Thesis (M.Psych.Org.) - University of Queensland, 2005. / Includes bibliography.

Thesis (Ph. D.)--Virginia Polytechnic Institute and State University, 1990. / Vita. Abstract. Includes bibliographical references (leaves 93-107). Also available via the Internet.

The positive impact of performance measurement and management (in connection with rewards) on motivation of workforce have been questioned in recent years and decades. The conceptual part of the thesis strives to identify whether the above mentioned criticisms of discussed systems is based on their inherent properties (characteristics) or on properties (characteristics) of their specific implementations. Extensive multidisciplinary literature review (especially from the fields of accounting, performance measurement, financial management, microeconomics, labor economics, behavioral economics and psychology) showed that the performance measurement and management systems (including linkages to remuneration) have the potential to positively impact motivation, work effort and performance of workforce. Refusing this potential, which often occurs especially in relation to remuneration, is based on specific applications, and it must be dismissed as simplistic. The literature review also helped identify the factors and characteristics of the discussed systems, which are crucial for their positive motivational effect, as well as properties that are usually undesirable in terms of motivation. Another significant outcome of the conceptually oriented part of the thesis is a model framework enabling detailed analysis of rewarding for performance. The thesis also describes and discusses the results of two empirical surveys, the first of which was focused on the analysis of performance measurement and management system and remuneration system, and the second survey was primarily focused on detailed analysis of the system of remuneration and motivation of workforce. Regarding performance measurement, as positive can be perceived the fact that strategic performance measurement systems of the balanced scorecard type are intensively used, including the search for causal links between measures and efforts to link these systems to the remuneration of workforce. It should be noted however, that the issue of interconnection of balanced scorecard systems with remuneration of workforce is by respondents considered to be one of the biggest problems of balanced scorecard implementation. Therefore is identified an area where further research is needed, particularly in the form of case-study based research. All respondents indicated the use of budgets to fulfill many functions (e.g. tool for financial management in terms of coordination and verification of planned business objectives and early risk detection, tool for setting of targets of the business as a whole, and tool for internal motivation and management) and it is possible to conclude that there is no abandonment of budgets (as sometimes implied by "beyond budgeting"). A surprising finding was little use of new performance measures, especially economic value added (as top financial measures were usually referred EBITDA and EBIT). The results of both surveys showed that respondents seek to implement quality systems of remuneration, but revealed were also some problematic features of these systems. Particularly important is the fact that rewards for long-term performance are relatively little used, which can lead to short-term oriented decision making of managers. This problem is exacerbated by the fact that rewards are usually awarded in the form of money; the use of equity-based rewards (e.g. shares) is very low. Furthermore, insufficient is also utilization of rewards in the form of work-life balance programs and utilization of rewards in the form of appreciation.

Title: COMEBACK AFTER INJURY ASSOCIATED WITH MOTIVATION ISSUES OF ELITE TENNIS PLAYERS The goal of thesis: The aim of this study was to describe comeback to competition after injury associated with motivation issues of elite tennis players. To meet the objective there were some scientific questions created. Scientific questions: In total there were three scientific questions created. For the concrete answers there was an anonymous questionnaire, which help us to get answers on our goal. These scientific questions follow: How did players feel, react and what they were interested in during convalescence? How did players doubt themselves during comeback period? How did players come up to psychological conditions during comeback? Methods: In the thesis, method of questioning was applied. There was an anonymous questionnaire composed of 18 questions created. The sample was 48 players older than 15 years, ranked up to 200th place of national ranking in the Czech Republic. The questionnaire was created largely based on a personal experience gained by the author and also based on professional expertise. Results: Results shows that comeback to competition is very tough part of player's career and it is accompanied by negative sort of minds and doubts. During convalescence period all players have usually...

Syftet med studien var att undersöka skillnader mellan individuella- och lagidrottares upplevda self-efficacy samt skillnader mellan män och kvinnors self-efficacy. I studien undersöktes även samband mellan socialt stöd, anxiety, motivation, prestation och self-efficacy. Totalt deltog 117 stycken olika idrottare, 53 stycken individuella idrottare och 64 stycken lagidrottare samt varav 53 var kvinnor och 64 stycken var män, i åldrarna 19-52. Metoden som användes var kvantitativ och bestod av flera sammansatta enkäter (TEOSQ, GSE, SCAT och MSPSS) till en hel. Tillsamman med enkäterna följde även fem frågor rörande typ av idrott, ålder, kön, prestation på träning och prestation på tävling. Data analyserades i SPSS med hjälp av ett envägs ANOVA och Pearson r. Resultatet i studien visade att det fanns en skillnad mellan kvinnor och män när det kom till self-efficacy dock så fanns ingen skillnad när det kom till de olika idrotterna. Vidare visade resultatet att det fanns signifikanta samband mellan motivation, prestation och self-efficacy. Resultatet diskuterades i förhållande till uppsatsens teoretiska ramverk / The purpose of this study was to examine differences in self-efficacy between athletes in individual sports and team sports and if there were differences in self-efficacy between men and women. The study also examined if there were any correlations between social support, anxiety, motivation, self-efficacy and performance. The study held 117 participants whereof 53 were individual athletes and 64were athletes in team sports, 53 of them were women and 64 were men and the participants ages were between 19-52. A quantitative method was used and a questionnaire consisting of TEOSQ, GSE, SCAT and MSPSS were together with five questions regarding type of sport, age, gender and percieved performance in practice and competition put to one questionnaire. The collected data was analyzed in SPSS, using ANOVA and Pearson´s r. The result of the study showed that there was a difference between men and women regarding self-efficacy and that there were no differences regarding self-efficacy compared to which sport the athlete participated in. Furthermore, the study showed significant correlations between motivation, performance and self-efficacy. The results were discussed in relations to appropriate theoretical frameworks.

The theoretical part of the Master's thesis deals with aspects, which influence job performance of employees. The thesis describes one of the most important parts of job performance, which is the motivation. It is also dealing with some of more or less known motivational theories, which help us to understand the motivation of each person. The thesis does not omit term of stimulation and work satisfaction as well. The background of specific company in tourisms, the U Pinkasů restaurant, is sketched in practical part of the thesis. The motivation of its employees as well as some improvement suggestions are studied close.

The object of my diploma thesis deals with motivation and stimulation of entrepreneurs and influences upon their job performance. The theoretical part focuses on the explanation of terminology, such as motivation, stimulation, sources of motivation but also on different stimulating means which help to increase motivation. The practical part concentrates on a research among entrepreneurs where the data are collected by personal interviews. Furthermore, the data are analyzed and the observed results offer recommendations to the entrepreneurs who will most probably increase the level of their motivation as well as stimulation as a consequence.

The thesis aims to enhance the performance of NH Glass Company, Ltd., through an innovative incentive program. The above company has been in the glass industry. The theoretical part is describing the nature and content of motivation and motivational theories. The practical part includes the evaluation of survey results on the basis of the suggested possible improvements to the current incentive system in a selected company. This proposal will help to improve and enhance employee performance.

The current situation on the labor market is not easy for any organization, there is little free labor, but it is possible to work to ensure that employees are satisfied. The aim of this diploma thesis was to find weaknesses in the motivation of employees by management and to propose recommendations to increase the motivation of teachers in a selected primary school. Methodologically, a semi-structured interview and a questionnaire survey were used in the work. In the examined school, the motivation of employees is mainly based on the school management or colleagues. Motivation by the school management is rather random, as the potential of various motivational tools is not used. There are shortcomings in the transparency of remuneration, in the provision of remuneration for voluntary or similar activities, this leads to misunderstandings or feelings of injustice with remuneration. Communication problems, which are mainly related to the lack of feedback, have a demotivating effect, and there are problems in conflicts with parents, when the school management does not provide sufficient support to teachers in such a case. Ultimately, the synergistic impact of all these shortcomings significantly undermines the potential to achieve full employee motivation. As part of the correction of shortcomings,...

Major League Baseball (MLB) organizations spend millions of dollars each year on athletes with the end goal of winning a World Series title. However when an organization signs a player to a long term contract are they actually receiving the production that they paid for? Under the MLB's current form of player compensation players may not be properly motivated or at least not motivated to perform at their highest level. The intent of this thesis was to apply expectancy theory in assessing Major League Baseball's current form of player compensation. It evaluates how well players are currently motivated to perform on the field, and if any improvements can be made. This is done through the statistical analysis of MLB organizations yearly salary data, yearly win-loss record, and the performance of 65 players two years prior to, one year prior to, and during their first contract term directly following or extending past arbitration eligibility. Evidence shows that player motivation, especially for position players, can be increased and several suggestions are made as to how this can be improved and how MLB organizations can increase the odds of player production matching compensation.