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1	Finns det ett samband mellan belöningssystem och finansiell aktieägartillväxt? : en studie av fyra svenska företag Engström, Christer January 2005 (has links) <p>Finns det ett samband mellan belöningssystem och finansiell aktieägartillväxt i publika</p><p>svenska företag? En intressant och högaktuell fråga, som det visade sig, och som kommer</p><p>att försöka besvaras i denna uppsats.</p><p>Inledningsvis undersöktes om det fanns någon relevant svensk statistik som kunde belysa</p><p>de exekutiva ledarnas förtjänstutveckling under senare år. Statistiska Centralbyråns</p><p>inkomststatistik gav inte svar på frågan. LO-ekonomernas statistik visade sig vara relevant</p><p>och bekräftade mitt antagande att inkomstutveckling för denna grupp varit osedvanligt god.</p><p>Med antagandet bekräftad och således stärkt i tron ställdes tre frågor som uppsatsens syfte</p><p>var att besvara:</p><p>Fråga 1 Hur ser de belöningsmodeller ut som tillämpas av svenska företag avseende</p><p>ersättningar till medlemmar i företagens exekutiva ledningsgrupper?</p><p>Fråga 2 Hur förhåller sig de tillämpade belöningsmodellerna till relevant belöningsoch</p><p>motivationsteori?</p><p>Fråga 3 Finns det ett samband mellan aktieägarnas finansiella utveckling i dessa företag</p><p>och företagens belöningar till den studerade yrkesgruppen?</p><p>Lämpliga teorier att applicera på de undersökta företagens belöningsmodeller visade sig</p><p>vara agentteorin och förväntansteorin. Dessa två teorier jämfördes med de fyra undersökta</p><p>företagens, Ericsson, Handelsbanken, IKEA och Skandia belöningssystem genom studier</p><p>av dessa bolags årsredovisningar för åren 2000-2004. Det visade sig härvid att de företag</p><p>(två st.) som hade de högsta belöningsnivåerna redovisade sämst resultatutveckling och</p><p>negativ avkastning till aktieägarna, medan det företag (en st.) med den lägsta</p><p>belöningsnivån, hade en god resultatutveckling och en fördelaktig avkastning till</p><p>aktieägarna. För IKEA var studiematerialet för knapphändigt för att kunna uttala sig om</p><p>hur belöningsnivån utvecklats även om aktieägarens avkastning var den mest fördelaktiga</p><p>bland de undersökta företagen. Samtliga företag, IKEA undantagen, har konstaterats</p><p>ersätta sina exekutiva ledare med grundlön, rörlig lön, anställningsförmåner och</p><p>pensionslösningar även om Handelsbanken uppger att man inte tillämpar rörlig bonus eller</p><p>rörligt tantiem.</p><p>Slutledningsvis konstaterades att det inte i något fall förelåg något samband mellan hur</p><p>företagen ersätter sina exekutiva ledare och aktieägarnas finansiella tillväxt.</p> Incitamentslöner Belöningssystem Employee reward Executive compensation Business studies Företagsekonomi
2	Finns det ett samband mellan belöningssystem och finansiell aktieägartillväxt? : en studie av fyra svenska företag Engström, Christer January 2005 (has links) Finns det ett samband mellan belöningssystem och finansiell aktieägartillväxt i publika svenska företag? En intressant och högaktuell fråga, som det visade sig, och som kommer att försöka besvaras i denna uppsats. Inledningsvis undersöktes om det fanns någon relevant svensk statistik som kunde belysa de exekutiva ledarnas förtjänstutveckling under senare år. Statistiska Centralbyråns inkomststatistik gav inte svar på frågan. LO-ekonomernas statistik visade sig vara relevant och bekräftade mitt antagande att inkomstutveckling för denna grupp varit osedvanligt god. Med antagandet bekräftad och således stärkt i tron ställdes tre frågor som uppsatsens syfte var att besvara: Fråga 1 Hur ser de belöningsmodeller ut som tillämpas av svenska företag avseende ersättningar till medlemmar i företagens exekutiva ledningsgrupper? Fråga 2 Hur förhåller sig de tillämpade belöningsmodellerna till relevant belöningsoch motivationsteori? Fråga 3 Finns det ett samband mellan aktieägarnas finansiella utveckling i dessa företag och företagens belöningar till den studerade yrkesgruppen? Lämpliga teorier att applicera på de undersökta företagens belöningsmodeller visade sig vara agentteorin och förväntansteorin. Dessa två teorier jämfördes med de fyra undersökta företagens, Ericsson, Handelsbanken, IKEA och Skandia belöningssystem genom studier av dessa bolags årsredovisningar för åren 2000-2004. Det visade sig härvid att de företag (två st.) som hade de högsta belöningsnivåerna redovisade sämst resultatutveckling och negativ avkastning till aktieägarna, medan det företag (en st.) med den lägsta belöningsnivån, hade en god resultatutveckling och en fördelaktig avkastning till aktieägarna. För IKEA var studiematerialet för knapphändigt för att kunna uttala sig om hur belöningsnivån utvecklats även om aktieägarens avkastning var den mest fördelaktiga bland de undersökta företagen. Samtliga företag, IKEA undantagen, har konstaterats ersätta sina exekutiva ledare med grundlön, rörlig lön, anställningsförmåner och pensionslösningar även om Handelsbanken uppger att man inte tillämpar rörlig bonus eller rörligt tantiem. Slutledningsvis konstaterades att det inte i något fall förelåg något samband mellan hur företagen ersätter sina exekutiva ledare och aktieägarnas finansiella tillväxt. Incitamentslöner Belöningssystem Employee reward Executive compensation Business studies Företagsekonomi
3	Adopting a 'high road’ employee reward strategy improves workplace productivity and wellbeing / Adopting a 'high road’ employee reward strategy improves workplace productivity and wellbeing Brown, Robert January 2021 (has links) Recent research suggests that democratising the workplace is an effective way of improving productivity and wellbeing. But few studies have focussed on how to democratise the workplace. This study aims to explore how organisations can democratise the workplace via employee reward strategy, and how this impacts productivity and wellbeing. I hypothesised that a ‘high road strategy’ to employee reward – maximising value rather than minimising cost – would be the most effective way of improving workplace productivity and wellbeing. I also hypothesised that reward strategies in the Nordic countries, which tend to resemble a high road strategy, would be more effective than reward strategies in the UK. I used quantitative analyses on the European Company Survey 2019 data set, exploring different components of a high road reward strategy as predictors of productivity and wellbeing. My results suggested that a high road strategy to employee reward does improve workplace productivity and wellbeing. The strategy consists of maximising employee representative influence (via frequent meetings with management) and reward system comprehensiveness (via emphasis on pay based on company performance); it does not require broad collective bargaining coverage. Nordic reward strategies were more effective than UK strategies: perhaps due to Nordic two-tier bargaining systems facilitating employee representative influence and an emphasis on pay based on company performance. Future research should explore other ways of maximising employee representative influence, as well as other components of a high road reward strategy. employee reward high road strategy industrial democracy productivity wellbeing Arbetsmedicin och miljömedicin
4	Systém odměňování pracovníků ve vybrané organizaci / Systém odměňování pracovníků ve vybrané organizaci BEN AMER, Andrea January 2017 (has links) The aim of this dissertation which is called "The employees reward systems in the selected company" was analysis of the system of the remuneration of employees in the selected company, proposal of changes and recommendation for improvement in leading of this specific area. My selected company has happened the company McDonald's s.r.o, specifically it is subsidiary in Tábor. The main source for the first part was analysis of specialized literature which was studied and its rightness was certified from more books. The main source for gathering data for practical part was internal material of the company. The main source was the website of the McDonald's which served for the characteristic, where was everything important. For the analysis and evaluation of the current situation was used open minded interview with the leader of the company, open minded interview with managers and open minded interview with the rest of the employees. In the practical part was written and described the system of financial and non financial remuneration of employees who work in the subsidiary in Tábor. The analysis of the wage system was made and thanks to it was calculated the example of weekly salary costs on the week's sales. Then it was made a questionnaire survey and its aim was gain opinions and find out a satisfaction of the employees with the system of the remuneration in the company. At the end there were written all results of the all analysis and proposal of changes in the specific area.
5	Motivace a evaluace zaměstnanců / Motivation and Evaluation of Employees Zboranová, Romana January 2016 (has links) This thesis was written on the topic motivation and evaluation of employees in the Třinec Steel Factory. The level of the motivation and evaluation of employees was investigated using internal documents and questionnaires. Based on the findings suggestions were made to improve employee motivation.
6	Změny motivačního systému společnosti / Changes in the Company's Motivation System Vejvodová, Andrea January 2021 (has links) This diploma thesis focuses on the motivation system of a selected factory. The theoretical part deals with the basic theoretical background connected with motivation and employee reward system. The aim of the practical part is the analysis of the current motivation system; a questionnaire survey is included. The final part is devoted to the evaluation of the current motivation system and the assessment of the questionnaire survey which serves as a basis for suggestions for improvement.
7	Řízení lidských zdrojů ve středně velkém podniku / Human resources management in a medium-sized company PÍCHOVÁ, Barbora January 2016 (has links) The purpose of the diploma thesis is the analysis of the human resource management in the selected medium-sized company and on the basis of the acquired results suggest the arrangements for improvement of this system. For research purposes of the thesis was selected a midsize company MOTOR JIKOV Fostron plc, operating in the engineering and foundry industries. The thesis is divided into literary and analytical part. Literary part is based on information related to the management of human resources, characteristics of midsize enterprises, personnel work and personal activities within midsize companies and it is based on domestic and foreign literary sources. The analytical part deals with analysis of selected personnel activities in the company MOTOR JIKOV Fostron plc and proposing more effective function in these areas. The obtained information allow to suggest the arrangements for improvement of this system.
8	Systém řízení lidských zdrojů v malých podnicích / System of Human Resource Management in Small Companies BOHÁČOVÁ, Iveta January 2014 (has links) The purpose of the diploma thesis is the analysis of the human resource management (HRM) in the selected small companies. On the basis of the acquired results suggest the arrangements for improvement of this system. In order to conduct the research, more small companies were addressed. Only three entities were willing to provide the information. The company specialized in the sale of sport goods, the agricultural company and the centre for social services were participated in the research. All three companies have their seat in the South Bohemia. The thesis is divided into theoretical and analytical part. Theoretical part provides information about HRM issue in small companies, basic terms concerning HRM and definition of small companies including their role in the economic system are mentioned. In the analytical part there are briefly introduced the selected companies, the characteristics of the personal activities is presented and the questionnaires with important outcomes are propounded. The obtained information allow to suggest the arrangements for improvement of this system.
9	Who are we and what do we measure? : A case study of the dynamic relationship between performance measurement and organizational identity Källgren, Marcus, Vejbrink Kildal, Adrian January 2022 (has links) Performance measurements have been described as a tool by which management can communicate expected standards of behavior as well as a shared meaning among members regarding the intended direction of the firm. In parallel, the organizational identity field relies on the premise that members can answer the question “who are we as an organization?” through a sense of shared understanding. The purpose of this paper is to investigate the implications a performance measurement system has on the employees’ perception of “who we are“, related to the theoretical framework of organizational identity. This paper utilizes a qualitative research method, a case-based approach of a Swedish life science company which is conducted in an exploratory manner. The case company is chosen due to its contextual setting regarding the newly implemented performance measurement system, along with the inherent characteristics of the industry in general, which is typically considered to be incongruent with such quantitative measurements. The empirical data is collected through eight interviews with members from the chosen case company, as well as through internal documents describing its performance measurement system. The authors propose a revised theoretical framework in which performance measurements and organizational identity are investigated through a conceptual model which explores their dynamic relationship. The findings reinforce well-known ideas of performance measurements and organizational identity, along with providing new insights on the dynamics between them. Keywords: Organizational Identity, Performance Measurement System, Performance Management, Identity-Dynamics organizational identity performance measurement system performance management identity-dynamics PMS HR human resources acquisition change management HR-metrics employee reward system evaluation appraisal organizational performance employee performance perception tracking monitoring organizational culture organizational control medium who we are who we are as an organization qualitative measurement quantitative measurement case study life science organizational members shared understanding we-ness dynamic relationship relationship interrelationship central enduring distinctive CED implications identity-related adjustments top-down initiative strategic initiative strategic sensemaking sensemaking ideational definitional component attributes loose couplings innovation enhancing reinforcing guiding stretching enabling challenging threatening constraining R&D research development idealized identity desired identity Business Administration Företagsekonomi

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