This thesis investigates the relationship between performance measures and people in manufacturing organisations. Existing research on performance measurement has concentrated on the strategic importance of measures and the nature of measurement itself. There is little focus on the impact of these measures on people's behaviour, this work has closed this gap by forming a theoretical view of the organisational variables that influence behaviour. The reference model, developed from motivation theories, identifies the critical organisational variables and illustrates how they interact. The variables of primary interest are performance measures, organisational goals and rewards systems, although the importance all of the variables is acknowledged.

Binge eating disorder (BED) is the most prevalent of all eating disorders and is characterized by recurrent episodes of eating a large amount of food in the absence of control. There have been various kinds of research of BED, but the phenomenon remains poorly understood. This thesis reviews the results of research on BED to provide a synthetic view of the current general understanding on BED, as well as the neural correlates of the disorder and treatments. Research has so far identified several risk factors that may underlie the onset and maintenance of the disorder, such as emotion regulation deficits and body shape and weight concerns. However, neuroscientific research suggests that BED may characterize as an impulsive/compulsive disorder, with altered reward sensitivity and increased attentional biases towards food cues, as well as cognitive dysfunctions due to alterations in prefrontal, insular, and orbitofrontal cortices and the striatum. The same alterations as in addictive disorders. Genetic and animal studies have found changes in dopaminergic and opioidergic systems, which may contribute to the severities of the disorder. Research investigating neuroimaging and neuromodulation approaches as neural treatment, suggests that these are innovative tools that may modulate food-related reward processes and thereby suppress the binges. In order to predict treatment outcomes of BED, future studies need to further examine emotion regulation and the genetics of BED, the altered neurocircuitry of the disorder, as well as the role of neurotransmission networks relatedness to binge eating behavior.

The purpose of this study is to reveal, through the use of case study methodology, how faculty collaboration may foster the development of intellectual capital and how organizational reward systems mediate this process. Collaboration has been chosen as the unit of analysis due to the collaborative nature of innovation. Innovation often produces a sustainable competitive advantage for organizations. The key in leveraging organizations' innovative capacity is through the development of intellectual capital. Human resource development is a viable method of fostering organizational resources such as intellectual capital. Due to economic, political, and organizational constraints upon traditional human resource development activities, intellectual capital may be best fostered via non-traditional methods. Organizational reward systems, as in the case of performance-based tenure and promotion, have been shown to both promote and hinder collaborative activities. A qualitative case study approach has been chosen due to contextual factors influencing collaboration. Semi-structured interviews, document and archival analysis served as the primary means of data collection. Faculty collaboration occurring at a large Texas university was examined via three main data sources: the college-level strategic plan, network analysis of interdepartmental collaboration, and targeted, semi-structured interviews. Data analysis revealed collaboration at the university often occurs via relationships, networks, and is fostered via resource allocation. Tenure and promotion as well as available resources seem to have a mediating effect on the decisions faculty made relating to research collaborations. Data supported the theoretical variables derived from the Theory of the Learning Organization. Recommendations for fostering collaboration center upon administering rewards in close proximity of collaboration behaviors. Further research must be performed to better understand the outcomes of successful collaboration as well as the different context in which fostering collaboration may be beneficial to organizational outcomes.

Uppsatsens syfte är att bredda kunskapen om begreppet gamification genom att studera hur medieföretag i Malmöregionen tar del av denna utveckling i sin interna verksamhet i deras projektgrupper som digitalt belöningssystem. Vid denna undersökning har en kvalitativ metod med kvalitativa intervjuer med tre medieföretag gjorts, samt en kompletterande kvantitativ innehållsanalys av insamlad data inom rådande ämnen. Av de trettionio som tillfrågades att medverka i studien blev det tre medieföretag vid namn Ozma, Adludo och 24HR som valde att delta. Samtliga medieföretag som intervjuades står inte främmande till de rådande ämnena i denna uppsats då de valts ut utifrån ett icke-sannolikhetsurval med tillhörande inklusionskriterier. Intervjuerna gjordes semistrukturerade hos medieföretagen eller på café. Resultatet av intervjuerna finns att erhålla under kapitel ”Resultat” för att sedan diskuteras tillsammans med den teorianknytning som gjorts till denna studie. Sammanfattningsvis har studien kunnat konstatera att problematiseringen som råder gällande att gamification är ett nytt begrepp i många olika sammanhang även kan ses i en bransch innehållande medieföretag som ändå har en viss kunskap om området. Ingen av de studerande medieföretagen använder sig av gamification i sin interna verksamhet, men samtidigt kan det ändå konstateras att ett visst intresse för denna typ ändå finns, vilket synes i undersökta medieföretags utbud av tjänster och produkter samt i det intervjumaterial som erhålls i denna studie. Medieföretagen i undersökningen använder sig heller inte av belöningssystem för att motivera medarbetare att engagera sig i den interna verksamheten likt projektarbeten då de anser att denna redan ligger på en tillfredställande nivå. Den mindre storleken på medieföretagen som skapar en familjär relation medarbetare emellan och det starka intresset för vad de gör på arbetsplatsen ser till att vara de främsta anledningarna, samt deras personliga sätt att ge uppskattning och feedback på ett ganska omedelbart och direkt sätt till vardera medarbetare som grupp. / The purpose of the study is to broaden the knowledge regarding the concept of gamification by studying how media companies in the Malmö region utilizes the approach, using it internally in their organizations as a reward system for their project groups. As part of the study, a qualitative method with qualitative interviews on three different organizations has been conducted, along with a complementary quantitative content analysis of collected data from relevant topics. From the 39 companies, initially asked to partake in the study, the three media companies Ozma, Adludo and 24H chose to participate. All media companies interviewed are not foreign to the different topics discussed in the paper since they were selected from a non-probability sample with associated inclusion criteria. The interviews were semi-structured and conducted either directly at the media company or at a café. The result of the interviews can be found in the “Resultat” chapter, and is further discussed together with the theoretical connections carried out within this study. In summary, the study could observe current problems caused by gamification, as a relative new concept, where fully utilizing the application is not straight forward, even in the media industry. None of the studied companies uses gamification internally in the organization although a clear interest could be seen in the products offered by the studied company, something also confirmed by the conducted interviews. The studied companies does also not use any reward systems to motivate and engage their employees in the organization such as in project groups, since they believe their employees already have a satisfactory level of motivation. The small size of the companies that creates a familiar and close relation between employees, and the strong interest in their tasks seem to be the primary reason behind the motivation, along with their personal way of give appreciation and feedback on a relatively immediate and direct manner towards each employee and group.

The objectives of this thesis are: (1) to investigate the antecedents and consequences of fairness of performance evaluation processes (procedural fairness) in the context of performance measurement, evaluation, and reward systems; and (2) to investigate the behavioural effects of reliance on multiple performance measures (RMPM) in evaluating subordinates' performance. In relation to the first objective, it examines whether managers' perceptions of procedural fairness are influenced by the form (financial or nonfinancial) of performance measures used to evaluate performance, and by goal-related variables such as participation in setting performance targets, the goal-attainment-reward link, and the specificity of goals to be achieved by managers. With regard to the consequences of procedural fairness, it examines the effects of procedural fairness on job satisfaction, performance, organisational commitment, and goal commitment, and also examines whether any such associations are direct or indirect. In relation to the second objective, it examines whether RMPM affects managerial performance or whether the effect is contingent on goal difficulty and goal specificity. To address these objectives, this thesis draws on organisational justice theory and goal theory and employs both quantitative and qualitative approaches. Quantitative data are collected using a questionnaire survey sent to managers in four organisations and qualitative data are gathered by means of interviews and focus group discussions within the organisations. The results indicate that procedural fairness is affected by participation in setting performance targets, the goal-attainment-reward link, and the specificity of goals to be achieved by managers, but not by the type of performance measure used to evaluate performance. With regard to the consequences of procedural fairness, the results indicate that: (1) the effects of procedural fairness on job satisfaction and performance are indirect and fully mediated by distributive fairness, trust, and organisational commitment; (2) the effect of procedural fairness on organisational commitment is partially mediated by distributive fairness and trust; and (3) the effect of procedural fairness on goal commitment is partially mediated by trust. Finally, the results indicate that the effect of RMPM on performance is contingent on goal specificity, but not on goal difficulty.

Titel: Morotens väg till motivation – En flerfallsstudie om belöningssystem i IT-företag Författare: Alexandra Gustafsson, Minda Langmoen & Amanda Tamme Examinator: Elin Funck Handledare: Anders Jerreling  Bakgrund & Problem: IT-branschen är en ung bransch som präglas av snabb förändring och utveckling. Utifrån Contingency-teorin kommer företags ekonomistyrning att skilja sig beroende på aspekter gällande storlek, strategi och miljö. Belöningssystem som en del av ekonomistyrningen, kan vid rätt utformning användas som ett effektivt styrmedel, men problemet ligger i att hitta lämplig utformning som sedan skapar motivation hos anställda. Syfte: Syftet med uppsatsen är att beskriva, förklara samt jämföra hur belöningssystem är utformade inom tre olika IT-företag. Vidare syftar arbetet till att utreda hur denna del av ekonomisystemet motiverar företagets medarbetare. Metod: Studien är av kvalitativ karaktär och vid insamling av empiriskt material har semistrukturerade intervjuer på IBM, NAB Solutions och Atea genomförts. Utifrån uppsatsens syfte valdes flerfallsstudie som forskningsstrategi. Det insamlade materialet presenteras först på företagsnivå sedan görs en jämförelse mellan de tre företagen. Slutsats: Samtliga företag har ett belöningssystem bestående av både monetära och icke- monetära belöningar, där de intervjuade har uppgett att det generellt sett är de icke-monetära belöningarna som bidrar till att skapa motivation. De avgörande faktorerna för företagens utformning av belöningsssystem antas vara storleken, strategin och dess ålder. Att IT- branschen är så pass ung kan leda till att företagen snabbt kan bli tvungna att göra om sina belöningssystem. Beroende på contingency-aspekterna storlek, strategi och miljö förväntas utformningen mellan företagen att skilja åt.

This new economic era is characterized by organizations managing a diverse workforce across different generations. These generations have different work values, goals, and expectations on their employer, which poses various challenges for human resource managers in managing and retaining employees from different generations. The most recent generation that is currently entering the workforce is generation Y, and they are described as the younger generation with high employee turnover and reluctance to pledge long-term work commitments. Therefore, it is in the interest of organizations to tailor reward schemes that resonate with generation Yers in fostering organizational commitment. Thus, this thesis aims to examine how extrinsic and intrinsic rewards affect organizational commitment in generation Y. To answer these questions, this thesis reviews previous literature and use the self-determination theory to see how the different rewards affect the organizational commitment of generation Y. This study has been conducted through interviews with employees that are born within the age spectrum of generation Y (1980-1999) to understand how reward systems affect organizational commitment in generation Y employees. This thesis found that intrinsic rewards affect organizational commitment in a far more positive manner than extrinsic rewards. Furthermore, intrinsic rewards resonate to a greater extent with the employees from generation Y and should, therefore, be a priority for organizations. Moreover, this thesis concludes that intrinsic rewards can more easily satisfy the basic psychological needs, which are, as according to the self-determination theory, crucial to foster organizational commitment.

The performance of financial institutions is significantly influenced by the actions of loan officers. The process by which lending decisions are made is therefore of critical interest to management, shareholders, and regulators alike. Indeed, the drain on bank capital that has often accompanied credit quality problems in the past has encouraged the search for new approaches towards the management of lending and related activities. / This thesis seeks to examine whether existing governance and incentive techniques found in banks are sufficiently comprehensive in guiding loan decision-making. In the context of lending to the corporate sector, the study investigates the endogenous and exogenous influences surrounding the lending role, and assesses the implications for how loan officers are monitored, evaluated, and motivated to act in a financial institution’s best interests. / By first developing an expanded model that conceptualizes the loan offer function, and then grounding this framework within a business cycle context, the study demonstrates the potential for governance and reward systems, that are constant through time, to have variable outcomes/effects. Support for this hypothesis is provided based on publicly available financial market information and other material gathered from private sources. A proposal is then advanced for the development of a management information system that identifies changes in credit standards being applied, thereby enabling banks to benchmark and influence loan officer performance in the context of cyclically changing attitudes to risk and the effects on negotiating power.

The performance of financial institutions is significantly influenced by the actions of loan officers. The process by which lending decisions are made is therefore of critical interest to management, shareholders, and regulators alike. Indeed, the drain on bank capital that has often accompanied credit quality problems in the past has encouraged the search for new approaches towards the management of lending and related activities. / This thesis seeks to examine whether existing governance and incentive techniques found in banks are sufficiently comprehensive in guiding loan decision-making. In the context of lending to the corporate sector, the study investigates the endogenous and exogenous influences surrounding the lending role, and assesses the implications for how loan officers are monitored, evaluated, and motivated to act in a financial institution’s best interests. / By first developing an expanded model that conceptualizes the loan offer function, and then grounding this framework within a business cycle context, the study demonstrates the potential for governance and reward systems, that are constant through time, to have variable outcomes/effects. Support for this hypothesis is provided based on publicly available financial market information and other material gathered from private sources. A proposal is then advanced for the development of a management information system that identifies changes in credit standards being applied, thereby enabling banks to benchmark and influence loan officer performance in the context of cyclically changing attitudes to risk and the effects on negotiating power.

<p>Background and purpose: Aspects such as the character of the organization and the composition of the work force have an impact on the company’s choice of how to reward and evaluate the employee. In large companies with employees from different professions and at different levels problems connected with the evaluation and the compensation of the employee may arise. The purpose of this thesis is to examine how this type of companies evaluate and reward the employees. Further we will look into the problems that may arise connected to the evaluation and the compensation of the employee. </p><p>Results: In the process of evaluation the greatest difference between the employees from different professions and operations can be found in the goals that are set and the measures that measure the fulfilment of the goals. In regard to the evaluation of employees at different levels the greatest differencecan be found in the character of the measures. When rewarding employees companies tend to have a homogeneous policy for employees from all operations and professions. The difference is greater between employees at different levels. As the number of operations and levels of the company increases it gets harder to set goals that are relevant to each operation and individual as an increasing number of aspects related to these operations must be considered. In addition it is difficult to design rewards which are cost efficient and valued by all employees. These difficulties arise as individuals’ preferences are affected by their working environment and as different preferences are created in different operations and at different levels.</p>