Submitted by Filipe dos Santos (fsantos@pucsp.br) on 2016-09-12T13:44:16Z No. of bitstreams: 1 Carlos Eduardo Batista.pdf: 1396416 bytes, checksum: 4db63ce0bdc019a0e10a6d1f3b7f3abe (MD5) / Made available in DSpace on 2016-09-12T13:44:16Z (GMT). No. of bitstreams: 1 Carlos Eduardo Batista.pdf: 1396416 bytes, checksum: 4db63ce0bdc019a0e10a6d1f3b7f3abe (MD5) Previous issue date: 2016-03-18 / This research is about the social control mode development work performed by the beverage company Ambev, even before the official origin of the Company. Through the testimony of 16 workers, one of whom is the wife of a former employee, sought to grasp the transformation dynamics patterns of “work management” of the company in three different stages of its growth. Over the 1990s, when the Cervejaria Brahma was acquired by Banco Garantia, between 1999 and 2003, when it merged its operations with Cia Antarctica Paulista, originating the Ambev; and from 2003, when Ambev joined the Belgian brewer Interbrew, creating InBev. In each of these moments, the company had a different size and a different way of managing work. Our research sought to identify these as well as the changing dynamics. Used as sources of this dissertation: the union newsletter Saca Rolha, edited and published by the union of brewers of the city of São Paulo between 1986 and 1990; the reports published by Gazeta Mercantil in October and November 1989, various reports available in the collection of the Centro Pastoral Vergueiro; Newspaper reports Vale do Paraíba in October 1990; reports Gazeta Mercantil published in July 1999 and Ambev the Annual Reports of its first 10 years / A presente pesquisa trata do desenvolvimento do modo de controle social do trabalho exercido pela empresa de bebidas Ambev, ainda antes da origem oficial da Companhia. Por meio do depoimento de 15 trabalhadores e da esposa de um ex-funcionário, buscou-se apreender a dinâmica da transformação dos modelos de “gestão do trabalho” da empresa em três etapas diferentes de seu crescimento. Ao longo dos anos 1990, quando a Cervejaria Brahma foi adquirida pela Banco Garantia; entre 1999 e 2003, quando esta fundiu suas operações com a Cia. Antarctica Paulista, originando a Ambev; e a partir de 2003, quando a Ambev se uniu à cervejaria belga Interbrew, dando origem à In- Bev. Em cada um desses momentos, a empresa tinha um tamanho diferente e uma forma diferente de controlar o trabalho. Nossa pesquisa buscou identificá-los, assim como a dinâmica das mudanças. Utilizamos como fontes de pesquisa o boletim sindical Saca Rolha, editado e publicado pelo sindicato dos cervejeiros da cidade de São Paulo entre 1986 e 1990; as reportagens publicadas pela Gazeta Mercantil entre outubro e novembro de 1989, diferentes reportagens disponíveis no acervo do Centro Pastoral Vergueiro, reportagens do jornal Vale Paraibano de outubro de 1990, reportagens da Gazeta Mercantil publicadas em julho de 1999 e os Relatórios Anuais da Ambev de seus 10 primeiros anos

The Master's degree paper provides the analysis of pay system in State owned company Telšiai Region Roads; theoretical and practical aspects of its creation and implementation. The survey data allowed us to identify and evaluate employees’ expectations and state the drawbacks. To improve employees’ interest towards work an empirical research was carried out during which the main functions of work organization in a company were evaluated, related problems were identified as well as their causes and possible solutions to them. The research results confirmed the author's hypothesis that there are some considerable problems regarding creation and implementation of pay system in an organization, which hinders the state enterprise from successful further development.

Att arbeta i olika typer av arbetsgrupper är idag vanligt förekommande i organisationer, och många företag tillämpar någon form av incitamentsprogram med rörlig lön för att motivera arbetsgrupperna till högre prestationer. Den forskning som finns är framförallt genomförd i laboratoriemiljö och undersöker hur individer påverkas av olika faktorer såsom andel rörlig lön och storlek på arbetsgrupper. Dock finns en brist på forskning som undersöker hur dessa program påverkar till exempel motivation och samarbete i verkliga miljöer. Syftet med denna studie är att studera hur incitamentsprogram för grupper kan utformas. Med studien vill vi ge företag ökad kunskap om hur de kan utforma incitamentsprogram för att öka prestationen i sina arbetsgrupper. Studien har en kvalitativ ansats. Semistrukturerade intervjuer har genomförts med totalt 15 personer ur två säljorganisationer i ett tjänsteföretag med verksamhet spridd över hela Sverige. Genom intervjuerna har vi sökt få svar på hur olika aspekter av incitamentsprogram för grupper motiverar de individuella medarbetarna samt påverkar samarbetet. Respondenternas svar antyder att faktorer som gruppstorlek, andel rörlig lön och frekvens på utbetalningar alla påverkar hur medarbetare beskriver att de motiveras av incitamentsprogrammen. Därutöver har att ett tydligt syfte och klara spelregler framträtt som avgörande för hur incitamentsprogrammen tas emot av de anställda, vilket har föranlett oss att ge ett förslag på hur befintliga modeller kan kompletteras. / Today it is very common to work in different types of teams in organizations, and companies are applying incentive programs with variable salary to motivate their teams to increase performance. Existing research is primarily done in laboratory environments and only analyzes how individuals are affected by various factors, such as share of variable salary and team size. However, previous studies are missing to investigate how these programs affect for instance, motivation and collaboration in real environments. The aim of this study is therefore to study how incentive programs for groups in can be designed. With this study we want to give companies a deeper understanding for how they can design incentive programs to increase the performance in their teams. The study has a qualitative approach. Semi-structured interviews have been performed with a total of 15 persons from two sales organizations in a service company with its business spread over the whole of Sweden. Through the interviews we searched for answers to how different aspects of team-based incentive programs motivate the individual employees and how they affect collaboration. The respondent’s answers suggest that factors such as size of the team, share of variable salary and frequency of payments, all affect how employees describe how they are motivated by the incentive program. In addition, a clear purpose and a set of rules emerged as vital parts for how the incentive program will be received by the employees. This led us to propose how existing models may be complemented. The language of this thesis is Swedish.

<p>Syftet med uppsatsen är att undersöka om det finns ett samband mellan lönsamhet och storlek på rörlig samt total VD-ersättning i de största svenska aktiebolagen. I uppsatsen diskuteras även funna samband samt bakomliggande teoretiska förklaringar till VD-ersättningens storlek. För att undersöka om VD-ersättning och företags lönsamhet korrelerar utförs kvantitativa undersökningar med hjälp av regressionsanalyser för respektive år mellan 2002 och 2007. Populationen som undersökningen baseras på är de företag som i september 2009 var registrerade på Stockholmsbörsens segment Large och Mid Cap.</p><p>Undersökningen resulterade i slutsatsen att inget samband mellan vare sig rörlig eller total VD-ersättning och lönsamhet kunde styrkas. Istället gavs indikationer om andra faktorer som påverkade VD-ersättningens storlek. Studien visade en tydlig koppling mellan företagsstorlek och VD-ersättning. Andra trender indikerade att det marknadsjämförande synsättet är det vanligaste vid fastställande av VD-ersättningsnivåer. Dessutom diskuterades andra faktorers inflytande på VD-ersättningars storlek utifrån tidigare forskning.</p> / <p>The purpose of this thesis is to examine whether a relationship between CEO compensation and organizational profitability exists in the largest Swedish companies. Both the total and the variable compensation schemes’ dependence on organizational compensation are analyzed. The objective is moreover to discuss the observed relationships in the study as well as the theoretical explanations to the level of the CEO compensation. In order to examine if CEO compensation correlates with organizational profitability quantitative research methods are applied via regression analyses for each separate year between 2002 and 2007. The population our research is based on is the companies quoted on the Stockholm Stock Exchange in September 2009 within the segments Large and Mid Cap.</p><p>It was concluded that no relationship between neither variable nor total CEO compensation and organizational profitability existed. However, indications of other factors affecting the compensation were indicated. The regression confirmed a relationship between organizational size and CEO compensation. Other trends indicated that the market-based approach was the most common when determining CEO compensation levels. In addition we discussed how other previously proved relationships as well as further theoretical research related to our study.</p>

Syftet med uppsatsen är att undersöka om det finns ett samband mellan lönsamhet och storlek på rörlig samt total VD-ersättning i de största svenska aktiebolagen. I uppsatsen diskuteras även funna samband samt bakomliggande teoretiska förklaringar till VD-ersättningens storlek. För att undersöka om VD-ersättning och företags lönsamhet korrelerar utförs kvantitativa undersökningar med hjälp av regressionsanalyser för respektive år mellan 2002 och 2007. Populationen som undersökningen baseras på är de företag som i september 2009 var registrerade på Stockholmsbörsens segment Large och Mid Cap. Undersökningen resulterade i slutsatsen att inget samband mellan vare sig rörlig eller total VD-ersättning och lönsamhet kunde styrkas. Istället gavs indikationer om andra faktorer som påverkade VD-ersättningens storlek. Studien visade en tydlig koppling mellan företagsstorlek och VD-ersättning. Andra trender indikerade att det marknadsjämförande synsättet är det vanligaste vid fastställande av VD-ersättningsnivåer. Dessutom diskuterades andra faktorers inflytande på VD-ersättningars storlek utifrån tidigare forskning. / The purpose of this thesis is to examine whether a relationship between CEO compensation and organizational profitability exists in the largest Swedish companies. Both the total and the variable compensation schemes’ dependence on organizational compensation are analyzed. The objective is moreover to discuss the observed relationships in the study as well as the theoretical explanations to the level of the CEO compensation. In order to examine if CEO compensation correlates with organizational profitability quantitative research methods are applied via regression analyses for each separate year between 2002 and 2007. The population our research is based on is the companies quoted on the Stockholm Stock Exchange in September 2009 within the segments Large and Mid Cap. It was concluded that no relationship between neither variable nor total CEO compensation and organizational profitability existed. However, indications of other factors affecting the compensation were indicated. The regression confirmed a relationship between organizational size and CEO compensation. Other trends indicated that the market-based approach was the most common when determining CEO compensation levels. In addition we discussed how other previously proved relationships as well as further theoretical research related to our study.

This doctoral thesis explores HR management through systems of production incentives in the construction sector which has been instrumental to the Spanish economy. The transformation of a time-based payment system to a performance or production-based payment system is difficult if you consider the complexity of the calculation and the environment in which prices are negotiated. In any case, before agreeing to a piece-rate determined price it is imperative that the person responsible for negotiating on behalf of the company knows the relationship of this piece rate compared to expected labour costs as an objective in the opening plans. The main objective of this thesis is to propose an algorithm in flowchart form that facilitates —from the data found in the costs study— knowledge about the price range within which the economic incentive for piece-rate compensation for any work should be established by applying a few simple conversion coefficients proposed by the model itself / Aquesta tesi doctoral es centra en la gestió dels recursos humans a través dels sistemes d'incentius a la producció. La transformació d'un sistema de pagament per temps a un sistema de pagament per rendiment o per producció no és senzill si es té en compte la complexitat del càlcul i l'entorn en el qual es pacten els preus. És imprescindible que abans d'acordar un determinat preu fet, el responsable de la negociació, conegui la relació d'aquest preu respecte els costos de mà d'obra que té previstos com a objectiu en el pressupost de producció. El principal objectiu d'aquesta tesi és proposar un algoritme que faciliti —a partir de les dades contingudes en l'estudi de costos—, conèixer l'interval de preus dins del qual s'hauria d'establir l'incentiu econòmic de remuneració a preu fet d'un treball qualsevol, mitjançant l'aplicació d'uns simples coeficients de conversió que proposa el propi model