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Książki na temat „Reward systems”

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Autor: Grafiati
Data publikacji: 4 czerwca 2021
Data aktualizacji: 7 lipca 2024

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1

1951-, Thorpe Richard, i Homan Gill, red. Strategic reward systems. Harlow: Financial Times Prentice Hall, 2000.

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1951-, Thorpe Richard, i Homan Gill, red. Strategic reward systems. New York: Financial Times, 1999.

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3

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, i Svenska läkaresällskapet, red. Brain reward systems and abuse. New York: Raven Press, 1987.

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

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

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8

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

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9

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

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10

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

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11

Flannelly, Ellen. Policy guide: Policy guide to teacher reward systems. Denver, Colo: Education Commission of the States, 1985.

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12

Peck, Charles A. Variable pay: Non-traditional programs for motivation and reward. New York, N.Y: Conference Board, 1993.

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13

Nassim, Belbaly, red. Successful OSS project design and implementation: Requirements, tools, social designs and reward structures. Farnham: Ashgate Pub., 2011.

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14

Singh, Manjari. Career drivers of new-age employees: Implications for organisational reward and employee development systems. Ahmedabad: Indian Institute of Management, 2005.

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15

Fakhoury, Marc, red. The Brain Reward System. New York, NY: Springer US, 2021. http://dx.doi.org/10.1007/978-1-0716-1146-3.

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16

1941-, Corby Susan, red. Rethinking reward. New York: Palgrave Macmillan, 2008.

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17

System, Sid W. Richardson Foundation Forum Task Force on Restructuring the University Reward. Restructuring the university reward system: A report. Fort Worth, TX: Sid W. Richardson Foundation, 1997.

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1919-, Stellar Eliot, red. The neurobiology of motivation and reward. New York: Springer-Verlag, 1985.

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19

ERIC Clearinghouse on Reading, English, and Communication., red. Cyberspace class: Rewards and punishments. Bloomington, Ind: ERIC Clearinghouse on Reading, English, and Communication, Indiana University, 1996.

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Peck, Charles A. Variable pay: New performance rewards. New York, N.Y: Conference Board, 1990.

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21

The Five-S Plan: Simpson's stop smoking self-reward system. Bloomington: Authorhouse, 2008.

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22

Baptist paid workers: Job security and reward system, challenges and prospects. Ibadan, Nigeria: Graduke Publishers, 2013.

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23

An Expert System for Reward Systems Design. Storming Media, 2000.

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Pay and Reward Systems in Organizations -. Pabst, Wolfgang Science, 2011.

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Flannelly, E. Policy Guide to Teacher Reward Systems. State Higher Education Executive, 1985.

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26

Non-traditional reward systems for foodservice employees. Washington, DC (311 First St., N.W., Washington, DC 20001): National Restaurant Association, 1987.

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27

Gilpin, Nicholas W., i Remi Martin-Fardon, red. Brain Reward & Stress Systems in Addiction. Frontiers SA Media, 2015. http://dx.doi.org/10.3389/978-2-88919-457-5.

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28

Innovative Reward Systems for the Changing Workplace. New York: McGraw-Hill, 2003.

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29

Harrington, Jim. Pay/reward systems for improved business performance. Training Commission, 1988.

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Gomez-Mejia, Luis R. Increasing productivity: Performance appraisal and reward systems. 1990.

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Gaughran, Christine. The role of pay and reward systems in management. Bradford, 1989.

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Zietlow, Anna-Lena, Martin Fungisai Gerchen, Monika Eckstein i Jonathan Levy, red. Neurobiological Systems Underlying Reward and Emotions in Social Settings. Frontiers Media SA, 2021. http://dx.doi.org/10.3389/978-2-88966-588-4.

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33

Wilson, Thomas B. Innovative Reward Systems for the Changing Workplace 2/e. Wyd. 2. McGraw-Hill, 2002.

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34

Rooney, Jim, Shields John, Michelle Brown i Sarah Kaine. Managing Employee Performance and Reward: Systems, Practices and Prospects. University of Cambridge ESOL Examinations, 2020.

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Wilson, Thomas B. Innovative Reward Systems for the Changing Workplace 2/e. McGraw-Hill, 2002.

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Managing Employee Performance and Reward: Systems, Practices and Prospects. University of Cambridge ESOL Examinations, 2020.

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37

Steele, Vaughn R., Vani Pariyadath, Rita Z. Goldstein i Elliot A. Stein. Reward Circuitry and Drug Addiction. Redaktorzy Dennis S. Charney, Eric J. Nestler, Pamela Sklar i Joseph D. Buxbaum. Oxford University Press, 2017. http://dx.doi.org/10.1093/med/9780190681425.003.0044.

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Addiction is a complex neuropsychiatric syndrome related to dysregulation of brain systems including the mesocorticolimbic dopamine reward circuit. Dysregulation of reward circuitry is related to each of the three cyclical stages in the disease model of addiction: maintenance, abstinence, and relapse. Parsing reward circuitry is confounded due to the anatomical complexity of cortico-basal ganglia-thalamocortical loops, forward and backward projections within the circuit, and interactions between neurotransmitter systems. We begin by introducing the neurobiology of the reward system, specifically highlighting nodes of the circuit beyond the basal ganglia, followed by a review of the current literature on reward circuitry dysregulation in addiction. Finally, we discuss biomarkers of addiction identified with neuroimaging that could help guide neuroprediction models and development of targets for effective new interventions, such as noninvasive brain stimulation. The neurocircuitry of reward, especially non-prototypical nodes, may hold essential keys to understanding and treating addiction.
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Non-Traditional Reward and Incentive Pay Systems (Ppf Survey Ser.). Bna Books, 1989.

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39

Gorman, Jack M. Love, Reward, and Social Connections. Oxford University Press, 2018. http://dx.doi.org/10.1093/med/9780190850128.003.0007.

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Just as there are pathways for negative emotions and behaviors like fear and despair, the brain has networks that accompany positive ones, such as parental behavior, love, and social connectedness. One such system involves the brain hormones oxytocin and vasopressin, which are known to play a critical role in monogamous pair bonding and in both maternal and paternal nurturing behavior. Another is the so-called reward pathway that originates in the brain stem and terminates in the nucleus acumbens. This pathway allows us to anticipate reward and identify risk, and it reinforces pleasurable experiences. Both systems can also be part of aberrant behaviors like prejudice and drug addiction.
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40

Kressler, H. Motivate and Reward: Performance Appraisal and Incentive Systems for Business Success. Palgrave Macmillan Limited, 2003.

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Motivate and Reward: Performance Appraisal and Incentive Systems for Business Success. Palgrave Macmillan, 2003.

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Kressler, H. Motivate and Reward: Performance Appraisal and Incentive Systems for Business Success. Palgrave Macmillan Limited, 2003.

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43

Butz, Martin V., i Esther F. Kutter. Behavior is Reward-oriented. Oxford University Press, 2017. http://dx.doi.org/10.1093/acprof:oso/9780198739692.003.0005.

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Delving further into development, adaptation, and learning, this chapter considers the potential of reward-oriented optimization of behavior. Reinforcement learning (RL) is motivated from the Rescorla–Wagner model in psychology and behaviorism. Next, a detailed introduction to RL in artificial systems is provided. It is shown when and how RL works, but also current shortcomings and challenges are discussed. In conclusion, the chapter emphasizes that behavioral optimization and reward-based behavioral adaptations can be well-accomplished with RL. However, to be able to solve more challenging planning problems and to enable flexible, goal-oriented behavior, hierarchically and modularly structured models about the environment are necessary. Such models then also enable the pursuance of abstract reasoning and of thoughts that are fully detached from the current environmental state. The challenge remains how such models may actually be learned and structured.
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Galbraith, Jay R. Path-Goal Models As a Basis for the Design of Organization Reward Systems. Creative Media Partners, LLC, 2018.

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Benbya, Hind, i Nassim Belbaly. Successful OSS Project Design and Implementation: Requirements, Tools, Social Designs and Reward Structures. Taylor & Francis Group, 2018.

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Benbya, Hind, i Nassim Belbaly. Successful OSS Project Design and Implementation: Requirements, Tools, Social Designs and Reward Structures. Taylor & Francis Group, 2016.

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Benbya, Hind, i Nassim Belbaly. Successful OSS Project Design and Implementation: Requirements, Tools, Social Designs and Reward Structures. Taylor & Francis Group, 2016.

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(Editor), Bronwyn E. Adam, red. Recognizing Faculty Work: Reward Systems for the Year 2000 (New Directions for Higher Education). Jossey-Bass Inc Pub, 1993.

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Koole, Ger. Monotonicity in Markov Reward and Decision Chains: Theory and Applications (Foundations and Trends in Stochastic Systems). Now Publishers Inc, 2007.

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Cameron, Judy, i W. David Pierce. Rewards and Intrinsic Motivation. Praeger, 2002. http://dx.doi.org/10.5040/9798216008569.

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Over the past 30 years, many social psychologists have been critical of the practice of using incentive systems in business, education, and other applied settings. The concern is that money, high grades, prizes, and even praise may be effective in getting people to perform an activity but performance and interest are maintained only so long as the reward keeps coming. Once the reward is withdrawn, the concern is that individuals will enjoy the activity less, perform at a lower level, and spend less time on the task. The claim is that rewards destroy people's intrinsic motivation. Widely accepted, this view has been enormously influential and has led many employers, teachers, and other practitioners to question the use of rewards and incentive systems in applied settings. Contrary to this view, the research by Cameron and Pierce indicates that rewards can be used effectively to enhance interest and performance. The book centers around the debate on rewards and intrinsic motivation. Based on historical, narrative, and meta-analytic reviews, Cameron and Pierce show that, contrary to many claims, rewards do not have pervasive negative effects. Instead, the authors show that careful arrangement of rewards enhances motivation, performance, and interest. The overall goal of the book is to draw together over 30 years of research on rewards, motivation, and performance and to provide practitioners with techniques for designing effective incentive systems.
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