Background: Due to unforeseen world events such as the Covid-19 pandemic or war inUkraine, the discussion of risk management in supply chains is increasing. Supply chains areinherently subject to risk as they are completely susceptible to outside entities’ behaviour thatare largely out of their control. Supply chains that have less risk in them, are clearly desirableas they will be more resilient in times of crisis. Companies are searching for ways to increaseresiliency in their supply chains through various methods, which include internal and externaltransparency. However, SC partners can experience barriers to releasing SC information. Therefore, improvements in incentivization strategies will be the goal moving forward. Purpose: This study aims to contribute to supply chain risk management theory by developinga comprehensive and practicable framework of incentivization to increase supply chain transparency. The proposed framework will provide businesses with a clear overview of barriers,benefits, and drawbacks of internal and external transparency, as well as explain how and whento employ specific incentivization methods. Method: This study will be accomplished by analysing supply chain management literatureand carrying out a qualitative interview study with industry professionals. Seven interviews areconducted with various supply chain professionals to gather a broad scope of transparency benefits, incentivization methods, and barriers to transparency. This deductive approach will allowfor comparing and combining of theory and practice, resulting in a more accurate and holisticmodel. Conclusion: The findings of this study reveal the existence of numerous incentivization methods, barriers, and benefits associated with transparency. In addition, this study highlights somedisparity between literature and actual practices. Moreover, this study identifies additional barriers to transparency that were not previously addressed in examined literature. In light of thesefindings, a comprehensive incentivization framework has been developed to provide guidancefor businesses in addressing relevant barriers by selecting appropriate incentivization methods.

It is generally assumed that monetary incentivization is the most effective means of motivating organizationally-beneficial behaviors. Individuals, under this line of thought, pursue their own objective self-interest above all else. However, evidence is being uncovered that indicates that human motivation may be a much more complicated facet of the human psyche. The purpose of this study is to examine the deeper underpinnings that drive people work that might lie beyond financial rewards. In order to do this, the Shakedown Café, a student-run restaurant on Pitzer College’s campus, will be examined. This specific organization is of particular interest because it does not have the ability to reward employees in the manner that most businesses are able to employ. In looking at the Shakedown, the author's direct experiences while working in the restaurant, observations, a variety or intra-organizational correspondences, and modern organizational behavior theories will be utilized. The findings of this research indicate that the human drives to learn, bond with others, and defend oneself and one's surroundings are all just as important aspects of motivation as is the drive to acquire money. Within the organization of interest, these drives manifest themselves through organizational purpose, group learning, and shared leadership. From this example of the Shakedown Café, it is suggested that proliferation of financial rewards in today's organizations may well be an outdated model of motivating which could be prohibiting organizations and the people within them from reaching their full potentials.

Researchers have emphasized the importance of parental involvement in ensuring the educational success of children. Despite the recognized value, some stakeholders continue to struggle to leverage and sustain this partnership, which may encumber students' success. The purpose of this study was to gain an understanding of the factors influencing parental involvement in Jamaican high schools. This qualitative case study sought to unearth the motivational factors influencing parental involvement within a climate of educational accountability in Jamaican high schools. Grounded in Epstein's school-family-community partnership model, this study unearthed some of the differences and similarities of parental involvement within high schools that were described as high and under performing schools and what informed those differences. Sixteen participants from 4 high schools were interviewed using a semistructured interview guide. The data were analyzed thematically and interpreted against Epstein's theory. The findings of this study indicated that all stakeholders in a child's education had mutual interests and influences and an expressed desired to increase their involvement. The motivational factors driving their involvement varied from policies, beliefs, benefits, and personal challenges; parental involvement also differed in quality and quantity across schools and requires creativity in design for greater involvement, accountability, and impact. The strategic utility of these findings can assist in the creation of the home support engagements needed to remove the constraints impeding students and wider school success, thereby guiding students into successful directions, which is the epitome of social change.