Tesi: "Reward systems"

1

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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Abstract (sommario):

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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2

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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3

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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4

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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5

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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6

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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7

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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8

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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9

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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10

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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11

Hanna, Victoria. "Investigating the impact of performance measures on task related behaviour". Thesis, Loughborough University, 1998. https://dspace.lboro.ac.uk/2134/28125.

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This thesis investigates the relationship between performance measures and people in manufacturing organisations. Existing research on performance measurement has concentrated on the strategic importance of measures and the nature of measurement itself. There is little focus on the impact of these measures on people's behaviour, this work has closed this gap by forming a theoretical view of the organisational variables that influence behaviour. The reference model, developed from motivation theories, identifies the critical organisational variables and illustrates how they interact. The variables of primary interest are performance measures, organisational goals and rewards systems, although the importance all of the variables is acknowledged.

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12

Niemi, Ulrika, e Nina Pellas. "Clueless or efficient? : A Comparison of the Use of Reward Systems Between Sectors". Thesis, Umeå University, Umeå School of Business, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-22090.

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Abstract

This is a study about reward system, which essentially is a steering instrument that organizations can use in order to motivate the employees to work in the best interest for the organization, and hence the organization can affect the behavior of its employees. The purpose with this study is to see how companies in different sectors make use of a reward system in order to increase their effectiveness and efficiency. The aim is also to see to what extent organizations are linking the organizational goals with the individual goals that occur within an organization. A comparison between the sectors will be done in order to observe similarities as well as differences. As groundwork of this thesis theories regarding motivation and effectiveness and efficiency will be used. The research question is based on the purpose with this study and is stated as follows: “In what way are organizations using a reward system to motivate the employees to work in the best interest of the organization and reach organizational goals?”

In order to answer our research question we have conducted a qualitative study. We have made two interviews with different companies within three different sectors, a total of six interviews. The sectors that we have chosen to focus on are the construction sector, the production sector and the service sector. The interviews were all face to face meetings in Umeå. The empirical findings have then been analysed by linking them to the theories used in our theoretical framework.

The main conclusions we have made are that the construction sector follows traditions when it comes to a reward system. We could also see that companies within the service sector that provide their services to the construction sector are influenced by the construction companies in the way they make use of a reward system. These companies are focusing primarily on profitability and results when rewarding. Within the production sector the companies where working sufficient with the individual goals in order to stimulate motivation and in the end increase the effectiveness and efficiency. Based on our finding this is the sector that is working most satisfactorily with the individual goals that occur within an organization. Further, we could see dissimilarities between the two companies in the service sector, the way they make use of a reward system differs a lot, which we believe is based on the fact that one of the two companies did not have a lot of resources to put on rewards.

Further we could conclude that the more developed reward system an organization has and considers it to be a steering instrument the more thoroughly developed will the groundwork for it be. Some similarities that we could see within all three sectors were that they all were using financial as well as non financial rewards and that the rewards were given to both individuals and to teams.

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13

Anderson, Roberta. "The medial forebrain bundle: Evidence for multiple systems of reward". Thesis, University of Ottawa (Canada), 1995. http://hdl.handle.net/10393/10144.

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In order to determine if multiple reward systems exist within the medial forebrain bundle, lateral hypothalamic (LH; anterior medial forebrain bundle) and ventral tegmental (VTA; posterior medial forebrain bundle) pulse frequencies that sustained the same proportion of the maximum self-stimulation rate (equipotent or threshold frequencies) were compared in a twin-lever psychophysical preference test. In a first experiment, the capacity of rats to discriminate between rewarding pulse frequencies delivered to the same reward site was determined. Results showed that rats equally preferred identical rewarding stimuli within 0.009 logfrequency units. Secondly, they discriminated between competing rewarding stimuli that differed by only 0.016 logfrequency units. Based on these criteria, it was hypothesized that if rats failed to equally prefer LH and VTA threshold frequencies, then each site may convey qualitatively different rewarding signals. Results of Experiment Two showed that LH and VTA threshold frequencies were equally preferred at one third of the pairs of sites tested. These data suggest that the medial forebrain bundle conveys equally rewarding signals at some electrode placements. However, at another third of the pairs of sites tested, rats failed to equally prefer anterior and posterior medial forebrain bundle threshold frequencies. These results suggest that this pathway may convey qualitatively different reward signals at other electrode placements. Mixed results were obtained at the remaining pairs of sites, where rats neither consistently chose one stimulus over the other, nor equally preferred both stimuli. A collision test was conducted in Experiment Three between all pairs of sites tested in the previous experiment in order to determine if the number of common reward fibres between electrodes was correlated with preference behavior. We rationalized that if the LH and VTA electrodes stimulated a substantial proportion of common rewarding fibres (as evidenced by a strong collision effect), then rats should equally prefer threshold frequencies. Unfortunately, a substantial collision effect was not noted in any of the subjects. Nevertheless, no correlation existed between modest collision effects or summation and preference behavior. Experiment Four examined the hypothesis that a reward-irrelevant factor, namely the co-activation of aversive neurons, contributed to the lack of equal preference observed at some pairs of sites. Results showed that concomitant aversive nucleus reticularis gigantocellularis (Gi) pulses did indeed initially increase the VTA self-stimulation threshold frequency. However, the aversive pulses progressively lost their capacity to do so with repeated testing. Furthermore, the preference test conducted in two rats showed that the animals did not prefer VTA over combined VTA+Gi stimulation. In sum, a modest degree of anatomical linkage between electrodes could not predict animals' preference behavior. Secondly, the co-activation of aversive fibres could not account for the lack of equal preference observed between some medial forebrain bundle sites. In conclusion, this series of experiments supports the notion of multiple reward systems within the medial forebrain bundle.

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14

Cheung-Birtch, Flora F. T. "Organizational effectiveness : designing and implementing effective reward & performance systems". Thesis, University of Cambridge, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.421656.

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15

St, Claire Laura K. "Managing Organizational Reward Systems to Increase Retention| The Gender Factor". Thesis, University of Maryland University College, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3610006.

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This dissertation examines how differing goals men and women bring to the workplace affect the impact of corporate rewards intended to motivate and recognize performance and promote retention. It focuses on gender because of the changing composition of the American workforce. In 2010 women constituted 47% of the total U.S. employed workforce and 52% of the U.S. professional workforce. An emerging body of research indicates that women in professional positions increase the effectiveness of problem solving and the profitability of organizations. Unfortunately, little attention has been paid to the impact of reward systems on retention, especially for women. This dissertation explores the links among individual goals, organizational rewards, and retention. Using social cognitive theory, it examines gender differences in goals; identifies the types of rewards that are most effective for each group; and proposes a model for determining effective reward structures. The dissertation conclusions are these: (1) there are barriers to success for professional women and there is a need for organizational support; (2) flexible work arrangements are a key antecedent to reduce turnover of professional women; (3) mentoring of professional women is needed, but sponsorship is required; and (4) to be a visionary organization that creates and sustains a competitive advantage by retaining valuable human capital action has to be taken now.

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16

Novotný, Lukáš. "Reward management in a small IT business". Master's thesis, Vysoká škola ekonomická v Praze, 2016. http://www.nusl.cz/ntk/nusl-262040.

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The topic of this thesis is reward management and its application in a small-sized IT enterprise. Its goals are to properly document and describe current reward system in the company, evaluate the system and recommend improvements for the system. The first two goals are reached via thorough research of the company through semi-structured interviews, employee satisfaction survey, participant observation and document examination and the last one by applying principles from the current literature and education to the results of the two previous goals. The findings are that the reward system, despite growing organically instead of designed, is relatively effective in some areas, but needs improvement in other areas. The main improvement areas are motivation by contingent pay, communication management and performance management. Relatively well working rewards are especially non-financial reward connected to the work environment and work itself.

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17

Soder, Heather E. "Contributions of Appetitive and Aversive Motivational Systems to Decision-Making". Scholar Commons, 2017. https://scholarcommons.usf.edu/etd/7444.

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Optimal decision-making entails outcome evaluation, comparing received costs and benefits with predicted costs and benefits. The anterior cingulate cortex (ACC), a brain area with major connections to the appetitive and aversive motivation systems, may provide the neural substrate of this evaluation process. One way to measure the relative contribution of these systems on decision-making is to measure individual differences in risk-taking behaviors. For individuals who make risky choices, this evaluation step may be biased: some show a preference for immediate, short-term rewards (increased appetitive system), while devaluing the long-term consequences of their choices (decreased aversive system). However, most studies supporting this theory have utilized monetary loss as the punishment. Other punishments that represent the presence of an aversive outcome, such as delivery of a painful stimulus, may be processed in a separate brain area and thus, may have differing effects on decision-making. The current study aimed to answer two main questions. First, we asked: is the ACC engaged by both appetitive stimuli and aversive stimuli? To answer this question, we recorded the Feedback-Related Negativity (FRN) response, a component thought to represent activity of the ACC, during a passive reward and punishment prediction task. Results indicated that the FRN responded to whether the outcome was A) unexpected and B) delivered or withheld, but not to the valence of the outcome. Second, we asked: do individual differences in these two systems have a differential impact on decision-making? To answer this question, participants completed a gambling task where they had to choose between large and small bets based on a probability of winning while we recorded their FRN response. They also completed self-report questionnaires indicating their sensitivity to reward/punishment and risk-taking behaviors. Results indicated that increased sensitivity of the appetitive system and decreased sensitivity of the aversive system (measured by both self-report and ERPs) predicted risky choice on the self-report measure and less so on the behavioral measure. Taken together, these results complement those that suggest the ACC is involved in evaluating both costs and benefits and may be influenced by both appetitive and aversive motivational systems.

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18

Smith, Wesley. "Modeling reward systems in the brain and circulation in the human body /". free to MU campus, to others for purchase, 2004. http://wwwlib.umi.com/cr/mo/fullcit?p1421161.

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19

Lifson, Farrel. "Specification and Verification of Systems Using Model Checking and Markov Reward Models". Thesis, University of Cape Town, 2004. http://pubs.cs.uct.ac.za/archive/00000134/.

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The importance of service level management has come to the fore in recent years as computing power becomes more and more of a commodity. In order to present a consistently high quality of service systems must be rigorously analysed, even before implementation, and monitored to ensure these goals can be achieved. The tools and algorithms found in performability analysis offer a potentially ideal method to formally specify and analyse performance and reliability models. This thesis examines Markov reward models, a formalism based on continuous time Markov chains, and it's usage in the generation and analysis of service levels. The particular solution technique we employ in this thesis is model checking, using Continuous Reward Logic as a means to specify requirement and constraints on the model. We survey the current tools available allowing model checking to be performed on Markov reward models. Specifically we extended the Erlangen-Twente Markov Chain Checker to be able to solve Markov reward models by taking advantage of the Duality theorem of Continuous Stochastic Reward Logic, of which Continuous Reward Logic is a sub-logic. We are also concerned with the specification techniques available for Markov reward models, which have in the past merely been extensions to the available specification techniques for continuous time Markov chains. We implement a production rule system using Ruby, a high level language, and show the advantages gained by using it's native interpreter and language features in order to cut down on implementation time and code size. The limitations inherent in Markov reward models are discussed and we focus on the issue of zero reward states. Previous algorithms used to remove zero reward states, while preserving the numerical properties of the model, could potentially alter it's logical properties. We propose algorithms based on analysing the continuous reward logic requirement beforehand to determine whether a zero reward state can be removed safely as well as an approach based on substitution of zero reward states. We also investigate limitations on multiple reward structures and the ability to solve for both time and reward. Finally we perform a case study on a Beowulf parallel computing cluster using Markov reward models and the ETMCC tool, demonstrating their usefulness in the implementation of performability analysis and the determination of the service levels that can be offered by the cluster to it's users.

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Goerendt, Ines Katharina. "Reward processing in Parkinson's disease : adaptation in neural circuitries and neural systems". Thesis, Imperial College London, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.396317.

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21

Mott, Jennifer Lee. "Mothers' perception of the influence of extrinsic reward systems on academic achievement". Online version, 1998. http://www.uwstout.edu/lib/thesis/1998/1998mottj.pdf.

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22

Bohon, Cara 1981. "Reward abnormalities among women with bulimia nervosa: A functional magnetic resonance imaging study". Thesis, University of Oregon, 2010. http://hdl.handle.net/1794/10848.

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x, 73 p. : ill. A print copy of this thesis is available through the UO Libraries. Search the library catalog for the location and call number.
The current study measured BOLD brain response using functional magnetic resonance imaging (fMRI) to explore the hypothesis that women with bulimia nervosa have a hyper-responsivity of the mesolimbic reward system. Women with bulimia nervosa and healthy controls (N=24) completed an fMRI paradigm involving anticipated and actual receipt of chocolate milkshake and a tasteless control solution. Women with bulimia nervosa showed less activation than healthy controls in the right anterior insula in response to anticipatory food reward and in the left medial orbitofrontal cortex, right posterior insula, right precentral gyms, and right mid dorsal insula in response to consummatory food reward. Covariates related to bulimia diagnosis accounted for some of these effects, but not all. Results suggest that bulimia nervosa may be related to hypo-functioning of the brain reward system rather than hyper-functioning. Implications for intervention and future research are discussed.
Committee in charge: Jeffrey Measelle, Chairperson, Psychology; Jennifer Ablow, Member, Psychology; Don Tucker, Member, Psychology; Eric Stice, Member, Not from U of 0; William Harbaugh, Outside Member, Economics

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23

Sholihin, Mahfud. "Antecedents and consequences of fairness in performance evaluation processes". Thesis, University of Bradford, 2009. http://hdl.handle.net/10454/4309.

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The objectives of this thesis are: (1) to investigate the antecedents and consequences of fairness of performance evaluation processes (procedural fairness) in the context of performance measurement, evaluation, and reward systems; and (2) to investigate the behavioural effects of reliance on multiple performance measures (RMPM) in evaluating subordinates' performance. In relation to the first objective, it examines whether managers' perceptions of procedural fairness are influenced by the form (financial or nonfinancial) of performance measures used to evaluate performance, and by goal-related variables such as participation in setting performance targets, the goal-attainment-reward link, and the specificity of goals to be achieved by managers. With regard to the consequences of procedural fairness, it examines the effects of procedural fairness on job satisfaction, performance, organisational commitment, and goal commitment, and also examines whether any such associations are direct or indirect. In relation to the second objective, it examines whether RMPM affects managerial performance or whether the effect is contingent on goal difficulty and goal specificity. To address these objectives, this thesis draws on organisational justice theory and goal theory and employs both quantitative and qualitative approaches. Quantitative data are collected using a questionnaire survey sent to managers in four organisations and qualitative data are gathered by means of interviews and focus group discussions within the organisations. The results indicate that procedural fairness is affected by participation in setting performance targets, the goal-attainment-reward link, and the specificity of goals to be achieved by managers, but not by the type of performance measure used to evaluate performance. With regard to the consequences of procedural fairness, the results indicate that: (1) the effects of procedural fairness on job satisfaction and performance are indirect and fully mediated by distributive fairness, trust, and organisational commitment; (2) the effect of procedural fairness on organisational commitment is partially mediated by distributive fairness and trust; and (3) the effect of procedural fairness on goal commitment is partially mediated by trust. Finally, the results indicate that the effect of RMPM on performance is contingent on goal specificity, but not on goal difficulty.

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Cavanagh, James F. "How Stress Alters Neural Systems of Reinforcement: A Model of Depressive Etiology". Diss., The University of Arizona, 2010. http://hdl.handle.net/10150/195421.

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The primary goal of the proposed research is to identify how stress is internalized to affect cognitive functioning and increase the risk for Major Depressive Disorder (MDD). Dysfunctional stress reactivity has been proposed to be a risk factor for ongoing affective distress, yet mechanisms underlying this process remain unexplained. The medial prefrontal cortex (mPFC) has been implicated in the etiology of MDD, in the reactivity to stress, as well as in the adaptation of behavior to reinforcement. The combined activities of this particular neural system identify it as a focal node by which stress may be internalized to affect cognitive, emotional, and behavioral functioning. The experiments detailed here examined electroencephalographic (EEG) features that reflect cognitive control functions in the mPFC. Participants underwent EEG assessment as they completed a reinforcement (reward and punishment) learning task sensitive to mPFC-basal ganglia functioning, both with and without a laboratory stress manipulation. This experiment assessed how stress reactivity altered neural systems of reinforcement, and it contrasted these same factors with currently depressed individuals. In this series of investigations, we have identified a measure of how, and a possible mechanism by which, punishment information is internalized in stress reactivity and in the expression of MDD: error and punishment signals are increasingly coupled with the salience of "bad" outcomes. Stress-related alteration of reward and punishment learning systems - particularly in the mPFC - is a viable candidate for how dysfunctional stress reactive responses are translated into ongoing cognitive and affective distress in depression.

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Poller, Wolfram Christian [Verfasser]. "The Lateral Habenula : crossroad between homeostatic systems and reward circuitries / Wolfram Christian Poller". Berlin : Medizinische Fakultät Charité - Universitätsmedizin Berlin, 2012. http://d-nb.info/1027275532/34.

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26

Wang, Guoqi. "Motivational and information aspects of the reward systems applied to Chinese state enterprises". Thesis, London School of Economics and Political Science (University of London), 1994. http://etheses.lse.ac.uk/1255/.

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This thesis analyses the motivational and information aspects of reward systems applied to Chinese state enterprises since 1949. It attempts to apply relevant concepts and analytical tools developed utilising the framework of agency and contracting theory in the analysis of the relationship between the State and enterprises in both planning and control. The research is comprised of three parts. The first part critically reviews research in the area of managerial motivation in a centrally planned economy with particular reference to the New Soviet Incentive Model ("bonus literature"). It also presents systematically the relevant concepts and models of agency research. The second part describes and evaluates the reward systems applied to Chinese State enterprises during the period 1949-1989. The systems considered include the prereform system (1949-1978), the profit incentive systems (1979-1986), and the contract system (1987-1989). This description presents both documentary and empirical surveys concerning system design, operational models, and problems of application. The third part sets up the analytical framework, models the Chinese systems, and analyses these models. Firstly, it attempts to establish the feasibility and suitability of using agency tools to analyse the State-firm relationship in central planning environments. It does this by comparing the bonus literature and agency research. Second, theoretical models are presented in a specific setting. A number of assumptions with regard to the elements of the theoretical models relevant to Chinese context are made. Models of various reward systems are then presented and analysed using an agency perspective and some suggestions for reform are made. The analysis also reveals some limitations of agency research and its power as an analytical tool in a Chinese context.

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Wright, Angela Mary. "Reward systems and organisation culture : an analysis drawing on three perspectives of culture". Thesis, University of Greenwich, 2013. http://gala.gre.ac.uk/10799/.

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The purpose of this research was to investigate the complex relationship between reward systems and organisation culture. Concepts and theory from organisational culture literature as well as an initial grounded theory exercise were used to develop the theoretical framework that underpins this study. To avoid potential bias towards a managerial-only agenda and to deepen the cultural analysis, Martin’s (2002) three perspectives of culture were used together with methodological principles drawn from Gregory (1983), Eisenhardt (1989) and the various cultural studies of Ogbonna (Ogbonna and Harris, 2002a, Ogbonna and Wilkinson, 2003). The research design is interpretivist and inductive and, as such, is different in approach from many reward studies, which are primarily positivist. The aim was to collect in-depth rich data. They are derived from 4 UK case study organisations, with data collected from both employees at all levels and managers. The data are analysed manually using principles of grounded theory (Charmaz, 2006) to draw out categories and to aid theory development. Deploying broadly cultural and sociological concepts and forms of analysis to study reward systems in the four organisations, the study reveals more nuanced interpretations in comparison with reward research purely from the employer or managerial viewpoints. Analysing sub-cultural and fragmentary cultural attributes it offers a contextualised picture of the connections between concepts that are usually thought of as distinctly different– internal and external equity, fairness, transparency, procedural and distributive justice. The results of the study indicate that the relationship between reward and culture is subtle, intricate and overlapping. They suggest reward and culture are not separate variables whose association can be measured. Rather cultural values both fine tune (drawing on Swidler, 1986) employee reactions to reward practices and the experience of reward practices also reciprocally influences and reinforces cultural values - but only to a certain extent. The nature of the service or product of the organisation feeds into the shaping of values in relation to reward, but feeder or occupational cultures are more important than either the product/service or the reward system. This thesis contributes to the reward and culture literature by applying social science cultural concepts to the analysis of reward. It also develops a fine tuning model of culture and reward. It thereby extends the sociological and cultural strand of reward research that has been underdeveloped in recent decades.

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Prechtl, de Hernandez Christina. "Modulation of food reward systems by fasting and ghrelin : human functional MRI studies". Thesis, Imperial College London, 2011. http://hdl.handle.net/10044/1/7068.

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Background: To understand the pathophysiology of obesity, the role of hedonic eating needs to be considered. Neuroimaging research has suggested that activity in brain reward systems is modulated by the rewarding properties of food, nutritional state, and individual differences in eating behaviour. The interaction between these factors and the influence of gut hormones, such as the stomach-derived orexigenic hormone ghrelin, on these systems remains unclear. Methods: In the first study, 20 non-obese subjects were either fasted or ate a filling breakfast of their choice (fed). In the second study, 18 non-obese subjects were either fasted or given a fixed breakfast and received a subcutaneous saline or ghrelin injection. Subjects underwent functional MRI scanning while viewing and rating the appeal of food and object pictures and completed appetite and psychological questionnaires. Results: The first fMRI study showed that fasting increased activation to pictures of highcalorie over low-calorie foods in the ventral striatum, amygdala, anterior insula, medial and lateral orbitofrontal cortex (OFC). Fasting also biased the appeal towards high-calorie foods. Dietary restraint positively correlated with activation in executive systems when viewing high-calorie compared to low-calorie foods, but negatively correlated with activation in affective systems. Reward drive positively correlated with activation in the ventral striatum to high-calorie foods. In the second fMRI study activation to high-calorie foods in the insula and/or OFC when fasted and fed was shown to correlate with hunger and predict subsequent food intake. Administration of ghrelin was shown to mimic fasting to increase the appeal of high-calorie, especially sweet foods, and OFC activation to high-calorie foods. Conclusion: The results suggest an interaction between homeostatic and hedonic aspects of eating behaviour, with fasting and ghrelin biasing brain reward systems towards highcalorie foods.

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Nandedkar, Aashay. "Optimization of Financial Transmission Right Portfolios Using Risk-Reward Analysis of Deregulated Power Systems". ScholarWorks@UNO, 2011. http://scholarworks.uno.edu/td/1334.

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Financial Transmission Rights (FTR) is an investment that protects the market customers from price uncertainty in the case of transmission line congestion. Pennsylvania-New Jersey-Maryland Interconnection (PJM) allows bidding of FTR's on various transmission paths. This thesis investigates quantitative methods for portfolio optimization to produce a risk-minimum portfolio of FTR's to bid. A computer model based on Security-Constrained Unit Commitment Problem and Risk-Reward Analysis is developed to simulate various operating conditions of a power system and predict the variations of power flows and corresponding electricity prices. It offers guidelines about the bidding cost and the amount of megawatts to bid for each transmission path, in order to obtain a certain profit with the corresponding minimum risk. The method for calculating the risk and reward is Markowitz Mean-Variance Analysis. The computer model also includes the LMP determination for which a MATLAB code has been developed. The model is tested on a 6-bus power system.

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Hadar, Ravit [Verfasser]. "Neural reward systems in the honeybee : characterizing the involvement of the mushroom body (MB) extrinsic neurons in reward processing & reversal learning in honeybees / Ravit Hadar". Berlin : Freie Universität Berlin, 2011. http://d-nb.info/1025305353/34.

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Su, Pei-Hao. "Reinforcement learning and reward estimation for dialogue policy optimisation". Thesis, University of Cambridge, 2018. https://www.repository.cam.ac.uk/handle/1810/275649.

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Modelling dialogue management as a reinforcement learning task enables a system to learn to act optimally by maximising a reward function. This reward function is designed to induce the system behaviour required for goal-oriented applications, which usually means fulfilling the user’s goal as efficiently as possible. However, in real-world spoken dialogue systems, the reward is hard to measure, because the goal of the conversation is often known only to the user. Certainly, the system can ask the user if the goal has been satisfied, but this can be intrusive. Furthermore, in practice, the reliability of the user’s response has been found to be highly variable. In addition, due to the sparsity of the reward signal and the large search space, reinforcement learning-based dialogue policy optimisation is often slow. This thesis presents several approaches to address these problems. To better evaluate a dialogue for policy optimisation, two methods are proposed. First, a recurrent neural network-based predictor pre-trained from off-line data is proposed to estimate task success during subsequent on-line dialogue policy learning to avoid noisy user ratings and problems related to not knowing the user’s goal. Second, an on-line learning framework is described where a dialogue policy is jointly trained alongside a reward function modelled as a Gaussian process with active learning. This mitigates the noisiness of user ratings and minimises user intrusion. It is shown that both off-line and on-line methods achieve practical policy learning in real-world applications, while the latter provides a more general joint learning system directly from users. To enhance the policy learning speed, the use of reward shaping is explored and shown to be effective and complementary to the core policy learning algorithm. Furthermore, as deep reinforcement learning methods have the potential to scale to very large tasks, this thesis also investigates the application to dialogue systems. Two sample-efficient algorithms, trust region actor-critic with experience replay (TRACER) and episodic natural actor-critic with experience replay (eNACER), are introduced. In addition, a corpus of demonstration data is utilised to pre-train the models prior to on-line reinforcement learning to handle the cold start problem. Combining these two methods, a practical approach is demonstrated to effectively learn deep reinforcement learning-based dialogue policies in a task-oriented information seeking domain. Overall, this thesis provides solutions which allow truly on-line and continuous policy learning in spoken dialogue systems.

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Kosobud, Adam L. "Are They on the Same Path| Classroom Reward Systems from the Teacher and Parent Perspectives". Thesis, Trinity Christian College, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10682255.

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Finding a way to motivate students to complete their work is a problem that has been a topic with plentiful research. The use of reward systems is one way in which educators have tried to motivate their students. The research discusses the impact that reward systems have on intrinsic and extrinsic motivation. The impact of the rewards on intrinsic and extrinsic motivation will be examined through the literature review. New programs have emerged trying to impact student motivation. One of these newer programs will be examined (PBIS- Positive Behavior Interventions and Supports) through the literature review.

There is limited research on classroom rewards systems from the parent’s perspective. This study uses a mixed methods approach with parent surveys of the classroom reward systems in four elementary school classrooms. This data will be analyzed against the four classroom teacher interviews. This will expand on the limited research analysis of the parent’s viewpoint on their child’s classroom reward system.

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BALFOUR, MARGARET E. "SEXUAL BEHAVIOR CAUSES ACTIVATION AND FUNCTIONAL ALTERATIONS OF MESOLIMBIC SYSTEMS: NEUROBIOLOGY OF MOTIVATION AND REWARD". University of Cincinnati / OhioLINK, 2003. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1060620529.

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Balfour, Margaret E. "Sexual behavior causes activation and functional alterations of mesolimbic systems neurobiology of motivation and reward /". Cincinnati, Ohio : University of Cincinnati, 2003. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=ucin1060620529.

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Nguyen, Thi Thu. "Transformational Leadership Style, Reward Systems, Management Accounting System Information and Managerial Performance: The Impact of Ownership Type in Vietnamese Enterprises". Thesis, Griffith University, 2014. http://hdl.handle.net/10072/366939.

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In a competitive business environment, managers’ need for broad scope management accounting system (MAS) information for decision making increases. This information is critical for facilitating managers to gain a better understanding of a competitive environment and to respond to uncertain situations. Such understanding, in turn, helps managers to make more effective decisions, thereby improving their performance. The extant literature suggests that several factors, such as organisational structure and external environment, may have an impact on managers’ use of broad scope MAS information (hereafter, the MAS information) and on their performance. However, the literature suggests that such an impact varies depending on contexts such as countries and cultures. In a transitional economy, as in Vietnam, studies investigating the impact of these factors on managers’ use of the MAS information and on their performance are rather scarce. Vietnam is in the process of transforming from a centrally planned economy to a market-oriented one characterised by a competitive business environment, organisations with multiple ownership types and a mix of leadership styles and reward systems. The relevant literature argues that the impact of different ownership types, leadership styles and reward systems in the transitional economy of Vietnam may differ from that found in a western country’s developed economy. However, an extensive literature review suggests that research on the impact of leadership style, reward system, and ownership type on managers’ use of the MAS information and their performance in Vietnam has yet to be conducted. The current study addresses this shortcoming.
Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
Griffith Business School
Griffith Business School
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Lundström, Erika, e Alice Viklund. "Belöningssystem– hjälpande eller stjälpande? : En fallstudie om karriärreformen förstelärare på en gymnasieskola i Gävle". Thesis, Högskolan i Gävle, Avdelningen för ekonomi, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-18951.

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SAMMANFATTNING Titel: Belöningssystem - hjälpande eller stjälpande? En fallstudie om karriärreformen förstelärare på en gymnasieskola i Gävle. Nivå: C-uppsats i ämnet företagsekonomi Författare: Alice Viklund & Erika Lundström Handledare: Monika Wallmon & Lars Ekstrand Datum: 2015 – januari Syfte: Syftet med studien är att med avseende på prestation och motivation skapa förståelse för hur de anställda upplever implementeringen av performance management i form av monetära incitament. Metod: Syftet med uppsatsen var att skapa förståelse för det rådande belöningssystemet och studien har utförts genom en kvalitativ metod. Data har samlats in genom semistrukturerade intervjuer med tio lärare på en gymnasieskola i Gävle. Därefter har vi genom tematisk analys presenterat materialet och resultaten i en slutsats. Resultat & slutsats: Slutsatsen vi kom fram till i vår studie var att karriärsreformen på kort sikt har skapat en något försämrad kollegial atmosfär och en känsla av orättvisa. Detta tror vi är mycket på grund av att belöningssystemet fortfarande är i en initieringsfas och att dessa reaktioner kommer att avta. Förslag till fortsatt forskning: Med anledning till att systemets första treårsperiod inte har löpt ut ännu, tror vi att en longitudinell studie skulle kunna vara mycket bidragande till forskningen. Eftersom vår studie enbart berört lärarnas upplevelser av belöningssystemet förstelärare, hade det därför varit intressant att undersöka skolledningens- eller det politiska perspektivet på fenomenet. Vi anser även att en kvantitativ undersökning hade kunnat vara bidragande till fortsatt forskning. Uppsatsens bidrag: Denna studie visar att performance management via monetära incitament kan förbättra prestation och motivation hos individer, såvida de är självbestämmande i sitt arbete. Vi kan även se en koppling mellan tillfredsställelse, både ekonomisk och icke-ekonomisk, och införandet av det monetära belöningssystemet. Nyckelord: prestation, performance management, belöningssystem, motivation, belöning, tillfredsställelse.
ABSTRACT Title: Reward systems - helping or hindering? A case study about the career reform first teacher at a high school in Gävle. Level: Final assignment for Bachelor Degree in Business Administration Author: Alice Viklund & Erika Lundström Supervisor: Monika Wallmon & Lars Ekstrand Date: 2015 – January Aim: The purpose of the study is that in terms of performance and motivation create an understanding of how employees perceive the implementation of performance management in the form of monetary incentives. Method: The aim of this thesis was to create an understanding of the current reward system, and the study was conducted by a qualitative method. Data has been collected through semi-structured interviews with ten teachers at a high school in Gävle. By using a thematic analysis we then presented the material and results in a conclusion. Result & Conclusions: The conclusion we reached in our study was that the career reform in the short term has created a slightly impaired collegial atmosphere and a sense of injustice. We believe that the reason for that is because the reward system is still in an initial phase and that these reactions will subside. Suggestions for future research: Due to the fact that the system's first three-year period has not yet expired, we believe that a longitudinal study could be very instrumental to future research. Since our study also focused solely on teachers' perceptions of the reward system first teachers, it would have been interesting to examine the school boards - or the political perspective of the phenomenon. Furthermore, we believe that a quantitative survey could be contributing to further research. Contribution of the thesis: This study shows that performance management through monetary incentives can improve performance and motivation of individuals, provided they are self-determination in their work. We can also see a link between satisfaction, both economic and non-economic, and the introduction of the monetary reward system Key words: performance, performance management, reward systems, motivation, reward, satisfaction.

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Glisenti, Kevin. "The effect of reward systems on motivating knowledge sharing between people within and across work units /". [St. Lucia, Qld.], 2004. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe17970.pdf.

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Mendes, de Brito Antunes Bethania. "Reward systems in nonprofit organisations : an assessment of employee motivations in the homelessness sector in England". Thesis, London School of Economics and Political Science (University of London), 2012. http://etheses.lse.ac.uk/745/.

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Government reforms have led nonprofit organisations (NPOs) to become more involved in the provision of mainstream public services in the UK and consequently they have been subject to an increasingly demanding regime of performance measurement and inspection if they wish to provide services on behalf of the state. The creation of a contract culture has put nonprofit providers in a position where they have to bid against each other to deliver pre-determined services, resulting in a very competitive operating environment. NPOs have become more professionalised and performance-driven and this new climate encourages a business-like attitude to the management of their services. Pay-for-performance schemes have become a recognised phenomenon in NPOs, despite having generated controversial discussion in the literature. The literature on incentive theories has been applied almost exclusively to private sector organisations and limited attention has been devoted to the nonprofit sector. It is argued here that one cannot simply transfer across for-profit sector ideas; one must try to establish a framework that is more suited to the logic of the NPO. The aim of this thesis is twofold. First, it investigates the use of performance-related pay (PRP) in nonprofit housing associations in England and looks at whether PRP acts as a motivator encouraging nonprofit employees to improve their work performance. Second, it inquires whether the new competitive and performance-driven environment influences the reward decisions of NPOs. This thesis examines influences on the choice of reward practices in housing associations in order to provide an alternative to agency explanations for the use of PRP in the nonprofit sector. The results not only point to the ineffectiveness of PRP schemes in housing associations but also identify the strength of institutional pressures on NPOs to conform with best practice in pay decisions.

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Gargesa, Padmashri. "Reward-driven Training of Random Boolean Network Reservoirs for Model-Free Environments". PDXScholar, 2013. https://pdxscholar.library.pdx.edu/open_access_etds/669.

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Reservoir Computing (RC) is an emerging machine learning paradigm where a fixed kernel, built from a randomly connected "reservoir" with sufficiently rich dynamics, is capable of expanding the problem space in a non-linear fashion to a higher dimensional feature space. These features can then be interpreted by a linear readout layer that is trained by a gradient descent method. In comparison to traditional neural networks, only the output layer needs to be trained, which leads to a significant computational advantage. In addition, the short term memory of the reservoir dynamics has the ability to transform a complex temporal input state space to a simple non-temporal representation. Adaptive real-time systems are multi-stage decision problems that can be used to train an agent to achieve a preset goal by performing an optimal action at each timestep. In such problems, the agent learns through continuous interactions with its environment. Conventional techniques to solving such problems become computationally expensive or may not converge if the state-space being considered is large, partially observable, or if short term memory is required in optimal decision making. The objective of this thesis is to use reservoir computers to solve such goal-driven tasks, where no error signal can be readily calculated to apply gradient descent methodologies. To address this challenge, we propose a novel reinforcement learning approach in combination with reservoir computers built from simple Boolean components. Such reservoirs are of interest because they have the potential to be fabricated by self-assembly techniques. We evaluate the performance of our approach in both Markovian and non-Markovian environments. We compare the performance of an agent trained through traditional Q-Learning. We find that the reservoir-based agent performs successfully in these problem contexts and even performs marginally better than Q-Learning agents in certain cases. Our proposed approach allows to retain the advantage of traditional parameterized dynamic systems in successfully modeling embedded state-space representations while eliminating the complexity involved in training traditional neural networks. To the best of our knowledge, our method of training a reservoir readout layer through an on-policy boot-strapping approach is unique in the field of random Boolean network reservoirs.

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Rato, Inês Murteira da Silva. "A importância dos sistemas de recompensa para a motivação e satisfação dos trabalhadores no sector da hotelaria". Master's thesis, Universidade de Évora, 2019. http://hdl.handle.net/10174/25619.

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No presente estudo pretendeu-se compreender se os sistemas de recompensas influenciam a motivação e satisfação dos trabalhadores no sector hoteleiro. Foram abordados os temas dos sistemas de recompensa e, por sua vez a gestão de recursos humanos, a motivação e a satisfação, a nível de conceitos, políticas, modelos, teorias e as suas aplicações ao sector. Em termos de metodologia optou-se por uma investigação empírica de natureza quantitativa, cuja técnica de recolha de dados utilizada foi o inquérito e o instrumento foi o questionário. O questionário foi aplicado on-line, utilizando um fenómeno conhecido como “bola de neve”, utilizando várias plataformas de divulgação apelando à sua partilha. Após a análise dos dados foi possível constatar que os Sistemas de Recompensa, como política de Gestão de Recursos Humanos, não são percecionados como bem estruturados, facto que influencia diretamente a motivação e satisfação dos respondentes. Observou-se, ainda, que os níveis de satisfação dos respondentes são relativamente baixos. No que se refere aos níveis de motivação apresentam valores globalmente superiores aos da satisfação, nomeadamente nos aspetos relacionados com a motivação intrínseca, o que significa que estes profissionais valorizam os conteúdos funcionais, as atividades desenvolvidas e as oportunidades de relacionamento com públicos diversos; Abstract: The Importance of Reward Systems for Employee Motivation and Satisfaction in the Hospitality Sector In the present study it was tried to understand if the rewards systems influence the motivation and satisfaction of the workers in the hospitality sector. The themes of reward systems and the management of human resources, motivation and satisfaction, at the level of concepts, policies, models, theories and their applications to the sector were addressed. In terms of methodology, we chose an empirical investigation of a quantitative nature, the data collection technique used was the survey and the instrument was the questionnaire. The questionnaire was applied online, using a phenomenon known as "snowball", using various platforms of dissemination appealing to its sharing. After analyzing the data, it was possible to verify that the Reward Systems, such as Human Resources Management Policy, are not perceived as well structured, which directly influence the motivation and satisfaction of the respondents. It was also observed that the levels of satisfaction of the respondents are relatively low. Regarding the levels of motivation, they present values that are globally superior to those of satisfaction, especially in the aspects related to intrinsic motivation, which means that these professionals value the functional content, the activities developed and the opportunities of relationship with different publics.

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Ziauddeen, Hisham. "Investigations in health neuroscience : examining the role of brain reward systems for the treatment of overeating and obesity". Thesis, University of Cambridge, 2014. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.648539.

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Thongsamak, Sasima. "A Cross-Cultural Examination: Effects of Reward Systems and Cultures on Low Severity Risk-Taking Behavior in Construction". Diss., Virginia Tech, 2007. http://hdl.handle.net/10919/29410.

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The overall research objective was to identify the effects of reward systems (rewards and a penalty) on risk-taking behavior and performance (quality and time) of construction workers from different cultures (American, Asian, and Latin American cultures). This research used the sociotechnical system as the underlying, guiding scientific framework. The research found that Americans and Latin Americans had higher risk-taking behavior than Asians (p<0.01). No difference in risk-taking behavior was found between Americans and Latin Americans (p<0.05). Although culture may influence individualsâ risk-taking behavior, the results from this study showed that risk-taking behavior could be altered and suppressed by providing individuals with the proper safety training, education, and safety equipment. Customized safety training for people from different cultures would be useful because the culture elements that contribute to high risk-taking behavior could be addressed. The results also showed that the effects of reward systems on risk-taking behavior were not statistically significant (p>0.1). One possibility that no difference was found may be because the tasks used in this study did not contain enough possibility for participants to take more risk. The effects of reward systems on risk-taking behavior may have been reduced by the low possibility of risky behavior. It is suspected that if the tasks contained more opportunities for participants to take risk, differences in risk-taking behavior would have been significant. The researcher concluded that risk perception is situation-specific and has an influence on the individualâ s risk-taking behavior on that particular situation but cannot be used to predict risk-taking behavior. Also, general locus of control and general self-efficacy cannot be used to predict risk-taking behaviors. These findings are consistent with many studies that explore locus of control (Iversen & Rundmo, 2002; Rolison & Scherman 2002; Crisp & Barber, 1995), and many researchers that suggested self-efficacy is situation specific (Murdock et al., 2005; Martin et al., 1995; Perraud, 2000; Slanger & Rudestam, 1997). This study also found no relationship between risk-taking behavior and productivity, for both time and quality.
Ph. D.

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Gadre, Aditya Shrikant. "Learning Strategies in Multi-Agent Systems - Applications to the Herding Problem". Thesis, Virginia Tech, 2001. http://hdl.handle.net/10919/36116.

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"Multi-Agent systems" is a topic for a lot of research, especially research involving strategy, evolution and cooperation among various agents. Various learning algorithm schemes have been proposed such as reinforcement learning and evolutionary computing.

In this thesis two solutions to a multi-agent herding problem are presented. One solution is based on Q-learning algorithm, while the other is based on modeling of artificial immune system.

Q-learning solution for the herding problem is developed, using region-based local learning for each individual agent. Individual and batch processing reinforcement algorithms are implemented for non-cooperative agents. Agents in this formulation do not share any information or knowledge. Issues such as computational requirements, and convergence are discussed.

An idiotopic artificial immune network is proposed that includes individual B-cell model for agents and T-cell model for controlling the interaction among these agents. Two network models are proposed--one for evolving group behavior/strategy arbitration and the other for individual action selection.

A comparative study of the Q-learning solution and the immune network solution is done on important aspects such as computation requirements, predictability, and convergence.
Master of Science

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Shasivari, Altin, e Christian Naaman. "Individuella och kollektiva belöningssystem : En studie om hur de anställdas motivationsprocess formas och byggs i respektive system". Thesis, Högskolan i Skövde, Institutionen för teknik och samhälle, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:his:diva-8520.

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Det har blivit allt vanligare att företag inrättar belöningssystem. Anledningen till att företag väljer att använda sig av dessa system är på grund av att konkurrensen blir allt hårdare. Det är det viktigt att försöka höja medarbetarnas motivation i arbetet, få personalen att vara mer lojal och viktiga nyckelpersoner att stanna kvar. Motivationen kan ses som en process och behandlar tre begrepp. Genom att använda belöningssystem kan motivationen för att uppnå företagets mål öka. Det finns olika typer av belöningssystem, individuella och kollektiva. I den förstnämnda ges belöningarna ut enskilt till individer och personalen belönas utifrån vad de presterar. Den andra utgår ifrån att ge belöningar till en grupp och alla får ta del av samma summa som belöningen innebär. Vi har använt oss av en kvalitativ metod för att studera hur anställdas motivation formas och påverkas av ett individuellt respektive kollektivt belöningssystem. En fallstudie användes för att kunna gå in närmare på djupet i dessa. Alla 8 intervjuer har skett i respektive respondents arbetsplats. Med hjälp av våra nyckelbegrepp som finns i den teoretiska referensramen har vi kunnat ställa våra intervjufrågor. Under den teoretiska referensramen har vi delat upp den i organisationer och individer, sambandet mellan dem förklaras. Belöningar är nästa del med motiv till varför de ska tillämpas och vilka beteenden ett belöningssystem kan medföra. Även vilka olika slags belöningar som finns. Under motivation tas olika teorier upp, dessa är rättvisa och förväntning samt work orientation. I empirin förklarar våra respondenter om hur de blir motiverade i sina respektive belöningssystem samt att de mer detaljerat berättar hur de upplever rättvisa och förväntningar i systemen. I analyskapitlet utförs en jämförelse mellan teorin och den empirin som samlats in från respondenterna, detta kommer vi med hjälp av våra nyckelbegrepp analyseras skillnader och likheter. Detta leder vidare till våra slutsatser. I slutsatsen kommer vi att diskutera hur de anställda blir påverkade av ett individuellt och ett kollektivt belöningssystem. Slutsatsen påvisar att motivationsprocessen i individuella och kollektiva belöningssystemet skiljde sig åt på olika sätt.
It has become more and more common for companies to implement reward systems. The reason why companies start to use these systems is because of the competition that now is growing stronger and stronger, therefore it’s very important to try and raise the employee’s motivation in work. It can also make the workers more loyal to the organization and make the key individuals to stay put. The motivation can be seen as a process and discusses three different concepts. When used correctly the reward system can be a motivation for the employees to reach the goals that are set in the company. There are different types of reward systems, individual and collective. In the first one we mention, the rewards are given separately to individuals and the staff are rewarded through their achievement. The other one is given out to a group and everyone gets the same amount of the reward. We’ve used a qualitative method to try and analyze and understand how the employees are motivated by an individual and collective reward system. A case study research was used, because we wanted to get a closer look into the banks and brokers. All 8 interviews have been made in each and one of the interviewee’s offices. With help of our key terms in the theoretical framework we’ve been able to ask our questions. In the same chapter as the theoretical framework we have in the first piece described organizations and individuals, how they relate to each other. Rewards is the next step in this process, and begin with explaining what motives there can be to apply a reward system in a company and which behaviors it can raise. We also bring up what kind of different rewards that exists. Under the headline motivation, we’ve used two theories, expectancy and equity, also work orientation has been looked at. In the empirical data our respondents explain to us how they are motivated in their respective system and also quite precise tell us how they experience the fairness and expectancies in their systems. When we analyze our theory and the data that we have gathered, a comparison between them will be made with the help of our key terms, we will analyze what differences and similarities that emerge. This will later on lead to our conclusions. Here, we will discuss how the interviewee’s motivation is affected by an individual and collective reward system. The final conclusion proves that the motivational process in individual and collective reward systems affect the employees differently.

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Lundgren, Lina, Corinne Sjöbäck e Angelica Bystedt. "Moroten som försvann : Effektutvärdering av förändrat belöningssystem". Thesis, Linnéuniversitetet, Institutionen för ekonomistyrning och logistik (ELO), 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-36067.

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Bakgrund: En viktig fråga hos företag rör belöningssystem och hur dessa ska utformas, såväl hos chefer som hos anställda. Belöningssystem inkluderar allt från lön och bonus till kompetensutveckling. Belöningar finns för att motivera de anställda, men är belöningar alltid bra? Det är inte bara förändringen av belöningssystem som kan leda till negativa reaktioner. En faktor kan vara att implementeringen i sig kan få negativa konsekvenser. Syfte: Huvudsyftet med denna studie är att utvärdera det nya belöningssystemet och hur det har påverkat lastbilschaufförerna inom Södra Skogs åkeri. Ett delsyfte är också att utvärdera vilka effekterna är för Södra Skogs åkeri. Vi ska även beskriva vilka faktorer av förändringen som har påverkat lastbilschaufförerna. Metod: En kvalitativ forskningsmetod med en abduktiv forskningsansats har präglat studien. Två chefer, en ekonomiassistent, en controller och elva lastbilschaufförer har intervjuats genom semi-strukturerade intervjuer. Slutsats: Förändringen av belöningssystemet har skapat ett stort missnöje hos lastbilschaufförerna. De anser att lönen minskat med det nya systemet och att deras motivation har blivit sämre. Förändringen var dock nödvändig för Södra Skog på grund av att det tidigare systemet triggade till olagligheter. Vår egen beräkning visar på att grunderna i systemet faktiskt är bättre för lastbilschaufförerna med det nya belöningssystemet, samtidigt som det nu är mer rättvist. Det största problemet med förändringen är att implementeringen varit bristfällig och att det nu förbjudna övertidsarbetet inte stoppats tidigare.
Background: A major concern of companies is about reward systems and their design, both of directors and of the employees. Reward systems include everything from salary and bonuses to skills development. Rewards are motivating employees, but are the rewards always good? It is not just the change in the reward system that may lead to negative reactions. One factor may be that the implementation itself, which can have negative consequences. Purpose: The main purpose of this study is to evaluate the new reward system and how it has affected the truck drivers in Södra Skog trucking company. A subsidiary aim is to evaluate the effects of Södra Skog trucking company. We will also describe the factors of change that has affected the truck drivers. Method: A qualitative research method with an abductive research approach has characterized the study. Two managers, one assistant, one controller and eleven truck drivers were interviewed through semi-structured interviews. Conclusion: The change in the reward system has created great dissatisfaction among truck drivers. They consider that the salary has been reduced by the new system and their motivation has become worse. However, the change was necessary for Södra Skog because the previous system triggered for illegal acts. Our own calculations show that the basics of the system is actually better for truck drivers with the new reward system since it is now more fair. The biggest problem with the change is that the implementation was inadequate and the now banned overtime work was not stopped earlier.

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Jansson, Andreas, e Ebba Lind. "Chasing the Greater Good : A Qualitative study in how Sustainability is steered and implemented through Control Systems". Thesis, Karlstads universitet, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-66426.

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Today's society is a vulnerable society. Climate change and social injustices are genuine threats to how the lives of future generations are going to be, and humans are the cause of these problems. Sustainable development needs to be achieved if we want future generations to have a good and dignified existence. Companies have a significant impact on society, and therefore play an essential role in how successful we are in achieving sustainable development. Past research has found that control systems, especially reward systems, can be important to implement sustainability in companies. Therefore, the purpose of this study is to get a deeper understanding of how organizations implement and steer sustainability by including it in their control systems, and particularly, how reward systems are used in the context of sustainability. By studying past research and theories regarding sustainable development, management control, performance measurements and reward systems, we have gained knowledge and an understanding of how these areas are connected. To achieve the purpose of this study, a qualitative study was done in which we conducted eleven semi-structured interviews with managers and sustainability experts from six different companies. Based on the empirical findings of the study, we were able to make several conclusions. First, sustainability is integrated into already existing control systems, which often interact and are related to each other, and we found that there is a balance between social and environmental dimensions. Companies choose to focus on sustainability issues were they have the most negative impact, and they include sustainability mostly in their cybernetic and administrative controls, for instance through performance measurements (KPIs) and policy documents. Also, several companies incorporate sustainability into their reward systems, such as rewards for safety parameters and reducing CO² emissions. What kind of rewards that are given for sustainability performance differ, some companies give monetary rewards while other give non-monetary. Non-monetary rewards are in the findings presented as most valuable for sustainability. We can also conclude that there are challenges with rewarding sustainability, but many respondents have overcome them and use reward systems as a way of implementing sustainability. Those who do not reward sustainability today can imagine doing so in the near future.

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Brundin, Malin. "Binge Eating Disorder : Neural correlates and treatments". Thesis, Högskolan i Skövde, Institutionen för biovetenskap, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:his:diva-17594.

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Binge eating disorder (BED) is the most prevalent of all eating disorders and is characterized by recurrent episodes of eating a large amount of food in the absence of control. There have been various kinds of research of BED, but the phenomenon remains poorly understood. This thesis reviews the results of research on BED to provide a synthetic view of the current general understanding on BED, as well as the neural correlates of the disorder and treatments. Research has so far identified several risk factors that may underlie the onset and maintenance of the disorder, such as emotion regulation deficits and body shape and weight concerns. However, neuroscientific research suggests that BED may characterize as an impulsive/compulsive disorder, with altered reward sensitivity and increased attentional biases towards food cues, as well as cognitive dysfunctions due to alterations in prefrontal, insular, and orbitofrontal cortices and the striatum. The same alterations as in addictive disorders. Genetic and animal studies have found changes in dopaminergic and opioidergic systems, which may contribute to the severities of the disorder. Research investigating neuroimaging and neuromodulation approaches as neural treatment, suggests that these are innovative tools that may modulate food-related reward processes and thereby suppress the binges. In order to predict treatment outcomes of BED, future studies need to further examine emotion regulation and the genetics of BED, the altered neurocircuitry of the disorder, as well as the role of neurotransmission networks relatedness to binge eating behavior.

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Mainelli, Michael Raymond. "Development of a risk-reward meta-methodology : a study in information systems concepts and applications derived from problems with measurement of strategic planning systems quality". Thesis, London School of Economics and Political Science (University of London), 2004. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.408004.

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Taljaard, Jacob Johannes. "Improving job performance by using non-monetary reward systems to motivate low-skilled workers in the automotive component industry". Thesis, Port Elizabeth Technikon, 2002. http://hdl.handle.net/10948/131.

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Automotive component manufacturing companies where the labour is low skilled and the processes are labour intensive, are being challenged on a more regular basis to find methods to satisfy needs to motivate employees to improve performance. Automotive companies are becoming more under pressure to motivate employees through non-monetary rewards, due to collective bargaining which has made pay for performance very inflexible. It is because of this fact that employers have to assess non-monetary reward methods to motivate employees to improve performance. To be motivators, rewards must be aligned with the needs of people and the things that they value. If these rewards are aligned with employees needs, this could lead to increase in employee motivation, which will in turn lead to improvement in performance, and therefore lead to companies becoming more competitive. This research paper aims to assess what would be the motivators when establishing a non-monetary reward system. To this end the various motivational theories are presented which clearly identifies what needs people have and how they can be satisfied to change behaviour and therefore improve performance. Secondly, reward systems are discussed with various types of rewards being considered and more specifically non-monetary rewards. Applied research was undertaken to determine non-monetary rewards that will motivate low-skilled employees to improve performance. A survey, with the aid of a structured questionnaire, was used to gain information from 60 employees. The research was conducted in three companies that manufacture components for the auto industry. The majority of the respondents indicated that: 1. basic needs must be satisfied with monetary rewards; 2. non-monetary rewards, if linked to higher hierarchical needs, will then motivate employees; 3. non-monetary rewards should preferably be of a physical nature such as certificates, caps and t-shirts; 4. satisfaction of these higher level needs motivate employees and improve their performance; 5. employees prefer feedback and recognition as a non-monetary reward on a regular basis, and 6. the needs of employees should be identified through a survey to establish which rewards will satisfy these needs.

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Raffensperger, Peter Abraham. "Measuring and Influencing Sequential Joint Agent Behaviours". Thesis, University of Canterbury. Electrical and Computer Engineering, 2013. http://hdl.handle.net/10092/7472.

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Algorithmically designed reward functions can influence groups of learning agents toward measurable desired sequential joint behaviours. Influencing learning agents toward desirable behaviours is non-trivial due to the difficulties of assigning credit for global success to the deserving agents and of inducing coordination. Quantifying joint behaviours lets us identify global success by ranking some behaviours as more desirable than others. We propose a real-valued metric for turn-taking, demonstrating how to measure one sequential joint behaviour. We describe how to identify the presence of turn-taking in simulation results and we calculate the quantity of turn-taking that could be observed between independent random agents. We demonstrate our turn-taking metric by reinterpreting previous work on turn-taking in emergent communication and by analysing a recorded human conversation. Given a metric, we can explore the space of reward functions and identify those reward functions that result in global success in groups of learning agents. We describe 'medium access games' as a model for human and machine communication and we present simulation results for an extensive range of reward functions for pairs of Q-learning agents. We use the Nash equilibria of medium access games to develop predictors for determining which reward functions result in turn-taking. Having demonstrated the predictive power of Nash equilibria for turn-taking in medium access games, we focus on synthesis of reward functions for stochastic games that result in arbitrary desirable Nash equilibria. Our method constructs a reward function such that a particular joint behaviour is the unique Nash equilibrium of a stochastic game, provided that such a reward function exists. This method builds on techniques for designing rewards for Markov decision processes and for normal form games. We explain our reward design methods in detail and formally prove that they are correct.

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