Abstract This paper uses a sample of listed and unlisted securities companies in Taiwan to investigate the effects of employee productivity. The empirical estimation is based on a modified Cobb-Douglas production function. To provide a preliminary account of how the securities firms use the group incentive system and if the system certainly works as well as other companies on productivity effects, this paper examines the productivity effects via pooling the financial data during 1997-2000, the dataset is constructed of 132 securities firms. In addition, to estimate the incentive effects from the bonus, a number of independent variables are included in this study, such as profit-sharing dummy variables, amount of distributed shares, stock price and the ratio of profit sharing to net-profit. Moreover, the study also adds the ratio of profit sharing to wage to explore that if the wage risk could reduce the effects of employee productivity. The result indicates that firms with stock bonus will perform better than others, it apparently shows on listed companies, and the stock price is a key factor. Further, this study also finds that increasing the ratio of cash bonus to wage or to net-profit, it would significantly reduce employee productivity, especially on unlisted companies, and the stock bonus is contrary to the cash bonus.

In a workplace marked by increasing change and competing commitments, business leaders require an increased understanding of alternative work programs. Utilizing spillover theory, motivator-hygiene theory, and adaptive structuration theory, this single case study was an exploration of the strategies that business leaders use for flexible work schedules and virtual work programs. The population consisted of 3 managerial business executives and 6 employees within a midwestern United States division of a global blood management solutions firm. The data collection process included a series of semistructured interviews, a focus group, and the assessment of company documentation. Methodological triangulation identified 5 emerging themes: program assessment and monitoring, standard set of virtual working hours, remote office setup, increased virtual communication, and promotion of quality of life. The transferability of this single case study remains with the reader and future researchers to determine. Future researchers may discover that the findings contribute to social change by better preparing organizations for success while simultaneously positioning individuals to attain optimum balance across life and work responsibilities.

<p>Denna studie syftar till att ta reda på vilka element som höjer det innovativa klimatet i företag och organisationer. Utifrån dessa element har författarna skapat kriterier som heter ”Soft innovation”. Visionen är att framtiden skulle kunna standardisera dessa kriterier. En abduktiv metod har använts. Metodvalet har motiverats med att kriterierna lättare accepteras om de är socialt konstruerade. Man kan påverka innovationsklimatet i företag, då det tar kortare tid än att förändra organisationskulturen. Dock antas att organisationsklimatet på sikt kan påverkar organisationskulturen. Kriterierna ska ses som vägledande riktlinjer för att stimulera ett innovativt klimat. Teori och empiri visade på många gemensamma faktorer som påverkar innovationsklimatet i företag. Resultatet av teori och empiri visade att de viktigaste faktorerna för att uppmuntra till kreativitet hos medarbetare var ett bra ledarskap, uppmuntran, belöning av kreativt beteende och misslyckande, projektgrupper som driver idén till verklighet och strukturer för hur kreativiteten ska hanteras.</p>

<p>Denna studie syftar till att ta reda på vilka element som höjer det innovativa klimatet i företag och organisationer. Utifrån dessa element har författarna skapat kriterier som heter ”Soft innovation”. Visionen är att framtiden skulle kunna standardisera dessa kriterier. En abduktiv metod har använts. Metodvalet har motiverats med att kriterierna lättare accepteras om de är socialt konstruerade. Man kan påverka innovationsklimatet i företag, då det tar kortare tid än att förändra organisationskulturen. Dock antas att organisationsklimatet på sikt kan påverkar organisationskulturen. Kriterierna ska ses som vägledande riktlinjer för att stimulera ett innovativt klimat. Teori och empiri visade på många gemensamma faktorer som påverkar innovationsklimatet i företag. Resultatet av teori och empiri visade att de viktigaste faktorerna för att uppmuntra till kreativitet hos medarbetare var ett bra ledarskap, uppmuntran, belöning av kreativt beteende och misslyckande, projektgrupper som driver idén till verklighet och strukturer för hur kreativiteten ska hanteras.</p>

Denna studie syftar till att ta reda på vilka element som höjer det innovativa klimatet i företag och organisationer. Utifrån dessa element har författarna skapat kriterier som heter ”Soft innovation”. Visionen är att framtiden skulle kunna standardisera dessa kriterier. En abduktiv metod har använts. Metodvalet har motiverats med att kriterierna lättare accepteras om de är socialt konstruerade. Man kan påverka innovationsklimatet i företag, då det tar kortare tid än att förändra organisationskulturen. Dock antas att organisationsklimatet på sikt kan påverkar organisationskulturen. Kriterierna ska ses som vägledande riktlinjer för att stimulera ett innovativt klimat. Teori och empiri visade på många gemensamma faktorer som påverkar innovationsklimatet i företag. Resultatet av teori och empiri visade att de viktigaste faktorerna för att uppmuntra till kreativitet hos medarbetare var ett bra ledarskap, uppmuntran, belöning av kreativt beteende och misslyckande, projektgrupper som driver idén till verklighet och strukturer för hur kreativiteten ska hanteras.

Denna studie syftar till att ta reda på vilka element som höjer det innovativa klimatet i företag och organisationer. Utifrån dessa element har författarna skapat kriterier som heter ”Soft innovation”. Visionen är att framtiden skulle kunna standardisera dessa kriterier. En abduktiv metod har använts. Metodvalet har motiverats med att kriterierna lättare accepteras om de är socialt konstruerade. Man kan påverka innovationsklimatet i företag, då det tar kortare tid än att förändra organisationskulturen. Dock antas att organisationsklimatet på sikt kan påverkar organisationskulturen. Kriterierna ska ses som vägledande riktlinjer för att stimulera ett innovativt klimat. Teori och empiri visade på många gemensamma faktorer som påverkar innovationsklimatet i företag. Resultatet av teori och empiri visade att de viktigaste faktorerna för att uppmuntra till kreativitet hos medarbetare var ett bra ledarskap, uppmuntran, belöning av kreativt beteende och misslyckande, projektgrupper som driver idén till verklighet och strukturer för hur kreativiteten ska hanteras.

M Phil / Since the establishment of the Internet, innovative technologies have evolved rapidly and 'social networking' technologies specifically have gained value from the recent surge in popularity and increased use of these networked technologies. The exposure and growth that social networking technologies have experienced in recent history has created a phenomenal following by individuals from diverse walks of life. However, the negative press that currently surrounds online social networks is ardent and in some cases valid, overshadowing the opportunities that Online Social Networking may present to organisations. The focus of this study fell on the possible effect of employee participation in Online Social Networking on productivity. In current workplaces that rely on intellectual capital to be successful in business, employees are a key source of knowledge and mainly responsible for intellectual capital growth. It was therefore argued in this study that organisations should critically investigate the relevance of collaborative technology such as online social networking in order to support employees in the processes required for knowledge creation. This study provided an overview of the literature review findings as well as the relevant empirical research findings with regard to what Online Social Networking entails; what the possible consequences could be if employees were allowed access to online social networks without restriction; and how online social networks could contribute to the productivity of an organisation. This study aimed to serve as a foundation on which the University of Johannesburg could build a strategy that aspired to incorporate online social networking within this institution, in order to promote a knowledge sharing culture.

The fast spread of the COVID-19 pandemic forced a sudden worldwide lockdown and an increased number of companies and organizations abruptly decided to let their employees telework due to requirements on social distancing. Maintaining employee productivity has become one of the most important factors to consider when adopting new corporate teleworking policies, which in turn has arguably increased the need for more substantial research in this field. Existing studies also lack a more comparative approach when analyzing teleworking influences on productivity, for instance between countries where the use of teleworking can be said to differ traditionally. Therefore, the purpose of this thesis is to investigate how teleworking has affected employee productivity in Finland compared with China, particularly during the COVID-19 pandemic. A qualitative and comparative method was applied through semi-structured interviews, with respondents from Finland and China. The empirical findings showed both similarities and differences regarding how teleworking influenced Finnish and Chinese employees productivity on the individual, group and organizational level. Further, some interesting findings of teleworking influencing work-family conflict were shown. The findings suggested that both managers and employees should pay attention to how teleworking influences employee productivity to maintain and even increase teleworkers’ productivity during the COVID-19 pandemic.

Investing in employee engagement is beneficial to ensuring an organization's ability to sustain and improve productivity and performance. The purpose of this single case study was to explore effective leadership strategies leaders used to increase employee productivity. The population for this study were 6 bank leaders from Mississippi with a minimum of 5 years of experience implementing effective strategies to increase employee productivity. The conceptual framework for this study was Bass's transformational leadership theory. Data were collected using semistructured interviews, observations, and a review of company documents. The data analysis process involved Yin's 5-step approach, methodological triangulation, and member checking to identify common patterns, develop themes, and verify data for accuracy. The 4 emergent themes in the study were lead by example, encourage, promote teamwork, and implement rewards. The findings indicated that bank leaders improved employee productivity using transformational leadership by maintaining active employee engagement, communicating clear goals, and building positive leader-employee relationships. The implications of this study for positive social change include the potential for leaders in the banking industry to improve employee engagement, which may lead to a higher level of employee performance and commitment, reduced turnover, and enhanced organizational profitability. Organizations that are profitable can help stimulate the local economy by contributing earned profits to the community in areas such as schools, housing development, and community centers.

Masters of Science / The role corporate social responsibility (CSR) plays amongst employees is underrated within the pharmaceutical industry, which focuses predominantly on external stakeholders and financial gain. The impact of CSR on these internal stakeholders is thus important in an industry that relies on its employees to deliver on medicine development and accessibility. Aim This study aimed to identify employee perceptions of CSR within the pharmaceutical industry. Method An online quantitative questionnaire was shared via email amongst 80 employees of amultinational pharmaceutical company’s group corporate office. Questions were based on CSR activity influencing employee motivation, impacting employee productivity, and the extent to which CSR allowed for value alignment. Results The 91.7% response rate proved results were credible. Results indicated that 78.8% of employees believed CSR strategies created motivation amongst them, with 57.6% of employees stating CSR motivated them be more productive. Open-ended questions reiterated this, further proving that employees felt inclusive CSR strategies led to a positive impact on productivity. Moreover, 96.9% of employees viewed CSR as an opportunity to align company and employee values, yet only 63.6% thought the pharmaceutical company committed to achieving this. Discussion and Conclusion The findings therefore allow pharmaceutical companies to reanalyse their business models and improve business strategies to consider employee perspectives when implementing CSR. As motivation, productivity and value alignment increases, the workforce within the pharmaceutical industry is positively influenced. The study thus concluded that CSR is a powerful force in bringing about progressive change within the pharmaceutical industry.