abstract: This study investigates the impact of a specific organizational form – partnership – on employees’ awareness of risk control and job engagement in securities companies. Given that their organizational performance relies heavily on the performance of individual employees, it is critical for securities companies in China to adopt appropriate organizational forms so that they can better captalize on their employees’ human capital to cope with the increasingly intense market competition. Partnership, as one of the few organizational forms, has been widely adopted in industries that rely on the performance of individuals, such as law, auditing, consulting, and investment banking, around the world. In the context of China’s emerging economy, it has also been adopted as an incentive system by market leaders across several industries, including Alibaba in online shopping, Vanke in real estate, and Fosun in investments. In contrast, partnership has not been adopted or implemented by securities companies in China as most of them are still state-owned enterprises. Based on my review of the corporate governance literature and qualitative analysis of partnership adoption in China, I propose that partnership can help better alighn the interests of employees with owners in securities companies as well. Specifically, the prospect of becoming a partner in the future can improve employees’ awareness of risk control and increase their job engagement. Taking advantage of partnership adoption at a Chinese securities company as a natural field experienment, I surveyed its employees about their awareness of risk contrl and job dedication before and after the adoption. The results from 505 matched surveys showed an increase in the average scores of both awareness of risk control and job dedication after the company adopted partnership as a new organizational form. Findings of this study have important implications for organizational and incentive design for securities companies in China. / Dissertation/Thesis / Doctoral Dissertation Business Administration 2018

Climate change is a global problem that is at least partially caused by human induced greenhouse gas emissions. Various initiatives were developed in the 1990’s to incentivise greenhouse gas emission reductions below legal limits. One of these systems is the Kyoto Protocol’s Clean Development Mechanism (CDM). In these incentive schemes parties can sell (the Seller) their greenhouse gas emission reductions to other parties (the Buyer) who need to offset their emissions. Emission reduction incentivised projects have technical aspects, financial aspects and regulatory requirements. The complexity of emission reduction schemes are further increased due to the levels of scrutiny and diverse sources of scrutiny that a project undergoes. As a developing country South Africa (SA) has a lot to gain by the successful implementation of CDM projects. Unfortunately very few successful CDM projects exist in South Africa. It was then the aim of this research to explore why there are so few projects and what are the current CDM project management approaches followed for CDM projects in SA? During the investigation aspects of the project management landscape of SA CDM projects were structured by means of a stage/phase and gate approach. This was done to aid in addressing the specific requirements of CDM projects and to combine this with the limited real world experience of successful CDM projects in SA. A stage/phase-gate model was developed because of the model’s ability to manage risk per stage/phase and overall risks, as well as the ability of these models to assist in portfolio management. Various research methods were used to develop the final proposed stage/phase and gate project management model (Model β). These methods included over and above literature reviews: <ul><li> Two rounds of questionnaires to develop the model; </li><li> Interviews with individual experts through identified cases to validate the first version of the model; and </li><li> Interaction with the South African Clean Development Industry Association to validate the second version of the model. </li></ul> Model β should not be seen as a stationary model. The model should rather be adapted by each emission reduction project developer to suit the developer’s company specific requirements. Furthermore the evolving regulatory environment of emission reduction systems will lead to the continued adapting and updating of Model β. The model could then be useful for: <ul><li> Project developers to plan and execute their projects; and </li><li> Buyers or Investors in projects as to quickly ascertain current project status and progression. </li></ul> It is envisaged that applying Model β, or a derivative, will: <ul><li> Manage risk due to increased project management through a stage/phase and gate approach; </li><li> Decrease project development time and ensure all required outputs are achieved quicker; and </li><li> Due to decreasing development time, costs could be managed better. </li></ul> / Thesis (PhD)--University of Pretoria, 2011. / Graduate School of Technology Management (GSTM) / unrestricted

The aim of my thesis is to analyze the satisfaction of emloyees of the company XY. The first chapter describes the aim of whole work and the subject of the thesis. The following chapter deals with the theory explaining motivation, incentives and job satisfaction. The third chapter analyzes the results of the survey and answers provided by employees. Based on found dissatisfaction, possible solutions to improve current situation at the company are introduced as well.

This research links together disparate literature on family and nonfamily firms, large and small firms, and risk for small firms. The literature is not coherent in one theme: whether family firms operate with greater risk relative to nonfamily firms. Yet the literature finds performance advantage to family firms without an explanation of why family firms on average generate better accounting returns and values relative to nonfamily firms other than for reduced agency costs translated into value. The first essay examines two measures of risk--debt ratio and idiosyncratic risk--of small publicly held family firms relative to nonfamily firms to investigate differences in financial risk between them. Using a unique hand-collected data set of small family and nonfamily firms, I analyze certain firm characteristics (family ownership, family member on the board, size, and dual class status) and find that family and nonfamily firms do not differ in their book-based debt ratios but do differ in their market-based debt ratios. Specifically, I find that family firms that tightly control voting rights through dual class status have higher debt ratios and hence have higher risk than nonfamily firms. Furthermore, I find a positive relation between idiosyncratic risk and family ownership, and I find as the percentage of family ownership increases idiosyncratic risk increases. The second essay utilizes the likelihood of incentive compensation presence and incentive compensation ratio of small publicly held family firms relative to nonfamily firms to investigate differences in CEO dividends and incentive compensation. The tools available for boards of directors to incentivize CEOs to act in accordance with diverse shareholder wishes, including risk-taking, investment selection, and the on-the-job consumption of resources, are stock options, stock grants, and cash bonuses. I argue that agency theory in practice is imperfect in incentive contracting. Specifically, CEO dividends and family ownership reduce the likelihood of the existence of an incentive compensation plan. I find in the presence of CEO dividends that family and nonfamily firms differ in their incentive compensation ratios and the likelihood of incentive compensation. In my sample, I find a significant negative relation between the CEO dividend income ratio and the incentive compensation ratio and between family ownership percentage and the incentive compensation ratio. Lastly, consistent with current literature, I find that growth opportunities positively influence both family and nonfamily firms' incentive compensation ratios.

In this study I examine the joint effect of explanations and monetary incentives on employees' effort allocation decisions in a multi-action setting. A rich literature in economics indicates that monetary incentives substantially influence employees' decisions. This literature demonstrates that the size of the incentive for a given performance measure should consider the measure's sensitivity, congruence and precision. Research in psychology demonstrates the decision influencing effects of explanations (a non-monetary factor) on employees' decisions through perceptions of fairness. I expect that effort allocation decisions are influenced both by explanations and monetary incentives: I hypothesize that providing reasonable and complete explanations substantively alter agents' action choices relative to a setting with monetary incentives alone. Using student subjects in experiments, I find that monetary incentives matter. Moreover, for sizeable monetary incentives, providing a detailed explanation modifies behavior favorably relative to when an unclear explanation is provided. However, for all of the considered monetary incentives, merely requesting a desired course of action is also enough to modify behavior favorably. This study contributes to the accounting literature by providing evidence of a decision influencing benefit associated with the use of explanations such as causal maps employed by firms adopting the balanced scorecard. This study also contributes to the organizational justice literature by providing evidence regarding the interaction effect of multiple antecedents of justice.

La qualité de la collaboration au sein et entre les entreprises dans une chaîne d'approvisionnement est l'une des principales préoccupations étudiées dans la gestion de la chaîne d'approvisionnement et la littérature économique. Il existe de nombreuses forces qui affectent le niveau de collaboration dans différents contextes hiérarchiques: la collaboration au sein des entreprises (au niveau de l'équipe (groupe)) et entre les entreprises (au niveau de l'entreprise) (Drago and Turnbull, 1988; Siemsen, Balasubramanian, and Roth, 2007). La collaboration et la communication au sein des entreprises et entre les entreprises sont étudiées dans des publications antérieures sous différents aspects et par des méthodes analytiques (Gibbons, 2005) et non analytiques (Mortensen and Neeley, 2012). Cette thèse se concentre sur la collaboration et la coopération entre les différentes parties, soit dans une entreprise, soit entre différentes entreprises dans une chaîne d'approvisionnement, dans différents contextes.Ce travail est compose du trois chapitres. Dans le premier chapitre, je discute de la conception des incitations, spécifiquement dans le contexte du développement du produit et de la manière dont les différents types de collaboration affectent la composition optimale de l'équipe dans la conception d'un produit. Dans le second chapitre, je me concentre sur la collaboration d'un fournisseur et de différents détaillants pour améliorer la durabilité d'une chaîne d'approvisionnement en termes d'amélioration du bien-être socialtour en réduisant. Dans le dernier chapitre, je considère la collaboration entre un fournisseur et différents acheteurs. L'objectif principal de ce chapitre est d'étudier la sous-traitance des acheteurs par rapport à la décision d'approvisionnement dans une chaîne d'approvisionnement en présence d'apprentissage par action par les acteurs, compte tenu de l'effet de la concurrence sur le marché. / The quality of collaboration within and between firms in a supply chain is one of the main concerns which is studied in supply chain management and economics literature. There are many forces that affect the level of collaboration in different hierarchical settings: collaboration within firms (in team (group) level) and between firms (in firm level) (Drago and Turnbull, 1988; Siemsen, Balasubramanian, and Roth, 2007). Collaboration and communication within firms and between firms is studied in previous literature from different aspects and through analytical (Gibbons, 2005) and non-analytical methods (Mortensen and Neeley, 2012). This dissertation focuses on collaboration and cooperation between different parties, either within a firm or among different firms in a supply chain, in different contexts.This thesis consists of three chapters. In the first chapter, I discuss incentive design specifically in the context of product development and how different types of collaboration affect optimal team composition in designing a product. In the second chapter, I focus on collaboration among a supplier and different retailers to improve sustainability in a supply chain in terms of improving social welfare by lowering waste in the supply chain. In the last chapter, I consider the collaboration among a supplier and different buyers. The main purpose of this chapter is to study buyers' outsourcing versus in-sourcing decision in a supply chain in the presence of learning-by-doing by players, considering the effect of competition in the market.

京都大学 / 0048 / 新制・課程博士 / 博士(経済学) / 甲第22227号 / 経博第615号 / 新制||経||293(附属図書館) / 京都大学大学院経済学研究科経済学専攻 / (主査)教授 関口 格, 教授 原 千秋, 准教授 NEWTON Jonathan Charles Scott / 学位規則第4条第1項該当 / Doctor of Economics / Kyoto University / DGAM

Incentives that efficiently motivate employees are crucial to any successful organization.The aims of this research are to find out the most frequently used incentives as well as the most motivating ones for projects team members working within high uncertainty context. The following paper is composed of four main parts. First, the theoretical framework explores the different theories on incentives such as the agency and self-determination theories, as well as the different types of incentives. Also, it covers theories on uncertainty and its implications on projects.Then the thesis quantitative methodology has been developed. Thereafter, a quantitative study has been conducted using a web-based questionnaire and addressed to 89 project team members working in the IT sector, in France. Finally, a discussion part includes our findings in relation to the theory.The results from our study have shown different tendencies in terms of incentives’ frequency of use and their motivational impact. “Autonomy at work”, “Flexible hours” and “Participation in decision making” are the three most frequently used. In terms of motivation, “Participation in decision making”, “Group training program” and “Autonomy at work” are the most impactfulfor project team members working within high uncertainty context.

This thesis analyzes the motivation of employees and therefore recommend proposals for the creation of a comprehensive incentive program in production company Wisconsin Engineering CZ Ltd. In the first part are the earliest summarized the current theoretical knowledge in the field of motivation. The second part focuses on business performance and analyzing the current state of motivation. The last part of the changes are designed to improve the incentive program organization.

Diploma thesis focus on employee’s benefits in use. The goal is analysis of current situ-ation motivation’s system and formulate proposals for the management of the company Plastika a.s. The proposals will be used to improve satisfaction and hinger work motiva-tion of employees. For primary data collection were used questionnaires. Based on the results of the suggested changes to the current incentive system and improvement of provided employees benefits.