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Letteratura scientifica selezionata sul tema "Reward systems"

Autore: Grafiati

Pubblicato: 4 giugno 2021

Ultima modifica: 7 luglio 2024

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Articoli di riviste sul tema "Reward systems"

Momanyi, George O., Maureen A. Adoyo, Eunice M. Mwangi e Dennis O. Mokua. "Strengthening Strategic Reward Framework in Health Systems: A Survey of Narok County, Kenya". Global Journal of Health Science 9, n. 1 (19 maggio 2016): 181. http://dx.doi.org/10.5539/gjhs.v9n1p181.

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BACKGROUND: Rewards are used to strengthen good behavior among employees based on the general assumption that rewards motivate staff to improve organizational productivity. However, the extent to which rewards influence motivation among health workers (HWs) has limited information that is useful to human resources (HRs) instruments. This study assessed the influence of rewards on motivation among HWs in Narok County, Kenya. METHODS: This was a cross-sectional study done in two sub-counties of Narok County. Data on the rewards availability, rewards perceptions and influence of rewards on performance, as well as motivation level of the HWs, was collected using a self-administered questionnaire with HWs. SPSS version 21 was used to analyze descriptive statistics, and factor analysis and multivariate regression using Eigen vectors was used to assess the relationship between the reward intervention and HWs’ motivation.RESULTS: A majority of HWs 175 (73.8%) had not received a reward for good performance. Only 3 (4.8%) of the respondents who received rewards were not motivated by the reward they received. Overall, reward significantly predicted general motivation (p-value = 0.009).CONCLUSION: In Narok County, the HR’s instruments have not utilized the reward system known to motivate employees. In the study area, hard work was not acknowledged and rewarded accordingly. In addition, there were not sufficient opportunities for promotion in the county. An increased level of reward has the potential to motivate HWs to perform better. Therefore, providing rewards to employees to increase motivation is a strategy that the Narok County health system and its HR management should utilize.

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Ma, Rayna. "Advantages and Disadvantages of Tangible Reward Systems". SHS Web of Conferences 180 (2023): 02007. http://dx.doi.org/10.1051/shsconf/202318002007.

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The tangible reward system is defined as the use of material and symbolic rewards to influence students’ behaviors. Tangible rewards are widely used in all education systems and have been researched from multiple aspects. However, investigations on the impact of tangible reward systems revealed controversial results. This article summarizes studies that support and oppose the ongoing debate on whether teachers should use tangible reward systems in classrooms. Previous publications on the impact of the tangible reward system on students from kindergarten to undergraduates were analyzed. The findings were compared on different conditions such as grade levels, countries and regions, and the views of parents, teachers, and students. Literatures indicated that the tangible reward system could be used by teachers to an extent for young students or unmotivated classes only as an initial guide to lead students toward adequate learning behavior and self-motivation. Several suggestions were proposed on how to effectively use tangible rewards in the classroom.

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Grohn, Jan, Urs Schüffelgen, Franz-Xaver Neubert, Alessandro Bongioanni, Lennart Verhagen, Jerome Sallet, Nils Kolling e Matthew F. S. Rushworth. "Multiple systems in macaques for tracking prediction errors and other types of surprise". PLOS Biology 18, n. 10 (30 ottobre 2020): e3000899. http://dx.doi.org/10.1371/journal.pbio.3000899.

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Animals learn from the past to make predictions. These predictions are adjusted after prediction errors, i.e., after surprising events. Generally, most reward prediction errors models learn the average expected amount of reward. However, here we demonstrate the existence of distinct mechanisms for detecting other types of surprising events. Six macaques learned to respond to visual stimuli to receive varying amounts of juice rewards. Most trials ended with the delivery of either 1 or 3 juice drops so that animals learned to expect 2 juice drops on average even though instances of precisely 2 drops were rare. To encourage learning, we also included sessions during which the ratio between 1 and 3 drops changed. Additionally, in all sessions, the stimulus sometimes appeared in an unexpected location. Thus, 3 types of surprising events could occur: reward amount surprise (i.e., a scalar reward prediction error), rare reward surprise, and visuospatial surprise. Importantly, we can dissociate scalar reward prediction errors—rewards that deviated from the average reward amount expected—and rare reward events—rewards that accorded with the average reward expectation but that rarely occurred. We linked each type of surprise to a distinct pattern of neural activity using functional magnetic resonance imaging. Activity in the vicinity of the dopaminergic midbrain only reflected surprise about the amount of reward. Lateral prefrontal cortex had a more general role in detecting surprising events. Posterior lateral orbitofrontal cortex specifically detected rare reward events regardless of whether they followed average reward amount expectations, but only in learnable reward environments.

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Rajalingham, Rishi, Richard Greg Stacey, Georgios Tsoulfas e Sam Musallam. "Modulation of neural activity by reward in medial intraparietal cortex is sensitive to temporal sequence of reward". Journal of Neurophysiology 112, n. 7 (1 ottobre 2014): 1775–89. http://dx.doi.org/10.1152/jn.00533.2012.

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To restore movements to paralyzed patients, neural prosthetic systems must accurately decode patients' intentions from neural signals. Despite significant advancements, current systems are unable to restore complex movements. Decoding reward-related signals from the medial intraparietal area (MIP) could enhance prosthetic performance. However, the dynamics of reward sensitivity in MIP is not known. Furthermore, reward-related modulation in premotor areas has been attributed to behavioral confounds. Here we investigated the stability of reward encoding in MIP by assessing the effect of reward history on reward sensitivity. We recorded from neurons in MIP while monkeys performed a delayed-reach task under two reward schedules. In the variable schedule, an equal number of small- and large-rewards trials were randomly interleaved. In the constant schedule, one reward size was delivered for a block of trials. The memory period firing rate of most neurons in response to identical rewards varied according to schedule. Using systems identification tools, we attributed the schedule sensitivity to the dependence of neural activity on the history of reward. We did not find schedule-dependent behavioral changes, suggesting that reward modulates neural activity in MIP. Neural discrimination between rewards was less in the variable than in the constant schedule, degrading our ability to decode reach target and reward simultaneously. The effect of schedule was mitigated by adding Haar wavelet coefficients to the decoding model. This raises the possibility of multiple encoding schemes at different timescales and reinforces the potential utility of reward information for prosthetic performance.

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Haryanto, Hanny, Umi Rosyidah, Acun Kardianawati, Erna Zuni Astuti, Erlin Dolphina e Ronny Haryanto. "Fuzzy Smart Reward for Serious Game Activity Design". Scientific Journal of Informatics 10, n. 3 (11 luglio 2023): 271–86. http://dx.doi.org/10.15294/sji.v10i3.44051.

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Purpose: Serious game has been widely considered to be a potential learning tool, due to its main advantage to provide a fun experience in learning. The experience is supported mainly by in-game activities, where feedback is given in the form of rewards. However, rewards often don't work well due to various factors, for example, rewards are always the same, so they are monotonous. We use Appreciative Learning as underlying concept for activity design and fuzzy logic to create the reward behavior, called Fuzzy Smart Reward.Methods: We use Appreciative Learning as underlying concept for activity design and fuzzy logic to create the reward behavior. Appreciative Learning activities consists of Discovery, Dream, Design and Destiny. We propose fuzzy-based smart reward for those activities. The smart reward takes player achievement in each activity as input for the fuzzy inference system and give the dynamic reward as output.Result: A game prototype is developed as a test subject. The result shows that the smart reward could dynamically adjust the reward based on game conditions and player performance. Test conducted using Game Experience Questionnaire get the score 3.3 out of 4.Novelty: There aren't many studies on dynamic rewards in structured reward systems; the majority of studies remove dynamic rewards from reward systems. In our research, a "smart reward" is a dynamic reward in a structured reward system that is created using artificial intelligence and is based on activities for appreciative learning. The use of Fuzzy Logic for structured reward behavior is also very rare.

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Lewis, Mark E., e Martin L. Puterman. "A note on bias optimality in controlled queueing systems". Journal of Applied Probability 37, n. 01 (marzo 2000): 300–305. http://dx.doi.org/10.1017/s002190020001545x.

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The use ofbias optimalityto distinguish among gain optimal policies was recently studied by Haviv and Puterman [1] and extended in Lewiset al.[2]. In [1], upon arrival to anM/M/1 queue, customers offer the gatekeeper a rewardR. If accepted, the gatekeeper immediately receives the reward, but is charged a holding cost,c(s), depending on the number of customers in the system. The gatekeeper, whose objective is to ‘maximize’ rewards, must decide whether to admit the customer. If the customer is accepted, the customer joins the queue and awaits service. Haviv and Puterman [1] showed there can be only two Markovian, stationary, deterministic gain optimal policies and that only the policy which uses thelargercontrol limit is bias optimal. This showed the usefulness of bias optimality to distinguish between gain optimal policies. In the same paper, they conjectured that if the gatekeeper receives the reward uponcompletionof a job instead of upon entry, the bias optimal policy will be the lower control limit. This note confirms that conjecture.

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Javed, Aisha, e Noor Muhammad. "Teachers Perceptions about Reward Systems in Classroom". Journal of Education and Social Studies 2, n. 2 (27 agosto 2021): 59–62. http://dx.doi.org/10.52223/jess.20212204.

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A Reward system is used to influence the people in any organization. In education, teachers are used rewards to influence students learning outcomes. Therefore, the present study was conducted to find out the teacher's perceptions about rewards in the classroom. All the teachers of the public primary school of district Toba Tek Singh were considered for the population of the study. A questionnaire was used as a research tool for collecting the opinion of respondents, including a five-point rating scale. A total of 200 teachers (100 male and 100 female) were selected as a sample from 100 public primary schools in Toba Tek Singh. Data were analyzed using SPSS (Statistical Package of Social Sciences) through t-test, mean and standard deviation. It was concluded that most of the teachers agreed that reward encourages the students to move forward. It was also proved that the rewards system was significantly better towards learner’s achievement. It was also confirmed that most teachers improved their performance regarding their rewards system; therefore, it had a positive impact on achieving the targeted objectives.

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Brosi, Prisca, Matthias Spörrle, Isabell M. Welpe e Jason D. Shaw. "Evaluations of One’s Own and Others’ Financial Rewards". Journal of Personnel Psychology 12, n. 3 (gennaio 2013): 105–14. http://dx.doi.org/10.1027/1866-5888/a000083.

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Previous research indicates that trait positive affectivity (PA) directly and indirectly influences individuals’ evaluations of reward sizes. However, research shows conflicting results on the direction of PA’s moderating influence. Furthermore, past studies fail to differentiate evaluations of one’s own rewards versus rewards for others, which is particularly important as reward systems are designed from a third-person perspective. Our experimental design confirms PA’s direct and moderating effects on the evaluation of one’s own rewards, finding stronger positive relationship for small-to-moderate rewards but weaker positive relationship for moderate-to-large rewards. These evaluation processes further show that individuals high (low) in PA perceive their own rewards as being larger (smaller) than rewards for others. The discussion addresses the implications for designing reward systems in organizations.

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Zong, Silu. "Parents’ Perception of Using Tangible Reward Systems at Compulsory Schools in China". Journal of Education, Humanities and Social Sciences 10 (5 aprile 2023): 139–45. http://dx.doi.org/10.54097/ehss.v10i.6904.

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With the establishment of the two-child and three-child policies in China, parents pay more attention to kids' education. Many countries support using tangible reward systems in educational institutions, and this situation is prevalent in Chinese schools, especially for young-age students. In this experiment, the author collected perceptions about using tangible reward systems in compulsory schools from Chinese parents who have at least one child currently studying in a compulsory school in China. The author summarized parents' thoughts about the expected advantages and disadvantages of using tangible rewards from other studies. A majority of parents supported using tangible reward systems at school. They somewhat or strongly agree with those advantages, such as improving children's self-esteem, collective sense of honor, and independent learning ability. Most of them did not think this kind of system could bring a significantly negative impact on children, such as undermining students' intrinsic motivation. However, a large number of parents agreed that tangible rewards could make students more working for external rewards. In conclusion, most participants still believe in the benefits of tangible reward systems and will also feel happy when their children obtain those rewards from school.

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Schultz, Wolfram. "Predictive Reward Signal of Dopamine Neurons". Journal of Neurophysiology 80, n. 1 (1 luglio 1998): 1–27. http://dx.doi.org/10.1152/jn.1998.80.1.1.

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Schultz, Wolfram. Predictive reward signal of dopamine neurons. J. Neurophysiol. 80: 1–27, 1998. The effects of lesions, receptor blocking, electrical self-stimulation, and drugs of abuse suggest that midbrain dopamine systems are involved in processing reward information and learning approach behavior. Most dopamine neurons show phasic activations after primary liquid and food rewards and conditioned, reward-predicting visual and auditory stimuli. They show biphasic, activation-depression responses after stimuli that resemble reward-predicting stimuli or are novel or particularly salient. However, only few phasic activations follow aversive stimuli. Thus dopamine neurons label environmental stimuli with appetitive value, predict and detect rewards and signal alerting and motivating events. By failing to discriminate between different rewards, dopamine neurons appear to emit an alerting message about the surprising presence or absence of rewards. All responses to rewards and reward-predicting stimuli depend on event predictability. Dopamine neurons are activated by rewarding events that are better than predicted, remain uninfluenced by events that are as good as predicted, and are depressed by events that are worse than predicted. By signaling rewards according to a prediction error, dopamine responses have the formal characteristics of a teaching signal postulated by reinforcement learning theories. Dopamine responses transfer during learning from primary rewards to reward-predicting stimuli. This may contribute to neuronal mechanisms underlying the retrograde action of rewards, one of the main puzzles in reinforcement learning. The impulse response releases a short pulse of dopamine onto many dendrites, thus broadcasting a rather global reinforcement signal to postsynaptic neurons. This signal may improve approach behavior by providing advance reward information before the behavior occurs, and may contribute to learning by modifying synaptic transmission. The dopamine reward signal is supplemented by activity in neurons in striatum, frontal cortex, and amygdala, which process specific reward information but do not emit a global reward prediction error signal. A cooperation between the different reward signals may assure the use of specific rewards for selectively reinforcing behaviors. Among the other projection systems, noradrenaline neurons predominantly serve attentional mechanisms and nucleus basalis neurons code rewards heterogeneously. Cerebellar climbing fibers signal errors in motor performance or errors in the prediction of aversive events to cerebellar Purkinje cells. Most deficits following dopamine-depleting lesions are not easily explained by a defective reward signal but may reflect the absence of a general enabling function of tonic levels of extracellular dopamine. Thus dopamine systems may have two functions, the phasic transmission of reward information and the tonic enabling of postsynaptic neurons.

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Tesi sul tema "Reward systems"

Laundon, Melinda K. "Just rewards: Perceived fairness, transparency and employee reward systems". Thesis, Queensland University of Technology, 2018. https://eprints.qut.edu.au/122617/1/Melinda_Laundon_Thesis.pdf.

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In this thesis by published papers, the dimensions of a reward system in a large Australian financial and insurance services organisation are examined. Across four studies, insights relevant to employees, managers and organisations are provided about how the design and management of reward systems influence the fairness perceptions of employees at different levels.

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Erturk, Alper. "An expert system for reward systems design". Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2000. http://handle.dtic.mil/100.2/ADA383532.

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Thesis (M.S. in Information Technology Management and M.S. in Systems Management) Naval Postgraduate School, Sept. 2000.
Thesis advisor(s): Jansen, Erik; Nissen, Mark E. Includes bibliographical references (p. 93-94). Also available online.

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Hagos, Helen, e Helena Sonnert. "Reward Systems : To set up goals, appraise and reward employees in large companies". Thesis, Linköping University, Department of Management and Economics, 2004. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-2298.

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Background and purpose: Aspects such as the character of the organization and the composition of the work force have an impact on the company’s choice of how to reward and evaluate the employee. In large companies with employees from different professions and at different levels problems connected with the evaluation and the compensation of the employee may arise. The purpose of this thesis is to examine how this type of companies evaluate and reward the employees. Further we will look into the problems that may arise connected to the evaluation and the compensation of the employee.

Results: In the process of evaluation the greatest difference between the employees from different professions and operations can be found in the goals that are set and the measures that measure the fulfilment of the goals. In regard to the evaluation of employees at different levels the greatest differencecan be found in the character of the measures. When rewarding employees companies tend to have a homogeneous policy for employees from all operations and professions. The difference is greater between employees at different levels. As the number of operations and levels of the company increases it gets harder to set goals that are relevant to each operation and individual as an increasing number of aspects related to these operations must be considered. In addition it is difficult to design rewards which are cost efficient and valued by all employees. These difficulties arise as individuals’ preferences are affected by their working environment and as different preferences are created in different operations and at different levels.

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Pepper, A. A. W. "Behavioural aspects of senior executive reward systems". Thesis, University of Surrey, 2010. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.531370.

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Clark, Jeremy James. "Salt appetite and psychostimulants : interaction between reward systems/". Thesis, Connect to this title online; UW restricted, 2006. http://hdl.handle.net/1773/9071.

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Karim, Akam, e Minas Ceriacous. "What do millennials really want? : A study on how reward systems affect organizational commitment in generation Y". Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Företagsekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-43843.

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This new economic era is characterized by organizations managing a diverse workforce across different generations. These generations have different work values, goals, and expectations on their employer, which poses various challenges for human resource managers in managing and retaining employees from different generations. The most recent generation that is currently entering the workforce is generation Y, and they are described as the younger generation with high employee turnover and reluctance to pledge long-term work commitments. Therefore, it is in the interest of organizations to tailor reward schemes that resonate with generation Yers in fostering organizational commitment. Thus, this thesis aims to examine how extrinsic and intrinsic rewards affect organizational commitment in generation Y. To answer these questions, this thesis reviews previous literature and use the self-determination theory to see how the different rewards affect the organizational commitment of generation Y. This study has been conducted through interviews with employees that are born within the age spectrum of generation Y (1980-1999) to understand how reward systems affect organizational commitment in generation Y employees. This thesis found that intrinsic rewards affect organizational commitment in a far more positive manner than extrinsic rewards. Furthermore, intrinsic rewards resonate to a greater extent with the employees from generation Y and should, therefore, be a priority for organizations. Moreover, this thesis concludes that intrinsic rewards can more easily satisfy the basic psychological needs, which are, as according to the self-determination theory, crucial to foster organizational commitment.

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Mtazu, Pauline Sibusisiwe. "Evaluating remuneration and reward systems at lobels bread, Zimbabwe". Thesis, Nelson Mandela Metropolitan University, 2009. http://hdl.handle.net/10948/1136.

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To gain workforce support and commitment, organisations should offer remuneration and rewards that are internally and externally equitable, as inequity in remuneration is the source of employee discontent and turnover. To succeed, organisations have to communicate the total value of rewards allocated to employees. Communication is the foundation of reward management and organisational success. Communication helps employees to understand that the rewards they receive are worth having. Remuneration and rewards communicate the value that organisations place on their employees. To deliver the proper messages, remuneration objectives and strategies should be aligned with the overall business strategy of the organisation. Alignment enables organisations to deliver the right type of rewards to the right people, at the right time, and for the right reasons. The only way the organisation can deliver the correct reward and remuneration, is to implement a total reward system together with a total pay system. Effective total pay system covers base pay, skills and competency pay, variable performance pay, recognition, and benefits. Total reward system cover investment in people, development and training, performance management, and career management. To motivate and retain employees, and to improve organisation’s profitability, a right mix of total pay and total rewards should be made available to employees as employees’ needs differ. With this information, an empirical study was developed and conducted at Lobels Bread in Zimbabwe. The results of this survey indicated that Lobels Bread uses traditional base pay system and benefits as a way of motivating and retaining its employees. This pay system seems to be insufficient to motivate and retain employees. To motivate and retain employees, the company should implement a total reward system, which includes total pay system, investment in people, career enhancement, open communications, involvement, and performance management.

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Liberty, Chantel Karen. "The contribution of reward systems to enhance employee engagement". Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/18608.

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Increasing competition within the freight transportation market in South Africa has intensified the need for rail industries to identify ways in which to enhance their competitiveness within this market. One of the most important challenges for organisations’ operating in this market is to deliver goods on time, while meeting the needs of customers, at the lowest possible cost. If such organisations are to remain competitive, it may be required of them to shift their focus to their employees. Research has shown that employees render organisations’ with sustainable competitive advantage, more specifically, it has shown that engaged employees surpass disengaged employees. The distinguishing factor for organisations’ in the search of competitive advantage would therefore be an engaged workforce. The primary research objective of this study was to investigate contribution of reward systems to enhanced employee engagement within Transnet Engineering (TE) in Swartkops, Port Elizabeth. A theoretical overview was conducted to evaluate different definitions, engagement theories and factors of reward systems which contribute to enhanced employee engagement. An empirical study was conducted by means of a survey with a questionnaire as data collecting tool. The purpose of the structured questionnaire was to validate the findings obtained from the theoretical overview and to assess employees’ perceptions of reward systems and engagement. Recommendations were made based on the findings of the literature and empirical study. These recommendations will assist the organisation in understanding how reward systems can be used to enhance employee engagement, so that a competitive advantage can be achieved within the freight transportation market.

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Brager, Allison Joy. "Roles of the circadian and reward systems in alcoholism". Kent State University / OhioLINK, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=kent1306869438.

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Limbrick-Oldfield, Eve Helen. "Investigating reward systems in the human midbrain with fMRI". Thesis, Imperial College London, 2012. http://hdl.handle.net/10044/1/14511.

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Localising activity in the human midbrain with conventional functional MRI (fMRI) is challenging because the midbrain nuclei are small and located in an area that is prone to physiological artefacts. In the first section of this thesis I present a replicable and automated method to improve the detection and localisation of midbrain fMRI signals. I designed a visual fMRI task that was predicted would activate the superior colliculi bilaterally. A novel anatomical registration pathway was used to optimise the localisation of the small midbrain nuclei in stereotactic space. This pathway was compared to conventional registration pathways, and was shown to significantly improve midbrain registration. To reduce the physiological artefacts in the functional data, I estimated and removed structured noise using a modified version of a previously described physiological noise model (PNM). Whereas a conventional analysis revealed only unilateral colliculi activity, the PNM analysis revealed the predicted bilateral activity. I then used these methods to investigate the role of the midbrain dopaminergic system in reward. Midbrain dopamine neurons play central roles in positive reward prediction errors (PEs). Non-human studies now indicate that dopamine neurons also code for aversive, punishing events, and may code negative PEs. However, our understanding of how such events are coded in the human dopaminergic midbrain is limited, and has been hindered by the technical challenge of using fMRI in this region. Here I show that during a financial reward and punishment task the ventral tegmental area (VTA) codes for both positive and negative PEs. The fMRI data from the midbrain contained a significant amount of physiological noise, but once I applied the PNM responses were also observed in the substantia nigra pars compacta (SNc), with negative PE signals extending more laterally. These findings indicate that both the human VTA and SNc code for both positive and negative PEs.

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Libri sul tema "Reward systems"

1951-, Thorpe Richard, e Homan Gill, a cura di. Strategic reward systems. Harlow: Financial Times Prentice Hall, 2000.

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1951-, Thorpe Richard, e Homan Gill, a cura di. Strategic reward systems. New York: Financial Times, 1999.

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Managing reward systems. Buckingham: Open University Press, 1993.

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Erturk, Alper. An expert system for reward systems design. Monterey, Calif: Naval Postgraduate School, 2000.

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Jörgen, Engel, e Svenska läkaresällskapet, a cura di. Brain reward systems and abuse. New York: Raven Press, 1987.

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Glenn, Rifkin, a cura di. Reward systems: Does yours measure up? Boston, Mass: Harvard Business School Press, 2009.

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Glenn, Rifkin, a cura di. Reward systems: Does yours measure up? Boston, Mass: Harvard Business School Press, 2009.

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Innovative reward systems for the changing workplace. 2^a ed. New York: McGraw-Hill, 2003.

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B, Wilson Thomas. Innovative reward systems for the changing workplace. New York: McGraw-Hill, 1995.

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B, Wilson Thomas. Innovative reward systems for the changing workplace. New York: McGraw-Hill, 1995.

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Capitoli di libri sul tema "Reward systems"

Boella, Michael J., e Steven Goss-Turner. "Reward systems". In Human Resource Management in the Hospitality Industry, 245–58. Tenth edition. | Abingdon, Oxon: Routledge, 2019. | New edition: Routledge, 2019. http://dx.doi.org/10.4324/9780429441400-14.

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Tyrer, Peter J., Mark Slifstein, Joris C. Verster, Kim Fromme, Amee B. Patel, Britta Hahn, Christer Allgulander et al. "Brain Reward Systems". In Encyclopedia of Psychopharmacology, 250. Berlin, Heidelberg: Springer Berlin Heidelberg, 2010. http://dx.doi.org/10.1007/978-3-540-68706-1_4100.

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Simola, Nicola, Micaela Morelli, Tooru Mizuno, Suzanne H. Mitchell, Harriet de Wit, H. Valerie Curran, Celia J. A. Morgan et al. "Dopamine Reward Systems". In Encyclopedia of Psychopharmacology, 418. Berlin, Heidelberg: Springer Berlin Heidelberg, 2010. http://dx.doi.org/10.1007/978-3-540-68706-1_4208.

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Maximini, Dominik. "Changing Reward Systems". In Agile Leadership in Practice, 85–94. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-031-15022-7_7.

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Morgan, Michael M., MacDonald J. Christie, Thomas Steckler, Ben J. Harrison, Christos Pantelis, Christof Baltes, Thomas Mueggler et al. "Mesotelencephalic Dopamine Reward Systems". In Encyclopedia of Psychopharmacology, 755. Berlin, Heidelberg: Springer Berlin Heidelberg, 2010. http://dx.doi.org/10.1007/978-3-540-68706-1_1124.

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Der, Ralf, e Georg Martius. "Reward-Driven Self-Organization". In Cognitive Systems Monographs, 253–59. Berlin, Heidelberg: Springer Berlin Heidelberg, 2011. http://dx.doi.org/10.1007/978-3-642-20253-7_14.

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Curiel, Imma J., Giorgio Pederzoli e Stef H. Tijs. "Reward Allocations in Production Systems". In Advances in Optimization and Control, 186–99. Berlin, Heidelberg: Springer Berlin Heidelberg, 1988. http://dx.doi.org/10.1007/978-3-642-46629-8_13.

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Liu, Brian C., Qingchen Zhang e Emmanuel N. Pothos. "Insulin and Brain Reward Systems". In Physiological Consequences of Brain Insulin Action, 105–23. Boca Raton: CRC Press, 2022. http://dx.doi.org/10.1201/9781003079927-7.

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Quatmann, Tim, e Joost-Pieter Katoen. "Multi-objective Optimization of Long-run Average and Total Rewards". In Tools and Algorithms for the Construction and Analysis of Systems, 230–49. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-72016-2_13.

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AbstractThis paper presents an efficient procedure for multi-objective model checking of long-run average reward (aka: mean pay-off) and total reward objectives as well as their combination. We consider this for Markov automata, a compositional model that captures both traditional Markov decision processes (MDPs) as well as a continuous-time variant thereof. The crux of our procedure is a generalization of Forejt et al.’s approach for total rewards on MDPs to arbitrary combinations of long-run and total reward objectives on Markov automata. Experiments with a prototypical implementation on top of the Storm model checker show encouraging results for both model types and indicate a substantial improved performance over existing multi-objective long-run MDP model checking based on linear programming.

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Feng, Yuhao, Jiachun Feng e Yanghui Rao. "Reward-Modulated Adversarial Topic Modeling". In Database Systems for Advanced Applications, 689–97. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-59410-7_47.

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Atti di convegni sul tema "Reward systems"

Yang, Chenye, Guanlin Liu e Lifeng Lai. "Reward Attack on Stochastic Bandits with Non-Stationary Rewards". In 2023 57th Asilomar Conference on Signals, Systems, and Computers. IEEE, 2023. http://dx.doi.org/10.1109/ieeeconf59524.2023.10476992.

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Daniel, Christian, Malte Viering, Jan Metz, Oliver Kroemer e Jan Peters. "Active Reward Learning". In Robotics: Science and Systems 2014. Robotics: Science and Systems Foundation, 2014. http://dx.doi.org/10.15607/rss.2014.x.031.

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Memarian, Farzan, Wonjoon Goo, Rudolf Lioutikov, Scott Niekum e Ufuk Topcu. "Self-Supervised Online Reward Shaping in Sparse-Reward Environments". In 2021 IEEE/RSJ International Conference on Intelligent Robots and Systems (IROS). IEEE, 2021. http://dx.doi.org/10.1109/iros51168.2021.9636020.

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Hanna, Lindsay, e Jonathan Cagan. "The Effect of Reward Interdependence of Strategies in Evolutionary Multi-Agent Systems". In ASME 2009 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. ASMEDC, 2009. http://dx.doi.org/10.1115/detc2009-87225.

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This paper explores the effect of reward interdependence of strategies in a cooperative evolving team on the performance of the team. Experiments extending the Evolutionary Multi-Agent Systems (EMAS) framework to three dimensional layout are designed which examine the effect of rewarding helpful, in addition to effective strategies on the convergence of the system. Analysis of communication within the system suggests that some agents (strategies) are more effective at creating helpful solutions than creating good solutions. Despite their potential impact as enablers for other strategies, when their efforts were not rewarded, these assistant agent types were quickly removed from the population. When reward was interdependent, however, this secondary group of helpful agents remained in the population longer. As a result, effective communication channels remained open and the system converged more quickly. The results support conclusions of organizational behavior experimentation and computational modeling. The implications of this study are twofold. First, computational design teams may be made more effective by recognizing and rewarding indirect contributions of some strategies to the success of others. Secondly, EMAS may provide a platform for predicting the effectiveness of different reward structures given a set of strategies in both human and computational teams.

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Yang, Yulong, Weihua Cao, Linwei Guo, Chao Gan e Min Wu. "Reinforcement Learning with Reward Shaping and Hybrid Exploration in Sparse Reward Scenes". In 2023 IEEE 6th International Conference on Industrial Cyber-Physical Systems (ICPS). IEEE, 2023. http://dx.doi.org/10.1109/icps58381.2023.10128012.

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Siu, Kristin, e Mark O. Riedl. "Reward Systems in Human Computation Games". In CHI PLAY '16: The annual symposium on Computer-Human Interaction in Play. New York, NY, USA: ACM, 2016. http://dx.doi.org/10.1145/2967934.2968083.

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MacGlashan, James, Monica Babes-Vroman, Marie desJardins, Michael Littman, Smaranda Muresan, Shawn Squire, Stefanie Tellex, Dilip Arumugam e Lei Yang. "Grounding English Commands to Reward Functions". In Robotics: Science and Systems 2015. Robotics: Science and Systems Foundation, 2015. http://dx.doi.org/10.15607/rss.2015.xi.018.

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Elgarf, Maha, Natalia Calvo-Barajas, Ana Paiva, Ginevra Castellano e Christopher Peters. "Reward Seeking or Loss Aversion?" In CHI '21: CHI Conference on Human Factors in Computing Systems. New York, NY, USA: ACM, 2021. http://dx.doi.org/10.1145/3411764.3445486.

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Traunmueller, Martin, Ava Fatah gen. Schieck, Johannes Schöning e Duncan P. Brumby. "The path is the reward". In CHI '13 Extended Abstracts on Human Factors in Computing Systems. New York, New York, USA: ACM Press, 2013. http://dx.doi.org/10.1145/2468356.2468520.

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Katoen, J. P., M. Khattri e I. S. Zapreevt. "A Markov reward model checker". In Second International Conference on the Quantitative Evaluation of Systems (QEST'05). IEEE, 2005. http://dx.doi.org/10.1109/qest.2005.2.

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Rapporti di organizzazioni sul tema "Reward systems"

Risien, Julie, e Roberta Nilson. Coordinated Reform and Local Solutions: Transforming the University Systems of Reward and Professional Advancement. Corvallis, OR: Oregon State University, 2018. http://dx.doi.org/10.5399/osu/1134.

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De Wit, Paul. Securing Land Tenure for Prosperity of the Planet and its Peoples. Rights and Resources Initiative, febbraio 2023. http://dx.doi.org/10.53892/ogcw7082.

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Indigenous Peoples, Afro-descendant Peoples, and local communities produce up to 70 percent of the world’s food with lower climate change and environmental impact than agribusinesses, but many remain under the poverty threshold. They are the de facto owners and managers of massive carbon stocks in forested and non–forested ecosystems, but markets fail to fairly reward this. This is all achieved with these communities having legal rights over only 20 percent of their land and receiving only 1.7 percent of global climate finance for self–determined investment and nature conservation. Clarifying their rights and establishing solid tenure security and capital to invest in exercising those rights are a must. The need for Indigenous Peoples, Afro-descendant Peoples, and local communities to acquire secure tenure over land and resources to achieve conservation and production goals is twofold. First, these groups need to establish a tenure safety network over their claimed lands and resources to prevent unintended consequences, like spillovers and leakages from other global responses to climate change, environmental rehabilitation, and food systems transformation. Second, they want secure tenure as part of a more enabling environment to fully unlock the potential of delivering their own solutions to current systems, threats, and opportunities.

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Jayne, T. S., R. Ferguson e S. Chimatiro. Bridging demand and supply of private investment capital for small and medium agribusinesses. Commercial Agriculture for Smallholders and Agribusiness (CASA), 2020. http://dx.doi.org/10.1079/20240191147.

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The UK Foreign, Commonwealth and Development Office's (FCDO's) Commercial Agriculture for Smallholders and Agribusiness (CASA) programme is working to increase economic opportunities for smallholders to step up and trade in growing commercial markets. The aim is to increase investment in agribusinesses that source from smallholder farmers, and to provide evidence-based guidance for creating synergistic relationships between agribusinesses and smallholders in ways that promote smallholders' productivity and commercial potential. This study is motivated by an apparent contradiction: suppliers of capital report a lack of investible opportunities in Africa, while demanders of capital cannot find willing partners to provide capital to them. In spite of significant amounts of private capital being available for investment worldwide (World Economic Forum, 2013; Vitón, 2018), institutional and impact investors have found it difficult to mobilize large amounts of private investment for agribusiness opportunities in Africa. This study identifies strategies for development and impact investment actors to bridge the gap between the risk-reward demands (or adjusted risk returns) of investment capital and the available supply of agribusinesses for investment. The study assesses whether what is needed is different forms of capital, or greater work to provide the pre-conditions for private investment in agri-food systems, or both of these. The resulting analysis addresses the needs and interests of both investors and investment support stakeholders.

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Bowman, Richard E. A Reward Model for Air Force Materiel Command Integrated Weapon System Management Teams. Fort Belvoir, VA: Defense Technical Information Center, aprile 1994. http://dx.doi.org/10.21236/ada288399.

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Enberg, Cecilia, Anders Ahlbäck e Edvin Nordell. Green recovery packages: a boost for environmental and climate work in the Swedish construction and building industry? Linköping University Electronic Press, novembre 2021. http://dx.doi.org/10.3384/9789179291327.

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The objective of this study is to explore whether the green recovery packages issued by the Swedish government are aligned with the work of the construction and building industry to become climate-neutral by 2045. We have interviewed heads of sustainability of some of the largest companies in the industry and surveyed companies that have signed the Roadmap for a fossil-free construction and building industry1. Our results show that market-related challenges constitute the most important challenges to the environmental and climate work of the companies in our study. To better respond to these challenges, they require policies that reward frontrunners, primarily green public procurement, and tougher standards and norms. They also requested investments and policies that support the transition to a circular economy. We conclude that while green public procurement is not among the policies and investments included in the recovery packages, other parts are well aligned with the challenges encountered, requested investments and policies, and on-going work. This is particularly true for the above-mentioned investments related to the transition to a circular economy. Further, the study enables us to conclude that it is important to consider the long-term effects of green recovery packages and their potential for return-on-investment in terms of reductions in greenhouse gas (GHG) emissions per SEK. Such packages will also have a better effect if they support on-going environmental and climate work, initiate new actions, and are designed with a systems perspective that facilitates joint action between different companies along the entire supply chain.

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Kennedy, James J., Richard W. Haynes e Xiaoping Zhou. Line officers' views on stated USDA Forest Service values and the agency reward system. Portland, OR: U.S. Department of Agriculture, Forest Service, Pacific Northwest Research Station, 2005. http://dx.doi.org/10.2737/pnw-gtr-632.

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West, George, Marco Velarde e Alejandro Soriano. IDB-9: Operational Performance and Budget. Inter-American Development Bank, marzo 2013. http://dx.doi.org/10.18235/0010526.

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In IDB-9 the Board of Governors of the Inter-American Development Bank (IDB) mandated the adoption of a results-based budgeting process (RBB) that would be aligned to and would help achieve the key performance targets of the Corporate Results Framework (CRF), as well as improve accountability and transparency. In addition, they mandated the use of a Balanced Score Card Performance Management System (BSC) that would incorporate the results from an External Feedback System (EFS). The Governors also requested that the Bank continue its efforts to improve organizational efficiency. The IDB has made significant progress in improving the quality and availability of information related to the budget and the associated work program, and in developing and enhancing the systems to support the budget planning and monitoring process. Many of the actions defined in the RBB Framework document can be considered complete from a technical perspective, but the RBB is still a work in process. One major area that RBB planners underestimated was the effort and time it would take to create an organization that uses data to manage for results. This effort must involve all levels of Management and be accompanied by appropriate incentives. Work on this cultural change has started but will extend beyond the planned three-year RBB implementation period. The BSC effort resulted in organizational learning and the development of a number of performance indicators, but it failed to achieve its objective of implementing a BSC that would provide the Bank with a Strategic Planning and Management system to help ensure the alignment of business activities with organizational strategy and provide a focused, comprehensive perspective of the Bank¿s organizational performance.The EFS is just being restarted, and preliminary results are expected in early 2013. Work is under way to improve operational efficiency, but the RBB data provide limited support to this activity, as most of the efficiency indicators are related to cycle times and not budget. OVE provides several suggestions for future work: (i) increase the focus, attention, and resources devoted to the RBB change management process to help achieve the culture change needed to create an organization that "manages for results"; (ii) plan for the involvement of all levels of Management, use internal and external experts in this process, and recognize that the process will take time; (iii) with Human Resources, create and implement incentives to recognize and reward behavior and good practices that can change the Bank¿s culture; (iv) consider raising the sponsorship level of the RBB, possibly combining it with the Program Optima governance structure; (v) focus on creating a limited set of performance indicators that drive the Bank¿s business and that link to its strategy, objectives and priorities; and (vi) reexamine the budget process to identify key constraints (for example, the head count ceiling) and reexamine the timing of performance reporting and budget allocations/reallocations to ensure alignment.

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Putriastuti, Massita Ayu Cindy, Vivi Fitriyanti e Muhammad Razin Abdullah. Leveraging the Potential of Crowdfunding for Financing Renewable Energy. Purnomo Yusgiantoro Center, giugno 2021. http://dx.doi.org/10.33116/br.002.

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• Renewable energy (RE) projects in Indonesia usually have IRR between 10% and 15% and PP around 6 to 30 years • Attractive return usually could be found in large scale RE projects, although there are numerous other factors involved including technology developments, capacity scale, power purchasing price agreements, project locations, as well as interest rates and applied incentives. • Crowdfunding (CF) has big potential to contribute to the financing of RE projects especially financing small scale RE projects. • P2P lending usually targeted short-term loans with high interest rates. Therefore, it cannot be employed as an alternative financing for RE projects in Indonesia. • Three types of CF that can be employed as an alternative for RE project funding in Indonesia. Namely, securities, reward, and donation-based CF. In addition, hybrid models such as securities-reward and reward-donation could also be explored according to the project profitability. • Several benefits offer by securities crowdfunding (SCF) compared to conventional banking and P2P lending, as follows: (1) issuer do not need to pledge assets as collateral; (2) do not require to pay instalment each month; (3) issuer share risks with investors with no obligation to cover the investor’s loss; (4) applicable for micro, small, medium, enterprises (MSMEs) with no complex requirements; and (5) there is possibility to attract investors with bring specific value. • Several challenges that need to be tackled such as the uncertainty of RE regulations; (1) issuer’s inability in managing the system and business; (2) the absence of third parties in bridging between CF platform and potential issuer from RE project owner; (3) the lack of financial literacy of the potential funders; and (4) lastly the inadequacy of study regarding potential funders in escalating the RE utilisation in Indonesia.

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Lora, Eduardo, e Mauricio Olivera. The Electoral Consequences of the Washington Consensus. Inter-American Development Bank, maggio 2005. http://dx.doi.org/10.18235/0010841.

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This paper assesses how electoral outcomes in both presidential and legislative elections in Latin America have been affected by the adoption of economic policies that seek to improve macroeconomic stability and facilitate the functioning of markets. The database includes 17 Latin American countries for the period 1985-2002, and a total of 66 presidential and 81 legislative elections. The set of testable hypotheses is derived from a review of the literature and is structured around the hypothesis of economic voting. It is found that (i) the incumbents party is rewarded for reductions in the rate of inflation and, to a lesser extent, for increases in the rate of growth; (ii) the more fragmented or ideologically polarized the party system, the higher the electoral rewards of reducing the inflation rate or raising the economic growth rate; (iii) voters care not only about economic outcomes, but also about some of the policies adopted: while the electorate seems blind to macroeconomic policies such as fiscal or exchange-rate policies, it is averse to pro-market policies, irrespective of their effects on growth or inflation; and (iv) the electorate is more tolerant of pro-market reforms when the incumbents party has a more market-oriented ideology. These results suggest that reforming parties have paid a hefty price for the adoption of pro-market reforms, except when such reforms have been undertaken in conjunction with stabilization policies in high-inflation economies.

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Eastman, D., D. Catacutan, T. H. Do, S. Guarnaschelli, V. B. Dam e B. Bishaw. Stakeholder preferences over rewards for ecosystem services: implications for a REDD+ benefit distribution system in Viet Nam. World Agroforestry Centre (ICRAF), 2013. http://dx.doi.org/10.5716/wp13057.pdf.

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