Safety analysis is a process involving several techniques.The purpose of this thesis is to test and develop methodssuitable for the safety analysis of railway risks and railwaysafety measures. Safety analysis is a process comprisingproblem identification, risk estimation, valuation of safetyand economic analysis. The main steps are described in separatechapters, each of which includes a discussion of the methodsand a review of previous research, followed by the contributionof this author. Although the safety analysis proceduredescribed can be used for analysing railway safety, it has suchgeneral foundations that it can be used wherever safety isimportant and wherever safety measures are evaluated. Itcombines cost benefit analysis with criteria for thedistribution and the absolute levels of risk. Risks are estimated with both statistical and risk analysismethods. Historical data on railway accidents are analysed andstatistical models fitted to describe trends in accident ratesand consequences. A risk analysis model is developed usingfault tree and event tree techniques, together with Monte Carlosimulation, to calculate risks for passenger train derailments.The results are compared with the statistical analysis ofhistorical data. People's valuation of safety in different contexts isanalysed, with relative values estimated in awillingness-to-pay study. A combination of focus groups andindividual questionnaires is used. Two different methods areused to estimate the value of safety and the results arecompared. Comparisons are also made with other studies. Different approaches for safety analysis and methods foreconomic analysis of safety are reviewed. Cost-benefit analysisas a decision criterion is discussed and a study on theeconomic effectsof a traffic control system is presented. There are several results of the work. Historical data showsa decrease in the accident rate. The average consequence ofeach accident has not changed over time. The risk analysismodel produces comparable results and enables analysis ofvarious safety measures. The valuation study shows that peopleprefer the prevention of small-scale accidents over theprevention of larger, catastrophic accidents. There are onlysmall differences in the valuation of safety in differentcontexts.

This study seeks to find the impact of theming on the willingness to pay of con- sumers for amusement parks. Guests of Finnish amusement park Särkänniemi were asked about their preference for themed attractions and about the price they were willing to pay per ride by means of a questionnaire. Variables concerning both the stated as well as the revealed preference for theming, immersive experience, and previous visits to the park were tested in relation to the willingness to pay for amusement parks. Not all these variables have shown to play an important role; however the variable concerning the revealed preference did have a very strong significance on the willingness to pay in the proposed model. In conclusion the study suggests that the willingness to pay for an attraction is positively influenced by theming because people, as it turns out, are willing to pay more for an attraction when it is themed.

Problem Performance management på individnivå innebär att styra individen utifrån individuella mål som förmedlar organisationens övergripande strategi till medarbetarna. För att förstärka styreffekterna av individuella mål kan en belöning kopplas till måluppfyllelsegrad. Effekten av ett bonussystem ställer stora krav på samarbete mellan chef och anställd då de tillsammans ska ställa upp realistiska mål som syftar till att utveckla den enskilde individen samtidigt som de bidrar till organisationens övergripande mål och resultat. Därmed är det viktigt att undersöka hur medarbetare och chefer påverkas av individuella mål kopplade till bonus och vilka effekter detta får inom företaget. Vilken effekt har målsättnings-, uppföljnings- och utvärderingsarbetet på styrning och motivation bland medarbetare och chefer? Syfte Syftet är att undersöka och öka förståelsen kring hur styrning och motivations-aspekter påverkas då performance management bryts ner till individnivå samt hur en belöningskoppling kan förstärka den eventuella styreffekten. Metod Undersökningen har genomförts i form av en fallstudie där intervjuer använts som främsta empiriinsamlingsmetod. Intervjuverktyget valdes för att få en förståelse för hur performance management påverkar personer inom en organisation utifrån ett styr- och motivations-perspektiv. Det gav möjlighet till att undersöka problemet på en djupare nivå där olika synsätt och åsikter kring ämnet kunde fångas upp under personliga intervjuer. Resultat Undersökningen visar att styrfilosofin inom en organisation inte påverkas i nämnvärd utsträckning av performance management på individnivå. Det som påverkas är hur organisationen väljer att hantera styrningen i form av de svårigheter som uppstår i och med att målen blir individuella. De största svårigheterna med ett individuellt målsättningsprogram är att få en jämvikt mellan finansiella och ickefinansiella mätetal där målen kommuniceras och förankras hos medarbetarna på ett fungerande sätt. Trots att de mjuka målen uppfattas som oerhört viktiga på individnivå så är det dessa mål som skapar de största svårigheterna. Fallstudien har visat att en tydlig målsättning med konkreta och realistiska mål är en förutsättning för att påverka styrningen i positiv riktning. Det framgår även att rättvisa är viktigt i och med att en bonus kopplas till måluppfyllelsegrad varför kvalitén på målsättningsarbete och uppföljningen är av stor vikt. / Problem Performance management helps the organisation clarify the strategy through individual targets. To reinforce the management effect a bonus can be connected to the fulfilment of targets. When a bonus is connected to performance management it is vital that the communication between managers and co-workers is well functioning and that the individual targets support the co-workers learning as well as they support the organizations overall targets. Therefore it is important to investigate how co-workers and managers are affected by individual targets and what consequences it has on the organization. What impact has the target setting-, follow up- and evaluation process on the organisation’s management and the motivation among the staff? Purpose The purpose of this study is to investigate and increase the understanding of how management and motivational aspects is affected when performance management is broken down to individual levels and how a reward can enhance the possible control effect. Method This study has been performed through a case study where interviews have been the primary method. Several interviews were conducted to gain an understanding of how performance management influences employees in an organization on the basis of a control and motivational aspect. Interviews made it possible to examine the purpose on a deeper level, where different opinions and approaches to performance management could be collected. Result The control function is not influenced by the fact that performance management is broken down to individual levels. The difficulty with this topic is the problems that arise when targets are made individualized. Individual targets make it hard to find a balance between financial and non-financial measurements and to gain the approval of employees. Non-financial goals cause the biggest problems since these are the hardest goals to measure and reward. Despite problems surrounding the non-financial goals there exist a great confidence in such goals. The case study shows that performance management on an individual level demands a well functioning communication to effect organisational management in a positive direction. It also shows that a bonus connected to targets demands a high quality in the rewarding procedure where justice plays an important part.

The purpose of this thesis is to understand the opinions and potential effects of objective and subjective assessments of performance as a basis for performance pay for blue-collar workers. The study takes a qualitative approach to find out how and why four companies - Trelleborg Forsheda, Finnveden Powertrain, Isaberg Rapid and Parker Hannifin- work with salaries, incentive system and performance assessment the way they do. The concept of individual salary is central in this thesis, and individual salary is based on four criteria; capabilities, performance, work demand and formal competence. These can be divided in subjective or objective criteria. Individual salaries also contribute to salary divergence, which in many studies have indicated higher performance. Important to remember is that it has to exist a purpose to salary divergence and how salary is diverged in the company is related to the goals and strategy of the company. If the company chooses to have performance based salaries- which is salary divergence- another question arise; what is good performance? In organizations that have performance salaries, a group or an individual (often the middle manager) have to decide if a certain group of personnel performs good or bad. This can mainly be done in two different ways; objective performance assessment or subjective performance assessment. Objective performance assessment is based on numerical calculation of measures, which will form the basis for rewarding employees using a salary system that reward performance. Subjective performance measurements are based on judgment. Instead of relying on numerical calculations, one evaluates if the results reflect good or bad performance. For both methods it is essential that the personnel feels that the salaries are fair, and that the salary system is clear and easy to understand. Something else that is important to understand is that employer and employee have different views in what is a fair salary. Objective assessments are based on numerical calculations of measures, and one important property such measures have is that they don’t leave any room for excuses. Research indicate that performance pay has important motivation enhancing effects, but the profitability doesn’t always benefit from it. When monitoring costs are high, or product quality or long term thinking is required, hourly wages may be preferable. Tasks which are measured, will naturally be prioritized by the organization. This means that the choice of measures is very important. The amount of measures mustn’t be too high, and they have to be carefully considered. Subjective assessments are the opposite to objective ones. The advantages with subjective performance assessments are, among other things, that additional information which have surfaced during the period of measurements can be taken into consideration, errors in the measurement process can be corrected and unlucky circumstances can be dealt with. However, problems exist in unfair assessments, which are based on prejudice. Findings in this report shows that profitable companies have large differences in their salary systems. This is also supported by other research. The company Isaberg Rapid AB only uses objective criteria, focused on simplicity and group rewards. Finnveden Powertrain on the other hand, has a system focused on individuals and subjective assessments. Some conclusions could be drawn; one of the most important being that connections between the type of activities and the salary system is positive, and that salary systems have to be updated and revised continuously.

Uppsatsen syftar till att undersöka efterfrågan på Rättvisemärkt kaffe och vilka faktorer som påverkar denna. I uppsatsen diskuteras även hur rättvist Rättvisemärkt är egentligen och ifall producenter i u-länder påverkas positivt eller negativt av att konsumenter i väst handlar Rättvisemärkt.   För att utreda efterfrågan har en betalningsviljestudie genomförts på studenter på Karlstads Universitet. Resultaten från studien pekar på att efterfrågan på Rättvisemärkt kaffe är relativt hög bland studenterna, vilket överensstämmer med tidigare rapporter som visat att efterfrågan på Rättvisemärkt kaffe ökar. Vad det gäller faktorer som påverkar betalningsviljan har kön samt inkomst visat sig vara av betydelse. Ålder verkar dock inte vara en avgörande faktor. För att utreda hur rättvist Rättvisemärkt egentligen är har en litteraturbaserad studie om Rättvisemärkts för- och nackdelar gjorts. Vissa forskare menar att Rättvisemärkt har en positiv inverkan på bönder och arbetare i utvecklingsländer, medan andra anser att Rättvisemärkt inte alls fyller sitt syfte utan i många fall har negativ inverkan. / The essay aims to examine the demand for Fairtrade coffee and the factors influencing it. It also discusses how fair Fairtrade really is and whether producers in developing countries are positively or negatively affected by consumption of Fairtrade products in the west.     In order to investigate the demand, a willingness-to-pay study was implemented on students at Karlstad University. The results from the study indicate that the demand for Fairtrade coffee is relatively high among the students, which is consistent with previous reports which have shown that the demand for Fairtrade coffee is increasing. Regarding factors affecting the willingness to pay, sex and income have proved themselves important. Age, however, does not seem to be an essential factor.  In order to examine how fair Fairtrade really is, a literature based study concerning Fairtrade’s benefits and disadvantages was conducted. Some researches argue that Fairtrade is affecting farmers and workers in developing countries positively while others argue that Fairtrade does not fulfill its purpose and in many cases has a negative impact.

<p>This dissertation explores the role of executive compensation in determining the capital structure decisions of a firm. CEOs experience a large personal cost of default that interacts through the risk adjusted probability of default with their compensation contract. Since default happens in a particularly costly state of the world for a CEO whose compensation contract consists primarily of pay for performance elements, i.e. a CEO who has a large personal equity stake in the firm, a large pay performance sensitivity is negatively and significantly associated with firm leverage choice. I document this effect in detail for the first time, and I show that it is both statistically robust and significant in magnitude, approximately 1\% of firm value. I show that this effect is driven by the stock holdings of the CEO, not the option holdings. I provide a simple principal agent model that explains the observed negative relationship and makes additional predictions on the relationship of other firm characteristics to pay performance sensitivity and leverage. I then test and confirm these predictions empirically using a standard OLS framework and an instrumental variable approach to control for endogeneity in the compensation contract. I also look at leverage adjustment speeds and show that CEOs with higher pay performance sensitivity adjust leverage upwards towards target values more slowly and downwards more quickly than their peers, and I interpret this as direct evidence that CEOs are actively managing personal risk through firm leverage choice.</p> / Dissertation

Abstract The purpose of our thesis was to comprehend how organizations approach the Corporate Social Contract that exists between them and society. The empirical data was gathered to reflect a comprehension of the Corporate Social Contract as a whole and as the product of its components, i.e.: Corporate Social Responsibility and Reciprocity. Other concepts interconnected with our main topic were also used in order to better comprehend the concept of Corporate Social Contract as well as our interpretations of the collected empirical data. These interconnected concepts were Corporate Sustainability, Corporate Citizenship, Shared Value, and Willingness to Pay.   The research work was approached from the qualitative standpoint. Considering that the perspective of our thesis was an organizational one, we approached 5 organizations within which to conduct interviews on the stated topic. Our aim was merely to understand the organizational perspective and approach to the concept of Corporate Social Contract, not to compare these perspectives and approaches.   Each of the chosen organizations met certain basic criteria mentioned in our work that permitted us to include them in our sample. The thesis’ conclusion reflected various organizational approaches towards Corporate Social Contract from the angle of Corporate Social Responsibility as well as varying perspectives on, and expectations of, society’s reciprocity. The study has shown that our view of the equal importance of the concepts of CSR and Reciprocity, within the framework of CSC fulfillment, is an under investigated area in both academics and in the practical business world. This has also been supported by our interviewees’ view on expectations, placed on society, as an implicit area in their organizations’ policies. Through our study we have uncovered practical reasons as to why CSC cannot be fulfilled all the time, how expectations between both organizations and society differ from project to project, and the importance of societal reciprocity in the aim of CSC fulfillment. And thus, through our study, we endeavor to comprehend how organizations fulfill the CSC and how they view society’s attempts to fulfill its end of the contract.   As a result of our work, future students and researchers stand to gain insights into the mentalities of organizations that hail from different industries and are based in different parts of the world. Future students and researchers could also derive their own interpretations of our respondents words based on the culture prevalent in the country in which the respondents are based. Apart from this, one can note that the respondents were also from a range of departments and their professionally skewed perspective on our topic makes for an interesting contribution to those seeking insights into our topic and those interlinked.   Key Words: Corporate Social Contract, Corporate Social Responsibility, Reciprocity, Corporate Sustainability, Corporate Citizenship, Shared Value, and Willingness to Pay.

The aim of this study is to examine whether, and to what extent, the differences in wages between women and men can be explained by discrimination against women in the labour market.The first part of the analysis is a cross-sectional analysis. Firstly, a model is estimated with wages as the dependent variable and with sex, individuals' qualifications, personal characteristics, occupation and the branch of industry in which they are employed as the independent variables. The results of this regression reveal that the hourly wage for a woman is about nine SEK lower than for a man. Separate wage functions for women and men show that women obtain a lower return from both education and work experience. A breakdown of the difference in wages reveals that most of the dissimilarity is explained by discrimination against women and very little by differences in men's and women's productivity. In the absence of discrimination, women's relative pay would be between 16 and 25 percent higher. The stability of the findings is checked by means of reverse regression. This resulted in discrimination against men in some cases and against women in others. Thus, different conclusions can be drawn from the two methods. In certain special cases the results produced by reverse regression are correct, whereas, in more general cases, the direct method shows itself to be more satisfactory. The study ends with an analysis of the effects of various laws and agreements on the development of women's wages and employment in Swedish industry. The introduction of equal pay, the removal of the ban on night work for women in industry and the wage solidarity policy have had a positive influence on the relative demand for women workers. The study's conclusions are, firstly, that the differences in pay between the sexes can partly be explained by discrimination against women. Secondly, within industry, wage discrimination against women has declined as a result of changes leading in an anti-discrimination direction. / digitalisering@umu

The bison industry has limited resources for increasing market share. Exploring how consumers react to information about bison and discovering what people know about bison is important to determine the most efficient way to increase market share and ensure the sustainability of the bison industry. <p> This thesis examines the impact of three different information treatments on willingness-to-pay for bison. The three treatments are a nutritional comparison chart of negatively-perceived nutrients, a bison taste testimonial from a chef and a statement concerning the absence of growth hormones and antibiotics in the processed bison product used in the research. The hypothesis tested is that nutritional information about bison would elicit the greatest increase in willingness-to-pay for the processed bison product. <p> A random nth-price auction was conducted in December 2002 in Guelph, Ontario with 57 participants to elicit willingness-to-pay values for the processed bison product. Participants initial bids for the processed bison product were elicited without being given any information and a second round of bidding was conducted once participants had reviewed an information treatment. The mean difference in the bids between round two and round one are $0.221 for the nutritional comparison treatment, $0.210 for the taste testimonial treatment and $0.185 for the natural aspects treatment. ANOVA results indicate no statistically significant difference between the mean difference in bids between the three treatments. Further analysis with a regression model using the difference in bids as the dependent variable, dummy variables representing treatment types and survey data for the other relevant independent variables, shows that the coefficient for the nutritional comparison treatment is not significantly different from zero. Therefore, the hypothesis that nutritional information about bison would elicit the greatest increase in willingness-to-pay for the processed bison product has been rejected. The other independent variables examined in the regression are not significant. <p> This thesis does not clearly indicate which information treatment would be the most effective for the bison industry to utilize in a bison information campaign. However, each information treatment did increase the group mean willingness-to-pay so any information relevant to consumers about bison may be beneficial in increasing market share for bison products. Industry participants may need to work together to simultaneously increase awareness, distribution and consumption of bison products to ensure the sustainability of the bison industry.

Private Environmental Preference (PEP), measured by the willingness to spend on pollution reduction and its casual factors. A PEP model is constructed for Canada, China, India, and USA using data from the World Value Survey and Structural Equation Models. The results revealed that the most important factors are: environmental organization membership, acknowledgement of global environmental problems, Machiavellian attitudes towards money, and confidence in governing bodies. Other significant factors include: the acknowledgement of local environmental problems, income level, occupational characteristics, and work ethic. The acknowledgement of global problems and confidence in governing bodies increase PEP, while Machiavellian attitudes towards money reduce PEP across all four countries. Environmental organizational membership on PEP increase PEP in Canada and USA, but decrease PEP in India. White-collar occupational characteristics have a positive effect on PEP in Canada, but negative in China and India. Policy recommendations are provided given these observations.