Orientation: In the global war for talent, companies competing in the new knowledge economy face global shortages of their most precious resource – human capital in the form of knowledge workers. In organisations that are at the forefront of the information age, such as information technology (IT) firms, the competitive advantage comes from the intangible value of the knowledge residing within pools of highly skilled employees. It is imperative to be able to attract, retain, and motivate these scarce resources. Research purpose: The purpose of this study was to deepen understanding of the reward preferences of IT knowledge workers in South Africa, specifically as these relate to attraction, retention, and motivation of knowledge workers. Motivation for the study: The world of work is evolving, and the nature of relationships between knowledge workers and their employers has changed distinctly, leading to a change in the type of the rewards they prefer. The nature of these preferences in the local, industry-specific context is poorly understood. With technology increasingly changing the way we work, the workplace is also irrevocably changing. Combined with the demanding nature of the company’s most valuable people, the shifting workplace paradigm gives rise to knowledge workers valuing different rewards than before. Research design approach and method: The research was a quantitative, empirical, and descriptive study of reward preferences, measured in a self-administered survey and analysed using non-parametric tests for variance between dependent and independent groups, internal consistency testing, and non-parametric analysis of variance (ANOVA). Main findings: This study identifies the most important reward components in the competition for knowledge workers. It further found that reward preferences differ for attracting IT knowledge workers to a company, for retaining them, and for motivating and engaging them in their jobs. Managerial implications: The study’s findings show that a holistic approach to total rewards is required, failing which, companies will find themselves facing increased turnover and job-hopping. Importantly the study also highlights that different rewards need to form part of knowledge workers’ relationship with their employer in three different scenarios — attraction, retention, and motivation. Contribution: This study suggests a competitive rewards model that builds on the study’s findings and on previous theory, to illustrate the most pertinent reward preferences that should be considered in a holistic total rewards package for South African IT knowledge workers. / Dissertation (MBA)--University of Pretoria, 2013. / lmgibs2014 / Gordon Institute of Business Science (GIBS) / MBA / Unrestricted

Climate change is a reality. It is evident in the changes in the weather patterns and the consequences thereof. The South African government seems to be committed to sustainability and has a number of market instruments in place to reach the targets that were set at the Kyoto Protocol. However, considerable transformation is needed to change the behaviour of businesses, to green the economy and to encourage sustainability. This study examined the different market instruments available by the government to promote/enforce sustainability. It came in the form of environmental taxes and incentives. The aim was to understand the mechanism behind these instruments by reviewing other literature. A conclusion was reached that neither would drive the change that is required to address the problem of sustainable behaviour of businesses. A local listed company was selected and researched to identify ways in which the business uses by-products in a resourceful way that is both good profitability as well as the environment. The study was extended to a similar foreign company and further innovative ways of greening the economy were identified. A conclusion was reached that greening the economy can be economically viable as well as sustainable. / Dissertation (MCom)--University of Pretoria, 2014. / Taxation / unrestricted

M. Com. (Business Management) / Managers are increasingly expressing their anxiety about their future security, and are more concerned than ever about their job security and a stable set of rewards. This concern has been triggered by the employers who are having to make increasingly difficult decisions about their workforce compensation and its relationship to performance. There is a general perception that organisations use ‘one size fits all’, type of rewards to motivate their managers. There is also a perception that managers are only motivated by financial rewards as compared to non-financial rewards in order for them to stay with the company. The aim of the study: The aim of this study was to determine whether rewards are perceived as a motivator by managers at a furniture retail company. Motivation for the study: The rationale for this study was to find out the perception of managers with regards to rewards as a motivator. Research design, approach and method: This survey study used quantitative methods to determine the perceptions of rewards amongst managers at a furniture retail company. The target population of the study was 172 junior and middle-level managers working for a furniture retail company. In this study the target population included women and men of different age groups, race groups, and so forth. Non- probability sampling (purposive sampling) was employed as the intent was to survey junior and middle managers only. SPSS Version 15 was used to analyse the data to ensure that a quantitative analysis for the study could be conducted. The completed questionnaires by the respondents were coded and analysed to calculate frequency distribution to analyse personal data, central tendency and percentage distribution. These statistics were presented in the form of computer graphics with the help of STATKON for data analysis. The Mann-Whitney U test was used for this study to distinguish between two groups of samples in the population in order to decide whether there was a statistically significant difference. Main findings: The results for this study showed that there were statistically significant relationships between age and compensation. The results revealed that there was a significant difference in the level of importance attributed to compensation from management between female managers and their male counterparts. For gender and compensation, the results revealed that there was a significant difference between female and male managers in the level of importance attributed to compensation from management.. Regarding salary earned and compensation, there was a significant difference between higher earning and lower earning managers in the level of importance attributed to compensation from management Conclusion, limitations and recommendations: The respondents showed general satisfaction when it came to the rewards offered in the organisation. The results of the study revealed that rewards do motivate employees, especially in making decisions whether to stay with the company or not. The employees were very satisfied with the rewards that they received in the organisation. A major limitation of this study is that the research was only conducted in one organisation and therefore, given the diversity of companies in the retail industry, the results cannot be generalised to all organisations and other industries. In future, research should be conducted on a larger scale including more organisations within the same sector as well as across sectors so that comparisons can be made which can also be used for benchmarking. Contribution/value-add: This study has attempted to add to the body of knowledge in terms of understanding the role that rewards play in motivating managers and how these can change their behaviour in the course of achieving company objectives. The study also examined the relevant rewards perceived to be motivators by both junior and middle managers in a company.

Magister Educationis - MEd / Following the understanding that incentives influence behaviour both in terms of eliciting and sustaining it, this thesis seeks to explore the link between incentives and knowledge production at the University of Nairobi. Given the backdrop, higher education institutions have a key role to play in economic development through knowledge production; the study seeks to see how academics can be steered to produce knowledge. The principal-agent model primarily informs the study, whose primary argument is that for incentives to attract, motivate and retain employees, these incentives have to be sufficient, fair and consistent. Additionally, the model predicts that a higher sum of monetary incentives triggers higher effort, resulting in higher productivity. Using a single case study approach, the study focused on the University of Nairobi in Kenya. The data for the study was mainly provided by the structured interviews, institutional documents and archival. The findings of this study show that there are several incentives related to research at the University of Nairobi. These include: promotion opportunities, time resources, research funding, and financial allowances for publications and successful supervision of postgraduate students. Multiple principals including the government, national research council and the university itself provide these incentives. The general perception of academics is that, the incentives are weak and do not encourage the maximization of the University’s research goals. In addition, academics are also confronted with other principals who reinforce non-research behaviour. These principals offer significant rewards for consultancies, and incentives for teaching on the full-fee-paying stream by providing additional payments, over and above regular salaries, to academics that teach on these programmes. Given the weak nature of the incentives for research, academics at the University of Nairobi seem to respond more favourably to the nonresearch incentives. Overall, the study confirms the economic principle that individuals, in this case, academics, respond to incentives. However, in the context of competing incentives, the research incentives have to be adequate, systematically applied and continuous to reinforce a vibrant research culture.

Collective bargaining was impacted by the confrontation at Marakina and the role players, employers and unions were left looking for new creative alternatives to reward operational employees (blue collar workers).Then, finding a well-designed pay system is crucial for the success of the organisation, since collective bargaining is under pressure. The following determinants, job based pay, performance based pay, skills based pay, education and training, and tenure based pay were constructed from literature to formulate the conceptual model for the pay of operators in the manufacturing sector of Port Elizabeth. There are a number of factors that are at play in the determination and design of pay systems, which need to be considered. Two major pay systems are at the centre of this study and they are those based on the worth of the job and those that are based on employees’ skills, productivity, education and training, and tenure. Pay equity is at the heart of employment relationship and is the reference point with regard to the distribution of resources when economic productivity and profitability are achieved. The findings presented indicated that all the determinants, job based pay, performance based pay, skills based pay and education and training, with the exception of tenure based pay, were significant to the pay of operational employees. However, the multivariable regression model found that job based pay is more significant and should be modelled as the foundation of the pay system for operational employees. Other pay determinants, such as performance and skills based pay are best modelled as additional increments that accelerate employees’ pay.

The diploma thesis evaluates an approach of the Czech Republic in the reutilization of brownfields, particularly since 2005, when the significant steps in this field were realized. Specific activities performed in this field, mainly basic documents and instruments for regeneration and reutilization of brownfields, are described and evaluated in this diploma thesis. The analytical part is concerned with the approach of the Central Bohemia Region to reutilization of brownfields. It is described in detail, which steps are taken by region in these questions. The approach of particular municipalities in region is evaluated as well. The approach of these authorities is analyzed on the basis of evaluation of questionnaires and subsequently processed by means of SWOT analysis.

High and equitable quality of care are core goals of the English National Health Service. Policy makers have experimented with various ways to improve quality, including use of financial incentives. The effects of these incentives on health outcomes and the distribution of care are not known. The aim of this study was to examine variations in hospital quality and outcomes at patient level under a financial incentive scheme in England. In October 2008 a financial incentive scheme under which quality of care was measured by process measures was introduced for 24 hospital Trusts in the North West of England. The process measures of care from this Advancing Quality initiative were linked at spell level to health outcomes and administrative hospital records. The data consisted of 252,284 spells between October 2008 and March 2013.First, I examined whether financially incentivised improvements in quality of care were associated with better patient outcomes. I examined how mortality and readmission were related to process measures using bivariate probit, probit, random effects and fixed effects estimations. I found that several of the incentivised process measures of care are associated with improved patient outcomes. I estimated that Advancing Quality saved 129 lives and avoided 121 readmissions over a four-and-a-half year period. Second I examined whether quality of care from a hospital incentive scheme is distributed equitably at a patient level. Multinomial and sequential logistic regressions were used to show that process measures of care overall were distributed in favour of patients from lower income score areas. Process measures of care delivered during an emergency admission were distributed in favour of patients from higher income score areas but this was driven by patient severity. Process measures based on advice appeared to be driven by capacity to benefit and were distributed in favour of patients from lower income score areas. Process measures of care for elective admissions regarding delivery of drugs were distributed equitably. Third, I examined if the quality of care was lower at the weekend. The in-hospital mortality rate is known to be higher for weekend admissions than for weekday admissions but it is not known whether this was due to lower quality of care. Using logistic regressions, incentivised quality of care was found to be consistent throughout the week. The weekend mortality effect can be explained by patient volume, which suggested that patient case mix may be different between weekdays and weekends. Overall, quality of care under an incentive scheme was found to positively impact on health outcomes, be distributed equitably, and be the same at weekends as weekdays. Further research is needed using quality of care indicators from all Trusts in the English National Health Service. Furthermore further research examining how trusts exclude patients from financial incentive schemes is also needed.

Dans un contexte de préoccupation croissante pour le défi environnemental, l'objectif de cette thèse est d'apporter quelques pistes de réflexion sur les liens entre incitations et les préférences sociales dans un contexte de choix impliquant des conséquences environnementales. Le chapitre 1 constitue une introduction générale au contexte de notre _étude. Le chapitre 2 vise à fournir un aperçu de la recherche expérimentale étudiant le comportement environnemental dans les disciplines de l'_économie et la psychologie expérimentales. Grâce à un inventaire thématique bibliographique des expériences publiées, nous indentions les principaux déterminants du comportement pro-environnemental et nous décrivons l'évolution de ces études au fil du temps. Le chapitre 3 adapte un jeu de bien public (PGG) à la question de la gestion des déchets. Poursuivant le but de réduction des émissions de gaz à effet de serre, les décideurs conçoivent différents types d'incitations pour agir sur les comportements individuels. Dans notre expérience, les acteurs doivent coopérer afin de réduire le coût du traitement du tri des déchets, ce dernier modélisé au moyen d'un taux d'imposition variable. Les résultats montrent que le conseil, la sanction et la menace de sanction augmentent considérablement la coopération, avec un effet disciplinant plus fort pour la sanction. Le chapitre 4 considère la nature de l'expression des préférences des individus. Ce chapitre étudie la relation entre les préférences sociales et la contribution attentionnelle dans un environnement pro-social. A cette fin, nous présentons une nouvelle expérience où les sujets investissent une réelle attention pour exprimer leurs préférences, puis nous comparons une incitation du type égoïste à une autre pro-sociale. Les résultats montrent que les deux incitations augmentent l'attention accordée. De plus, contrairement aux enseignements de la théorie économique standard, nous trouvons que les préférences sociales des sujets n'expliquent pas la contribution attentionnelle dans un environnement pro-social. / In the context of growing concern for the environmental challenge, the objective of this thesis is to bring some insights on possible links between incentives, social preferences and the environmental context. Chapter 1 is a general introduction. Chapter 2 provides a survey of the experimental research disciplines studying Pro-Environmental Behavior both in the discipline of Economics and Psychology. Thanks to a thematic inventory of the published experiments, we identify the main determinants of Pro-Environmental Behaviors investigated in economics and psychology. Moreover, we provide a statistical description of studies evolution in time. Chapter 3 adapts a public good game to waste management issue. In the context of greenhouse gases emissions reduction, policy makers design different types of incentives to act on individual behaviors. In the experiment, the players have to cooperate in order to reduce the cost of waste sorting treatment. We compare the impact of a sanctioning tax with the impact of a nudge in the form of a third party advice. Results show that advice, sanction and the threat of sanction significantly increase cooperation, with a stronger disciplinary effect for the applied sanction. Chapter 4 considers the nature of individuals' preferences expression, namely a monetary salient effort and an attentional effort. In this chapter we investigate the relation between social preferences and attentional contribution in a pro-social environment. For this purpose, we present a new experiment where subjects have to invest real attention, then we compare a selfish and prosocial incentives. The results show that both incentives increase allocated attention. Moreover, in contradiction with economic theory, we find that subjects' social preferences failed to explain attentional contribution in pro-social environments.

No abstract / Dissertation MCom--University of Pretoria, 2013. / hb2014 / Taxation / unrestricted

Masters in Public Administration - MPA / Mozambique has inherited from colonialism a backward agricultural sector based mainly in plantations of export crops, dominated by white settlers and a handful of foreign companies. Production of food crops, especially maize (which constitutes the main cereal food for the population), was mainly undertaken by the traditional agricultural sector. Combined events, from central planning of production to war and natural disasters, have made unsuccessful the governmental objectives of modernising the agricultural sector and making it more productive, in order to ensure a normal food supply, leading to a permanent situation of food shortage. The "free market" economy introduced in 1987 under the Structural Adjustment Programme (SAP), brought very little progress in terms of food crop production, leaving the country reliant on continued foreign food aid and imports. Recent studies of problems of low agricultural output in general and on the SAP performance in particular, have shown that the private sector, which is benefiting from SAP's investments, is biased towards cash crop production. The traditional agricultural sector, the biggest food producer in Mozambique, is facing integration problems into the new "free market" economy. This study has attempted to clarify the problems, which lie behind the difficulties in market integration of this sector of national agriculture. This is of particular importance, especially in this crucial moment of the ongoing regional food security project, within Southern African Development Community. The study has produced evidence of a lack of appropriate incentives within the traditional agricultural sector under SAP, mainly with regard to the marketing network and buyer of last resort in case of market failure. This includes absence of road facilities, rural shops and respective goods and commodities of interest to the peasantry. The study showed also that it is important to regulate commercialisation of food aid and food import, to ease the market for food crops locally produced. This could enable a gradual integration of rural markets. Conscious that the lack of the above-mentioned incentives may not be the only explanation for the persisting food shortage, I therefore suggest further research on the topic on appropriate incentives for the traditional agricultural sector, given its fragility and vulnerability within the free market economy.