"Since an award is an indication that someone believes a book is superior or significant in some respect, knowledge of literary prizes is of obvious value to a librarian responsible for the selection of suitable books to meet patrons' needs and interests. With this in mind I have undertaken a study of the annual book award of the Friends of American Writers. The purpose of this paper is to describe the prize and the F.A.W. Award books since 1948, when a change in policy raised the annual book award to $1,000, to examine the prize-winning books in relation to the opinion of the critics, to determine the meaning of 'high ideals' as expressed by the group offering the award, and to find how the prize-winning selections are chosen"--Introduction. / Typescript. / "June, 1960." / "Submitted to the Graduate School of Florida State University in partial fulfillment of the requirements for the degree of Master of Arts." / Advisor: Sarah Rebecca Reed, Professor Directing Paper. / Includes bibliographical references (leaves 34-40).

The United Nations Convention on the Recognition and Enforcement of Foreign Arbitral Awards ("the New York Convention") has provided a unique legal framework for the recognition and enforcement of foreign arbitral awards and arbitration agreements. Having been adopted by 159 States at the time of this thesis, the New York Convention represents the most significant convention in the field. Having been in force almost 60 years, it is time to assess its meaning for international arbitration. This thesis first examines the contribution of the New York Convention to the development of arbitration to date and second explores whether it has a contemporary role to play. Focusing on both its contribution through its original objective and its effect on the development of a favourable attitude towards international arbitration by courts and legislators, the study demonstrates that the New York Convention has had an impact beyond that which its drafters intended. Regarding its contemporary relevance, the thesis argues that persistent issues in the enforcement of arbitral awards proves that the New York Convention has no active relevance for contributing to facilitate enforcement of arbitral awards.

Inspired by the theoretical power of rewards in the labor market, to improve educational outcomes, this paper tests if giving a non-financial reward along with a financial one can result in higher student ex-post outcomes than just a financial incentive. The underlying mechanism by which non-financial reward might work is explored as well. The argument is based on Benabou and Tirole (2002)’s model, that non-financial reward may affect teachers’ self-esteem and, with that, their effort, and thereby the student outcomes after the reward is given. This is accomplished by exploiting a discontinuity in the running variable used to assign the Teaching Excellence Award (AEP for its initials in Spanish). A Sharp Regression Discontinuity Design is used to identify the effect of AEP using data for more than 5,000 math and language teachers. The dataset includes the teaching evaluation score that AEP gives every year to their applicants, the corresponding standardized test score of more than 100,000 students, (SIMCE for its initials in Spanish), school characteristics, and information about motivation and self-perception that teachers self-report in a survey administrated by SIMCE along with the standardized test every year. The results show that rewarding teachers by giving a non-financial reward along with a financial one does not work in the intended way. I find a not statistically significant effect of giving a reward to teachers with outstanding teaching skills and pedagogical knowledge on student test scores, teaching practices, teacher’s self-confidence in a window of three years after the certification process. Lastly, there is no evidence of teacher-student or teacher-school sorting as an ex-post effect of obtaining the certification.

No description available.

Thesis (DTech (Human Resource Management))--Cape Peninsula University of Technology, 2018. / The purpose of this study was to investigate the impact of intrinsic and extrinsic rewards on the job satisfaction and morale of educators in Western Cape Public Technical Vocational Education and Training (TVET) institutions. The study endeavoured to determine factors that contributed to public TVET educators’ dissatisfaction with intrinsic and extrinsic rewards offered by public TVET institutions in the Western Cape. In addition, the study investigated the job satisfaction of public TVET educators as well as the resultant morale, attrition and absenteeism brought about by educators’ dissatisfaction with rewards offered. The study was also expected to present findings and make recommendations to public TVET institutions and the Department Higher Education and Training (DHET). Recommendations were supposed to be made to bring about an improvement in the job satisfaction and morale of public TVET educators in the Western Cape. A stratified purposive sampling procedure was utilised in drawing up the sample from some population of 1535 educators in the Western in 2013. The Research Advisors (2006) and Krejcie and Morgan (1970) Sample Size Tables were utilised. However, out of 308 JDI questionnaires that were initially distributed 265 were returned duly completed. The two hundred and sixty-five JDI questionnaires were processed using SPSS Version 23. As suggested by statistical analysis, the overall conclusion drawn from the research was that extrinsic and intrinsic rewards significantly predicted the job satisfaction and morale of educators in a sample of 308 derived from some population of 1535 educators in Western Cape public TVET institutions. This study revealed that extrinsic and intrinsic rewards had a significant influence or impact on the job satisfaction and morale of public TVET educators in the Western Cape. It was discovered that beside extrinsic rewards such as pay and bonuses, intrinsic rewards such as the job itself were important in the job satisfaction and morale of educators. Beside the above it was also discovered that supervision, career progression opportunities and relationships among principals and staff, and among educators and learners were instrumental in enhancing the job satisfaction and morale of educators. Beside the above mentioned, it was discovered that learners’ grades after assessments also played a major role in the motivation of public TVET educators. It was confirmed that extrinsic and intrinsic rewards complimented each other in fostering and enhancing the job satisfaction and morale of public TVET educators in the Western Cape. The results of this study showed that job satisfaction among public TVET educators in the Western Cape could be explained by the type of rewards (extrinsic and intrinsic) offered by public TVET institutions as previously indicated. In other studies, mentioned in this study it was confirmed that beside extrinsic rewards, intrinsic rewards such as the job itself and the educational institution enhanced the educator’s job satisfaction and morale. When an employer fulfils the educator’s intrinsic and extrinsic reward expectations, an educator’s affective commitment, job satisfaction and morale is enhanced.

Sport, once an amateur pursuit has evolved in to a lucrative industry. The most recent development in the evolution of Australian sport has been the emergence of industrial regulation. Unlike other Australian labour markets, the sports administrators labour market was entirely market regulated until 1994. Over the last five years the sports administrators labour market has transformed into a centralised award based system. On the surface it appears that there is no obvious explanation for the dramatic re-regulation of this labour market. In order to determine the factors behind the re-regulation, this thesis investigated Australian sports administrators attitudes to unionism, awards and enterprise bargaining, including their preferences to awards and enterprise bargaining agreements. The attitudes of 229 Australian sports administrators were surveyed. The response rate was 67.25%. Findings from the survey indicated a number of points: (1) union membership predicted 8% of their attitude to unionism, (2) non union members were more likely to have positive and accepting attitudes to unions, (3) sports administrators working under Enterprise Bargaining agreements had more positive and accepting attitudes of unions, (4) Enterprise Bargaining was considered to be more beneficial than not in sport, (5) Enterprise Bargaining had more than double the support of Award regulation, and (6)Award regulation had almost equal amounts of rejection and support. Other results indicated that the sports administrators labour market remained market regulated until 1994 because a majority of sports administrators belonged to demographic groups which were less inclined to become union members. Factors behind the reregulation were determined to be: strong support for targeted services within workplaces rather than generic services across an industry, and strong support for increased union interaction when negotiating terms and conditions of employment which effects sports administrators' attitudes to unionism. It was evident that the re-regulation was not caused by a large shift in the attitudes of sports administrators or a result of problems stemming from the market being entirely by market regulation. It is more than likely that the sudden re-regulation of the sports administrators labour market was the sports industry's first step towards industrial maturity.

No description available.

This thesis analyses the ratchet effect in the context of the performance scheme implemented by Brazilian tax collection in 1988 to reward tax officials for their effort in collecting taxes and uncovering tax violations, using panel data for 110 tax agencies from August 1989 to April 1993 and employing the GMM-system estimator. The estimates suggest the presence of ratchet effect, i.e., the more the tax officials do today, the more the tax officials are asked to do in the future. This result endangers the credibility of the Brazilian tax authority's incentive program as an incentive system.

Thesis (Ed.D.)--Teacher's College, Columbia University, 1952. / Typescript; issued also on microfilm. Sponsor: Robert L. Thorndike. Dissertation Committee: Irving Lorge, Anne McKillop. Type C project. Includes bibliographical references (leaves 72-74).

Thesis (M.S.)-- Brigham Young University. Dept. of Physical Education-Sports.