Orientation: The design of remuneration plans and pay-for-performance is recognised as a long-standing management practice. Almost all remuneration plans include incentive and bonus schemes in order to motivate the desired performance of individuals by rewarding them based on performance.Research purpose: The primary aim of the study was to assess how different pay-for-performance remuneration plans affect performance.Motivation for the study: Research and literature indicates that pay-forperformance can indeed influence employee performance; however there are instances where there are negative effects associated with pay-forperformance. Pay-for-performance is in instances considered controversial owing to the large remuneration packages that executives in particular receive.Research design, approach and method: The research methodology that was utilised was a quantitative study, by undertaking a structured cross sectional survey of executives and managers. The survey was distributed to 201 potential respondents and the results of 118 respondents were utilised in the data analysis. Four different types of pay-for-performance plans were assessed, namely Merit Pay, Bonus Pay, Full Shares, and Share Appreciation Rights. Expectancy Theory was utilised as a basis in an attempt to explain the motivation of executives and managers with respect to the influence that different types of pay-for-performance plans have on performance.Main findings/results: All of the pay-for-performance plans were found to have a positive effect on the motivation of employees; however it was found that the most significant factor relating to motivation of employees was expectancy as opposed to the preference of the type of reward (valence). The rewards preferences, as determined by this study, in order of preference were Merit Pay, Full Shares, Bonus Pay, and Share Appreciation Rights.Practical/Managerial implications: This study confirms that it is more important to understand individuals and what motivates them than the actual rewards offered. Different rewards have different motivational effects, however the reward itself is not the dominant determinant with regards to motivational as a whole.Contribution/value-add: This study further clarifies the influence that different pay-for-performance remuneration plans have on the future performance of executives and managers. / Dissertation (MBA)--University of Pretoria, 2011. / Gordon Institute of Business Science (GIBS) / unrestricted

京都大学 / 0048 / 新制・課程博士 / 博士(工学) / 甲第21073号 / 工博第4437号 / 新制||工||1690(附属図書館) / 京都大学大学院工学研究科分子工学専攻 / (主査)教授 佐藤 啓文, 教授 関 修平, 准教授 伊藤 彰浩, 教授 梶 弘典 / 学位規則第4条第1項該当 / Doctor of Philosophy (Engineering) / Kyoto University / DFAM

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京都大学 / 新制・課程博士 / 博士(工学) / 甲第24233号 / 工博第5061号 / 新制||工||1790(附属図書館) / 京都大学大学院工学研究科材料化学専攻 / (主査)教授 三浦 清貴, 教授 田中 勝久, 教授 藤田 晃司 / 学位規則第4条第1項該当 / Doctor of Philosophy (Engineering) / Kyoto University / DFAM

<p> New metal-rich Gd5T4 magnetocaloric phases (T - p-element) were designed, synthesized and characterized. These phases exhibit a close relationship between the valence electron count, size effect, crystal structure and physical properties. The targeted cleavage of the interslab T-T dimers was achieved in the Gd5Si4-xPx, Gd5Si4-xSbx and GdsSi4_xBix systems. While in the Gd5Si4-xPx system only a change in the valence electron count was employed for the desired structural transformations, in the Gd5Si4-xSbx and Gd5Si4-xBix systems both the valence electron count and size effect were used to break the interslab dimers. Incorporation of large Bi atoms into the Gd5Si4 phase resulted in the complete cleavage of the interslab T-T bonds and lead to novel slab stacking sequences accompanied by stacking faults. </p> <p> The Gd5Si4_xPx and Gd5Si4-xSbx phases undergo ferromagnetic transitions within a wide temperature range. Values of the corresponding magnetic entropy changes indicate the presence of a conventional magnetocaloric effect. This is likely due to the temperature stability of the structures with the broken dimers which hinders first-order coupled magnetostructural transitions. </p> <p> Metal-rich ferromagnetic phases of the RE5NixT3-x composition with RE = Gd, Dy, Lu, T = Sb, Bi were derived from the parent RE5T3 binaries. Incorporation of nickel stabilizes the orthorhombic Yb5Sb3-type structures at 800 °C. The Gd5Ni0.96Sb2.04, Gd5Ni0.71Bi2.29 and Dy5Ni0.66Bi2.34 phases show relatively low values of magnetocaloric effect. </p> / Thesis / Doctor of Philosophy (PhD)

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The National Institute of Mental Health (NIMH) has provided a framework for studying psychopathology known as the Research Domain Criteria (RDoC), which conceptualizes depression and other mental disorders on a continuum of levels of analysis, ranging from molecular dysfunction to impairment in cognitive systems indexed by behavioral paradigms. Within the RDoC, these units of analysis and their corresponding normal-to-abnormal functioning can be placed within six domains: (1) negative valence systems; (2) positive valence systems; (3) cognitive systems; (4) social processes; (5) arousal and regulatory systems; and (6) sensorimotor systems. Given the recent emphasis on identifying further mechanisms associated with positive valence systems dysfunction, the present study aimed to assess the relationship between various behavioral paradigms (indexing perception, attention, affective working memory updating, and effort expenditure) and various conceptualizations of anhedonia, a heterogeneous, transdiagnostic symptom implicated as a core component within this domain. Participants (N = 101) with a range of depressive symptoms were recruited for a longitudinal study and completed six weekly in-person sessions, as well as a follow-up session that occurred approximately six weeks after the last session. Findings suggest there were no robust associations between these behavioral paradigms and various self-report measures of anhedonia, contrasting with previous empirical findings. As such, future studies are warranted to continue assessing these possible mechanisms of positive valence systems disturbance.