At present , the smart IC card multiple applications have been accepted widely and gradually in all levels of the society. Nowadays it's not surprise for one person to own several IC cards. But such a situation will make the IC cards overload in one's purse if these varying IC card applications are not integrated appropriately. It causes cardholders' embarrassment in using them. Thus, results contract the main purpose of the IC card¡¦s invention which would prove the convenient management for multiple applications. In this study, the management of integration for multi-application in one card was implemented . According to retail and marketing report with the service trade in America and Europe, 80% profit come from 20% loyal customer, so maintain existing loyalty of customer and improve them purchase and how about develop the new travelers continuously, let them become loyal customer is important . The dividend accumulates some and exchanges goods, and can enjoy the favorable practice to consume to hold the card in the special trade company, has already solemnly become a tool which attract customers to consume continuously with, but has observed various kinds of savings cards that the society has already existed now or accumulated a card and has been only limited to applying to the single trade company or the single group, cause consumers to reduce greatly too in maintaining customer's loyal validity in the inconvenience on of using. This research is directed against this shortcoming promptly, develop one set and jointly accumulate the operation way to click, analyses its financial feasibility. Direct against this disappearance, if can develop one set and jointly accumulate some mechanisms of exchanging goods together, can create the win-win situation. In the research structure of this research, collect relevant industry's information that the dividend accumulates some operation at first, by accumulating the cognition with the foundation of some industries and understanding to the dividend. Then regarded as the key goal of this research by way of planning one set and jointly accumulating the operation that is clicked. And, in order to probe into the actual feasibility of this operation way, utilize computer software to build and construct a financial assessment model linked dynamically, include relevant operation materials and the operation ways of the parameter and pictures advised in among them. And the financial affairs utilizing the financial model to make predict the reference basis that can be assessed as investment.

Despite the vast research on the productive aspect of rewards, little is known on how the changes in employees’ behaviour, made to enhance their chances of achieving a reward, influence employee well-being. Previous work has failed to address the process of reward-seeking behaviour from an employee’s point of view as the focus was on the motivational aspect of rewards. This thesis uses the case of Malta’s financial institutions to examine the relationship between reward-seeking behaviour from bonuses and promotions and employee well-being by drawing on expectancy theory and self-determination theory. To achieve its aims, this study adopts a qualitative approach, wherein 42 semi-structured interviews with employees and four interviews with human resources managers are conducted at financial institutions in Malta – two of which are small and medium-sized enterprises and one is a large-sized institution. Memos and diary notes are also used to complement the data collected from the semi-structured interviews. Overall, the results strongly support the idea that while almost everyone values rewards, employees differ in their willingness to engage in reward-seeking behaviour and its influence on well-being. This thesis contributes to knowledge through the development of a theoretical model – the four quadrant reward-seeking behaviour – well-being model. This typology based model classifies employees into four main categories, namely, highly motivated, apathetic, work-life balanced and work-life imbalanced. This two by two matrix also led to another model that depicts reward-seeking behaviour and well-being as a non-sequential process. The findings have practical implications for human resources practitioners as they now have the capacity to visualise the actual employee mix according to the categories of the model and act on any significant gaps.