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Since most invasive forest pests first establish in urban areas, detection and containment of these pests within cities is important to the health of all forests. While the emerald ash borer (EAB) (Agrilus planipennis Fairmaire) has proved difficult to contain, efforts continue to mitigate the impacts of its spread. As part of those efforts, the Virginia Department of Forestry (VDOF) initiated its Emerald Ash Borer Treatment Program (EABTP) in 2018, providing financial incentives for insecticidal protection of ash trees. To better understand the role of incentives in promoting urban forest health, I conducted a study of properties, households, and practitioners involved in the program's first year. To examine where EABTP funding helped pay for tree protection, I conducted tree inventories on 16 urban participant properties. Concurrently with tree inventory work, I conducted web and mail surveys to examine homeowner engagement in preservation of threatened trees. Finally, to investigate the role of forest practitioners involved in program implementation, I conducted web surveys of VDOF foresters and Virginia arborists. Results demonstrated that on urban participant properties—typically large and wooded—white ash (Fraxinus americana) was the dominant species. Results from homeowner surveys demonstrated broad support for personal investment in tree preservation, and the significance of attitudinal predictors towards those intentions. Results from practitioner surveys demonstrated substantial, though not unanimous, support for the program as a benefit both to clients and forests. Implications of these findings are discussed in the context of future urban forest health initiatives. / Master of Science / Because most non-native forest pests arrive in cities before spreading to rural areas, detecting and containing these pests within urban forests is important to all forested areas. One non-native pest, the emerald ash borer (EAB), has proved difficult to contain, but there are ongoing efforts to limit the damage it causes as it spreads. As part of those efforts, the Virginia Department of Forestry (VDOF) began its Emerald Ash Borer Treatment Program (EABTP) in 2018, which offered partial reimbursement for the cost of protecting ash trees with insecticide. To better understand how reimbursement payments might help promote the health of urban trees, I studied the properties, households, and practitioners involved in first year of the program. To examine where EABTP funding helped pay for tree protection, I conducted inventories of all trees on 16 participating properties in urban areas. At the same time, I conducted web and mail surveys to examine how homeowners thought about urban tree preservation. Finally, I conducted web surveys of VDOF foresters and Virginia arborists, to investigate roles of these practitioners in implementing the program. Results indicated that on urban participant properties, which were typically large and wooded, white ash was the dominant species. Results from homeowner surveys demonstrated broad support for personal investment in tree preservation, and the significance of attitudes in predicting that support. Results from practitioner surveys demonstrated substantial, though not unanimous, support for the program as a benefit both to clients and forests. These findings are discussed in the context of future urban forest health programs.

The Landowner Incentive Program (LIP) was developed by the Texas Parks and Wildlife Department in 1997 in response to controversy and conflict between wildlife conservation agencies and landowners. The incentive was meant to encourage voluntary enhancement or establishment of habitat for rare species in the state, by providing technical assistance and a 75% cost-share. To evaluate the program in its first decade of existence, I gathered feedback from stakeholders via interviews, a mail survey, and case studies of LIP projects that focused on the black-capped vireo. The stakeholders I identified as administrators of the program, field personnel who acted as liaisons between administrators and landowners, and the landowners themselves. I used a qualitative theme analysis for interviews and open-ended survey responses to capture salient topics from the various perspectives. I analyzed closed-ended mail survey responses with descriptive statistics and ANOVA. For the case studies, I conducted vireo and habitat surveys and report the results with descriptive statistics or anecdotes. Stakeholders were generally pleased with the program in its first decade regarding rare species habitat improvements. Most of the 126 projects were completed and resulted in an increase of habitat for a variety of species across the state. The funding sources changed over the decade, bringing with them new directives, but in general LIP investments benefitted rare and declining species, whether listed under the ESA or not. Relations between landowners and conservation agencies also seemed to be improved in some cases and to be created in others. Every program has its difficulties to work through as it evolves, and LIP is no exception. The first 7 years of the program were state-administered and encountered a variety of modifications due to personnel changes and differing opinions on program priorities. In 2002, LIP became a national program, requiring Texas to compete for funds, and also federal clearance requirements that caused many administrative delays. My recommendations for program improvement included improved monitoring of project outcome, immediate evaluation of participants, increased communication and cooperation among various agencies who work with landowners, and dedicated staff to assist all other stakeholders in the LIP process.

This thesis has examined the performance of one of the federal government's welfare programs, Work Incentive. The Work Incentive Program, or WIN, is an attempt to find employment for able-bodied welfare recipients.This study has explored the record of WIN in the past and attempted to evaluate its current performance. The cost analysis of WIN shows that perhaps the program is costing more than it is saving the American taxpayer.A survey was conducted of randomly selected individuals in which they were asked their opinions on a number of items concerning welfare. Some respondents were given information as to WIN's record and asked whether or not the program should be continued. The hypothesis was that there would be no significant change in the opinions between the group given the cost analysis and the group that was not given the information.

This thesis analyzes the motivation of employees and therefore recommend proposals for the creation of a comprehensive incentive program in production company Wisconsin Engineering CZ Ltd. In the first part are the earliest summarized the current theoretical knowledge in the field of motivation. The second part focuses on business performance and analyzing the current state of motivation. The last part of the changes are designed to improve the incentive program organization.

<p><strong>Bakgrund:</strong> Konflikterna mellan ägarnas och företagsledningens intressen har varit ett aktuellt ämne länge och vi befinner oss nu i en ny fas som kännetecknas av en tydlig betoning på att företaget i första hand måste drivas i ägarnas intresse. En effekt av detta är att utformningen av bonusprogram till högsta ledningen i företagen har fått stort utrymme i media och ifrågasatts under en längre tid men dock blivit mer påtaglig i början av 2009. Kritiska röster har höjts om utformningen av bonusprogrammen och vilka prestationer det egentligen är som belönas.</p><p><strong>Syfte: </strong>Syftet med uppsatsen är att beskriva hur bonusprogrammen för verkställande direktörer i företag noterade på Stockholmsbörsen är utformade. Vi kommer även analysera om dessa program har skapat värde för aktieägarna i form av utdelning och aktievärde. Utifrån detta kommer vi lyfta fram de kriterier vi anser är viktigast för att skapa värde vid utformandet av bonusprogram för VD.</p><p><strong>Genomförande: </strong>För att uppfylla studiens syfte genomfördes undersökningen som en kvantitativ studie med hjälp av sekundärdata. Det empiriska materialet har sedan analyserat med hjälp av befintliga teorier inom styrning.</p><p><strong>Resultat:</strong> Största delen av företagen använder kombination av kortsiktiga och långsiktiga bonusprogram för att motivera, behålla och rekrytera en kompetent ledning. För att mäta prestationer används huvudsakligen redovisningsbaserade mått men även marknadsbaserade mått förekommer. Vår studie pekar på att det föreligger ett positivt samband mellan tilldelning av aktier, som belöning, och värdeskapande.</p> / <p><strong>Background:</strong> The conflicts between shareholders and managers interests have been a current topic for a long time and we are now in a new phase that are recognized by a clear emphasis that an organization have to be run in the shareholders interests. An effect of this is that the design of incentive programs for top management have gotten large space in media and has been questioned during a long time but has become more tangible in the beginning of 2009. Critical voices have been raised about the design of incentive programs and what types of performance actually are rewarded.</p><p><strong>Aim:</strong> The aim of this thesis is to describe how incentive programs for CEO in companies listed on Stockholm Stock Exchange are designed. We will also analyze if these programs has created value for shareholders in form of dividends and stock value. Based on this we will highlight what we consider are the most important criteria’s to create value when designing an incentive program for CEO.</p><p><strong>Implementation:</strong> To fulfill the thesis aim the survey was performed as a quantitative study based on secondary data. The empirical material has then been analyzed whit the help of existing theory’s within management.</p><p><strong>Result:</strong> Majority of the companies uses a combination between short-term and long-term incentive programs to motivate, preserve and recruit a competent management. To measure performance accounting based measures are mainly used but market based measures are also used. Our study indicates that there are a positive connection between handing out stocks, as a reward, and value creation.</p>

Bakgrund: Konflikterna mellan ägarnas och företagsledningens intressen har varit ett aktuellt ämne länge och vi befinner oss nu i en ny fas som kännetecknas av en tydlig betoning på att företaget i första hand måste drivas i ägarnas intresse. En effekt av detta är att utformningen av bonusprogram till högsta ledningen i företagen har fått stort utrymme i media och ifrågasatts under en längre tid men dock blivit mer påtaglig i början av 2009. Kritiska röster har höjts om utformningen av bonusprogrammen och vilka prestationer det egentligen är som belönas. Syfte: Syftet med uppsatsen är att beskriva hur bonusprogrammen för verkställande direktörer i företag noterade på Stockholmsbörsen är utformade. Vi kommer även analysera om dessa program har skapat värde för aktieägarna i form av utdelning och aktievärde. Utifrån detta kommer vi lyfta fram de kriterier vi anser är viktigast för att skapa värde vid utformandet av bonusprogram för VD. Genomförande: För att uppfylla studiens syfte genomfördes undersökningen som en kvantitativ studie med hjälp av sekundärdata. Det empiriska materialet har sedan analyserat med hjälp av befintliga teorier inom styrning. Resultat: Största delen av företagen använder kombination av kortsiktiga och långsiktiga bonusprogram för att motivera, behålla och rekrytera en kompetent ledning. För att mäta prestationer används huvudsakligen redovisningsbaserade mått men även marknadsbaserade mått förekommer. Vår studie pekar på att det föreligger ett positivt samband mellan tilldelning av aktier, som belöning, och värdeskapande. / Background: The conflicts between shareholders and managers interests have been a current topic for a long time and we are now in a new phase that are recognized by a clear emphasis that an organization have to be run in the shareholders interests. An effect of this is that the design of incentive programs for top management have gotten large space in media and has been questioned during a long time but has become more tangible in the beginning of 2009. Critical voices have been raised about the design of incentive programs and what types of performance actually are rewarded. Aim: The aim of this thesis is to describe how incentive programs for CEO in companies listed on Stockholm Stock Exchange are designed. We will also analyze if these programs has created value for shareholders in form of dividends and stock value. Based on this we will highlight what we consider are the most important criteria’s to create value when designing an incentive program for CEO. Implementation: To fulfill the thesis aim the survey was performed as a quantitative study based on secondary data. The empirical material has then been analyzed whit the help of existing theory’s within management. Result: Majority of the companies uses a combination between short-term and long-term incentive programs to motivate, preserve and recruit a competent management. To measure performance accounting based measures are mainly used but market based measures are also used. Our study indicates that there are a positive connection between handing out stocks, as a reward, and value creation.

The constitution stipulates that it is required to establish public health institutions. Among all the public health institutions, public hospital, such as municipal hospital or hospital under Department of Health, Executive Yuan, is mostly closely associated with public health. However, comparing the salaries with other healthcare personnel working in the private sector, it is difficult to attract the top physicians into public hospitals. In order to keep the salaries in public and private sectors in balance, or at least minimize the gap, Department of Health Administration initiated the financial incentive program. There are four municipal hospitals in Kaohsiung City: Kaohsiung Municipal United Hospital, Kaohsiung Kai-Suan Psychiatric Hospital, Kaohsiung Municipal Min-Sheng Hospital and Kaohsiung Municipal Chinese Medical Hospital. Since these four hospitals make distinct profits, the amount of financial incentives the staff received are different. Municipal Hospital pays financial incentives in accordance with the laws and rules passed by the direct authority which is Department of Health, Kaohsiung City Government. In this article, we analyze Kaohsiung Municipal Hospital financial incentive program to discuss the content, defect, suggestions and opinions of the staff, real financial incentive fraud cases, applicable law analysis, and whether or not the program conforms to our current concept of administrative law. This article is divided into seven chapters: prologue, introduction of Kaohsiung Municipal Hospital financial incentive program, real fraud cases, analysis on financial incentive program survey, elaborate on the applicable laws, the financial incentive program and the administrative law concept, conclusion and suggestions. It is hoped to bring up some concrete ideas for improvement, to clarify the applicable laws, to reflect the actual opinions and suggestions of the staff toward financial incentive program, and eventually to perfect the program so it is legitimate under both constitution and laws.

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The thesis aims to enhance the performance of NH Glass Company, Ltd., through an innovative incentive program. The above company has been in the glass industry. The theoretical part is describing the nature and content of motivation and motivational theories. The practical part includes the evaluation of survey results on the basis of the suggested possible improvements to the current incentive system in a selected company. This proposal will help to improve and enhance employee performance.