This thesis, which is divided into theoretical and analytical part, deals with the analysis of the remuneration of referees in professional basketball leagues in the U.S. and Europe. Consequently, it compares and evaluates these systems. In the theoretical section first it explains the rules of basketball and its popularity in the world compared to other sports. It mentions here about the two most prestigious competitions of the world basketball - the NBA and Euroleague. Analytical section begins with an explanation of the functions and work of a basketball referees. There is also explained the process of how to become a basketball referee. After that, it analyzes the two options of their remuneration system on the example of Czech basketball league NBL and American league NBA. It also compares these different evaluation systems. Referees had a chance to say their opinion through interviews and questionnaires, which is summarized in the penultimate chapter of the analytical work. In the last chapter it presents a SWOT analysis of the American way of remuneration of arbitrators and the possibility of its application to the European competitions.

Denna kvalitativa studie “Varför engagera sig?” av Josefine Ekenstein och Erica Mogel undersöker vad som driver individen att engagera sig ideellt i organisationen Missing People och vad den engagerade får i utbyte. Utifrån två frågeställningar samlades det empiriska materialet in genom semistrukturerade intervjuer för att sedan analyseras mot de teoretiska ramverken. De teorier som används är Gagné & Decis Self-Determination theory, Maslows behovshierarki samt Bourdieus oegennyttiga handlingar. Studien kommer fram till att det finns vissa framträdande inre och yttre faktorer som främst motiverar intervjupersonerna till engagemang inom Missing People. I slutsatsen presenteras även hur intervjupersonerna mår bra av att hjälpa andra och hur det egna välmåendet kan vara en form av belöning. / Populärvetenskaplig sammanfattning Denna studie undersöker varför individer väljer att arbeta ideellt i organisationen Missing People trots att arbetet inte medför någon ekonomisk kompensation. Vi undersöker även om individen upplever att den får ut någon form belöning av sitt engagemang. Vi har genom att intervjua personer som är engagerade inom Missing People kommit fram till att den främsta anledningen till att intervjupersonerna engagerat sig i organisationen är för att de mår bra av att hjälpa andra. / Abstract This qualitative study, "Why get involved?” by Josefine Ekenstein and Erica Mogel examines what motivates the individual to engage in the voluntary organization Missing People and examine what the individual gets in reward. Based on two research questions we gathered our empirical material through semi-structured interviews and were then analyzed through the theoretical frameworks. The theories used are Gagné & Decis Self-determination theory, Maslow’s hierarchy of needs theory and Bourdieu’s theory of disinterested actions. The study concludes that there are both internal and external factors that primarily motivate the respondents for their involvement in Missing People. It also concludes that the respondents felt good to help others which could be seen as a form of reward.

The research literature with nonhumans supports findings that token economies are a common component of training programs. The literature suggests that the schedule by which exchange opportunities become available determines the organization of behavioral performances in token economies to a great extent. This study sought to systematically document whether the dynamics observed in basic laboratory procedures will also be observed in a child diagnosed with autism spectrum disorders and whether altering schedules by which the exchange opportunities become available will attenuate these effects. The participant was exposed to two conditions: 1) a fixed token-production schedule (FR1) with a fixed token-exchange schedule (FR5) and 2) a fixed token-production schedule (FR1) with a variable token-exchange schedule (VR5). Results of the current study did not lend themselves to draw definitive conclusions that the patterns of responding observed in this experiment were in fact due to the change in the token exchange schedule.

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The effectiveness of loyalty programmes continues to be questioned, especially as their cost to firms increase together with their adoption rate across industries worldwide. Given the divergent industry specific findings predominantly focusing on the retail and airline industries, and the lack of previous consideration of important moderating variables type and timing of rewards, this study extended the research to service industries, investigating the effects of customer perceived benefits on loyalty programme effectiveness in terms of both attitudinal and behavioural loyalty. Hypotheses established the extent to which reward design elements (customer perceived benefits and type and timing of rewards) develop customer relationships (perceived relationship investment and brand relationship quality) which are market-based assets driving future revenue for the firm, and resulted in customer loyalty in the financial services industry. A quantitative methodology and survey approach was adopted with a randomly selected stratified sample of respondents. The results supported the validity and reliability of the construct measures and a satisfactory adjusted SEM model fit. The study provided industry-specific outcomes, indicating that social (integration with customer values), exploratory (exposure and access to relevant and timeous knowledge), monetary (financial value) and entertainment benefits drive customer loyalty in the financial services industry, with timing of rewards having no moderating impact and type of reward only impactful for consumers that prefer indirect (non-financial) exploratory and entertainment benefits. Importantly, the benefit of recognition was found not to have a significant influence. The study further supported divergent reward design elements as antecedents of customer loyalty across industries, as a result of the divergent nature of customer relationships between industries. Limitations of the research were consideration of customer characteristics, segments, and the relationship between attitudinal and behavioural loyalty. The study’s theoretical contribution provides for a more comprehensive conceptual model of loyalty programme effectiveness, leveraging customer relationships which are grounded in market-based asset theory, as well as an empirical analysis of previously untested relationships between important variables. The research also confirms the requirement for industry-specific design elements for effective loyalty programmes. For practitioners, the findings provide guidance on design elements of an effective programme within the financial services industry. / Thesis (PhD)--University of Pretoria, 2018. / Gordon Institute of Business Science (GIBS) / PhD / Unrestricted

京都大学 / 0048 / 新制・課程博士 / 博士(人間・環境学) / 甲第22535号 / 人博第938号 / 新制||人||223(附属図書館) / 2019||人博||938(吉田南総合図書館) / 京都大学大学院人間・環境学研究科共生人間学専攻 / (主査)准教授 櫻川 貴司, 教授 立木 秀樹, 教授 日置 尋久 / 学位規則第4条第1項該当 / Doctor of Human and Environmental Studies / Kyoto University / DGAM

Choosing a course of action in our daily lives requires an accurate assessment of the associated risks as well as the potential rewards. The present two studies investigated the mechanism of how reward and risk level influence the motor decisions of speeded actions (Chapter 2) and its neural dynamics (Chapter 3) by focusing on the beta band (15-30 Hz) oscillation patterns reflected in the EEG signals. Participants performed a modified version of the Go-NoGo task, in which they earned reward points based on the speed and accuracy of response. On each trial, the reward points at stake (120 vs. 6) and the probability that a Go signal would follow (Go-probability) were presented prior to a Go/NoGo signal (Trial Information Period). The behavioral results (from both Chapters 2 and 3) showed that larger amount of rewards can motivate people to respond faster, and this effect was modulated by the assessed risk, suggesting that decisions for actions are based on a systematic trade-off between rewards and risks. The EEG data showed that motor beta oscillations from the two studied brain regions reflected different levels of motivation towards a motor response across different reward and risk levels. Specifically, the lower beta power associated with higher reward and lower risk level. Collectively, the results provide a mechanistic understanding of how motivational cues are translated into action outcomes via modulating patterns of brain oscillations.

Previous studies concerning the study of Curiosity have found the presence of a reward mechanism when Curiosity is satiated. This study aims to investigate whether this reward mechanism might be extrapolated to other cognitive systems, specifically that of long-term memory. The key hypothesis for this study is that correctly recalling distant memories is inherently satisfying. Additionally, the more uncertain an event is represented in memory, the more satisfying it should be to retrieve. A total of 30 participants (male = 8, female = 22, mean age = 29.9, standard deviation = 9.4) were recruited and had complete datasets. A within-subjects longitudinal design was employed. Participants were subjected to 5 sessions over a period of 7 days, performing an encoding and retrieval memory experiment hosted on Pavlovia.org with data handling through Proflic.com. Results were analyzed using advanced statistical methods including mixed-method generalized linear models and linear regression. Results show events encoded closer to the time of recall are more satisfying, a finding contrary to what was expected. A direct link between self-perceived confidence in a cognitive task and satisfaction was also observed. It is concluded that the current reward-driven theory of curiosity may need rethinking and future research should aim address this. / Tidigare studier angående nyfikenhet har funnit närvaron av en belöningsmekanism när nyfikenhet är mätt. Denna studie syftar till en undersökning om denna belöningsmekanism kan extrapoleras till andra kognitiva system, särskilt för långtidsminne. Nyckelhypotesen för denna studie är att korrekt återkalla avlägsna minnen är tillfredsställande i sig. Desto mer osäker händelse som är representativ i minnet, desto mer tillfredsställande bör den vara att hantera. Totalt 30 deltagare (hane = 8, hona = 22, medelålder = 29,9, standardavvikelse = 9,4) rekryterades och hade fullständiga datamängder. En longitudinell design inom individer använde. Deltagarna utsattes för 5 sessioner under en period av 7 dagar och utförde en kodning och hämtningsexperiment som var värd på Pavlovia.org med datahantering via Proflic.com. Resultatanalyser med hjälp av avancerade statistiska metoder inklusive generaliserade linjära modeller med blandad metod och linjär regression. Resultaten visar att händelser som är kodade närmare återkallelsestiden är mer tillfredsställande, ett fynd som strider mot vad som förväntades. En direkt koppling mellan självuppfattning förtroende för en kognitiv uppgift och tillfredsställelse observatörer också. Det dras slutsatsen att den nuvarande belöningsdrivna teorin om nyfikenhet kan behöva omprövas och framtida forskning bör syfta till att lösa detta.

Recent research suggests that democratising the workplace is an effective way of improving productivity and wellbeing. But few studies have focussed on how to democratise the workplace. This study aims to explore how organisations can democratise the workplace via employee reward strategy, and how this impacts productivity and wellbeing. I hypothesised that a ‘high road strategy’ to employee reward – maximising value rather than minimising cost – would be the most effective way of improving workplace productivity and wellbeing. I also hypothesised that reward strategies in the Nordic countries, which tend to resemble a high road strategy, would be more effective than reward strategies in the UK. I used quantitative analyses on the European Company Survey 2019 data set, exploring different components of a high road reward strategy as predictors of productivity and wellbeing. My results suggested that a high road strategy to employee reward does improve workplace productivity and wellbeing. The strategy consists of maximising employee representative influence (via frequent meetings with management) and reward system comprehensiveness (via emphasis on pay based on company performance); it does not require broad collective bargaining coverage. Nordic reward strategies were more effective than UK strategies: perhaps due to Nordic two-tier bargaining systems facilitating employee representative influence and an emphasis on pay based on company performance. Future research should explore other ways of maximising employee representative influence, as well as other components of a high road reward strategy.

This master thesis is focused on emloyee remuneration in the selected company. The theoretical part defines basic concepts of employee remuneration. The analytic part deals with analysis of internal and external factors influencing the employee remuneration system in the selected company including an employee questionnaire survey and structured interview. In final part of thesis are recommended changes of employee remuneration system for increased employee motivation and satisfaction