The performance of financial institutions is significantly influenced by the actions of loan officers. The process by which lending decisions are made is therefore of critical interest to management, shareholders, and regulators alike. Indeed, the drain on bank capital that has often accompanied credit quality problems in the past has encouraged the search for new approaches towards the management of lending and related activities. / This thesis seeks to examine whether existing governance and incentive techniques found in banks are sufficiently comprehensive in guiding loan decision-making. In the context of lending to the corporate sector, the study investigates the endogenous and exogenous influences surrounding the lending role, and assesses the implications for how loan officers are monitored, evaluated, and motivated to act in a financial institution’s best interests. / By first developing an expanded model that conceptualizes the loan offer function, and then grounding this framework within a business cycle context, the study demonstrates the potential for governance and reward systems, that are constant through time, to have variable outcomes/effects. Support for this hypothesis is provided based on publicly available financial market information and other material gathered from private sources. A proposal is then advanced for the development of a management information system that identifies changes in credit standards being applied, thereby enabling banks to benchmark and influence loan officer performance in the context of cyclically changing attitudes to risk and the effects on negotiating power.

The performance of financial institutions is significantly influenced by the actions of loan officers. The process by which lending decisions are made is therefore of critical interest to management, shareholders, and regulators alike. Indeed, the drain on bank capital that has often accompanied credit quality problems in the past has encouraged the search for new approaches towards the management of lending and related activities. / This thesis seeks to examine whether existing governance and incentive techniques found in banks are sufficiently comprehensive in guiding loan decision-making. In the context of lending to the corporate sector, the study investigates the endogenous and exogenous influences surrounding the lending role, and assesses the implications for how loan officers are monitored, evaluated, and motivated to act in a financial institution’s best interests. / By first developing an expanded model that conceptualizes the loan offer function, and then grounding this framework within a business cycle context, the study demonstrates the potential for governance and reward systems, that are constant through time, to have variable outcomes/effects. Support for this hypothesis is provided based on publicly available financial market information and other material gathered from private sources. A proposal is then advanced for the development of a management information system that identifies changes in credit standards being applied, thereby enabling banks to benchmark and influence loan officer performance in the context of cyclically changing attitudes to risk and the effects on negotiating power.

For the past decade it has been pointed out that employee perspectives on and reactions to HRM should be reinstated within the relationship between HRM practices and performance, since employees are deemed critical to organizational outcomes. Furthermore, research has shown the limited effect of financial compensation practices on employee commitment and retention. The scarce theoretically grounded studies which have examined expatriate compensation have been guided by the view that financial compensation is a pivotal control and incentive mechanism, a flexible means to achieve corporate outcomes. This dissertation considers expatriate compensation from an individual perspective. It comprises four articles, of which three are based on empirical data. The first theoretical article brings to the fore the necessity of considering expatriate compensation as embedded into the employment relationship, which is itself entwined with the international environment of the expatriation. In the second article the relationship between expatriates' state of psychological contract related to their compensation package and affective commitment is investigated using quantitative empirical data. The third article examines more closely this previous relationship by considering the mediating role of perceived employer obligations. The fourth articles uses qualitative interview data to investigate, from a total reward perspective, what factors influence career decisions of global careerists. The dissertation shows that organizations would do well to encompass rewards most valued by expatriates into their compensation packages. Secondly, it shows that expatriates systematically assess their total reward package, interpret and give meaning to compensation signals in terms of fulfillment of perceived employer obligations. Simultaneously they re-adapt or adjust their attitudes at any moment through their employment relationship. Thus to retain expatriates organizations might do well to pay more attention to what expatriates value most in their employment relationship rather than simply paying them more.

<p>För- och nackdelar med belöningssystem - en studie om Scania</p><p>Vårt syfte är att beskriva hur ett belöningssystem kan vara uppbyggt och studera vilka för- och nackdelar ett belöningssystem medför. Vi studerar närmare hur Scanias belöningssystem ser ut och hur väl det fungerar som en motivationsfaktor för de anställda. Vi vill också undersöka om det finns något som kan förbättras med Scanias belöningssystem</p><p>Vi använde en kvalitativ metod. Utifrån litteraturstudier skapades en referensram. Därefter intervjuade vi sex personer på Scania om deras belöningssystem. Utifrån resultatet från dessa intervjuer analyserade vi referensramen. Vi har kommit fram till våra slutsatser utifrån detta.</p><p>Vi kom fram till att det inte finns något perfekt belöningssystem. Alla system har sina för- och nackdelar. Vi tycker att Scania har valt ett system som inte leder till missnöje eller orättvisor. Bonuslönen är inte direkt motiverande på kort sikt men leder på lång sikt till att de anställda känner mer samhörighet med företaget de jobbar i. Vi upplever att den största motivationsfaktorn i Scania är alla förmåner och utvecklingsmöjligheter som företaget erbjuder.</p> / <p>Advantages and disadvantages of reward systems – a study of Scania</p><p>Our purpose is to describe how a reward system can be constructed and study the benefits and drawbacks of what a reward system entails. We are studying the details on how Scania's reward system is designed and how well it works as a motivation factor for the employes. We also study if there is anything that can be improved with the reward system that Scania has.</p><p>We used a qualitative method. Based on literature studies, we created a frame of reference. After that we interviewed six persons at Scania about their reward system. Based on the results of these interviews, we analyzed the frame of reference. We have reached our conclusions from the analyze.</p><p>We found that there is no perfect reward system. All systems have their advantages and disadvantages. We think that Scania has chosen a system that does not lead to dissatisfaction or injustice. The bonus remuneration is not directly motivating in the short term but in the long term it leads to that the employees feel more affinity with the company they work in. We believe that the most important motivation factor in Scania is all the benefits and opportunities to develop that Scania offers.</p>

<p>Background: Different forms of reward systems have been more common in Sweden and are used in purpose to motivate employees to work in accordance with a company’s goals. By creating work motivation among the employees, a more congruent situation can appear between them and the managers, and the company can perform better results. </p><p>Purpose: The purpose with this thesis is to study and analyse a reward system from the employees perspective, regarding it’s affect on work motivation. </p><p>Demarcation: Salary and reward are two different kinds of incitement and we will only focus on rewards that are received beyond the ordinary salary. We will also demarcate the thesis to focus on bonussystem as a form of reward system. </p><p>Research method: We have carried out interviews with a person who represent the trade union and with three employees who represent the three different departments at the company. Interviews have also been made with the person who is responsible for the company’s reward system at Östgöta Brandstodsbolag. </p><p>Result: The study shows that a reward system founds to be very positive among employees, due to that it is an extra compensation that can be received beyond the salary. A reward system is motivating when the employee gives the opportunity to influence the goals and measures. Communication is also of great importance to cause work motivation among employees.</p>

<p>Background and purpose: Aspects such as the character of the organization and the composition of the work force have an impact on the company’s choice of how to reward and evaluate the employee. In large companies with employees from different professions and at different levels problems connected with the evaluation and the compensation of the employee may arise. The purpose of this thesis is to examine how this type of companies evaluate and reward the employees. Further we will look into the problems that may arise connected to the evaluation and the compensation of the employee. </p><p>Results: In the process of evaluation the greatest difference between the employees from different professions and operations can be found in the goals that are set and the measures that measure the fulfilment of the goals. In regard to the evaluation of employees at different levels the greatest differencecan be found in the character of the measures. When rewarding employees companies tend to have a homogeneous policy for employees from all operations and professions. The difference is greater between employees at different levels. As the number of operations and levels of the company increases it gets harder to set goals that are relevant to each operation and individual as an increasing number of aspects related to these operations must be considered. In addition it is difficult to design rewards which are cost efficient and valued by all employees. These difficulties arise as individuals’ preferences are affected by their working environment and as different preferences are created in different operations and at different levels.</p>

<p>Background: All companies and organizations use some kind of management control. A reward system is an example of a management control system, which is used to accomplish congruence between the goals of the employees and the goals of the organization. It is also used in order to motivate the employees and to encourage them to stay within the organization. Today it is difficult for companies and organizations to create and maintain well-functioning reward systems. At many universities individual pay is used as a means of a control system in order to motivate the employees. The public sector has specific characteristics that complicate its pay systems. This affects universities since they are a part of the public sector. </p><p>Purpose: The purpose is to investigate if the individual pay used at universities results in expected effects, that is, if it motivates professors in their work. The purpose is also to explain why professors are motivated/not motivated by individual pay. </p><p>Research method: The material has been gathered by interviews with eight professors at the University of Linköping. </p><p>Conclusion: It is difficult to use individual pay in order to motivate university professors in their work. Professors rather seem to be motivated by non-material rewards than by material such. In addition, individual pay systems can have defects that lessen the possibility of motivating professors. However, if professors have the tendency to be motivated</p>

<p><strong>Syfte: </strong>Att undersöka vilka framgångsfaktorer som företagsledningar i konsultföretag använder för att få sin personal motiverade.</p><p><strong> </strong><strong>Metod</strong>: Jag har valt en kvalitativ metod med ett induktivt synsätt. Min intervjuform är semistrukturerad med öppna frågor.<strong> </strong></p><p><strong>Resultat och slutsats</strong>: Ledningen i företagen som ingick i studien har använt sig av en ekonomisk motivationsfaktor i kombination med flera icke ekonomiska motivationsfaktorer för att motivera personalen. Denna kombination av motivationsfaktorer kan ses som framgångsfaktorer i företagen.<strong> </strong></p><p><strong>Förslag till fortsatt forskning</strong>: Samma typ av studie men istället en undersökning av en annan bransch, en annan storlek på företagen, eller ett annat geografiskt område t.ex. i en större stad. Ett annat förslag är att intervjua personalen istället för den personanalansvarige. Att mäta motivationen, före och efter, vissa motivationshöjande åtgärder.</p><p><strong>Uppsatsens bidrag</strong>: Uppsatsen har bidragit till att bättre förstå vad som motiverar personal i konsultföretag.</p> / <p><strong>Aim</strong>: To investigate what kind of success factors management in consulting companys uses to get a motivated personnel.</p><p><strong>Method</strong>: I have chosen a qualitative method with a inductive position. My interviews are done semistructured with open questions.</p><p><strong>Result and conclusion</strong>: The management in the companys who was part of the study has used a economic factor of motivation combined with several non-economic factors of motivation to get their personnel motivated. This combination of factors of motivation are success factors in the companys.</p><p><strong>Suggestions for future research</strong>: The same kind of study, but instead a investigation<strong> </strong>of a another  industry, another size of the companys or a another geography area, for example a bigger town. Another proposal is to interview the personnel instead of the personnel management. To measure motivation, before and after, certain measures that increases motivation.</p><p><strong>Contributions of the thesis</strong>: The essay has contributed to better understand what motivates the personnel in consulting companys.</p>

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Thesis (Ph. D.)--University of Washington, 2006. / Vita. Includes bibliographical references (leaves 82-94).