A research study is undertaken to determine if economic incentives exist for noncompliance with regulatory standards, and if accounting related disclosure of regulatory enforcement actions is a determinant of environmental performance.

Thesis advisor: Hideo Konishi / The majority of this work focuses on the theoretical analysis of collective action, group efficiency, and incentive mechanisms in team contests where individual outlays of heterogeneous agents are not observable. The reward allocation within the group is instead dependent on observable worker characteristics, modeled as individual abilities, as well as on the observable level of aggregate output. I study the incentives for free-riding and the group-size paradox under a very general set of intra-team allocation rules. I further derive the optimal allocation mechanism which rewards agents according to a general-logit specification based on their relative ability. I derive conditions under which a team's performance is most sensitive to the ability of its highest-skill members, while at the same time higher spread in the distribution of ability has a positive effect on group output. In the final chapter I shift attention to the problem of optimal player order choice in dynamic pairwise team battles. I show that even if player order choice is conducted endogenously and sequentially after observing the outcomes of earlier rounds, then complete randomization over remaining agents is always a subgame perfect equilibrium. The zero-sum nature of these type of contests implies that expected payoffs for each team are independent of whether the contest matching pairs are determined endogenously and sequentially or announced before the start of the game. In both cases the ex-ante payoffs are equivalent to those when an independent contest organizer randomly draws the matches. / Thesis (PhD) — Boston College, 2020. / Submitted to: Boston College. Graduate School of Arts and Sciences. / Discipline: Economics.

The purpose of this study is to explore if monetary reward negatively affects people’s willingness to participate in crowdsourcing projects and to see how the relationship between monetary rewards and the framing of the crowdsourcing problem affects participation in crowdsourcing contests. A two-phase data collection method is used to answer these questions; a survey to identify the people who had participated in crowdsourcing projects and a focus group with the suitable candidates to discuss the research questions further. According to our findings, framing a crowdsourcing project as a good cause is not a strong enough motivation to convince people to participate in a challenge. People usually look for a benefit (financial or personal) in a challenge when deciding to participate. On the other hand, offering a reward for a crowdsourcing contest that is held for a good cause increases people’s willingness to participate. Potential participants react differently to a reward that is larger than usual. While more experienced participants feel extra motivated by large rewards, those who have less experience in crowdsourcing projects are more likely to see the large reward as a threat, decreasing their chances of winning, thus, reducing their willingness to participate in those challenges.

Using 641 principles of economics students across four universities, the authors examine whether providing monetary incentives in a prisoner's dilemma game enhances student learning as measured by a set of common exam questions. Subjects either play a two-player prisoner's dilemma game for real money, play the same game with no money at stake (i.e., play a hypothetical version), or are in a control group where no game is played. The authors find strong evidence that students who played the classroom game for real money earned higher test scores than students who played the hypothetical game or where no game was played. Their findings challenge the conventional wisdom that monetary incentives are unnecessary in classroom experiments.

This article provides an analysis of the economic incentives and financial reporting for Special Purpose Entities (SPEs) over the last four decades. The analysis explains economic factors motivating business use of SPEs and the origins of SPEs in lease accounting and securitization transactions. Related financial reporting standards are identified and discussed, including the historical shift from a traditional control viewpoint to a primary beneficiary viewpoint for financial reporting for consolidation for SPEs (recently renamed Variable Interest Entities (VIEs) in U.S. Financial Accounting Interpretation 46R). The article also includes illustrative journal entries explaining SPE transactions from both the viewpoint of the creating company(s) and the SPE. Actual financial reporting examples and/or journal entries for SPEs created by Bank of America, General Motors Acceptance Corporation, Lucent Technologies and Alza Pharmaceuticals Corporation are also provided.

Although the use of monetary incentives as motivational tools has been studied by previous researchers, the mechanism of the relationship between monetary incentives and behavior/performance remains poorly understood. The purpose of this quasi-experimental investigation was to explore the relationship between 3 levels of monetary incentives ($0, $3, and $10) and the athletic performance of adolescent male soccer players. The moderating effect of perceived physical self-efficacy or intrinsic motivation on the relationship between athletic performance and monetary incentives was also investigated. The framework for the study was comprised of expectancy theory, the theory of planned behavior, and self-determination theory. Study participants included a convenience sample of 16 adolescent male soccer players between the ages of 11 and 13 who played on a youth soccer league in the Midwestern United States. The independent variable was level of monetary incentive, and the dependent variable was athletic performance (time on the 50-yard dash). Intrinsic motivation was assessed using the Sport Motivation Scale. Perceived physical self-efficacy was assessed via participants' scores on the Physical Self-Efficacy Scale for Children. Analysis, which included a repeated measures linear mixed-effects model and post-hoc pairwise comparisons, revealed that players' athletic performance increased as monetary incentives increased. Intrinsic motivation and perceived physical self-efficacy had no statistically significant interaction effect on the relationship between athletic performance and monetary incentives. Findings shed light on the potential usefulness of monetary incentives among male adolescents, and may be used by coaches to foster a mindset of achievement and goal-orientation.

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Thesis (M.M. (Strategic Marketing))--University of the Witwatersrand, Faculty of Commerce, Law and Management, Graduate School of Business Administration, 2015. / Cross-selling remains the easier and most cost effective option for companies to grow revenues and achieve profitability as compared to growing revenue by acquisition of new customers. Many firms are seeking to grow their revenue and achieve high levels of customer loyalty. These firms and industries across the world are turning to cross selling as the solution. Many factors, such as merger and takeovers, result in firms having multiple product lines and silos with sales people focused according to these product divisions. What becomes more difficult is identifying which factors will lead to more integrated teams that are motivated to engage in cross selling. This study seeks to address some of the challenges that result in lower motivations levels of sales people to engage in cross selling. Financial incentives, product knowledge and recognition are studies to determine their influence on motivation to cross sell products from other divisions in a firm. A review of literature was conducted to study the influence of financial incentive, product knowledge and personal recognition on work motivation. These three constructs were then extended into a quantitative study of how they influence sales people’s motivation to engage in cross selling. The findings uncovered that salespeople consider product knowledge as a key inhibitor for them to engage in cross selling. The results also revealed a close contest with financial incentives and personal recognition also having positive influence on their motivation to engage in cross selling. Consistent with existing literature from social studies, it cannot be overemphasised that product knowledge empowers sales people and gives them the confidence to cross sell in an industrial sales environment.

Teacher absenteeism is a problem that needs a solution. It is imperative that teachers come to work each day to prepare their students for academic achievement. If teachers are chronically absent from work, the students’ academic achievement suffers. There needs to be a way to minimize teacher absences. School districts must track data that shows teacher absences in order to get a clear picture of when and where the absences are the greatest problem. A review of the literature identified several studies conducted over the years that document the effects of teacher absenteeism. With this in mind, it is recommended that incentives be put in place to reduce the absences of the teachers. I furthered the research to include data from a school district by researching teacher perceptions of the use of teacher attendance incentives in the school district. The purpose of this study was to determine which schools within the school district have Incentive programs in place to motivate teachers to come to work. Existing attendance data was obtained to analyze the attendance of the teachers at each building. The teachers were then surveyed to identify the incentives that are in place at each building and the teachers’ perceptions of those incentives. The surveys conducted also assisted in determining if the attendance incentives that are used as motivation are effective to motivate teachers to attend work. The results of the teachers’ perceptions of the incentive program at each school will be compared with the teacher attendance data to determine which teacher attendance incentives are effective in motivating teachers to attend work as scheduled. The incentives that are the most effective will be shared with each principal in the district to utilize in maintaining better teacher attendance throughout the school district.

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