Bakgrund: En viktig fråga hos företag rör belöningssystem och hur dessa ska utformas, såväl hos chefer som hos anställda. Belöningssystem inkluderar allt från lön och bonus till kompetensutveckling. Belöningar finns för att motivera de anställda, men är belöningar alltid bra? Det är inte bara förändringen av belöningssystem som kan leda till negativa reaktioner. En faktor kan vara att implementeringen i sig kan få negativa konsekvenser.   Syfte: Huvudsyftet med denna studie är att utvärdera det nya belöningssystemet och hur det har påverkat lastbilschaufförerna inom Södra Skogs åkeri. Ett delsyfte är också att utvärdera vilka effekterna är för Södra Skogs åkeri. Vi ska även beskriva vilka faktorer av förändringen som har påverkat lastbilschaufförerna.     Metod: En kvalitativ forskningsmetod med en abduktiv forskningsansats har präglat studien. Två chefer, en ekonomiassistent, en controller och elva lastbilschaufförer har intervjuats genom semi-strukturerade intervjuer.    Slutsats: Förändringen av belöningssystemet har skapat ett stort missnöje hos lastbilschaufförerna. De anser att lönen minskat med det nya systemet och att deras motivation har blivit sämre. Förändringen var dock nödvändig för Södra Skog på grund av att det tidigare systemet triggade till olagligheter. Vår egen beräkning visar på att grunderna i systemet faktiskt är bättre för lastbilschaufförerna med det nya belöningssystemet, samtidigt som det nu är mer rättvist. Det största problemet med förändringen är att implementeringen varit bristfällig och att det nu förbjudna övertidsarbetet inte stoppats tidigare. / Background: A major concern of companies is about reward systems and their design, both of directors and of the employees. Reward systems include everything from salary and bonuses to skills development. Rewards are motivating employees, but are the rewards always good? It is not just the change in the reward system that may lead to negative reactions. One factor may be that the implementation itself, which can have negative consequences.   Purpose: The main purpose of this study is to evaluate the new reward system and how it has affected the truck drivers in Södra Skog trucking company. A subsidiary aim is to evaluate the effects of Södra Skog trucking company. We will also describe the factors of change that has affected the truck drivers.   Method: A qualitative research method with an abductive research approach has characterized the study. Two managers, one assistant, one controller and eleven truck drivers were interviewed through semi-structured interviews.   Conclusion: The change in the reward system has created great dissatisfaction among truck drivers. They consider that the salary has been reduced by the new system and their motivation has become worse. However, the change was necessary for Södra Skog because the previous system triggered for illegal acts. Our own calculations show that the basics of the system is actually better for truck drivers with the new reward system since it is now more fair. The biggest problem with the change is that the implementation was inadequate and the now banned overtime work was not stopped earlier.

INTRODUCTION The intention of this study was to formulate guidelines for the implementation of Performance Management System (PMS) regarding line managers (LM) and employees (E) in a level 2 public hospital in the North–West Province. From a preliminary evaluation it was evident that the implementation of performance management as outlined in the NWPG policy No. 13, was not effective. The results of the research was to provide baseline data of the current policy implementation by the line managers and employees; an indication of the ability of the PMS to reach its goal of improved performance between line managers and employees in the long term; and the barriers to the policy implementation discovered over the course of the study. RESEARCH QUESTIONS Based on the statement of the problem, the following research questions were asked: * How is PMS implemented from the perspective of line managers in a level 2 public hospital? * How is PMS implemented from the perspective of employees in a level 2 public hospital? * What guidelines can be formulated for line managers and employees regarding PMS? AIM AND OBJECTIVES OF THE STUDY The principal aim of this study was to formulate guidelines for implementation of PMS by line managers and employees. The objectives below of the research which are derived from the principal aim were: * To describe the implementation of the PMS from the perspective of line managers in a level 2 public hospital. * To describe the implementation of the PMS from the perspective of employees in a level 2 public hospital. * To formulate guidelines for line managers and employees regarding PMS? RESEARCH DESIGN A quantitative, explorative, descriptive, and contextual design was used in this study to reach the overarching aim and respective objectives. RESEARCH METHOD The researcher firstly conducted a literature review to understand implementation of PMS and related constructs. Thereafter the researcher used two similar structured questionnaires for both LM and E to collect data. The questionnaires were developed to measure the perceptions of both LM and E in the implementation of PMS in a level 2 public hospital. The questionnaires were based on the six steps (performance planning, developing performance criteria, performance monitoring, performance review and assessment, annual performance assessment and performance assessment outcomes) of the current PMS policy used in a level 2 public hospital. The study is based on transformational leadership whereby the line managers (LM) as nurse leaders with transformational characteristics are assumed to be empowering the employees (E) and creating enthusiasm for nursing practice. Minor adaptations were made to the questionnaires prior to administration to the nursing personnel in a level 2 public hospital in North West Province. An all inclusive sample was taken, representative of a larger population and this amounted to twenty four line managers (n=24) and fifty five employees (n=55) that participated in the study. RESULTS There were problems identified from both the line managers (LM) and employees (E) in performance planning, developing performance criteria, and monitoring performance, organizing and the process of performance review and assessment and lastly the annual performance assessment. The main two main findings are: * The effect size of all the questions indicates a practically visible and thus significant difference with regard to LM and E perceptions of the implementation of PMS. * There is statistical evidence of improper implementation of PMS from both groups regarding some of the performance implementation items. Based on the empirical evidence and the problems identified from the results, guidelines for the implementation of PMS were formulated. It is suggested that these be used and implemented to streamline the PMS in level 2 public hospitals. Keywords: Key result areas (KRAs), Generic assessment factors (GAFs), reward, work plan, Performance Agreement (PA), Performance Management System (PMS). / Thesis (M.Cur.)--North-West University, Potchefstroom Campus, 2012.

INTRODUCTION The intention of this study was to formulate guidelines for the implementation of Performance Management System (PMS) regarding line managers (LM) and employees (E) in a level 2 public hospital in the North–West Province. From a preliminary evaluation it was evident that the implementation of performance management as outlined in the NWPG policy No. 13, was not effective. The results of the research was to provide baseline data of the current policy implementation by the line managers and employees; an indication of the ability of the PMS to reach its goal of improved performance between line managers and employees in the long term; and the barriers to the policy implementation discovered over the course of the study. RESEARCH QUESTIONS Based on the statement of the problem, the following research questions were asked: * How is PMS implemented from the perspective of line managers in a level 2 public hospital? * How is PMS implemented from the perspective of employees in a level 2 public hospital? * What guidelines can be formulated for line managers and employees regarding PMS? AIM AND OBJECTIVES OF THE STUDY The principal aim of this study was to formulate guidelines for implementation of PMS by line managers and employees. The objectives below of the research which are derived from the principal aim were: * To describe the implementation of the PMS from the perspective of line managers in a level 2 public hospital. * To describe the implementation of the PMS from the perspective of employees in a level 2 public hospital. * To formulate guidelines for line managers and employees regarding PMS? RESEARCH DESIGN A quantitative, explorative, descriptive, and contextual design was used in this study to reach the overarching aim and respective objectives. RESEARCH METHOD The researcher firstly conducted a literature review to understand implementation of PMS and related constructs. Thereafter the researcher used two similar structured questionnaires for both LM and E to collect data. The questionnaires were developed to measure the perceptions of both LM and E in the implementation of PMS in a level 2 public hospital. The questionnaires were based on the six steps (performance planning, developing performance criteria, performance monitoring, performance review and assessment, annual performance assessment and performance assessment outcomes) of the current PMS policy used in a level 2 public hospital. The study is based on transformational leadership whereby the line managers (LM) as nurse leaders with transformational characteristics are assumed to be empowering the employees (E) and creating enthusiasm for nursing practice. Minor adaptations were made to the questionnaires prior to administration to the nursing personnel in a level 2 public hospital in North West Province. An all inclusive sample was taken, representative of a larger population and this amounted to twenty four line managers (n=24) and fifty five employees (n=55) that participated in the study. RESULTS There were problems identified from both the line managers (LM) and employees (E) in performance planning, developing performance criteria, and monitoring performance, organizing and the process of performance review and assessment and lastly the annual performance assessment. The main two main findings are: * The effect size of all the questions indicates a practically visible and thus significant difference with regard to LM and E perceptions of the implementation of PMS. * There is statistical evidence of improper implementation of PMS from both groups regarding some of the performance implementation items. Based on the empirical evidence and the problems identified from the results, guidelines for the implementation of PMS were formulated. It is suggested that these be used and implemented to streamline the PMS in level 2 public hospitals. Keywords: Key result areas (KRAs), Generic assessment factors (GAFs), reward, work plan, Performance Agreement (PA), Performance Management System (PMS). / Thesis (M.Cur.)--North-West University, Potchefstroom Campus, 2012.

Aging research on item- and associative-recognition memory has demonstrated that older adults are deficient in forming associations between two unrelated stimuli. Although older adult performance on tests of item-recognition is similar to younger adult performance, older adults perform worse than younger adults on tests of associative memory (Naveh-Benjamin, Hussain, Guez, & Bar-On, 2003). In addition to the idea that younger adult performance on associative-recognition tests is superior to that of older adults, research has shown that reward cues can enhance motivated learning and item memory performance of younger adults. In an fMRI study that examined the influence of reward anticipation on episodic memory formation, Adcock and colleagues (2006) examined memory performance in response to reward cues that preceded single stimuli and found that young adult participants remembered more stimuli associated with high value reward cues than those associated with low value reward cues. The aim of the current study was to examine whether reward cues that precede a stimulus pair might enhance an association between two stimuli and influence younger and older adult performance on tests of item- and associative-recognition. Our study confirms the idea that while older adult memory for individual items is intact, older adult memory for associations is impaired (Naveh-Benjamin et al., 2003). The results supported the idea that younger and older adult item-recognition is better for high versus low reward cues, but the reward cues had no influence on the associative-recognition of either age group. Therefore, the age-related associative deficit was not improved by reward cues that preceded each stimulus pair.

The purpose for this study is to examine the impact score has on free-form designed games:games without designed goals. The study is aimed towards smaller products and is meant tohelp designers who are looking to implement score into their game with how it could affect theplayer’s relationship to the defined goal, their intrinsic goal, and the purpose of the game. Aprototype game was created that would simulate the free-form design method. The game hadtwo modes: mode A without score and mode B with score added to one of the actions. Resultsfrom observations and semi-structured interviews show that score has a direct impact on theway participants defined both their intrinsic goals and the one set by the game. Participants’perception of the game defined goal shifts as score is added by giving them a clear andunambiguous extrinsic reward.

Bakgrund: Allt fler företag kompletterar sitt produktutbud med tillhörande tjänster. Detta skapar utmaningar gällande ekonomistyrningen då tjänster och kvaliteten av den erbjudna tjänsten är svårare att kvantifiera och därmed mäta. Hur angriper företag detta problem och hur anpassar de sin ekonomistyrning för att hantera detta? Tidigare forskning har belyst problematik i området men mer forskning behövs då relativt lite har skrivits om tjänstefierade företags styrning. Syfte: Syftet med studien är att undersöka hur inkluderandet av tjänsteerbjudanden påverkar hur företag sätter mål, mäter prestationer, belönar samt motiverar deras anställda. Genomförande: Uppsatsen är en kvalitativ studie med en ansats som utgår från ett teoretiskt ramverk. För att samla in empiri genomförde vi intervjuer med fem stycken person från fem internationella företag, studien är därför en flerfallsstudie. Slutsats: Vid tjänstefiering är det främst målsättning och prestationsmätning som påverkas direkt. Belöningssystem och motivation påverkas indirekt via målsättning och prestationsmätning, men någon signifikant direkt ändring kunde inte påvisas. Tjänstefierade företag löser problematiken med kvantifiering genom att sätta öppna så kallade lärande- och processmål, istället för strikta prestationsmål. / Background: More and more companies are complementing their product range with related services. This creates challenges in management control, since the services and quality of the offered service are more difficult to quantify and thus measure. How do companies approach this issue and how do they adjust their management control to handle this? Earlier research has highlighted challenges in the area, but more research is required as relatively little has been written about the management of companies that complement their products with services. Aim: The purpose of the study is to find out how the inclusion of service offerings affects how companies set their employee goals, measure employee performance, motivate, and reward employees. Completion: The essay is a qualitative study with an onset from a theoretical framework. To collect empirical data, we conducted interviews with five people from five different international companies. This means that the study is a multi-case study. Conclusion: In the event of added service offering, it is primarily goal setting and performance measurement that are directly affected. Reward systems and motivation are indirectly affected through goal setting and performance measurement, but no significant direct change could be detected. Serviced companies solve the problem of quantification by setting so-called learning and process goals, rather than strict performance goals.

Le système opioïde contrôle la douleur et la récompense, et le récepteur opioïde mu est la cible moléculaire de l’analgésie et de la dépendance aux opiacés. Dans la première partie de la thèse, nous avons montré que ce récepteur est également nécessaire au développement de l’hyperalgie se développant lors d’une administration chronique de morphine. Dans la seconde partie de thèse, nous avons étudié l’impact des interactions entre systèmes opioïde et cannabinoïde sur les effets associés à l’administration chronique de morphine. Nous avons exploré les effets d’un prétraitement avec un agoniste sélectif du récepteur cannabinoïde CB1, l’arachidonyl-2-chloroethylamide (ACEA) sur le développement de réponses nociceptives morphiniques, le sevrage, la récompense et des comportements naturels. L’étude comportementale a été complétée par des analyses transcriptionnelles et fonctionnelles afin d’identifier les processus neuroadaptatifs mis en jeu. Nos travaux montrent que l’activation des récepteurs CB1 et Mu présentent des effets bénéfiques sur les paramètres comportementaux associés à l’addiction, suggérant un intérêt thérapeutique potentiel à associer ces composés en clinique. / The opioid system controls pain and reward, and the Mu opioid receptor plays a central role in these effects. In the first part of the thesis, we showed that Mu receptor is also involved in the development of hyperalgesia induced by chronic opiate exposure. In the second part of the thesis, we studied the impact of opioid and cannabinoid interactions on effects associated to chronic morphine administration. We explored the effects of a pretreatment with a CB1 cannabinoid receptor selective agonist, arachidonyl-2-chloroethylamide (ACEA), on morphine-associated nociceptive, withdrawal, reward and naturalistic behaviors. To complete this behavioral study, we performed transcriptional and functional analyses to identify the neuroadaptative processes involved. Our study demonstrates that dual activation of CB1 and Mu receptors has a beneficial effect on behavioral parameters related to addiction, pointing to potential usefulness of combining both medications for therapeutic interventions.

Submitted by Carlos Oliveira (carlos.oliveira@fgv.br) on 2008-05-15T19:04:58Z No. of bitstreams: 1 053202009_Dissertacao_Marcelo_Yuji_Nomoto.pdf: 1076415 bytes, checksum: 3f514a9d70f3f64894a92d3b9e46f90a (MD5) / Made available in DSpace on 2008-05-15T19:04:58Z (GMT). No. of bitstreams: 1 053202009_Dissertacao_Marcelo_Yuji_Nomoto.pdf: 1076415 bytes, checksum: 3f514a9d70f3f64894a92d3b9e46f90a (MD5) Previous issue date: 2007 / An important share of the economic growth is due to innovations. This thesis reviews the recent literature in intellectual property. This survey discusses the following papers: Kremer (1998), Boldrin and Levine (2001), Kremer (2001), Shavell and Ypersele (2001), Lerner (2002) and DiMasi, Hansen, and Grabowski (2003). These include both empirical and theoretical articles. In the fírst category, there is one study about the responses in innovation caused by a change in patenfs strength and another about the cost of developing new drugs. The theoretical studies propose enhancements and alternatives to the patent system, e.g. optional rewards, patent buyouts, elimination of patents in some sectors and advanced purchase commitments. / Uma parcela importante do crescimento econômico é devida a inovações. Esta dissertação revisa a literatura recente em propriedade intelectual. Esta revisão discute os seguintes artigos: Kremer (1998), Boldrin e Levine (2001), Kremer (2001), Shavell e Ypersele (2001), Lerner (2002) e DiMasi, Hansen e Grabowski (2003). Estes contém tanto artigos empíricos quanto teóricos. Na primeira categoria está um artigo sobre efeitos na inovação de mudanças na força das patentes e outro sobre custo de desenvolver novos medicamentos. Os estudos teóricos propõem melhorias e alternativas ao sistema de patentes, por exemplo, recompensas opcionais, compras de patentes, eliminação de patentes em alguns setores e compromisso de compra prévio.

Introdução: Evidências sugerem que alterações no ambiente intrauterino afetam o persistentemente o desenvolvimento de diferentes órgãos e sistemas de modo a programar o risco para doenças crônicas ao longo da vida. A restrição de crescimento intrauterino (RCIU) é associada com o aumento da preferência pelos alimentos palatáveis e risco para doenças metabólicas na vida adulta. Níveis alterados de insulina no ambiente fetal encontrados em indivíduos que sofreram RCIU podem modificar a formação das vias associadas ao prazer e recompensa (sistemas opioide e dopaminérgico), modificando o comportamento alimentar. O objetivo deste estudo foi avaliar possíveis alterações na resposta frente ao alimento palatável em animais submetidos à RCIU. Metodologia: No dia 10 de gestação ratas Sprague-Dawley receberam dieta à vontade (AdLib), ou dieta restrição de 50% (FR). No nascimento, houve adoção cruzada dos filhotes, gerando os grupos (gestação/lactação): AdLib/AdLib (Controles) e FR/AdLib (Restrição de Crescimento Fetal - FR). No estudo 1, foi avaliada a resposta hedônica dos animais em 2 momentos (nas primeiras 24h de vida e aos 90 dias de vida). Em ambas as idades os ratos receberam solução de sacarose ou água destilada e as respostas hedônicas faciais exibidas em 60 segundos foram analisadas. No estudo 2, na idade adulta (ratos machos ao redor dos 80 dias de vida) foi avaliado o consumo de dieta hiperpalatável e o nível de organização do comportamento alimentar usando o BioDAQ®, assim como a liberação de dopamina frente à ração padrão ou alimento palatável foi mensurada pela cronoamperometria no núcleo accumbens (NAcc), com ou sem o uso prévio de insulina sistêmica (5UI/kg) Resultados: Estudo 1; nos filhotes a resposta hedônica foi maior nos animais FR expostos a sacarose em comparação a água, sem diferenças nos filhotes do grupo controle. Houve diminuição na fosforilação do receptor mu opioide nos filhotes FR comparados aos controles. Na vida adulta, a resposta hedônica e a fosforilação mu opioide não foram diferentes entre os grupos, sugerindo que as alterações da resposta hedônica e a fosforilação mu opioide observadas no primeiro dia de vida não persistem. No estudo 2, existiu uma interação entre grupo e período do dia em relação ao consumo de ração hiperpalatável, os animais FR comeram mais ração hiperpalatável do que os controles no período ativo (ciclo escuro), e o padrão alimentar apresentou uma maior entropia (consumo imprevisível e fragmentado) no grupo FR neste ciclo. Existiu um atraso na liberação de dopamina no grupo FR em resposta ao Froot Loops® (tempo para a dopamina alcançar o pico máximo), mas não em resposta a ração padrão. O tratamento com insulina reverteu a diferença observada entre os grupos na resposta ao Froot Loops®. Western Blotting mostrou que SOCS3 diminui na área tegmentar ventral (VTA) dos FR; pTH/TH aumentou no NAcc de FR, como previamente demonstrado, mas similarmente aos achados da cronoamperometria, estas diferenças foram revertidas pela insulina Conclusão: Há alteração da resposta hedônica no primeiro dia de vida em animais RCIU, juntamente de modificações na fosforilação de receptores opioides, e estas diferenças não persistem na vida adulta. A RCIU altera a sensibilidade à insulina no VTA e consequentemente leva à modulação diferencial do sistema dopaminérgico, o que se reflete no padrão e preferência alimentar em machos adultos. A RCIU induz a alterações nos níveis de insulina possivelmente modificando a funcionalidade das vias hedônicas opioide e dopaminérgica. A RCIU programa alterações neurocomportamentais, afetando o comportamento alimentar, persistentes ao longo da vida que podem colaborar com o desenvolvimento da síndrome metabólica a longo prazo. / Introduction: Evidence suggests that alteration in the intrauterine environment persistently affects the development of different organs and systems and programs the risk for chronic diseases throughout the life. Intrauterine growth restriction (IUGR) is associated with increased preference for palatable foods and risk to metabolic disease in adulthood. Altered insulin levels in fetal environment in individuals who suffer IUGR can modify the development of the pathways associated with pleasure and reward (opioid and dopaminergic system), modifying eating behavior. The aim of this study was to evaluate possible changes in the brain response to palatable food in animals submitted to IUGR. Methods: At gestation day 10, Sprague-Dawley dams are assigned to receive ad libitum diet (AdLib) or 50% restricted diet (FR). At birth, pups were cross-fostered generating two groups (pregnancy/lactation): AdLib/AdLib (Controls) and FR/Adlib (Intrauterine growth restriction - FR). In the Study 1 the hedonic response of the animals was evaluated in 2 moments (24 hours after birth and at 90 days of life). In both ages, rats received sucrose solution or water and the hedonic facial responses exhibited within 60 sec were analyzed. The Study 2, in adulthood (male rats around 80 days of life) the palatable food consumption was evaluated and feeding behavior entropy was assessed using the BioDAQ®. The dopamine release facing standard chow and palatable food was measured by chronoamperometry recordings in nucleus accumbens (NAcc), with or without previous systemic insulin treatment (5UI/kg) Results: In the Study 1, pups’ hedonic responses were higher in FR pups exposed to sucrose as compared to water, without differences in Control pups. There was decreased phosphorylation of the mu opioid receptor in FR pups compared to Controls. In adult life, hedonic responses and mu opioid phosphorylation were not different between groups, suggesting that the alterations in hedonic response and in mu opioid phosphorylation observed in early life do not persist. In the Study 2, there was an interaction between group and time of the day on the palatable food consumption, FR rats eat more palatable foods than the Control group in the active period (dark cycle), and the eating pattern has a higher entropy (unpredictable and fragmented consumption) in the FR group in this cycle. There was a delayed dopamine release in the FR group in response to Froot Loops® (time to reach the peak dopamine release), but not in response to standard chow. Insulin treatment reverted the difference observed between groups in the dopamine (DA) response to Froot Loops®. Western blot showed that SOCS3 was decreased in the ventral tegmental area (VTA) of FR; pTH/TH was increased in the NAcc of FR, as we have previously shown, but similarly to the chronoamperometry findings, these differences was reverted by insulin Conclusion: There is an alteration in the hedonic response to sucrose in the first day of life in IUGR animals, together with modifications in opioid receptor phosphorylation, and these differences do not persist in adult life. IUGR alters insulin sensitivity in VTA and consequently leads to a differential dopaminergic modulation by insulin, which is reflected in the pattern and food preference in adult males. IUGR induces alterations in insulin levels possibly modifying the functionality of the opioid and dopaminergic hedonic pathways. IUGR programs neurobehavioral changes, affecting eating behavior, persistently throughout life that may contribute to the development of metabolic syndrome in the long term.

As premiações e honrarias a cientistas fazem parte da dinâmica de funcionamento da atividade científica desde o século XVII. O sistema de recompensas da ciência reforça essa prática baseada na motivação dos cientistas em busca de reconhecimento. No entanto, a lógica desse sistema a partir da estratificação dos cientistas e suas contribuições faz com que haja uma distribuição desigual dos créditos aos pesquisadores, favorecendo os pesquisadores com maior reconhecimento. Os estudos bibliométricos revelam tendências e normas de atuação desse sistema a cientistas ganhadores de grandes prêmios internacionais como Prêmio Nobel e Medalha Fields. Diante desse arcabouço teórico, cabe analisar de que maneira o sistema de recompensas afeta jovens cientistas no início da carreira e quais as consequências destes para a carreira científica e profissional. O estudo tem como objeto os doutores premiados, em âmbito nacional, com o Prêmio Capes de Tese, outorgado pela agência de fomento Coordenação de Aperfeiçoamento de Pessoal de Nível Superior (CAPES) que desde 2006, premia anualmente as melhores teses de doutorado em 48 áreas de conhecimento, com bolsas de pós-doutorado em instituições de excelência no país e no exterior. A partir dos resultados foi possível verificar que o tema da tese premiada permanece atual, e que mesmo os contemplados que não utilizaram as bolsas de pós-doutorado se beneficiaram dos efeitos do reconhecimento do prêmio na comunidade científica. / The scientific awards and honors are part of the operating dynamics of scientific activity since the seventeenth century. The reward system of science reinforces this based on the motivation of scientists in search of recognition. However, the logic of this system from the stratification of scientists and their contributions means that there is an unequal distribution of credit for researchers, encouraging researchers with greater recognition. Bibliometric studies reveal trends and models of performance winners of major international awards such as the Nobel Prize and Fields Medal. Given this theoretical framework, we analyze how the reward system affects young scientists in their careers and their consequences for the scientific and professional career. The object of this study is the winning doctors, nationwide, with the Capes Thesis Award, awarded by the Brazilian Federal Agency for Support and Evaluation of Graduate Education (CAPES) that since 2006, offer annually awards to the best doctoral thesis in 48 areas of knowledge, with post-doctorate scholarships in institutions of excellence in the country and abroad. From the results we observed that the subject of the award-winning thesis remains current, and even contemplated that didn’t use the post-doctorate scholarships were benefited from the effects of the recognition of the award in the scientific community.