Belöningssystem är något som många organisationer använder sig av för att bland annat skapa arbetsmotivation. Inom banksektorn används mestadels den monetära belöningen allmän bonus. Den allmänna bonusen är en kollektiv belöning som nästan alla i hela banken kan ta del av. I och med detta blir det intressant att studera om denna belöningen skapar arbetsmotivation för de anställda. Förväntningsteorin är en teori som beskriver hur individer skapar motivation. Den fokuserar på motivation i allmänhet, men har även använts som grund av forskare för att analysera arbetsmotivationen. Studiens syfte är att förklara bankpersonalens arbetsmotivation i relation till personalens egna förväntningar och deras upplevelse om värdet av den allmänna bonusen. Detta studeras genom en positivistisk forskningsfilosofi med en deduktiv forskningsansats, vilket grundas i att forskningen är hypotesprövande. Empiriska data mäts utifrån en kvantitativ metod i form av webbenkäter. Undersökningens resultat indikerar att den anställdes individuella upplevda värde av den allmänna bonusen samt personens upplevda nåbarhet av bonusen har en positiv inverkan på dennes arbetsmotivation. Med värde menas hur värdefull individen upplever att bonusen är. En begränsning som har gjorts i arbetet är att den endast studerar respondenter inom en svensk bankkoncern som använder sig av den allmänna bonusen. Detta för att vi förutsätter att bankerna kan ha olika krav, storlekar och regler avseende sådana belöningar. Forskning kring hur vidare banksektorns användande av ett allmänt bonussystem bidrar till ökad arbetsmotivation är nästintill ostuderat. Därför anses denna uppsats ha ett värde för att belysa motivationseffekten av att använda sig av sådana belöningssystem.

This thesis is concerned with the set up of an evaluation employee system which is based on the matrix of ability. The theoretical part describes the motivational system, appraisal system and competency model. In addition, this part of the thesis explains the difference between the importance of qualifications and education, and subsequently the ways of deepening and increasing of qualifications is described. The matrix of qualification is going to be defined, which is based on my findings and experiences with it, and the final part of my thesis deals with additional employee rewards. The practical part is focused on the fulfillment of set targets. In this part, the matrix of qualification of a company from town Vimperk is explained, in particular its utilization, and in addition its possible strengths and weaknesses are pointed out. Furthermore, the practical part is concerned with the inclusion of the matrix of qualification in the reward system and in the system of personal appraisal.

This thesis, which is divided into theoretical and analytical part, deals with the analysis of the remuneration of referees in professional basketball leagues in the U.S. and Europe. Consequently, it compares and evaluates these systems. In the theoretical section first it explains the rules of basketball and its popularity in the world compared to other sports. It mentions here about the two most prestigious competitions of the world basketball - the NBA and Euroleague. Analytical section begins with an explanation of the functions and work of a basketball referees. There is also explained the process of how to become a basketball referee. After that, it analyzes the two options of their remuneration system on the example of Czech basketball league NBL and American league NBA. It also compares these different evaluation systems. Referees had a chance to say their opinion through interviews and questionnaires, which is summarized in the penultimate chapter of the analytical work. In the last chapter it presents a SWOT analysis of the American way of remuneration of arbitrators and the possibility of its application to the European competitions.

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The subject of the diploma thesis is the motivation, and evaluation of employees in a particular enterprise. Theoretical part is focused on the description of the theoretical knowledge, which I use in the practical part. In practical part I am going to do analysis, which I will focuse on motivation and evaluation, so I will be able to evaluate current status of company. The conclusion includes suggestions that I recommend to improve the current system of remuneration in the company.

The aim of this dissertation thesis is to propose a new system of evaluation and subsequent remuneration in the company Brněnské vodárny a kanalizace, a.s. The theoretical part focuses on the theory of motivation, employee evaluation and reward system. The practical part is based on the survey assessed the current system of motivation, evaluation and rewards and compared with the theoretical part. The conclusion includes suggestions that I recommend to improve the current system of remuneration in the company of Brněnské vodárny a kanalizace, a.s.

Diploma thesis deals with motivation and stimulation of employees in a particular company. On the basis of questionnaire survey are proposed changes that could help to increase the motivation and stimulation of employees. It helps the managers who receive proposals to eliminate weaknesses in the area of motivation and stimulation of employees in the company.

The aim of the thesis is the suggestion of appropriate amendments to the current motivation system in a gastronomic enterprise. These changes should lead closer to overall staff satisfaction, better quality of communication in interpersonal workplace relations, to increase work motivation and employee performance.

The aim of this thesis is to uncover possible weaknesses in the company's motivation system and propose recommendations to improve the current situation. In the first part I combine theoretical knowledge concerning the issue of motivation, evaluation and rewarding of employees. In the second part I introduce the company, analyze the present system of motivation, evaluation and rewarding employees that the company uses and perform questionnaire survey. From the survey results, along with theoretical knowledge I will point out any shortcomings or errors and suggest recommendations that will contribute to improving the current situation.

Alcohol Use Disorders (AUDs) generally are understood as disordered behaviors, and recovery from AUDs frequently is regarded in terms of positive and constructive changes in those behaviors. However, a large proportion of recovering individuals describe the experience of recovery from AUDs as consisting of both behavioral and affective changes. The affective changes that characterize recovery have been referred to as constituting “emotional sobriety,” which can be understood as a type of dynamic equilibrium with respect to the variability of the valence and intensity of affective experiences. Here, we describe neuroanatomical and behavioral correlates of emotional sobriety, as well as sex differences, through three independent but complimentary studies. In Study 1, we examined the association between the duration of abstinence (DOA) from alcohol and volumetric measures of the Brain Reward System (BRS) and its subregions, among groups of normal control (NC; n = 60) and AUD participants (n = 60). We found volumetric differences of BRS regions known to be involved in affective processing in association with different DOA. For example, long-term abstainers (greater than five years) exhibited less volume in the cingulate cortex, relative to NCs, and AUD women exhibited higher insular volume than AUD men in association with abstinence. In Study 2, we examined the association between abstinence and differences in affective states. Short-/mid-term abstainers (less than five years) exhibited affective dysregulation, relative to NCs, whereas long-term abstainers exhibited relatively normal affective states. AUD women exhibited higher positive affect than AUD men in association with abstinence. In Study 3, we examined the independent influence of mutual-help organization (MHO) activity upon affective states, over and above the effect observed in association with abstinence. Greater degrees of MHO activity were observed to be associated with increases in measures of positive affect, and sex differences also were detected in this association, with AUD women exhibiting higher positive affect than AUD men. Altogether, the findings of this dissertation indicate that the behavioral and affective changes that characterize recovery from AUDs emerge together in a dynamic, recursive interrelationship that is mediated through discrete corresponding neuroadaptations at the level of the BRS.