published_or_final_version / Public Administration / Master / Master of Public Administration

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Managers are suffered from the high turnover rate in sales management. According to relative research results, pay systems have the most powerful impact on organizational performance among all the HR practices. Well-designed pay systems could attract and retain talent employees. They are also coupled with the effectiveness of performance evaluation, which stands for the aim of ensuring attaining organizational goals. Therefore, success or failure of an organization is significantly related to its pay system design. Because of its flexibility and responsiveness to organizational goals, variable pay possesses the ability to grant rewards linking employees to organizational success. From personnel economics perspective, monetary incentives have effects on output. However, a lack of data makes the above statement not corroborated. Based on a 60-month period data from a retailing company, this research conducts longitudinal analysis by fixed-effects regression model to empirically test the effects of variable pay on employees¡¦ job performance. Results verify the effects of variable pay on productivity. Those who are with individual level of performance measure, reasonable goal-setting and equitable payout formula characteristics show the best effect on productivity. Implications for designing variable pay systems are discussed and future research suggestions are provided.

Given the unique model of group performance pay rewards for teachers in the State of Arizona and considering the significant latitude that existed for developing and implementing individual district plans, the intent of this study was to determine through mixed research methods, how teachers and principals in two Southern Arizona school districts view themselves, and how they view their professional efforts in relation to the advent of performance pay.The specific areas the researcher looked at were financial incentives, improvement of teaching, perceived district support, principal understanding and commitment, allocation of resources, principal skill, and teacher teamwork and learning. These areas are taken from previous research by Carolyn Kelley, Sharon Conley, and Steve Kimball (2000). The survey component for this study was modeled directly from their study and modified minimally. The researcher conducted a Cronbach's Alpha Reliability test to address reliability factors related to survey modification. Survey responses by teachers and principals were compared as well as responses by elementary and middle level teachers, and between the two participating districts. A detailed description of each district's performance pay plan for teachers is also included for comparative purposes.Additionally four principals and four teachers were interviewed for the qualitative portion of this study to lend a greater degree of richness and understanding to the quantitative findings.The purpose of the study was to compare and contrast survey and interview responses to gain some degree of insight into how performance pay is perceived by the study participants. The overall objective of the study was to generate research data in the area of performance pay for teachers and share the final results with the two districts involved in the study.The findings suggested a general agreement between principals and teachers in four of the seven areas related to performance pay. There was disagreement between principals and teachers in the areas of district support, principal understanding/ commitment, and teacher teamwork and learning.The recommendations implied from this study are that future research in this area is needed and a larger population sample is desirable.

The pay delays influence on reserves are very important problem for insurance companies. We consider two particular examples of models that attempt to deal with pay delays in insurance, in this work. The first model provides one explanation for underwriting cycle; the second indicates the effects of delays. We were reckoned reserves by chain – ladder method, multiplicity method, and separation method. We had made pay delays modeling program with generated data; this program should made easier to estimate pay delays influence on reserves. We have done simulation with different damage distribution and come to some conclusion like: the insurance premium was enough for the insurance company, because the reserves were positive. There are no big differences in reserves results, calculated by different methods.

Researched in this thesis is the financial impact of employee involvement and performance- related pay systems in UK manufacturing and retail settings. The test questions are introduced in Chapter 1 along with some micro- and macro-level factors which may make it efficient to involve employees in decision-making and to pay basis performance. Chapter 2 discusses theoretical issues associated with involving employees in decision-making and using group-based incentives. There is support from both the theoretical and empirical literature that employee involvement and performance-related pay are more efficient when used in combination. Chapter 3 evaluates methodological issues associated with the examination of these questions, including methods used to attribute for unobserved heterogeneity and endogeneity in the econometric analysis. In Chapter 4 case study evidence is gathered from the retail sector on the adoption of, and associated performance trends with the use of, an All Employee Stock Option Programme (AESOP) and extensive employee communication programmes. Sources at the company indicate that the use of these practices are thought to result in greater employee effort and efficient information sharing. Performance trends, since the adoption of these programmes, indicate improved performance within the company and relative to competitors which do not offer an AESOP. Econometric analysis is used in Chapter 5 to examine the financial impact of individual, team and group pay systems in UK manufacturing establishments where there is work task 'interdependence'. Evidence is found that in team production settings group payments systems are the most efficient pay system. Chapter 6 examines the impact of two forms of employee involvement, decentralized decision-making and two-way information sharing, on establishment performance. These practices are examined both including and excluding incentives. A statistically significant impact on establishment performance is found when performance-based incentives are included: this result disappears when the incentives are excluded. A second econometric analysis is conducted in Chapter 6, evaluating the independent and interactive effects of decentralized decision-making and group incentives in team production settings. Evidence is found that sub-optimal performance results in establishments which use only decentralized decision-making or only group incentives. Establishments that use the practices in combination have the best performance. Chapter 7 is the summary and conclusion.

Thesis (Ph.D.)--University of Texas at Dallas, 2008. / Includes vita. Includes bibliographical references (leaves 93-96)

Thesis (M.P.A.)--University of Hong Kong, 2003. / Includes bibliographical references (leaves 80-85). Also available in print.

Universiẗat, Diss., 2001--Köln.

Thesis (Ed. D.)--Illinois State University, 2006. / Title from title page screen, viewed on June 7, 2007. Dissertation Committee: Dissertation Committee: Elizabeth Lugg (chair), Norman Durflinger, Dianne Gardner, John Rugutt. Includes bibliographical references (leaves 137-145) and abstract. Also available in print.