Thesis (M.B.A.)--University of Hong Kong, 1983.

MSc (Med), Bioethics and Health Law, Faculty of Health Sciences, University of the Witwatersrand / Purpose There is limited literature available in South Africa concerning the interaction of doctors with the pharmaceutical industry. The purpose of this research report was to establish what South African doctors believe to be acceptable and appropriate incentives from the industry, highlight what they consider reasonable compensation for professional activities performed on behalf of the industry; and whether they perceive interaction with the industry’s marketing apparatus to be a significant influence on their prescribing habits. Methods A questionnaire was emailed to all active doctors in South Africa with email addresses from the Medpages® database. The survey was conducted in March 2009 - April 2009. The desired sample size was 500 General Practitioners (GPs) and Specialists in private practice. Results A final sample of 400 valid responses was analysed, representing 80% of desired sample. Majority of the respondents were male (74%) with an almost equal split between GPs (51.5%) and specialists (48.5%). The study revealed that 92% of the respondents accepted branding items whilst 60% of the respondents accepted personal gifts from the industry. The results revealed that 85% of the respondents felt that doctors should be paid for speaking at CMEs, and just over v half the sample (52%) felt they wanted to be paid their own rate as opposed to the industry rate. The investigation revealed that 77% of the respondents felt that their interaction with the industry influenced their prescribing habits and suggesting that such influence to be more pervasive with their colleagues, specifically 95% felt their colleagues are influenced by their interaction with industry (p< 0.001). About three quarters of the respondents (73%) believe patient management may be compromised if doctors’ prescribing habits are influenced by their interaction with the industry. Most respondents (72.5%) were either not aware or did not know of any regulations or guidelines with regards to acceptance of gifts by doctors from the industry. Conclusion This study demonstrated that perverse incentives continued to be given to doctors, and doctors have not shown a distinct aversion to accepting these perverse incentives and gifts. These perverse interactions have been shown in existing literature and in this research report to influence prescribing habits. Doctors do not seem to operate within their guidelines and legal framework, as stipulated by the HPCSA, when accepting these potentially harmful perquisites. What legal and ethical considerations are the doctors employing when accepting ‘incentives’ from industry is the question; and what is the doctor’s role in protecting his/her patients? Ignorance of the guidelines, as the study indicates to be the case, does not justify involvement in perverse relationships. Doctors have professional and personal moral responsibilities to ensure they familiarise vi themselves with guidelines regulating their professional conduct and ultimately protect the patients.

Thesis (Ph. D.)--Ohio State University, 1974. / Includes vita. Includes bibliographical references (leaves 192-197). Available online via OhioLINK's ETD Center.

No description available.

There is no abstract available for this thesis.

The automotive industry, one of the main contributors to the South African economy, has become a complex and competitive sector. Market competition has resulted in an environment in which automotive manufacturers and retailers have become increasingly competitive to survive in a captive market space and have implemented various control mechanisms in the dealer network to ensure sales optimisation and market share retention. The automotive industry in South Africa is under continuous economic pressure and has to meet the challenge of changes in the automotive retail landscape. The dealer networks of the different brands represented in South Africa must evolve to deal with the management challenges they face in terms of market share retention of the particular brand they represent, as well as dealer profitability. A retail organisation’s success normally depends on a number of operational decisions that management must make on a daily basis. Moreover, these decisions affect the business’s profitability and strategic placement in the market. The study investigates the impact of automotive industry control mechanisms, notably the use of incentive models, in the context of the South African automotive industry. This investigation was done by means of a quantitative approach, analysing public data. The purpose was also to assist the retail environment with a strategic approach with special reference to creating an independent retail environment. The research has indicated that there is evidence that OEMs do attempt to control or affect profitability, market share and operational behaviour by using incentives, and that this does have a financial impact on the different brands reviewed. The control mechanism of additional sales incentives offered by the OEMs is intended to stimulate or drive the market. There is a clear indication from the trend analysis that this strategy may have a long-term negative impact on the retail environment. The respective brands should change their approach to the day-to-day operational management of their individual dealers. / Dissertation (MBA)--University of Pretoria, 2010. / Gordon Institute of Business Science (GIBS) / unrestricted

The objective of this study was to determine the use of financial incentives in the manufacturing industry of British Columbia as applied specifically to middle-management personnel. Many unproven statements have been made in the past regarding the use of financial incentives. It has been assumed that incentives were often offered for the purpose of pleasing the employee rather than encouraging improved performance. It has also been assumed that the application of financial incentives in British Columbia industry was less extensive than in United States industry. In addition few of the aspects of other successful incentive plans appeared to be evident among the plans in operation in British Columbia. This study was undertaken to dispel misconceptions and to confirm conditions thought to exist in British Columbia industry respecting the use of financial incentives for middle-management employees. A systematic random sample was drawn from a large group of manufacturers composed of small and large companies engaged in a variety of manufacturing operations located throughout British Columbia. The companies sampled were requested to provide information on their actual use of, experience with, and opinions about various types of financial incentives. The results of the survey indicated that in British Columbia manufacturing industry, as much interest was shown in providing financial incentives for middle management as in offering incentives to top management and to first-line supervisors. In some companies the use of financial incentives for middle management seemed to be encouraged if the company had had previous experience with incentive pay methods among office and production worker groups. Medium-sized companies exhibited more interest in providing financial incentives for middle management than did small- or large-sized concerns. In medium-sized companies it appeared that financial incentives were being used for middle management in an attempt to offset small proportionate increases in basic salaries for this management group compared to recent pay increases for other groups of employees. No company indicated an interest in making large-sized incentive awards which might provide effective motivation of employees. Results from the survey suggested that many firms relied unduly on the granting of salary increases to have a continuing incentive value in encouraging improved employee performance over an extended period. The use of financial incentives for management groups in British Columbia industry seemed to be nominal; they were offered more for the purpose of pleasing the employee with a distribution of a portion of the firm’s profits or with a Christmas bonus than for encouraging specific effort and improved performance valuable to the company. The application of financial incentives in British Columbia industry for all employee groups in management appeared to be less intensive and specifically less satisfactory than some long-established incentive plans in American industry. Few, if any, of the tenets of effective financial incentives exhibited by many of these successful plans were evident among the plans operated in British Columbia. / Business, Sauder School of / Graduate

The aim of this thesis is to explore the incentives of Chinese enterprises. First, we review research on incentives of enterprises both from Western countries and China. We classify incentives into two specific types - material incentives and non-material incentives. Each category is divided into several sub-categories. Second, we use a qualitative approach, specifically the case analysis method, to describe the incentives used by a sample of eight Chinese enterprises. These eight cases include TISCO, CNNC, Haier, Huawei, Xiaomi, CRCC, Fosun Pharma and BLUESTAR. Third, we analyze and account for the unique aspects on incentives of Chinese enterprises and suggest some topics for future research on the topic.

No description available.

The above research investigates what incentives and disincentives are present within the education system and how these factors impact on educator satisfaction. Increasingly, educators are becoming dissatisfied with their status in society as well as with their working environment. The research looks at a small group of Johannesburg based South African educators and, through an in-depth questionnaire, compares the situation with educators from the United States as well as from China in order to find similarities. A number of authors work was researched that looked at what “satisfaction” is and, how it affects the workplace. Various educational authors were also looked at in order to gain a historical and sociological view. Various news articles and media reports were also taken into consideration as a number of educators felt that the media reflected the education system in a negative light. It is evident from the research conducted that, increasingly, educators are becoming more despondent and less satisfied with their careers and a large degree of this dissatisfaction appears to stem from the organisational structures within education. Using South African based work, similarities were also established between the United States as well as China. The similarities and findings suggested that a more structured approach needs to be taken in terms of the organisational structure, not only in South Africa but perhaps within the United States and China too. If these changes were to be instituted, educators may experience improved satisfaction.