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. 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.

Syftet med denna uppsats är att studera om Handelsbankens vinstandelsstiftelse Oktogonen ger upphov till motiverade anställda samt om Oktogonen och bankens låga personalomsättning har ett samband. Studien bygger på en fallstudie. Datainsamling har skett genom främst intervjuer och tidigare forskning i form av böcker och artiklar. Resultatet har visat att viktiga faktorer för att uppnå en låg personalomsättning inom banken bland annat är en decentraliserad organisation samt att anställda känner en trygghet till sin arbetsgivare. Oktogonen påverkar i begränsad utsträckning, dock främst äldre medarbetares rörlighet. / The purpose of this paper is to study if Handelsbanken’s profit- sharing foundation Oktogonen creates motivated employees and if Oktogonen and the bank’s low employee turnover are connected. The study is based on a case study. The data comes primarily through interviews and previous research in books and articles. The results showed that key factors in achieving a low turnover of staff is a decentralized organization and that the employees feel a sense of security to their employer. Oktogonen affects a limited extent, but mainly the older employees mobility.

Telekombranschen står inför flera utmaningar, fokuset för den här studien handlar om utmaningen med kvalitetsmål. För den här studien blev det naturligt att undersöka problematiken genom att studera de anställda inom branschen. Den här studien utforskar vad som motiverar de anställda att arbeta kvalitativt med de tjänster som erbjuds kunderna, studien fokuserar på fem olika ledare i fem olika organisationer och anställda med olika säljandebefattningar. Studien undersöker belöningssystem och hur dessa är tänkta att motivera medarbetare att nå sina målbilder men även om organisationerna tenderar att lyfta fram vissa mål framför andra. I studien används både semistrukturerade intervjuer samt ett kvantitativt enkätutskick för att samla in data. Studien baseras på etablerade teorier inom marknadsföring, management samt psykologi. Det empiriska datamaterialet analyserades med stöd från teorierna vilket gav slutsatsen att belöningssystemen i branschen tyder på att vara missriktade i den utsträckning att det kan ha en påverkan på medarbetarnas motivation och deras driv för att arbeta för en hög kvalitet. / The telecommunication industry stands before many challenges, the focus in this essay is based on the quality goal challenges. In this study the natural way to explore this challenge is to investigate the employees working with sales in the industry. This essay explores what motivates the employees to work for high quality in the services they provide to the customers. The study focus on the relationship between the leaders and the employees of the industry. This study explore the reward systems and how the systems intend to motivate the employees to reach their goals and if there is any differences in how the goals that tend to be of greater importance to the organizations. In this study both semi-structured interviews as well as a quantitative survey is used to complement each other in order to collect data. The essay is based on different established theories in management, marketing and behaviorist studies. The analysis compared the empirical data with our theories which gave us the conclusion that reward systems in this industry may be misdirected in the case of motivating and rewarding employees to work for quality goals.

SAMMANFATTNING Titel: Belöningssystem - hjälpande eller stjälpande? En fallstudie om karriärreformen förstelärare på en gymnasieskola i Gävle. Nivå: C-uppsats i ämnet företagsekonomi Författare: Alice Viklund & Erika Lundström Handledare: Monika Wallmon & Lars Ekstrand Datum: 2015 – januari Syfte: Syftet med studien är att med avseende på prestation och motivation skapa förståelse för hur de anställda upplever implementeringen av performance management i form av monetära incitament. Metod: Syftet med uppsatsen var att skapa förståelse för det rådande belöningssystemet och studien har utförts genom en kvalitativ metod. Data har samlats in genom semistrukturerade intervjuer med tio lärare på en gymnasieskola i Gävle. Därefter har vi genom tematisk analys presenterat materialet och resultaten i en slutsats. Resultat & slutsats: Slutsatsen vi kom fram till i vår studie var att karriärsreformen på kort sikt har skapat en något försämrad kollegial atmosfär och en känsla av orättvisa. Detta tror vi är mycket på grund av att belöningssystemet fortfarande är i en initieringsfas och att dessa reaktioner kommer att avta.   Förslag till fortsatt forskning: Med anledning till att systemets första treårsperiod inte har löpt ut ännu, tror vi att en longitudinell studie skulle kunna vara mycket bidragande till forskningen. Eftersom vår studie enbart berört lärarnas upplevelser av belöningssystemet förstelärare, hade det därför varit intressant att undersöka skolledningens- eller det politiska perspektivet på fenomenet. Vi anser även att en kvantitativ undersökning hade kunnat vara bidragande till fortsatt forskning. Uppsatsens bidrag: Denna studie visar att performance management via monetära incitament kan förbättra prestation och motivation hos individer, såvida de är självbestämmande i sitt arbete. Vi kan även se en koppling mellan tillfredsställelse, både ekonomisk och icke-ekonomisk, och införandet av det monetära belöningssystemet. Nyckelord: prestation, performance management, belöningssystem, motivation, belöning, tillfredsställelse. / ABSTRACT Title: Reward systems - helping or hindering? A case study about the career reform first teacher at a high school in Gävle. Level: Final assignment for Bachelor Degree in Business Administration Author: Alice Viklund & Erika Lundström Supervisor: Monika Wallmon & Lars Ekstrand Date: 2015 – January         Aim: The purpose of the study is that in terms of performance and motivation create an understanding of how employees perceive the implementation of performance management in the form of monetary incentives. Method: The aim of this thesis was to create an understanding of the current reward system, and the study was conducted by a qualitative method. Data has been collected through semi-structured interviews with ten teachers at a high school in Gävle. By using a thematic analysis we then presented the material and results in a conclusion. Result & Conclusions: The conclusion we reached in our study was that the career reform in the short term has created a slightly impaired collegial atmosphere and a sense of injustice. We believe that the reason for that is because the reward system is still in an initial phase and that these reactions will subside. Suggestions for future research: Due to the fact that the system's first three-year period has not yet expired, we believe that a longitudinal study could be very instrumental to future research. Since our study also focused solely on teachers' perceptions of the reward system first teachers, it would have been interesting to examine the school boards - or the political perspective of the phenomenon. Furthermore, we believe that a quantitative survey could be contributing to further research. Contribution of the thesis: This study shows that performance management through monetary incentives can improve performance and motivation of individuals, provided they are self-determination in their work. We can also see a link between satisfaction, both economic and non-economic, and the introduction of the monetary reward system Key words: performance, performance management, reward systems, motivation, reward, satisfaction.

x, 73 p. : ill. A print copy of this thesis is available through the UO Libraries. Search the library catalog for the location and call number. / The current study measured BOLD brain response using functional magnetic resonance imaging (fMRI) to explore the hypothesis that women with bulimia nervosa have a hyper-responsivity of the mesolimbic reward system. Women with bulimia nervosa and healthy controls (N=24) completed an fMRI paradigm involving anticipated and actual receipt of chocolate milkshake and a tasteless control solution. Women with bulimia nervosa showed less activation than healthy controls in the right anterior insula in response to anticipatory food reward and in the left medial orbitofrontal cortex, right posterior insula, right precentral gyms, and right mid dorsal insula in response to consummatory food reward. Covariates related to bulimia diagnosis accounted for some of these effects, but not all. Results suggest that bulimia nervosa may be related to hypo-functioning of the brain reward system rather than hyper-functioning. Implications for intervention and future research are discussed. / Committee in charge: Jeffrey Measelle, Chairperson, Psychology; Jennifer Ablow, Member, Psychology; Don Tucker, Member, Psychology; Eric Stice, Member, Not from U of 0; William Harbaugh, Outside Member, Economics

Today's society is a vulnerable society. Climate change and social injustices are genuine threats to how the lives of future generations are going to be, and humans are the cause of these problems. Sustainable development needs to be achieved if we want future generations to have a good and dignified existence. Companies have a significant impact on society, and therefore play an essential role in how successful we are in achieving sustainable development. Past research has found that control systems, especially reward systems, can be important to implement sustainability in companies. Therefore, the purpose of this study is to get a deeper understanding of how organizations implement and steer sustainability by including it in their control systems, and particularly, how reward systems are used in the context of sustainability. By studying past research and theories regarding sustainable development, management control, performance measurements and reward systems, we have gained knowledge and an understanding of how these areas are connected. To achieve the purpose of this study, a qualitative study was done in which we conducted eleven semi-structured interviews with managers and sustainability experts from six different companies. Based on the empirical findings of the study, we were able to make several conclusions. First, sustainability is integrated into already existing control systems, which often interact and are related to each other, and we found that there is a balance between social and environmental dimensions. Companies choose to focus on sustainability issues were they have the most negative impact, and they include sustainability mostly in their cybernetic and administrative controls, for instance through performance measurements (KPIs) and policy documents. Also, several companies incorporate sustainability into their reward systems, such as rewards for safety parameters and reducing CO² emissions. What kind of rewards that are given for sustainability performance differ, some companies give monetary rewards while other give non-monetary. Non-monetary rewards are in the findings presented as most valuable for sustainability. We can also conclude that there are challenges with rewarding sustainability, but many respondents have overcome them and use reward systems as a way of implementing sustainability. Those who do not reward sustainability today can imagine doing so in the near future.

The topic of this thesis is reward management and its application in a small-sized IT enterprise. Its goals are to properly document and describe current reward system in the company, evaluate the system and recommend improvements for the system. The first two goals are reached via thorough research of the company through semi-structured interviews, employee satisfaction survey, participant observation and document examination and the last one by applying principles from the current literature and education to the results of the two previous goals. The findings are that the reward system, despite growing organically instead of designed, is relatively effective in some areas, but needs improvement in other areas. The main improvement areas are motivation by contingent pay, communication management and performance management. Relatively well working rewards are especially non-financial reward connected to the work environment and work itself.

Studiens syfte var att fördjupa förståelsen gällande uppskattning i arbetslivet. Uppskattning är ett aktuellt ämne som ofta lyfts i media och det är intressant att se till de effekterna som uppskattning kan ge. För att fördjupa förståelsen kring ämnet så undersöktes det hur chefer och medarbetare upplevde uppskattning, vilka positiva och negativa associationer det fanns kopplade till uppskattning samt om det fanns ett samförstånd eller en dissonans i upplevelsen av uppskattning mellan chefer och medarbetare. Studien är genomförd med ett perspektiv på både chefer och medarbetares upplevelse av uppskattning och båda grupperna kan dra nytta av undersökningens resultat. Den teoretiska referensramen som består av tolkningar av uppskattningsbegreppet, belöningssystemen och det psykologiska kontraktet ligger till grund för analysen av det empiriska materialet. Det empiriska materialet samlades in genom 11 intervjuer med både chefer och anställda inom kommun- och restaurangbranschen. Resultatet visar på att den verbala uppskattningen är den viktigaste formen av uppskattning för båda grupperna. Det fanns vissa skillnader mellan grupperna och det återfanns både en samstämmighet och en dissonans i den upplevda uppskattningen på arbetsplatserna. Överlag var uppfattningen kring uppskattning positiv. / The purpose of the study was to deepen the understanding of appreciation in working life. Appreciation is a current topic that is often raised in the media and it is interesting to see the effects that appreciation can give. To deepen the understanding of the subject, it was investigated how managers and employees experienced appreciation, what positive and negative associations there were linked to appreciation and whether there was a consensus or a dissonance in the experience of appreciation between managers and employees. The study was conducted with a perspective on both managers and employees experience of appreciation and both groups can benefit from the study’s results. The theoretical frame of reference, which consists of interpretations of the concept of appreciation, the reward systems and the psychological contract, forms the basis for the analysis of the empirical material. The empirical material was collected through 11 interviews with both managers and employees in the municipal and restaurant industry. The results show that verbal appreciation is the most important form of appreciation for both groups. There were some differences between the groups and there was both a consensus and a dissonance in the perceived appreciation in the workplaces. Overall, the perception of appreciation was positive.

The purpose of this thesis is to explore and examine how gameplay experiences differ in the gacha game Genshin Impact (miHoYo, 2020). In particular, there is a focus on the economic systems of the game along with the general play experience. People can have different perspectives as veteran players or newbie players, so the objective is to find differences in how these players approach the reward systems of the game, and how their relationship to these systems is affected. This is done by utilizing a mixed-method approach, using aspects of both formal analysis and autoethnography. It is further explored how players interacted with these economic systems, with a focus on the harder to acquire, premium currency of Primogems. The characteristics of reward systems in Genshin Impact, particularly the content unlocking mechanisms of the game, are discussed further, as they have implications for both types of players. The paper goes deeper into discussing dark design patterns, which are prevalent in the experiences of both players. As Genshin Impact is a large game with a variety of content, this is further explored and related to relevant theory to better facilitate a discussion about possible design implications. By comparing and analyzing the experiences of both players in regards to relevant theory, it was concluded that at a certain point the game no longer concerns itself with rewarding players adequately. This was further compounded by the game offering less and less goals to work towards for players, as they simply run out of meaningful content to do. Players are distracted from this lack of a goal by expertly crafted dark design patterns, introduced to the players in such a way that they have all but no choice, but to engage in these patterns willingly.

Belöningssystem är ett omtalat verktyg inom organisationer och används i syfte attmotivera organisationers anställda. Självbestämmandeteorin (SDT) förklarar viktigaaspekter för att främja arbetsmotivation inom organisationer, som omfattar upplevelsenav autonomi, tillhörighet och kompetens. Bland forskare råder det delade meningargällande vilka former av belöningar som främjar arbetsmotivation. Uppsatsens syfte attundersöka hur arbetstagare upplever arbetsmotivation och belöningar, samt hur dessaförhåller sig till varandra. För att besvara uppsatsens syfte genomfördes en kvalitativstudie, vilket omfattade ett genomförande av intervjuer med anställda på en organisationi Sverige. Resultatet visade huruvida belöningar och arbetsmotivation upplevdes, samthur belöningar och arbetsmotivation samspelar med varandra. Det framkom att olikaindividuella aspekter som exempelvis personlighet, livssituation och övriga behov ochpreferenser påverkar vilken form av belöning som eftersträvas