Project report (M. Eng.)--Virginia Polytechnic Institute and State University, 1991. / Abstract. Includes bibliographical references (leaves 83-86). Also available via the Internet.

How does the act of drawing enable the costume designer to design costumes that work effectively with the physicality of the performing body? This research is located in the field of scenography and refers specifically to costume design practices within this field. The research project developed from a growing visibility of performances developed and created primarily from the physicality of the body rather than from a text. In these performance environments, where there is no initial text to work from and sound, lighting and set have yet to be developed the costume designer must predominantly respond to the physicality of the performing body. However, if the costume designer is to ensure that their designs and costumes work effectively with the ideas developed by the performer they must also address the relationship between their interpretation of the performing body and the intentions of the performer. My research responds to limited resources that examine and document how a costume designer can address this relationship and create designs that work with the physicality of the performing body rather than designs that work with a text. As a result of the limited resources in this area of costume design I refer to an additional field for reference. Using training practices based in figure skating to structure my drawing process my research provides new insight into how a costume designer can create costume designs that work with and enhance the physicality of the performing body. By using this repetitive drawing process to both interpret the performing body and initiate a dialogue with the performer my research enhances collaborative practices in costume design and within the field of scenography. In the absence of relevant literature in figure skating, the drawing and redrawing approach I use is primarily examined and supported using a combination of performance and training approaches developed by Jacques Lecoq. These approaches address and explore how performance is created through an awareness of the physicality of the body in relation to the physicality of mark making, and through a repetitive training structure similar to that used in figure skating. Drawing is used as the primary research method, applied within a methodology based on Merleau-Ponty's phenomenological philosophy. This methodological approach both facilitates the costume designer's encounter with the physicality of the performing body and enables an examination of this encounter in order to understand how the designer interprets and makes sense of this body. These encounters are structured through and conducted within three ethnographic case studies based in theatre performance, costume design and figure skating. The research case studies are contextualised using interviews, diaries and background research and are analysed using a structure that draws on Corbin and Strauss's Grounded Theory. The research concludes by outlining three main stages through which the process of drawing and re-drawing is applied and used to create costume designs that work effectively with the physicality of the performing body. In describing and explaining these three stages I outline how the repetitive drawing process integrates within a performance process and as a result becomes a vehicle for collaboration between the costume designer and the performer.

This practice-led study contributes new methods of practice and applications of theory to record and analyse the costumed body in performance. While costume scholarship has gained momentum in recent years, this is the first research project to fully explore the application of drawing blind as a means of documenting a researcher’s response to the costumed body. This study contributes to existing knowledge of drawing practice as a method of costume research,through its development of a specific methodology of blind drawing used to record observations while watching video, rehearsals and performance. It also extends the theorisation of costume, through its application of texts by Charles Sanders Peirce on semiosis, interpretation and habits, and contributes new insight into costume design practice by enabling the first costume-focussed analysis of works by 'Tanztheater Wuppertal' in the English language. The first part of the thesis discusses three cycles of drawing, interpretation and costume design. The starting points for these investigations are my experiences watching dancers perform in the German dance theatre company 'Tanztheater Wuppertal'. These experiences were enriched by my being granted access to rehearsals and performances,which facilitated unique opportunities to observe dancers in and out of costume. Blind drawing was used to look more attentively at costumes and to record my observations of these dancers. The complexities of using blind drawing and annotation, as methods to articulate this visual, auditory and spatial information, were tested through drawing practice and analysed using a theoretical framework incorporating Peircean theory,costume studies and scenography. Questions and uncertainties that arose through this process were then explored through experimental costume practice, in which costumes were designed and tested on volunteer performers. The second stage of the research describes and analyses my costume design for three experimental performances shown in public spaces that were informed by these cycles of practice and theory.

Indiana University-Purdue University Indianapolis (IUPUI) / This paper aims to reproduce the voice effect in a pay-for-performance (PFP) environment, ultimately to uncover how affective measures can be leveraged in analyzing the effectiveness of PFP programs. Historically, the effectiveness of PFP programs has been measured by readily available metrics like sales quotas or widgets produced such that effective PFP programs would increase the amount of sales or widgets produced. Using affective measures like pay satisfaction and perceptions of fairness can supplement objective measures in the future. 410 participants with a percentage of their pay involved in PFP participated in this study via MTurk. Employee voice was hypothesized to positively influence perceptions of pay system satisfaction and pay level satisfaction through the mediating effects of procedural (PJ) justice and distributive justice (DJ) respectively. Results yielded significant, positive relationships between voice, PJ, and pay system satisfaction as well as voice, DJ, and pay level satisfaction. Relationships were stronger the more pay the employee had that was variable in the PFP program. These findings suggest that employees are more likely to be satisfied with their pay and the amount of pay in the PFP program as their opportunity to voice their opinions about PFP increase.

This case is based on a semiconductor equipment supplier which was a branch in Taiwan. The research is about analyzing how the influence of compensation system reform on employees¡¦ pay satisfaction & organizational commitment through by employees¡¦ pay-for-performance perceptions and justice perceptions on reformed compensation system. By doing that, we can understand the performance of the new system. The result of the research could be provided to the company for reference for next compensation system reformed. The result of the research is summarized as below: 1. Employees¡¦ pay-for-performance perceptions of reformed compensation system has positive impact on value commitment and commitment-to-stay. For justice perceptions has positive impact on value commitment. 2. Employees¡¦ justice perceptions of reformed compensation system has positive impact on pay satisfaction. 3. Employees¡¦ pay satisfaction of reformed compensation system has positive impact on value commitment and commitment-to-stay. 4. Pay-for-performance perceptions and justice perceptions of reformed compensation system will impact on value commitment and commitment-to-stay through pay satisfaction.

The current study investigated the effectiveness of a task clarification meeting and consistent task specific feedback on the completion of customer service tasks by servers at a local sit-down restaurant. The current study also investigated whether customers tip based on social convention (i.e., adjust a tip based on bill percentage according to the quality of customer service received) and whether customer service quality ratings were related to task completion and tip percentage. A list of tasks that should be completed during the course of table-service was developed into a survey through meetings with a restaurant manager. In experiment 1, task completion, tip percentage, and customer service quality data were collected by customers and completed surveys were left on the table as feedback for participants to find. The task clarification meeting and task specific customer feedback increased task completion for two of the three participants, tips were not related to task completion, task completion was moderately and significantly related to customer service quality, and customer service quality was not significantly related to tip percentage. In experiment 2, data were collected by the lead experimenter and completed surveys were vocally and visually reviewed by the experimenter with the server. The task clarification meeting and task specific experimenter feedback increased task completion for all three participants and tips were not related to task completion. Implications of the data as they relate to previous research on feedback and pay-for-performance schedules are discussed.

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

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The federal government is often criticized for performance that fails to meet the public's expectations. Its traditional pay system receives much of the blame for rewarding seniority instead of performance. While everyone agrees that performance matters, they don't always agree on the best way to improve it. My research investigates human resource management strategies designed to motivate better performance and productivity. Specifically, I examine the credibility and feasibility of implementing pay for performance throughout the federal government and identify ways that managers can promote greater productivity through human capital investment. I conduct an extensive review of work motivation theories and synthesize findings from previous academic and government studies in order to develop models that are tailored to the federal workplace. I test these models using federal survey data from the Merit Principles Surveys of 2000 and 2005. A variety of attitudes, perceptions, expectations, and work environment factors are expected to influence job performance. Findings reveal that pay for performance belief and success are greatly affected by performance management, fair treatment in all personnel matters, supervisory fairness in decision-making, and organizational culture. Further results indicate that managers can markedly improve productivity by ensuring employees are highly engaged in their work, delivering effective performance management, providing a supportive organizational culture, and giving employees adequate resources and training. With federal agencies constantly striving to improve performance and productivity, these findings have practical implications for government as they suggest ways that public managers can achieve better performance and greater productivity through increased work motivation.

Syfte: Syftet med denna uppsats är att undersöka och beskriva vilka likheter och skillnader som finns inom användandet av ersättningsmodellen pay for performance (P4P), inom hälso- och sjukvården, i Sverige och Storbritannien under tidsavgränsningen 1980–tal till 2000–tal.  Metod: Uppsatsen är skriven som en komparativ studie mellan två länder och materialet som samlats in har hämtats från tidigare studier och artiklar och är således en sekundär litteraturstudie.  Resultat: En av de stora skillnaderna som uppenbarats under undersökningen är att det skiljer sig stort mellan hur mycket vårdgivarna själva kan påverka den ekonomiska ersättningen och till vem den betalas ut. Det finns även kopplingar mellan införandet av prestationsbaserade ersättningsmodeller och de politiska förändringsprocesser som skett, det har visat sig att det finns kopplingar mellan den återhållsamma ekonomin som präglade 1980-talet, och införandet av P4P under 1990-talet. / Abstract  Purpose: The purpose of this study is to investigate and describe the similarities and differences regarding the management model Pay for performance (P4P) in health-care in Sweden and Great Britain. The chosen time delimitation for this study is the years between the 1980´s and the 21st century. Method: This thesis is a comparative study of two countries and the material collected has been taken from earlier studies and articles and is thus a secondary review.  Results: One of the big differences between the two countries, which is shown in this study, is that it differs greatly between how much the care providers themselves could influence the financial compensation, and to whom it is paid. There are also connections between the restrained economy that characterized the 1980´s and the implementation of P4P during the 1990´s.