Background: The use of Reward systems can be of strategic importance as well as an affective mean of control for the organization in its work to achieve its goals. The municipal sector is characterized by its transparency and its responsibility for the taxpayer?s money. We therefore wonder which possibilities the municipal sector has to use Reward systems as a men of control. Purpose: We intend to research the possibilities that the Reward system offer as a mean of control for employees at the higher municipal level, with a special focus on commitment and motivation.

The aim of this thesis is to investigate how a valuation model of a Private Equity firm is interpreted into a management control system within the company's different organizational levels. A case study was developed based on the infra-net company Eltel. The management control systems developed by Malmi and Brown (2008)(1) was used to characterize the control systems at each organizational level. The building blocks of this system are planning, cybernetic, Reward/compensation, administrative and culture. Miller and O'Learys (2007)(2) theory of mediating instruments and technology roadmaps was applied to analyze the mediating process of the valuation model.

Abstract: The purpose of this study was to examine the Swedish industry- and craftmanship trade, specifically the relationship between effort and Reward and how it affects the meaningfulness during labour hours. Also, what are the possible effects on production efficiency as a whole? Discussed and analyzed through empirics and previous research.38 workers filled out a survey and two interviews were conducted to get a more analytic depth to the data.The results showed that there is little to no Reward for high effort during labour hours on the evaluated workplaces, combined with low commitment and meaningfullness. My conclusions are that more ways of effort-based Rewards would likely have a positive effect on meaningfulness and thereby the production as a whole. I also show that the theses of Karl Marx are still plausible and relevant in modern day industrial- and craftsmanship trades in capitalist countries..

Purpose: The study aims to, from a companys point of view, describe how strategic work with customer loyalty is done.Conclusion: Another possible way to try to create loyalty is to exceed the expectations whether the customer is a member of the loyalty program or not. A strong brand with a good reputation can also contribute to a stronger loyalty. Reward systems gradually Reward the customers since they first need to collect points, or in this case miles, to be able to use them later on. The staff is often educated in service to be able to interact with the customer in a professional manner. One way to interact with the members of the loyalty program is through profiles on the internet.

The aim of this study was to investigate if behaviour, ear positions and cortisol in lamb which were given access to play followed the different phases of the Reward cycle of anticipation, consumption and relaxation. The study was done on 8 Dorset and 12 Dorset x Fine Wool uncastrated male lambs with an average age of 10 weeks. The lambs were housed pairwise in litter pens (2 x 3 m). Pairs of lambs were taken to a play arena (5.9 x 5.5 m) three times a week during five weeks (first week for learning). They were then first kept in a holding pen where they could look into the play arena for 5 minutes and thereafter released for 20 minutes in the play arena which had a ball, two chains and a tunnel.

Genom kvantitativ såväl som kvalitativ metodteori utvärdera om ett belöningssystem fungerar som ett styrinstrument..

Genom kvantitativ såväl som kvalitativ metodteori utvärdera om ett belöningssystem fungerar som ett styrinstrument..

In today?s fast changing environment it is important for knowledge intense companies that want to stay competitive to actively work with their knowledge, knowledge sharing and Knowledge Management (KM). Barriers decrease the efficiency of how knowledge is created, stored and shared, and they are therefore important to reduce or preferably remove making the KM activities result in as much value for the organisation as possible. To achieve this, it is important that the KM activities become a natural part of the employees? daily work.

Title: Reward systems and Commitment-A study of Eniro 118 118, Ernst & Young and Henses men'sfashion.Authors: Marlene Backlund, Vida Miraftab & Marcus SvenssonSupervisor: Arne SöderbomCourse: Dissertation 15 ECTSKey words: incentive programs, commitment and justicePurpose: The purpose of the study is to learn about the relationship betweenRewards and employee commitment in the case companies.Method: We have chosen to design the study, from a hermeneutic visibleway, and the essay approach is abductive. Study research methodis qualitative. We have chosen the method of interview in the casestudy. Theory: The thesis theoretical framework is separated into two main parts,incentive systems and commitment. The chapter is summarized ina model.Empirical method: A total of nine interviews conducted, three interviews in three casecompanies.

Problem Discussion: Today the banks manage three central products: mutual funds, mortgages and bank accounts. Banks have authority and credibility, the services and the products they offer and sell can sometimes be difficult to understand. Customers are offered a large number of investment options with varying risk profiles. These developments have created an increasing need for knowledge and information among customers. The financial advice that the financial firms provides, remains a very important activity from a customer view.

An organization that uses all of its improvement opportunities has a great advantage compared to its competitors. It is an important task when it comes to continuous improvements of every process. Up until September 2007, Husqvarna AB had a suggestion committee who evaluated every suggestion separately and the proposer received a payment if the suggestion was approved by the committee. However, this system did not work satisfying enough to fulfill Husqvarna?s needs and they are now looking for a system that can handle the ideas from the employees in a more effective way.

The mouse (Mus musculus) is the most commonly used mammal in biomedical research and can easily be restrained by both hand and by a device. Restraining animals causes stress that not only decreases the animal?s wellbeing, but may also influence the research results. The first aim of this study was to train mice to voluntarily stand still using positive reinforcement training. Another benefit of teaching a mouse to stand still is that you can avoid anaesthesia for some procedures.

A Reward cycle for investigating the emotional status in animals has been developed and it requires that animals go through three main phases, i.e. anticipation, consumption and relaxation. The Reward cycle has not been tested previously for access to play in pigs. Therefore, the aim of this Master thesis was to investigate if growing pigs showed more behaviours indicative of excitement than pigs that were not allowed to play, performed play in a play arena and showed more behaviours indicative of relaxation after play when they were back to their home pen than pigs that were in their home pen the whole time. Forty undocked piglets (10 litters of Specific Pathogen Free half pure-bred Yorkshire and half hybrids of Yorkshire x Landrace balanced for breed between two treatments were used.

Right now a major generational change is taking place within the banking sector. The new generation entering the labor market is often referred to as generation Y and it consists of individuals born between 1980 and 1995. Previous research has shown that the banking industry as a whole put a widespread emphasis on monetary incentives within the Reward system. At the same time several studies highlight that individuals from generation Y are rather motivated by primarily non-monetary incentives.The aim of this dissertation is to explain how various monetary and non-monetary incentives affect the motivation of bank employees from generation Y. A positivistic research philosophy has been used with a deductive approach and a quantitative research method.This study indicates that bank employees from generation Y are motivated by retirement savings as well as a personal mentor or chief who draws attention to their development.

Bakgrund: Människor har olika preferenser och därför triggas vi igång av olika saker. En belöning som motiverar en person kan däremot vara demotiverande för andra. Därför skulle ett helt individuellt belöningssystem kunna vara det ultimata sättet att motivera till prestation. Syfte: Syftet med uppsatsen är att undersöka varför företag inte har ett belöningssystem som är helt individualiserat, vilket skulle kunna anses vara idealet. Vi vill få fram de faktorer som gör att företagen har ett belöningssystem som är mer kollektivt än individuellt.Uppsatsens metod: För att genomföra undersökningen har vi valt att göra intervjuer på tre olika företag. Uppsatsen kommer att baseras på en hermeneutisk vetenskapsteori och vi har valt att tillämpa en deduktiv metodansats. Teori: Den teoretiska referensramen består av teorier om motivation, belöningssystem samt olika former av belöningar och vår modell som visar vilka faktorer som kan påverka graden av individualitet i belöningssystem. Empirisk metod: För att undersöka vilka faktorer som påverkar graden av individualitet i ett belöningssystem har vi valt att göra en jämförande fallstudie i vår undersökningsprocess.