Knowledge is increasingly seen as the organization’s most important asset. The knowledge-based view dictates that by understanding the importance of knowledge as a competitive advantage, and leveraging it, organizations can compete in a differentiated and sustainably advantageous way. In project-based organizations where individuals with different specialized knowledge meet and create new knowledge together, this might be seen as especially valuable. Despite having a big impact on both the academic and managerial world, organizations seem struggle when actually faced with the practical implications of integrating knowledge in the firms.This problem has been highlighted both in research, as well as in an empirical pre-study. Understanding where this problem stems from is an important step in finding a way to solve it. Following the idea that the use of incentive systems has long been an effective way of steering behavior in organizational members, we wonder what the role of incentive systems is in the context of knowledge integration in project-based organizations.   Thus, the aim of this study is to investigate and analyze if missing or deficient incentive systems is the reason why project-based organizations struggle with knowledge integration.

Thesis (Ph. D.)--University of Wyoming, 2006. / Title from PDF title page (viewed on April 1, 2008). Includes bibliographical references (p. 29-35).

Thesis--PlanA (M.S.)--University of Wisconsin--Stout, 1998. / Includes bibliographical references.

Since employee motivation contributes to overall organisational success, reliable motivation theory should inform management and reward practices. Yet, motivation theory is currently in a state of paralysis, with no constructive theorising taking place. Analysis of its methodological presuppositions reveals that it relies on out-dated binary thinking, prioritising, e.g. either a ‘machine-like’ (body driven) or ‘god-like’ (rationally driven) understanding of humanity. In this study it is argued that the revival of motivation theory requires a paradigmatic shift towards a complexity methodology because human motivation was found to be a complex system and must be theorised accordingly. It was found that McAdams’ theory of personality which brought together personality traits, conditioning, and motives could form the basis of a complex theory of motivation. On this basis, a complex model was developed which incorporated elements of existing motivational theories. This model proposed that drives, which motivate behaviour, are a combination of instincts, needs, and desires, mediated by personality traits, rational processing, and conditioning. All of these interconnected elements, as well as biological and environmental conditions, have an impact on, and are influenced by one another. For the purposes of understanding employee motivation the element of desire was isolated as a potential means to value segment employees. A Lacanian theory was utilised to elaborate on the element of desire. This theory postulated that individuals tend to display a dominance is one of nine kinds and modes of desire. An instrument was developed to test the applicability of the Lacanian model. It was developed in five phases which included three pilot studies and two samplings. A total of 591 respondents participated in the empirical research study with 428 in the first sample and 70 in the second; the remaining 93 made up the pilot studies. Unlike the initial version of the instrument used in the first sample (n=428) the data obtained by the last version (n=70) revealed that the instrument held some form of reliability and validity. Once analysed through descriptive and inferential statistics the data supported the view that individuals tended to display dominance in a kind and mode of desire as per the Lacanian model, and sufficient variance existed to preliminarily conclude that this model could be used as a means to value segment employees. Recommendations were as follows: (1) that complexity methodology should inform future motivation theorising, (2) that the proposed complexity models be further empirically tested, (3) that an adequately complex, flexible rewards system be considered, (4) that both managers and employees make use of the developed instrument to aid them in the selection of rewards that will lead to increased satisfaction.

Thesis analyses FDI flows to 9 of new member states of European Union basicly from other member states. FDI flows are described as a result of investment incetives, economic situation, political situation and atractivity of countries. The main aim is to compare countries FDI flows based on this characteristics.

No description available.

京都大学 / 0048 / 新制・課程博士 / 博士(情報学) / 甲第19120号 / 情博第566号 / 新制||情||99(附属図書館) / 32071 / 京都大学大学院情報学研究科社会情報学専攻 / (主査)准教授 松原 繁夫, 教授 田島 敬史, 教授 鹿島 久嗣 / 学位規則第4条第1項該当 / Doctor of Informatics / Kyoto University / DFAM

Strategic voting in valuation choice experiments violates the common modeling assumption that everyone votes for his unconditionally most preferred choice. This presents a challenge to accurate estimation of values. We provide an examination of strategic voting in a homegrown value experiment that mimics choice experiments. In this way, we can test whether “prompting” participants to think about the others’ vote affects their vote. We reject this hypothesis. We also solicit participant perceptions about the vote distribution and test whether these perceptions affect their vote. We find that they do, but that the percentage of strategic voters is small.

The American Dream and Other Fiction is a collection of four magical realism short stories focusing on the idea of revealing the human condition through the ridiculous. Although the four stories are written independently of each other, they all carry the similar motif of entrapment. This collection also remarks on the growing absurdity of American capitalism and political correctness. The critical introduction analyzes techniques of verisimilitude in magical realism by traditional authors as well as the techniques of more contemporary magical realists. The collection focuses specifically on the techniques of frontloading and authoritative voice.

No description available.