The purpose of this project was to examine team compensation systems and to evaluate the impact of their critical elements--level (what to motivate), compensation mixture (what rewards motivate), and employee perceptions (how to motivate)--on team effectiveness. Twenty-three organizations, 108 teams, and 769 team members participated in this study. Project results found that teams that utilized team level rewards, especially when associated with a complete compensation mixture, had significantly higher team effectiveness scores compared to teams that utilized only individual level rewards. With respect to employee perceptions, results found that: (a) perceptions of system understanding, measure controllability, pay-for-performance, and payout frequency, particularly, were significant components of employee compensation system satisfaction; and (b) employee compensation system satisfaction and perceptions of compensation system effectiveness were significantly related.

Κύρια ζητήματα της διπλωματικής εργασίας είναι η διαμόρφωση του συστήματος αξιολόγησης και ειδικότερα ο καθορισμός των στόχων της επιχείρησης και του Τμήματος Ανθρώπινου Δυναμικού, η εφαρμοζόμενη μέθοδος αξιολόγησης, η χρήση των εξαγόμενων συμπερασμάτων και ο βαθμός πληροφόρησης των άμεσα ενδιαφερομένων, του αξιολογούμενου και της Διεύθυνσης Προσωπικού. Παράλληλα εξετάζονται τα συστήματα ανταμοιβής που έχουν υιοθετηθεί και η ενδεχόμενη σύνδεσή τους με την απόδοση των εργαζομένων όπως αυτή προκύπτει από τη διαδικασία αξιολόγησης. Η εμπειρική έρευνα εστιάζεται στον τραπεζικό κλάδο και συγκεκριμένα γίνεται προσπάθεια παρουσίασης του προφίλ της Τράπεζας EFG Eurobank Ergasias και της Τράπεζας Κύπρου, δύο επιχειρήσεων του Ιδιωτικού Τομέα με ενδιαφέροντα στοιχεία για επιπρόσθετη έρευνα και συγκριτική μελέτη. / The intention of this study is to describe the most common and widely used performance appraisal systems and compensation systems which have been developed by enterprises. The empirical search is concentrated to the Greek banking system examining and comparing the cases of two banks with differences in the appraisal systems and the linkage with the wages in each organization.

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Denna studie syftade till att bidra med kunskap om hur olika faktorer påverkar anställdas motivation i arbetet. Syftet preciserades med frågeställningarna “Hur påverkar yttre faktorer anställdas arbetsmotivation vid ett svenskt företag?” och “Hur påverkar inre faktorer anställdas arbetsmotivation vid ett svenskt företag?” En kvalitativ metod användes i form av semistrukturerade intervjuer. Intervjudeltagarna var tio anställda på ett större svenskt företag inom banksektorn. Intervjuerna kodades i sin helhet och presenterades i flertalet teman under kategorierna yttre och inre faktorer. Analysen utgick från Herzbergs motivation-hygienteori, vilket var det teoretiska ramverk som valts. De yttre faktorerna som diskuterades i studien var: förmåner, anställningstrygghet och ersättning. De inre faktorer som togs upp var: utmaning och utveckling, intressanta arbetsuppgifter, meningsfullt arbete, återkoppling i form av uppmärksamhet och bekräftelse samt frihet under ansvar. Resultatet visade att medan inre faktorer upplevdes ha en direkt påverkan på motivation, så upplevdes yttre faktorer inte i någon större utsträckning påverka motivation. Däremot när yttre faktorer hade en nära sammankoppling med inre faktorer, upplevdes även yttre faktorer ha en påverkan på motivation. / The aim of this study was to add to the existing knowledge about how employees’ work motivation is influenced by a number of factors. The study was guided by the following two research questions: How does external factors affect employees work motivation at a Swedish company? and How does internal factors affect employees work motivation at a Swedish company? A qualitative method was applied. The empirical basis consisted of semi-structured interviews with ten employees at a larger Swedish company within the banking sector. The interviews were coded into several themes of external and internal factors. The analysis was based on Herzberg’s motivation-hygiene theory. The external factors were: benefits, job security, and compensation. The internal factors were: challenge and development, interesting work tasks, meaningful work, feedback through attention and confirmation, as well as freedom and responsibility. The findings showed that while internal factors were perceived to have a direct influence on motivation, external factors were not perceived as having a particularly large influence on motivation. However, when combined with internal factors, also external factors were perceived to influence motivation.

Les capteurs d’images CMOS sont de plus en plus utilisés dans le domaine industriel : la surveillance, la défense, le médical, etc. Dans ces domaines, les capteurs d?images CMOS sont exposés potentiellement à de grandes variations de température. Les capteurs d?images CMOS, comme tous les circuits analogiques, sont très sensibles aux variations de température, ce qui limite leurs applications. Jusquà présent, aucune solution intégrée pour contrer ce problème n’a été proposée. Afin de remédier à ce défaut, nous étudions, dans cette thèse, les effets de la température sur les deux types d?imageurs les plus connus. Plusieurs structures de compensation sont proposées. Elles reprennent globalement les trois méthodes existantes et jamais appliquées aux capteurs d’images. La première méthode utilise une entrée au niveau du pixel qui sera modulée en fonction de l’évolution de la température. La deuxième méthode utilise la technique ZTC (Zero Temperature Coefficient). La troisième méthode est inspirée de la méthode de la tension de référence bandgap. Dans tous les cas, nous réduisons de manière très intéressante l’effet de la température et nous obtenons une bonne stabilité en température de -30 à 125°C. Toutes les solutions proposées préservent le fonctionnement initial de l’imageur. Elles n’impactent également pas ou peu la surface du pixel / CMOS image sensors find widespread use in various industrial applications including military, surveillance, medical, etc. In these applications, CMOS image sensors are often exposed to large temperature variations. As analog circuits, these CMOS image sensors are very sensitive to temperature variations, which limit their applications. Until now, no integrated solution for this problem has been proposed. To solve this problem, we study, in this thesis, the temperature effects on the two most known types of CMOS image sensors. Several compensation structures are proposed. They generally return to the three existing methods and never applied to image sensors. The first method uses an entrance at the pixel level to be adjusted according to changes in temperature. The second method uses the ZTC (Zero Temperature Coefficient) technique. The third method is based on the method of the bandgap voltage reference. In all cases, we reduce a very interesting way the temperature effect and we get a good temperature stability of the sensor from -30 to 125°C. All the solutions preserve the initial operation of the imager. They also affect a little or not the surface of the pixel.