actually paying some share of the total cost of college attendance, surprisingly, perform better than those whose cost is completely subsidized. A lower benefit, relatively to a higher aid, it motivates students to finish early and not to suffer the extra cost of a delayed graduation.

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Gibson, Anthony. « Stop With the Questions Already ! The Effects of Questionnaire Length and Monetary Incentives on Insufficient Effort Responding ». Wright State University / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=wright1481635546604239.

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Falk, Sabrina [Verfasser], Alwine [Akademischer Betreuer] Mohnen et Arndt [Akademischer Betreuer] Werner. « Challenges in Recruitment and Incentive Management – Empirical Studies on the Effects of Informational Asymmetries, Monetary and Non-Monetary Job Characteristics / Sabrina Falk. Gutachter : Alwine Mohnen ; Arndt Werner. Betreuer : Alwine Mohnen ». München : Universitätsbibliothek der TU München, 2014. http://d-nb.info/1059237679/34.

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Geissler, Johannes. « Lower inflation : ways and incentives for central banks ». Thesis, University of St Andrews, 2011. http://hdl.handle.net/10023/1719.

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This thesis is a technical inquiry into remedies for high inflation. In its center there is the usual tradeoff between inflation aversion on the one hand and some benefit from inflation via Phillips curve effects on the other hand. Most remarkable and pioneering work for us is the famous Barro-Gordon model - see (Barro & Gordon 1983a) respectively (Barro & Gordon 1983b). Parts of this model form the basis of our work here. Though being well known the discretionary equilibrium is suboptimal the question arises how to overcome this. We will introduce four different models, each of them giving a different perspective and way of thinking. Each model shows a (sometimes slightly) different way a central banker might deliver lower inflation than the one shot Barro-Gordon game at a first glance would suggest. To cut a long story short we provide a number of reasons for believing that the purely discretionary equilibrium may be rarely observed in real life. Further the thesis provides new insights for derivative pricing theories. In particular, the potential role of financial markets and instruments will be a major focus. We investigate how such instruments can be used for monetary policy. On the contrary these financial securities have strong influence on the behavior of the central bank. Taking this into account in chapters 3 and 4 we come up with a new method of pricing inflation linked derivatives. The latter to the best of our knowledge has never been done before - (Persson, Persson & Svenson 2006), as one of very view economic works taking into account financial markets, is purely focused on the social planer's problem. A purely game theoretic approach is done in chapter 2 to change the original Barro-Gordon. Here we deviate from a purely rational and purely one period wise thinking. Finally in chapter 5 we model an asymmetric information situation where the central banker faces a trade off between his current objective on the one hand and benefit arising from not perfectly informed agents on the other hand. In that sense the central bank is also concerned about its reputation.

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Wetterwik, Alicia A., et Sebastian Kavleskog. « Framgång i ett belöningssystem och dess relation till motivation ». Thesis, Högskolan Väst, Avd för företagsekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:hv:diva-12504.

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Syftet med denna studie var att bidra med empiriskt material om hur relationen mellan individers framgång i ett monetärt belöningssystem och motivation påverkas av individers stewardship-grad. En stor del av tidigare forskning på motivation och monetära belöningssystem har fokuserat på det traditionella sambandet mellan motivation och prestation; att monetära belöningssystem är motivationsskapande. Vi valde istället att fokusera på det faktiska utfallet av ett monetärt belöningssystem, genom att analysera utbetald rörlig ersättning och dess relation till motivation med hänsyn till stewardship-teori. Vi utvidgade befintlig forskning och teori genom att separera effekten på motivation från en individs framgång i ett monetärt belöningssystem, och studerade effekten i samverkan med stewardship-grad. Det empiriska materialet inhämtades från två separata företag inom samma Skandinaviska koncern. I överensstämmelse med vår hypotes är ett monetärt belöningssystems utfall på motivation i allra högsta grad beroende av stewardship-graden. Vårt resultat indikerar att individer med en låg stewardship-grad blir mer motiverade när framgången i ett monetärt belöningssystem är högre. Vidare tyder vårt resultat att individer med en hög stewardship-grad blir demotiverade när framgång i ett monetärt belöningssystem ökar. Vårt resultat bidrar till befintlig forskning om monetära belöningssystem och motivationshämmande effekter.
The aim of this study was to contribute to empirical studies about how the relationship between an individual's prosperity in a monetary reward system and motivation is influenced by an individual's stewardship-rate. Most previous research regarding motivation and monetary reward systems had studied the traditional relationship between motivation and performance. Suggesting that motivation was created by offering pay for performance to employees. We on the other hand, focused on the aftermath of a reward system by analyzing actual outcome from a monetary reward system and its effects on motivation, with respect to stewardship-theory. We therefore extended previous research and theorizing by separating the effects on motivation from an individual's prosperity in a reward system, by testing the interaction effect between prosperity and stew-ardship-rate. The empirical data were collected through two separate companies within a Scandinavian corporate group. In conformity with our prediction, a monetary reward system and its outcome on motivation, is highly related to an individual's stewardship-rate. Our result indicated that individuals with a low stewardship-rate gets more motivated when prosperity in a monetary reward system is higher. Furthermore our results indicated that individual's with a high stewardship-rate gets demotivated when prosperity in a monetary reward system is higher. These results contribute to the existing research on monetary reward systems and motivational crowding-out.

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Diogo, Gonçalo Manuel Laureano Santos Dias. « Performance e características demográficas dos gestores nos incentivos monetários recebidos nas PME em Portugal ». Master's thesis, Instituto Superior de Economia e Gestão, 2013. http://hdl.handle.net/10400.5/11343.

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Mestrado em Finanças
Os estudos sobre a utilização de incentivos monetários na remuneração de gestores de pequenas e médias empresas portuguesas (PME) têm sido reduzidos, apesar da relevância destas empresas no contexto nacional ao nível de postos de trabalho e volume de negócios. Assim, este estudo centra-se na análise de alguns factores associados à utilização de incentivos nas organizações. Desta forma, este trabalho analisa se factores como o desempenho das empresas e dos gestores, o género, a idade, a experiência profissional e a antiguidade na empresa desses mesmos gestores estão associados à utilização dos incentivos monetários. Os dados foram recolhidos através de um questionário efectuado para este efeito. A amostra é constituída por 716 CEO, CFO e outros participantes com responsabilidades ao nível do controlo de gestão das PME portuguesas. Os resultados mostram que: i) uma maior percentagem de incentivos monetários está positivamente relacionada com o desempenho das organizações, ii) gestores do sexo feminino recebem uma maior percentagem de incentivos monetários, e iii) existe uma relação negativa entre a utilização de incentivos monetários e a escolaridade dos gestores.
Despite SME relevance in the national context in terms of employment and turnover, the studies about the use of monetary incentives for SME managers in Portugal have been reduced. Consequently, this study focuses on the analysis of some factors that are important in the use of monetary incentives in organizations. This study analyzes whether factors like firm and managers performance, gender, age, professional experience and tenure of the manager are associated with the use of monetary incentives. Data were collected through a survey carried out for this purpose. The sample consists of 716 CEO, CFO and other participants responsible for management control systems in SME. The results show that: i) a higher percentage of monetary incentives is positively related to the performance of the organization, ii) a higher percentage of monetary incentives is used in the compensation of female managers and iii) there is a negative relation between monetary incentives and managers level of education.

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Österberg, Victor, et Lisa Galien. « Är inre motivation tillräckligt ? : En studie om icke-monetära belöningar och belöningssystem inom den kommunala grundskolan ». Thesis, Linköpings universitet, Institutionen för ekonomisk och industriell utveckling, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-167165.

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Samtidigt som det råder en stor lärarbrist ökar antalet lärarstudenter som tar examen. I samband med debatten om låga lärarlöner tyder detta på att lärare motiveras av annat än pengar. Kommunala grundskolor, som en del av den offentliga sektorn, påverkas av begränsade resurser då dessa inte är vinstdrivande samt att de omfattas av större restriktioner gällande hur resurser får investeras. Då tidigare forskning antyder att monetära belöningar inte är främsta motivationsdrivaren för offentligt anställda återstår frågan vad de motiveras av och hur icke-monetära belöningar kan bidra till denna motivation.
Simultaneously with a great shortage of teachers there is an increase in the number of graduated teachers. This, in regards to the debate about the low teacher wages indicates that teachers are motivated by other factors than money. Public primary schools are affected by limited resources since they are not-for-profit, and are also facing comprehensive restrictions regarding how resources can be invested. Since previous studies have pointed towards monetary rewards not being the primary cause for motivation for public employees the question remains concerning what motivates them and how non-monetary rewards can contribute to this motivation.

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McDaniel, Sarah Curran. « Analyzing the Effects of a Performance Pay Plan on Manager Performance in an Accounting Firm ». Thesis, University of North Texas, 2007. https://digital.library.unt.edu/ark:/67531/metadc3641/.

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This study examined the effect of a score card¬-based performance pay plan in a professional services firm. The plan was implemented in response to a decreasing trend in productivity and a desire for a formal incentive compensation plan. Performance of manager and senior manager accountants were analyzed across two departments over a five year period. A definitive account of the effects of the intervention is limited by the case-¬study design, but the data does suggest that the performance pay plans used did not adversely affect performances. Design limitations of the plan and future research are also discussed.

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Kessler, Jeffrey C. (Jeffrey Charles). « Physiological Effects of Monetary Consequences ». Thesis, University of North Texas, 1998. https://digital.library.unt.edu/ark:/67531/metadc278141/.

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Electrodermal responding (EDR) and heart rate (HR) were assessed for seven subjects participating in a reaction time task consequated with monetary bonuses (250, 100, and 10), monetary penalties (250,100, and 10), and a monetary neutral value (00). Unlike previous research employing group designs and a tonic measure (i.e., mean over long periods of time), this study utilized a single-subject design and a phasic measure (i.e., mean over 2-s intervals). Heart rate data was too variable for meaningful analysis. EDR data showed that the peak levels of EDR were higher for penalties than for the corresponding values of bonuses (e.g., -250 vs. +250) for most subjects. Similarly, peak levels of EDR were generally higher during sessions in which consequences were presented than in sessions during which consequences were absent.

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Khan, Zafar Dad. « Three essays on learning-by-doing and monetary incentive ». Laramie, Wyo. : University of Wyoming, 2007. http://proquest.umi.com/pqdweb?did=1338907741&sid=1&Fmt=2&clientId=18949&RQT=309&VName=PQD.

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Player, Daniel W. « Monetary and non-monetary returns to ability in the market for public school teachers / ». Thesis, Connect to this title online ; UW restricted, 2006. http://hdl.handle.net/1773/7505.

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Madsen, Frank G. « International monetary flows of non-declared origin ». Thesis, University of Cambridge, 2009. https://www.repository.cam.ac.uk/handle/1810/224484.

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Through an analysis of the presence and nature of international monetary flows of non-declared origin and their relation to deviant knowledge, the thesis determines that both terrorism and organised crime are nurtured by a constant trickle from minor sources rather than by large financial transfers; and that anti-money laundering provisions are misapplied, taken too far, too expensive, and incapable of demonstrating their effectiveness. In lieu of more traditional policy recommendations, the thesis develops a complexity-theory based intelligence function, capillary intelligence, to improve the present information-gathering systems and generate consistent and context-relevant intelligence for the consideration of policy-makers. The intelligence function takes into account also the concept of self-organised criticality. The thesis fully adheres to the principle that efficiently applied intelligence-led approaches for detection of organised crime are demonstrably superior to a 'follow the money' approach. An extended concept of deviant knowledge is developed and five methodological techniques employed: Complexity theory, network theory, self-organised criticality, scaling theory, and intelligence treatment. The thesis is multidisciplinary and calls on contributions from International Law, Economics, Criminal Justice Studies, and Governance and Ethics. Its approach is illustrative and fits Baudrillard's 1981 methodological principles known as bricolage. Using five methodologies and six major case studies, the thesis reaches four conclusions. First, the rapid expansion in the currency component of the US money supply (M1) has no domestic explanation and can best be explained by an increase in overseas illegal traffics of various sorts. Second, terrorism and major organised crime are, for a large part, nurtured by a constant trickle of funds originating from minor crime, such as, respectively, smuggling of tobacco product and retail fencing, and sale of counterfeit luxury goods. Third, calculation of the cost of the application of anti-money laundering shows these to be cost-inefficient, apart from being highly intrusive. The thesis' calculations as well as prior literature makes it certain that such provisions, although inefficient, are enforced in a forceful exemplification of the deviant knowledge concept. Fourth, the thesis demonstrates the importance of organised crime in resource depletion and emphasises the nefarious consequences of such criminal behaviour, in particular as regards deforestation, since organised crime can apply the necessary pressure on the local population - in conjunction with extensive corruption of police or military personnel - and provide the managerial expertise to have the trees felled, transported internationally by ship and sold in another country often with false documentation as to the origins of the forest product. In a final case study, the tragic concept of resource curse is considered, in casu the island of Bougainville, PNG.

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Narsee, Neelkamal. « Comparing the impact of monetary and non-monetary reward programmes towards employee and organisation motivation ». Diss., University of Pretoria, 2012. http://hdl.handle.net/2263/23258.

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Given the current economic climate, organisations and their management teams are faced with many decisions. Cost cutting policies, restructuring decisions and downsizing decisions are under consideration before implementation. Furthermore, these decisions and policies may have a negative effect on employees and could sway motivation, loyalty, morale, attitudes and views of employees.This research considers the impact of the reward systems and programmes, monetary and non-monetary rewards, as a means of motivating employees to achieve organisations identified strategic objectives. Many organisations face the dilemma around what the ideal reward programme should be in order to increase employee motivation and at the same time achieve the organisational objectives. The purpose of this research was to discover whether a well-designed reward programme would result in the motivation of employees.A questionnaire was developed using reward categories from the WorldatWork Total Reward Model and the Towers Perrin Total Rewards Effectiveness Blueprint. This was administered to a sample of past and present MBA students from a Johannesburg based business school in order to elicit responses around the aspects of their individual reward preferences and their organisations reward preferences. Data was gathered to understand the preferences between the various monetary and non-monetary reward categories and elements. The sample group of 180 respondents participated through a self-administered on-line survey. Statistical analysis was conducted on the data which involved both descriptive and inferential statistics.The results of the survey indicated that both organisations and employees recommend financial benefits as being the most important reward category. However, there was more of a preference from employees for career development, coaching/mentoring and work life balance than there was from the organisations. Furthermore it is evident from the results that organisations are utilising a combination of both monetary and non-monetary rewards, as a share of the reward package in relation to the varying needs of the labour force. Given the current economic climate, there is a major case for providing more value on non-monetary rewards to motivate employees, given the cost pressures faced by organisations. Although monetary rewards were rated as being the most important, there is an opportunity to combine them with non-monetary rewards and presented to an individual as a reward package.The reward approach can only be maximised by organisations if they understand the needs of employees based on the understanding of employee preferences; the dynamic nature of the work force and the potential impact on external factors. It is recommended that a new reward framework be designed to incorporate the reward preferences and expectations of both the employee and the organisation whilst taking into account the effect of the external environment, the job design and the link between the expectations from the organisation and the individual.
Dissertation (MBA)--University of Pretoria, 2012.
Gordon Institute of Business Science (GIBS)
unrestricted

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Ruzeviciute, Ruta, et Bernadette Kamleitner. « Attracting new customers to loyalty programs : The effectiveness of monetary versus non-monetary loyalty programs ». John Wiley & ; Sons, Ltd, 2017. http://dx.doi.org/10.1002/cb.1663.

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What type of reward attracts customers to loyalty programs? Given the increasing importance of loyalty programs, this question matters. Six sequential studies investigated whether monetary rewards universally attract people more than nonmonetary rewards. Results suggest that monetary rewards elicit a very robust attractiveness premium both on the level of individual rewards as well as on the level of entire reward programs. Across different industries, the more monetary loyalty program was consistently perceived as more attractive, and it was more likely to inspire intentions to join the program. Even in light of variations in consumption goals (hedonic vs. utilitarian), the effect persisted. The effect is not only consistent; it is also nonnegligible with medium effect sizes emerging in most settings. We discuss ensuing variations in effect sizes and conclude that monetarism holds a pervasive temptation for consumers that managers cannot ignore.

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Voges, Anna Catharina. « Farming under Changing EU Policies : the Influence of Monetary and Non-Monetary Vocational Characteristics of Farmers' Choices ». Thesis, Imperial College London, 2009. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.502906.

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Browning, Amanda G., et Clinton F. Burr. « Monetary and non-monetary SWO retention bonuses : an experimental approach to the Combinatorial Retention Auction Mechanism (CRAM) ». Monterey, California : Naval Postgraduate School, 2009. http://hdl.handle.net/10945/10388.

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Approved for public release, distribution unlimited
MBA Professional Report
This purpose of this project was to use an experimental approach to examine the behavior patterns in the decision-making process when choosing between monetary and non-monetary bonuses related to retention. We expected to observe that experimental subjects would choose incentives that maximize their personal retention value. The experiment is a retention mechanism that optimally combines monetary and non-monetary incentives to achieve desired SWO retention. The goal is to develop combinations of incentives that minimizing retention bonus costs while maximizing individual self-interests.

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Browning, Amanda G. Burr Clinton F. « Monetary and non-monetary SWO retention bonuses an experimental approach to the Combinatorial Retention Auction Mechanism (CRAM) / ». Monterey, California : Naval Postgraduate School, 2009. http://edocs.nps.edu/npspubs/scholarly/MBAPR/2009/Dec/09Dec%5FBrowning%5FMBA.pdf.

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"Submitted in partial fulfillment of the requirements for the degree of Master of Business Administration from the Naval Postgraduate School, December 2009."
Advisor(s): Gates, William R. ; Coughlan, Peter J. ; Myung, Noah. "December 2009." "MBA Professional report"--Cover. Description based on title screen as viewed on January 26, 2010. Author(s) subject terms: Retention, non-monetary bonuses, SWO, CRAM. Includes bibliographical references (p. 67-68). Also available in print.

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Kenter, Jasper Onno. « Integrating monetary and non-monetary approaches to the assessment of shared, plural and cultural values of ecosystem services ». Thesis, University of Aberdeen, 2014. http://digitool.abdn.ac.uk:80/webclient/DeliveryManager?pid=211249.

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There are increasing concerns that monetary valuation of ecosystem services using conventional individualistic methods is not fully able to express the value that people attach to the natural environment. For example, people have values in relation to nature that are not instrumental, but relate to rights, duties and virtues, which are difficult to translate into preferences and willingness-to-pay. Also, the notions of ‘services' and ‘benefits' do not fully reflect the intricate relationships between people and nature. Values and meanings are not necessarily individualistic and given, but are often implicit, shared and shaped through social processes of information sharing, moralisation and democratic debate. This thesis develops a theoretical framework for assessing plural, shared and cultural values of ecosystems and provides a range of case studies to operationalize them for decision-making. The theoretical framework conceptualises values across the dimensions of value concept, provider, process, scale and intention, and identifies seven non-mutually exclusive types of shared values: transcendental, cultural/societal, communal, group, deliberated and other-regarding values, and value to society. A novel model is developed to describe how different values interrelate in deliberative processes: the Deliberative Value Formation model (DVF). This framework underpins two local and two UK-wide case studies, which employ, develop and evaluate a wide range of economic and non-economic, deliberative, interpretive and psychometric methods. Findings indicate that deliberated group values were more considered, more strongly anchored onto the value of benefits and less an expression of ‘gesturing', while at the same time more reflective of transcendental values of participants such as responsibility and social justice. Thus, group-based, deliberative assessments may provide a more robust approach to assessing values than conventional individual valuation. Disciplinary integration provides a richer and more comprehensive evidence base for environmental decision-making and management than the use of single discipline approaches, which is of particular importance for complex and contested contexts.

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Cantillon, Sara. « Living standards within households : learning from non-monetary indicators ». Thesis, University of Kent, 2005. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.411944.

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This dissertation focuses on the distribution of resources within Irish households and the implications of that distribution for the living standards of different household members. In most research on living standards, income inequality and poverty, the assumption is made that individuals living in the same household have the same standard of living. If however, different individuals within households actually experience different levels of well-being, this could have major implications for our understanding of poverty. In particular, conventional practice could lead to the extent and nature of gender differences in the experience of poverty being understated, to poverty for some children being obscured, and to the capacity of policy to improve living standards being seriously impaired. Non-monetary indicators of living standards and deprivation are increasingly being used in measuring household poverty. This study demonstrates their use in exploring differences in living standards within households. The aim of the present study was to develop a set of indicators suitable for the investigation of differences in living standards within the household - both differences between adults in a given household, and between adults and children - and to apply these indicators empirically to Ireland. This involved first designing a module of survey questions and refining them through focus group discussions with women experiencing poverty and social exclusion. The resulting set of questions was then included in the 1999 round of the Living in Ireland Survey. Research has then been carried out on the responses to this innovative set of specially-designed questions, focused on bringing out the scale and nature of differences within the household and teasing out the influences on the intra-household distribution of resources. In particular it looked at the role a woman's independent income might play and also at the impact of the presence of another adult at the interview. The results are revealing both in the specific Irish context and more broadly, from a methodological and substantive point of view.

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Siyaranamual, Martin Daniel <1981&gt. « Essays on the non-monetary aspects of cooperative behaviours ». Doctoral thesis, Università Ca' Foscari Venezia, 2014. http://hdl.handle.net/10579/4604.

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This dissertation consists of three independent essays that explore the non-monetary aspects on the cooperative behaviours. In the first essay, I analyse the effect of social interaction on the decision to contribute to public good. To examine the effect of social interaction, I construct a sampling design where respondents are divided into three different groups, namely treated, untreated, and control groups. The respondents in the treated and untreated groups were allowed to interact/discuss with each other, within and across groups, prior to the WTP elicitation question. I find that treated and untreated respondents with social interactions have higher and significant likelihood to purchase the public good relatively to control respondents. While those who did not have interaction have a lower WTP for the improvement of waste management. In the second essay, which is a join work with Luis Aranda, we investigate how cognitive abilities correlate with civic engagement of older Euro- peans (aged 50+), using waves two and three of the SHARE dataset. The results advocate for the existence of a causal relationship running from cognition in old age to community engagement. In the last essay, I compare whether the results from having an observer and an exemplar in a public good game are similar. To make this comparison, I employ a four-players finitely repeated public goods experiment on two directed star networks, observer and exemplar networks. I find evidence that the behaviours of players are statistically indistinguishable across network structures. However, the players who belong to the observer network are more willing to conform with the group behaviours, meaning that they will increase (reduce) the contributions if theirs are below (above) their groups average. Furthermore, I also find evidence that the contributing behaviours are more stable in the observer networks than in the exemplar network.

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Jouvanceau, Valentin. « Three essays on unconventional monetary policies ». Thesis, Lyon, 2019. http://www.theses.fr/2019LYSE2061.

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La thèse est organisée en trois articles de recherche. Le premier chapitre porte sur : “Quantitative Easing and Excess Reserves”. Le chapitre 2 présente le papier : ”New Evidence on the Effects of Quantitative Easing”. Le chapitre 3est un papier intitulé : ”State-contingent Forward Guidance”.“Quantitative Easing and Excess Reserves” : Quels sont les effets d’un afflux de réserves excédentaires sur l’économie réelle ? ´ Etonnamment, la littérature théorique reste silencieuse sur cette question. Nous abordons cette questiondans un modèle néo-keynésien avec diverses frictions financières et réserves obligatoires. La modélisation du QE par l’offre de réserves excédentaires permet de tenir compte des variations endogènes de l’offre relative d’actifs financiers. Nous estimons que ce mécanisme est essentiel pour identifier et démêler les canaux de rééquilibrage de portefeuille, du crédit et des prix des actifs du QE. En outre, nous démontrons que les effets macroéconomiques du QE sont plutôt faibles et se transmettent principalement par le canal des prix des actifs.“New Evidence on the Effects of Quantitative Easing” : Les effets macroéconomiques des programmes du QE ont-ils été empiriquement surestimés ? En utilisant un grand nombre de spécifications de modèle qui diffèrent par le degré de variation des paramètres, la réponse est oui. Notre exercice de prévision suggère qu’il est crucial de tenir compte des variations temporelles des paramètres, mais pas de la volatilité stochastique. Dans une analyse des chocs structurels du QE, nous constatons que le QE1 a eu des effets macroéconomiques plus importants que le QE2 et le QE3, mais beaucoupmoins importants que ceux habituellement observés dans la littérature.“State-contingent Forward Guidance” : Dans ce papier, les impacts d’un Statecontingent Forward Guidance sont évalués dans un modèle DSGE avec frictions de recherche et d’appariement sur le marché du travail. Du point de vue Odyssean, cet engagement a des effets relativement faibles sur l’économie. Ce résultat s’attaque à ce que l’on appelle le puzzle du forward guidance. En outre, les simulations suggèrent qu’un State-contingent Forward Guidance est principalement transmis par les pressions sur les anticipations d’inflation
The thesis is organized in three research papers. The paper of the first chapter is: “Quantitative Easing and Excess Reserves”. The chapter 2 offers a paper named: “New Evidence on the Effects of Quantitative Easing”. The chapter 3 is a paper called: “State-contingent Forward Guidance”.“Quantitative Easing and Excess Reserves”: What are the impacts of a flush of interest-bearing excess reserves to the real economy? Surprisingly, the theoretical literature remains silent about this ques- tion. We address this issue in a newKeynesian model with various financial frictions and reserve requirements in the balance sheet of bankers. Modeling QE by the supply of excess reserves allows for endogenous changes in the relative supply of financial assets. We find that this mechanism is crucial to identify and disentangle between the portfolio balance, the credit and the asset prices channels of QE. Further, we demonstrate that the macroeconomic effects of QE are rather weak and mainly transmitted through the asset prices channel.“New Evidence on the Effects of Quantitative Easing”: Have the macroeconomic effects of QE programs been empirically overestimated? Using a large set of model specifications that differ in the degree of time-variation in parameters, the answer is yes. Our forecasting exercise suggests that it is crucial to allow for time-variation in parameters, but not for stochastic volatility. In an analysis of structural QE shocks, we find that QE1 had larger macroeconomic effects than QE2 and QE3, but much smaller than usually found in the literature.“State-contingent Forward Guidance”: In this paper, the impacts of a statecontingent forward guidance are assessed in a DSGE model with search and matching frictions. Under an Odyssean perspective, the commitment is found to have relatively low effects in the economy. This result tackles the so-called forward guidance puzzle. In addition, the simulations suggest that a statecontingent forward guidance is mainly transmitted by shifts in the expectations of inflation

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