In this paper I have examined what main factors that a loyalty program should include to make customers interested and engaged in a loyalty program, and to enhance their emotional loyalty towards a brand. A qualitative method was used to study the topic through interviews with four focus groups. The data from the focus groups was analyzed together with Magids theory about high impact motivators to reach emotional loyalty. The result of the paper showed that to make customers interested to be a member in a loyalty program it has to give them good financial benefits and rewards. However, to reach the emotional loyalty through a loyalty program the most important motivators were the non-financial rewards, rather than the financial rewards. To reach emotional loyalty the loyalty program had to be more personally designed, stand out, have exclusive membership benefits, create excitement for the customers and show ethical commitment.

Bakgrund: Denna uppsats har studerat belöningssystem som används inom organisationer med olika syften där bland annat att motivera medarbetare genom både finansiella och icke-finansiella belöningar hör till. Bakgrunden till studien grundar sig på att företag genom att använda belöningssystem kan öka motivationen och arbetsprestationen hos medarbetarna. Eftersom medarbetare motiveras av olika aspekter när det kommer till motivation och arbetsprestation är det viktigt att ta hänsyn till deras egna upplevelser av belöningar. För att få en bredare förståelse är det även viktigt att ta hänsyn till chefernas perspektiv på belöningars påverkan på motivation och arbetsprestation hos medarbetare. Syfte: Syftet med denna studie är att undersöka hur belöningssystem upplevs gällande motivation och arbetsprestation för medarbetare som arbetar med försäljning. Studien vill utveckla förståelsen kring detta ämne genom att ta hänsyn till både medarbetar- samt chefsperspektiv samt undersöka likheter och skillnader mellan dessa perspektiv. Metod: För att uppnå studiens syfte samt besvara frågeställningarna, har uppsatsen antagit en kvalitativ metod med abduktiv ansats. Den data som samlats in till studien har samlats in genom semistrukturerade intervjuer med tre olika företag, två medarbetare samt en chef från respektive företag. Teori: Den teoretiska referensramen bygger på tidigare forskning om belöningssystems påverkan på motivation och arbetsprestation samt medarbetar- och chefsperspektiv. Vidare förklaras även vad belöningssystem är och de finansiella och icke-finansiella belöningarna följt av yttre och inre motivationsfaktorer, Herzbergs tvåfaktorteori och Maslows Behovstrappa. Slutsats: Studiens slutsats påvisar att samtliga medarbetare, förutom en, upplever belöningarna som något positivt och bidragande till motivationen och arbetsprestationen. Samtliga chefer upplever också att belöningarna bidrar till ökad motivation och arbetsprestation hos medarbetarna. Det råder olika upplevelser om vilka belöningar som är mest bidragande till ökad motivation och arbetsprestation från medarbetarperspektivet och chefsperspektivet. Vissa medarbetare påverkas mest av finansiella belöningar, medan andra påverkas mest av icke-finansiella belöningar. Det finns en medarbetare vars4motivation och arbetsprestation inte påverkas av belöningarna. Cheferna har skilda åsikter kring belöningars påverkan. De alla tycker att de påverkar, men på olika sätt. / Background: This study has studied reward system that is used in organizations with different purposes, such as to motivate coworkers by using financial and non-financial rewards. The background to this study is based on the fact that companies, by using reward systems, can increase the motivation and work performance of their coworkers. Since different aspects motivate coworkers when it comes to work performance, it is important to take into account their own experiences of rewards. In order to gain an even broader understanding, it is also important to take into consideration the managers' view on the impact of rewards on motivation and work performance of their coworkers. Purpose: The purpose of this study is to examine how reward systems are perceived in terms of motivation and work performance for employees who work with sales. The study wants to develop the understanding of this topic by taking into account both an employee and managerial perspective and examine similarities and differences between these perspectives. Method: In order to achieve the purpose of this study and answer it’s questions, the thesis uses a qualitative method with an abductive approach. The data for the study is collected through semi-structured interviews with three different companies, two coworkers and one manager from each company. Theory: The theoretical frame of reference is based on previous research on the impact of reward systems on motivation and work performance, as well as coworker and manager perspectives. The theory also includes explanations of reward systems, financial and non-financial rewards followed by external and internal motivational factors, Herzberg's two-factor theory and Maslow's hierarchy of needs. Conclusion: This study’s conclusion shows that all coworkers except one experience the rewards as something positive, contributing to motivation and work performance. All managers also feel that the rewards contribute to increased motivation and work performance among their coworkers. There are different experiences about which reward that is the most contributing to increased motivation and work performance from the coworker perspective and the manager perspective. Some employees are most affected by6financial rewards, while others are most effected by non-financial rewards. There is one employee whose motivation and work performance are not affected by the rewards. Managers have differing views on the impact of rewards. They all think they influence, but in different ways.

Background. Human capital, often referred to as talent, has become a key source of competitive advantage. Due to the scarcity and competition for such talent scholars and practitioners are constantly trying to find new ways to attract, engage and retain highly soughtafter employees. The recent recession and economic slow-down has, however, led to diminished financial resources which has meant that talent management strategies have had to shift with greater focus being placed on non-financially centred offers to attract talent. Such non-financial offers include employer branding (EB) and corporate social responsibility (CSR). Research Purpose. The aim of the present study was to investigate the role of perceived corporate social responsibility (CSR) on employer brand and organisational attractiveness perceptions. To achieve this aim, two research objectives were set. The first objective was to establish whether statistically significant positive causal relationships exist between perceptions of CSR, employer brand and organisational attractiveness (OA). The second objective was to estimate the relative importance of CSR and employer brand amongst other typical financial and non-financial reward elements or factors, i.e. when trade-offs need to be made. Research Design and Methodological approaches. An experimental research design was utilised and primary quantitative data was collected by means of convenience, i.e. nonprobability sampling. A realised sample of n=137 was obtained. To address the objectives stated above, a two method approach was utilised. Firstly, a 22 or 2 (CSR present or not present) x 2 (employer branding present or not present) full-factorial experiment was utilised to investigate the causal relationships with organisational attractiveness (the dependant variable). Participants were randomly assigned to one of four conditions and perceived level of attractiveness measured after being exposed to one of four fictitious recruitment posters in which the CSR and employer brand were manipulated. The validity and reliability of the organisational attractiveness scale was assessed using Principle Components Analysis (PCA) and calculating Cronbach α coefficients, respectively The data were then analysed using descriptive statistics and a 22 within-subjects Analysis of Variance (ANOVA). To address the second objective, a fractional experiment was used to estimate the relative importance of CSR when randomly manipulating several typical financial and non-financial total reward factors or elements, i.e. those typically offered to prospective employees to attract them, including remuneration, benefits, work-life balance, performance and recognition, and development and career opportunities. This was done by utilising Choice-based modelling (CBM) or choice-based conjoint analysis. The Preference Lab software was used to conduct this experiment and collect the data. Part-utility worths were then calculated to assess the relative importance of each of the six attributes. Finally, the conjoint utilities were then used to identify distinct cohorts of respondents using two-step cluster analysis. Results. The results of the 22 within-subjects or full factorial Analysis of Variance (ANOVA) revealed statistically significant main effects, as well as statistically significant interaction effects. Moreover, the CBM revealed that, in relation to the other four attributes (i.e. renumeration, work-life balance, career development and advancement and, performance management and recognition) CSR and employer branding were ranked as the third and fifth most important attributes, respectively. When identifying distinct cohorts of respondents, using cluster analysis, a 2-cluster and a 3-cluster solution was found. Findings. It was determined that when CSR is present there is an increase in organisational attractiveness and, when a desirable employer brand is present there is an increase in organisational attractiveness. Additionally, renumeration and work-life balance were ranked as relatively more important than CSR and, renumeration, work-life balance, CSR and, career development and advancement were ranked as relatively more important than employer branding. Contribution of the study. The present study hopefully contributes to a better understanding of the role of CSR and employer branding in talent attraction and so adds to the available literature in this field of study, as well as provides further theoretical perspectives on the importance of CSR in the field of reward- and talent-management. Practically, the insights gleaned from the data could be used by organisations to inform talent attraction strategies, practices and policies which may assist in attracting highly sought-after human capital and subsequently positively impact on organisational performance and sustainable organisational success. By better understanding the positive causal effect of CSR on employer brand perceptions and desirable organisational outcomes such as organisational attractiveness, this knowledge can be used to make a compelling business case for CSR. Augmenting the argument that CSR “..is the right thing to do” on the one hand, with evidence that CSR makes good business sense, makes for a compelling win-win argument for organisations to make greater social investments with obvious benefits for communities and society at large.

There is increasing recognition that informal learning is a crucial component of organizational functioning and a necessary complement to the formal training that employees receive. As jobs evolve and demand more complex skills, workers must use informal learning to adapt to ever-changing work requirements. Informal learning is often dependent on voluntary knowledge sharing behavior, as evident among members of mastermind groups or communities of practice. In order to assist organizations, researchers must seek to understand the factors that motivate employees to engage in knowledge sharing behavior. Empirical research on knowledge sharing is nascent. There exists only a handful of quantitative studies examining organizational factors (e.g., rewards) and individual factors (e.g., learning goal orientation and personality) as they relate to knowledge sharing attitudes, intentions, and behaviors. This body of work is also muddied by inconsistent operationalizations of constructs and a lack of an organizing framework. For instance, rewards have been popularly discussed and implemented as tools for incentivizing employees to perform. However, research has produced mixed findings regarding its effects on knowledge sharing behavior in organizations. There has also been a variety of different rewards examined without clear consistency in the results. The present study addressed several research needs of this area. First, two separate samples were used to assess the psychometric properties (i.e., reliability and factor structure) of new measurement instruments developed for rewards, knowledge sharing behavior, and organizational learning culture. Item content validation was performed with 14 subject matter experts. Scale dimensionality was established using exploratory factor analysis with data from a sample of 230 university students and confirmatory factor analysis with data from a second sample of 569 participants. Hypothesized relationships among dimensions of constructs as well as moderators were examined using regression analyses. Results did not support the popularly conjectured intrinsic versus extrinsic distinction between rewards. Results showed that rewards predicted knowledge asking but did not predict knowledge giving behavior. Non-financial rewards were found to vary in motivational value for knowledge giving depending on an individual’s career stage. Three dimensions of goal orientation exhibited differential relationships with knowledge sharing behavior. Finally, this study demonstrated that the negative relationship between performance avoid orientation and knowledge giving was attenuated in a strong organizational learning culture, providing empirical support for the situational strength theory. The findings from this work can inform organizational decision makers of how to harness the motivational value of rewards by understanding the career concerns of employees. This work also contributes by identifying person and situation factors that interact to facilitate a crucial kind of informal learning activity, knowledge sharing behavior in organizations.

Despite recognition that reductions in fossil-fuel usage are necessary to reduce environmental harm, energy consumption continues to rise globally. There is a growing need to understand how to effectively influence individuals to reduce their energy consumption, particularly of fossil-fuels. Pro-environmental behaviour is the subset of consumer behaviour that is oriented towards reducing environmental impact compared to other options. It is widely agreed that due to a multiplicity of influencers, pro-environmental behaviour is best analysed using an integrated approach that allows the inclusion of different disciplinary perspectives, and seeks to identify the most important influences in the system under study. This dissertation sought to address the broader challenge of how to better design programs and policies that result in behaviour that is more sustainable. The objective of this dissertation was to assess the importance and effects of program structure and advice-giving on the pro-environmental behaviour of participating in a home energy evaluation program that encouraged homeowners to implement energy efficiency retrofits. Program structure was defined as the combination of the price of the evaluation, the financial reward structure, the level of government support, and the focus on influencing eight specific decisions within a specified timeframe. Advice-giving occurred during the initial evaluation with a home energy advisor and with the delivery of the report that contained a set of recommendations. A convergent mixed methods research design was employed to assess the relative importance of the two factors on participation and advice-following, where advice-following was considered as the matching of decisions to recommendations. The quantitative dataset was made up of files that detailed the 13,429 initial and the 6,123 follow-up evaluations conducted by advisors of the Residential Energy Efficiency Project (REEP) in the Region of Waterloo between 1999 and 2011. The qualitative data were gathered through 12 interviews with home energy advisors, eight of whom had worked for REEP and had conducted more than half of the home energy evaluations contained in the quantitative dataset. A natural quasi-experimental intervention that measured self-selection in response to varying program structure was employed to examine for variations in participation, material characteristics of houses, recommendations, and advice-following. To extend our understanding of the process of participation and decision making patterns, other analyses focused on relationships between the number of recommendations, the time between initial and follow-up evaluations, the number and types of decisions made, and the prioritization of decisions. The interviews assessed for differences in styles of advice-giving, and for their impact through comparison with the quantitative data that detailed the recommendations and decisions taken by the homeowners. The results of the effects of both factors were interpreted jointly and compared to previous studies about REEP or the EnerGuide for Houses and program as it was delivered nationally. This dissertation confirmed that an integrated approach to examining pro-environmental behaviour is supported as a useful framework for analysis. The findings support a process-based definition of pro-environmental behaviour as a useful model and form of integration. A convergent mixed methods research design is supported as a valuable and rigorous approach to examine the impact of various influences simultaneously. The delineation of multiple stages in the decision making process greatly enhanced the quality of analyses and findings. The two main factors of program structure and advice-giving affected advice-following. One factor influenced the other, as the program structure affected the receptiveness of homeowners as perceived by advisors, which affected advice-giving. The findings support the importance of both behaviourist and social learning approaches in influencing pro-environmental behaviour, and that their importance varies depending on the stage of the decision process. The findings show that behaviourist interventions, such as the program structure, were associated with variations in participation, and that different subsets of the population of houses from the Region of Waterloo were attracted to the different program structures. Indeed, in each program structure, the decision to return was influenced by different decisions. A critical finding of this study was that these programs were not sufficient to alter the path dependence of energy consumption or of energy systems as the program participants usually did not implement the most effective retrofits, and if they did, the retrofits did not achieve adequate depth of reductions to energy consumption in a timely manner. According to the home energy advisors, many homeowners had pre-conceived ideas upon entering the program of replacing their heating systems and windows. The interpretation of the qualitative and quantitative data showed that these intentions were often not altered, particularly in the case of windows, the decision that advisors believed to be the least effective of energy decisions.

Despite recognition that reductions in fossil-fuel usage are necessary to reduce environmental harm, energy consumption continues to rise globally. There is a growing need to understand how to effectively influence individuals to reduce their energy consumption, particularly of fossil-fuels. Pro-environmental behaviour is the subset of consumer behaviour that is oriented towards reducing environmental impact compared to other options. It is widely agreed that due to a multiplicity of influencers, pro-environmental behaviour is best analysed using an integrated approach that allows the inclusion of different disciplinary perspectives, and seeks to identify the most important influences in the system under study. This dissertation sought to address the broader challenge of how to better design programs and policies that result in behaviour that is more sustainable. The objective of this dissertation was to assess the importance and effects of program structure and advice-giving on the pro-environmental behaviour of participating in a home energy evaluation program that encouraged homeowners to implement energy efficiency retrofits. Program structure was defined as the combination of the price of the evaluation, the financial reward structure, the level of government support, and the focus on influencing eight specific decisions within a specified timeframe. Advice-giving occurred during the initial evaluation with a home energy advisor and with the delivery of the report that contained a set of recommendations. A convergent mixed methods research design was employed to assess the relative importance of the two factors on participation and advice-following, where advice-following was considered as the matching of decisions to recommendations. The quantitative dataset was made up of files that detailed the 13,429 initial and the 6,123 follow-up evaluations conducted by advisors of the Residential Energy Efficiency Project (REEP) in the Region of Waterloo between 1999 and 2011. The qualitative data were gathered through 12 interviews with home energy advisors, eight of whom had worked for REEP and had conducted more than half of the home energy evaluations contained in the quantitative dataset. A natural quasi-experimental intervention that measured self-selection in response to varying program structure was employed to examine for variations in participation, material characteristics of houses, recommendations, and advice-following. To extend our understanding of the process of participation and decision making patterns, other analyses focused on relationships between the number of recommendations, the time between initial and follow-up evaluations, the number and types of decisions made, and the prioritization of decisions. The interviews assessed for differences in styles of advice-giving, and for their impact through comparison with the quantitative data that detailed the recommendations and decisions taken by the homeowners. The results of the effects of both factors were interpreted jointly and compared to previous studies about REEP or the EnerGuide for Houses and program as it was delivered nationally. This dissertation confirmed that an integrated approach to examining pro-environmental behaviour is supported as a useful framework for analysis. The findings support a process-based definition of pro-environmental behaviour as a useful model and form of integration. A convergent mixed methods research design is supported as a valuable and rigorous approach to examine the impact of various influences simultaneously. The delineation of multiple stages in the decision making process greatly enhanced the quality of analyses and findings. The two main factors of program structure and advice-giving affected advice-following. One factor influenced the other, as the program structure affected the receptiveness of homeowners as perceived by advisors, which affected advice-giving. The findings support the importance of both behaviourist and social learning approaches in influencing pro-environmental behaviour, and that their importance varies depending on the stage of the decision process. The findings show that behaviourist interventions, such as the program structure, were associated with variations in participation, and that different subsets of the population of houses from the Region of Waterloo were attracted to the different program structures. Indeed, in each program structure, the decision to return was influenced by different decisions. A critical finding of this study was that these programs were not sufficient to alter the path dependence of energy consumption or of energy systems as the program participants usually did not implement the most effective retrofits, and if they did, the retrofits did not achieve adequate depth of reductions to energy consumption in a timely manner. According to the home energy advisors, many homeowners had pre-conceived ideas upon entering the program of replacing their heating systems and windows. The interpretation of the qualitative and quantitative data showed that these intentions were often not altered, particularly in the case of windows, the decision that advisors believed to be the least effective of energy decisions.

Visselblåsarbegreppet har blivit ett allt mer frekvent förekommande inslag inom den unionsrättsliga lagstiftningen, och vikten av att beskydda arbetstagare som bistår myndigheter med information som kan stoppa överträdelser har på senare år uppmärksammats och betonats världen över. I samband med en modernisering och uppdatering av den finansmarknadsrättsliga lagstiftningen, inte minst till följd av den tekniska utvecklingen inom området, valde EU:s lagstiftande organ att göra en markering mot fysiska och juridiska personer som ägnar sig åt överträdelser som kan vilseleda aktörerna på de finansiella marknaderna. Bland annat infördes, genom ett antal nya rättsakter, enhetliga sanktioner samt minimibestämmelser för kriminalisering av vissa ageranden. Vid framtagandet av lagstiftningen diskuterades även på EU-nivå huruvida ett potentiellt införande av ekonomiska incitament för visselblåsare som bidrar med värdefull information i fråga om marknadsmissbruk borde utgöra en del av det sociala skyddet för nämnda individer. Medlemsstaterna hade redan i samband med tidigare unionsöverskridande lagstiftning ålagts att vidta särskilda åtgärder för att säkerställa att visselblåsare erhåller skydd gentemot arbetsgivare avseende hämndaktioner, men här, tydligt inspirerade av den amerikanska lagstiftningen i motsvarande område, öppnade EU för första gången för att låta unionsmedlemmarna erbjuda monetära utbetalningar till visselblåsare. I förevarande uppsats presenteras den aktuella EU-lagstiftningen samt den inhemska lagstiftning som bestämmelserna genererat i Sverige. Nämnda inslag sätts i relation till den amerikanska visselblåsarlagstiftningen. En redogörelse för lagstiftningens mottagande och effekt – kombinerat med teoretiska såväl som statistiska studier avseende ekonomiska incitament kopplat till visselblåsning – används för att besvara frågan huruvida ett införande av nämnda incitament skulle kunna utgöra ett ändamålsenligt inslag inom den svenska lagstiftningen. Min argumentation, vilken presenteras i analysdelen, utmynnar i ståndpunkten att ekonomiska incitament mycket väl skulle kunna utgöra en funktionell beståndsdel av visselblåsarskyddet, men att lagstiftningens utformning och det praktiska utförandet skulle kunna optimeras jämfört med dess amerikanska motsvarighet. Vidare vill jag i analysavsnittet betona vikten av ett skifte i inställning och attityd inom europeisk rättskultur gentemot visselblåsare.