The problem of the migration of talent from developed countries is not a new one, andessentially it is understood that the reward systems of the countries involved are at faultin not providing individuals with rewards that they value. In the Sultanate of Oman,such a brain drain is not yet a problem, but over the last few years there has been anincreasing departure of talented people from the Omani Government Sector, as theprivate sector has more to offer. Such a phenomenon is wasteful in respect of thetraining investment which might have been made in these people, but it is alsodamaging to the government sector as a whole since the aim of providing qualityservices to the nation is made more difficult to achieve as employees of high calibreleave. Consequently, this thesis explores the issue of why people resign from the governmentsector to work elsewhere, and in so doing it focuses on the current reward system withinthe sector. Through a comprehensive literature review, it considers both academic andpractitioner perspectives on the issue of reward, concentrating particularly on theconcept of Total Reward which embraces the notion of a mixture of wide-rangingtangible and intangible rewards that are designed with employee involvement to ensuretheir attractiveness, and to ultimately secure loyalty and reduce employee turnover. The study then conducts an empirical exercise in which a large sample of governmentemployees from the full range of ministries where resignations are taking place,participate in a questionnaire survey, seeking to establish their views on the currentreward system and the potential for the introduction of a Total Reward strategy. Additionally, a number of in-depth interviews are held with employees, and focusgroups are also conducted, as a means of securing a third source of empiricalinformation. The data obtained is triangulated to establish a detailed employerperspective, and then considered in the light of the literature. The finding is that the reward system in its current form is not appropriate since it doesnot cater for employees' needs. It is characterised by a lack of rigorous and transparentcriteria on which to assess employees' eligibility for various rewards, and consequently,has allowed favouritism and nepotism to creep into a system that was intended to beoperated on the basis of merit. This is dispiriting for employees who have no faith intheir managers to determine their individual performance, and hence offer rewards on afair basis. It is concluded that a Total Reward strategy is a desirable way forward since this wouldstem the flow of talented people from the government sector, but it is alsoacknowledged that there are critical success factors associated with the implementationof such an initiative and that for these to be in place, a culture change within thegovernment sector would need to occur.

Syfte: Empowerment handlar om att stärka personalens motivation och arbetstillfredsställelse genom att bland annat delegera ansvar och att dela information inom företaget. Detta kan ske med hjälp av olika verktyg varav belöningssystem är ett av de mest effektivaste verktygen inom empowerment. Denna studie söker efter att belysa hur belöningssystem kan påverka personalens motivation i arbetet.   Metod: Studien har ett hermeneutiskt och socialkonstruktivistiskt perspektiv. Vi har använt oss utav en kvalitativ forskningsstrategi med semistrukturerade intervjuer för att samla empirisk data. Den teoretiska referensramen består av sekundär data från tidigare forskning. Vår forskningsprocess utgår ifrån den teoretiska referensramen, vi söker efter logiska paralleller mellan teori och empirisk data.   Resultat & slutsats: Vårt resultat visar både likheter och motsägelser mellan befintlig teori och vår empiriska undersökning. Vårt empiriska resultat har stärkt antagandet om att belöningssystem stärker personalens motivation. Vårt resultat avviker dock från befintlig teori angående att icke-finansiella belöningssystem bäst främjar personalens motivation.   Förslag till fortsatt forskning: Vi rekommenderar att undersöka hur företag kan använda sig av icke-finansiella belöningssystem för att bibehålla sin personal motiverad.   Uppsatsens bidrag: Vi bedömning är att andra studenter kan finna vårt resultat intressant för framtida studier med tanke på att vårt empiriska resultat har avvikit från befintlig teori. Vi anser även att resultatet kan vara intressant för en företagsledning. / Aim: Empowerment deals with increasing employee motivation and job satisfaction by delegating responsibility and sharing information within the organization. This can be done through various tools including reward systems, which is one of the most effective tools within empowerment. This study is searching for understanding around how reward systems can influence employee motivation.   Method: The study takes a hermeneutic and social constructionist perspective. We conducted a qualitative research strategy using semi-structured interviews to collect the empirical data. The theoretical framework consists of secondary data from researchers who have previously touched the subject. We sought logical parallels between the theory and the empirical data.   Result & Conclusions: Our study has found both similarities and differences between existing theory and our interpretation of the empirical data. Our empirical results have strengthened the assumption that reward systems reinforce staff motivation. However, our results differ from existing theory which discuss which reward systems best encourages increased motivation. According to the prevailing theory, should non-financial rewards motivate more than financial rewards.   Suggestions for future research: We recommend examining how companies can use non-financial reward systems and still keep their staff motivated.   Contribution of the thesis: we believe that other students may find this interesting for future studies as our empirical results differed from the existing theory. We also believe that the results can be interesting for an enterprise.   Key words: Empowerment, reward systems, motivation, total reward and decentralization.

Organisations accept the fact that innovation is a crucial element in achieving long-term competitive advantage. The key business challenge, however, lies in acquiring the expertise and methodologies needed to effectively motivate, support and nurture innovation. South African companies in particular are performing poorly in developing effective reward strategies to encourage and motivate innovation. This research therefore investigates the critical success factors for rewarding and motivating innovation in the workplace. The results of this study should assist executive managers to formulate reward strategies to stimulate innovation. In line with qualitative research methodological principles, this study followed an exploratory approach to investigating the important factors in rewarding innovation. A total of 15 in-depth interviews were held with executive managers within the Financial Services sector. The sample represented a diverse group of highly successful business leaders, including General Managers (such as CEOs), Human Resource practitioners (such as HR directors) and Innovation Leaders (such as R&D leaders). Key findings reflect that a multi-faceted reward strategy is required to motivate innovation. This includes financial rewards, non-financial rewards, learning and development opportunities, as well as specific elements within the work environment. Leadership was found to be a critical success factor in the implementation of an effective total reward strategy. The research allowed for the development of a framework outlining the critical success factors for rewarding and motivating innovation in the workplace. This is believed to be a useful tool for senior managers who wish to develop a total reward strategy to increase the level of innovation within their organisations. This study also contributes to the body of academic knowledge by clarifying the relationship between innovation and the notion of total reward, which was identified as a gap in the literature. / Dissertation (MBA)--University of Pretoria, 2013. / ccgibs2014 / Gordon Institute of Business Science (GIBS) / MBA / Unrestricted

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.

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

The thesis is focused on the proposal for the use of the concept of total reward in the system in agricultural company XY, s.r.o. The thesis consists of the theoretical part describing the issue that was used. The analytical part examines the current state, internal and external influences and the last part is a proposal of changes.

Master´s thesis is focused on the system of employees´ remuneration in the organization. This system is analyzed on the basis of total reward concept, which is described in the theoretical part. Main aim of the thesis is to give suggestions for optimization of current remuneration system or create new system of remuneration, which increases employees´ motivation and performance. This aim is fulfilled based on the internal data analysis, interview with managers and survey. Current remuneration system in the organization provides possibilities for improvement, especially within payroll system and areas of employees´ development and education.

This master thesis focuses on usage of the concept of total reward in selected company. The theoretical part summarizes concepts and knowledge related to remuneration of employees and the concept of total reward. The analytical part focuses on detailed description of current state of the company and defined issue. The last part includes proposals for changes in the remuneration system focusing on balancing this system of selected company according to the concept of total reward.

The dissertation deals with the employee remuneration system in the Agricultural cooperative Klučov – Lhota and the proposal of changes in this area. In the practical part, basic terms regarding remuneration are considered. Then an analysis of the current state both in the cooperative and in its surroundings is processed. The outcome of the whole study is a SWOT analysis, on the basis of which changes are proposed in the area of the remuneration of employees. The aims of these changes are to increase the welfare of the employees and to stabilize the personnel situation of the cooperative.

This master thesis deals with employee fluctuation in the selected manufacturing company. In its first part, it explains theoretical concepts associated with employee fluctuation, the ways to measure it, the most common reasons causing employees to leave, and associated costs to the company. The theoretical findings are used in the next part of the thesis to analyse and examine a particular situation in the selected company. The final part contains suggestions for improving identified problems to reduce fluctuation.