Our national commercial and cargo airlines have great revenue because of rapid developed economics. Especially after the open sky policy. Aviation capacity grows very fast. The convenient of air transportation brings booming economics to the general public; however it also brings destructive environment of airport neighborhood, lower the living quality. Under the aircraft noise for a long term would affect people¡¦s life and work seriously, cause people different level of physical and psychological damages. Citizen views the present monitoring operation of aircraft noise and causes serious environmental pollution issues. Although the government studies airside noise improvement and reward system aggressively, the contestation continues for three years. Every individual airport has conflict with close-by residents frequently. The issue of rationality and fairness of the official aircraft noise prevention and airport reward system is important and meet the exigencies of the moment. This study views the past three years document of aircraft noise prevention and airport reward system, refer to varies information of national and international similar system, analysis and study the reasonable standard level of aircraft noise and related regulations for schools, hospitals residents. Further to offering some strategies and methods to improve the aircraft noise prevention and airport reward system.

Syfte: Syftet var att studera och analysera hur en statlig aktör tillämpar belöningssystem som styrmedel inom den avreglerade apoteksbranschen i Sverige.  Metod: Studien har genomförts med en kvalitativ fallstudiedesign hos Apoteket AB. Primärdatan har samlats in med hjälp av semi-strukturerade intervjuer.  Resultat & Slutsats: Analysen visar att den monetära bonusen i det implementerade belöningssystemet hos Apoteket AB inte är direkt motiverade. Belöningsystemet är dock inte funktionslöst, de bonusgrundande målen skapar indirekt viss motivation hos de anställda som gillar att mäta sig mot varandra. Mjukare aspekter fångas inte upp av det nuvarande belöningssystemet. Empirin visar också att det finns en obalans mellan motivationskällor och belöningarna som utgår.  Förslag till vidare forskning: Det finns olika möjligheter vad gäller vidare forskning. En liknande studie skulle kunna göras med ett kvantitativt angreppssätt. En annan intressant inriktning skulle vara en jämförande studie mellan statligt och privat ägda apotek. / Purpose: The purpose was to study and analyze how a goverment owned pharmacy uses reward systems as a management tool in Sweden’s deregulated market.  Method: The study was conducted as a qualitative case study at Sweden’s goverment owned pharmacy, Apoteket AB. Data was collected using semi-structured interviews.  Result & Conlusion: The study shows that the monetary reward of the implemented reward system does not motivate employees to any greater extent. However, the reward system indirectly creates motivation because the goals of the reward system serves as a tool to measure themselves against other pharmacies. The data also shows an imbalance between the employees’ source of motivation and the rewards.  Suggestions to further research: A similar study could be conducted using a quantitative methodology. Another interesting study would be a comparative study between goverment owned and privately owned pharmacies.

Bakgrund: Människor har olika preferenser och därför triggas vi igång av olika saker. En belöning som motiverar en person kan däremot vara demotiverande för andra. Därför skulle ett helt individuellt belöningssystem kunna vara det ultimata sättet att motivera till prestation.   Syfte: Syftet med uppsatsen är att undersöka varför företag inte har ett belöningssystem som är helt individualiserat, vilket skulle kunna anses vara idealet. Vi vill få fram de faktorer som gör att företagen har ett belöningssystem som är mer kollektivt än individuellt. Uppsatsens metod: För att genomföra undersökningen har vi valt att göra intervjuer på tre olika företag. Uppsatsen kommer att baseras på en hermeneutisk vetenskapsteori och vi har valt att tillämpa en deduktiv metodansats.   Teori: Den teoretiska referensramen består av teorier om motivation, belöningssystem samt olika former av belöningar och vår modell som visar vilka faktorer som kan påverka graden av individualitet i belöningssystem.   Empirisk metod: För att undersöka vilka faktorer som påverkar graden av individualitet i ett belöningssystem har vi valt att göra en jämförande fallstudie i vår undersökningsprocess. Därmed använder vi oss av en kvalitativ metod.   Slutsatser: Genom vår undersökning har vi kommit fram till att merparten av faktorerna i vår modell från teorikapitlet påverkar graden av individualitet i belöningssystem. Endast hypotesen om kultur förkastades. / Background: People have different preferences and therefore are we triggered by different things. A reward that justifies one person can, however, be demotivating for others. Therefore, an entirely individual reward system would be the ultimate way to motivate performance. Purpose: The purpose of this essay is to examine why firms do not have a reward system that is completely individual, which could be considered as the ideal. We want to obtain the factors that enable firms to have a reward system that is more collective than individual. Thesis method: In order to carry out the study, we have chosen to do interviews at three different companies. The essay is based on a hermeneutic theory of science and we have chosen to apply a deductive method approach.   Theory: The theoretical framework consists of theories of motivation, reward system and different forms of rewards and our model showing the factors that may influence the degree of individuality in the reward system.   Empirical method: To investigate factors that affect the degree of individuality in a reward system, we have chosen to make a comparative case study in our investigation process. Thus, we use a qualitative approach.   Conclusions: Through our research, we found that most of the factors in our model from the theory chapter affect the degree of individuality in the reward system. Only the hypothesis of culture was rejected.

Abstract Employees can be seen as the most important asset in order to reach the companies goals. In order to motivate employees to perform align with companies goal and visions reward systems could be used as a management tool. Reward systems could be used as a motivational tool and could also be seen as a system for recruitment, to inform and also to maintain commitment amongst employees, which contribute companies being a going concern. Difficulties while designing a well functional reward system is to adapt the system to all employee’s individual preferences and experiences, as a good motivational reward system builds on the fact that it motivates the employee. Previous research shows that different underlying factors affects the way employees respond to different rewards. As previous research has been done in specific industries, the ability to generalize to other industries is limited.  The study aims to bring knowledge around the ways managers and management within industrial organizations motivate their employees and how different reward systems later on affects the employee’s motivation. To investigate this, a quantitative survey of employees in industrial companies has been carried out and based on previous research and theory on reward systems, presumable connections have been studied to answer the formulated questions. The results of the study indicate that underlying factors have some impact on which rewards are valued. The results can be partly supported in previous research, but there are also differences like women value monetary rewards equally high as men. The study increases the knowledge of how employees are motivated in the industrial sector, and leads to greater knowledge about how managers and management can work with reward systems. Keywords: reward system, motivation, underlying factors, industry / Sammanfattning Anställda kan ses som den viktigaste tillgången för att kunna prestera och uppnå företagens mål. För att lyckas få medarbetare motiverade till att prestera i enlighet med företagens mål och vision kan belöningssystem användas som styrverktyg. Belöningssystem kan öka anställdas motivation till att prestera, det kan även ses som en faktor för att rekrytera, informera och behålla engagemang hos medarbetare, vilket bidrar till företagens fortlevnad. Svårigheter med att forma ett passande belöningssystem är att anpassa systemet till anställdas preferenser och erfarenheter. En bra belöning bygger på att den anställde värdesätter den. Tidigare studiers resultat har visat att bakomliggande faktorer påverkar hur anställda värdesätter belöningar. Dessa studier är gjorda i specifika branscher vilket resulterar i att generaliserbarheten till andra branscher är begränsad. Studien syftar till att påvisa samt bringa kunskap kring hur chefer och ledning inom industriorganisationer motiverar sin personal och sina anställda samt hur anställda sedermera upplever sig motiverade av organisationernas belöningssystem. För att undersöka detta har en kvantitativ enkätundersökning hos anställda inom industriföretag genomförts. Utifrån tidigare forskning samt teori kring belöningssystem har presumtiva samband undersökts för att besvara frågeställningarna. Studiens resultat indikerar att bakomliggande faktorer har viss påverkan på vilka belöningar som värdesätts. Resultatet kan delvis stödjas i tidigare forskning, dock finns även skillnader som att kvinnor värdesätter monetära belöningar i lika hög grad som män. Studien ökar kunskapen om hur anställda motiveras inom industribranschen, och utmynnar i större kunskap kring hur chefer och ledning kan arbeta med belöningssystem. Nyckelord: belöningssystem, motivation, bakomliggande faktorer, industribransch

Den globala finanskrisen har lämnat spår inom den finansiella industrin och svenskaekonomin. Effekten var så stor att den påverkade hela samhället. Bankernas bonusar är kändasom en av orsakerna till krisen som har väckt enorm uppmärksamhet och har skapat debatt imedia och regering där bonusutbetalningarna blivit kritiserade. Bonus eller rörlig ersättninganvänds för att uppnå ett bättre resultat, men hur kan de betalas ut trots förluster? Dettaväckte vårt intresse och vi har genom denna uppsats försökt att undersöka samt få enförståelse för motivet bakom bankernas bonussystem. För att uppnå syftet, har vi undersökt defyra svenska storbankernas bonussystem, hur de är utformade samt varför bonusar är denvanligaste belöningsformen inom bankbranschen. Den forskningsstrategi som används är ettkvalitativt sätt där vi samlat in information som berör bonussystemen från bankernasårsredovisningar för 2011, vetenskapliga artiklar, kurslitteratur, facklitteratur och mediasdebattartiklar. Vi har kommit fram till att bonusar är den vanligaste belöningen bland de fyrabanker med avseende på: typ av bransch, bankernas övergripande mål, arbetsuppgifternaskaraktär, vikten av kompetent personal och en hög konkurrens. Samt att syftet medersättningarna är att behålla nyckelpersonal, medarbetares kompetens, konkurrens omattraktiva medarbetare och skapa värde för aktieägarna.

<p>Abstract</p><p> </p><p>This is a study about reward system, which essentially is a steering instrument that organizations can use in order to motivate the employees to work in the best interest for the organization, and hence the organization can affect the behavior of its employees. The purpose with this study is to see how companies in different sectors make use of a reward system in order to increase their effectiveness and efficiency. The aim is also to see to what extent organizations are linking the organizational goals with the individual goals that occur within an organization. A comparison between the sectors will be done in order to observe similarities as well as differences. As groundwork of this thesis theories regarding motivation and effectiveness and efficiency will be used. The research question is based on the purpose with this study and is stated as follows: <em>“</em><em>In what way are organizations using a reward system to motivate the employees to work in the best interest of the organization and reach organizational goals?”</em></p><p> </p><p>In order to answer our research question we have conducted a qualitative study. We have made two interviews with different companies within three different sectors, a total of six interviews. The sectors that we have chosen to focus on are the construction sector, the production sector and the service sector. The interviews were all face to face meetings in Umeå. The empirical findings have then been analysed by linking them to the theories used in our theoretical framework.</p><p> </p><p>The main conclusions we have made are that the construction sector follows traditions when it comes to a reward system. We could also see that companies within the service sector that provide their services to the construction sector are influenced by the construction companies in the way they make use of a reward system. These companies are focusing primarily on profitability and results when rewarding. Within the production sector the companies where working sufficient with the individual goals in order to stimulate motivation and in the end increase the effectiveness and efficiency. Based on our finding this is the sector that is working most satisfactorily with the individual goals that occur within an organization. Further, we could see dissimilarities between the two companies in the service sector, the way they make use of a reward system differs a lot, which we believe is based on the fact that one of the two companies did not have a lot of resources to put on rewards.</p><p> </p><p>Further we could conclude that the more developed reward system an organization has and considers it to be a steering instrument the more thoroughly developed will the groundwork for it be. Some similarities that we could see within all three sectors were that they all were using financial as well as non financial rewards and that the rewards were given to both individuals and to teams.</p><p> </p><p> </p><p><em></em></p><p><em> </em></p>

<p>Syfte med uppsatsen är att skapa en ökad förståelse för belöningssystem och dess funktioner, samt undersöka om dessa motiverar personalen till att sträva efter samma mål som företaget. I vår slutsats har vi kommit fram till att Elgiganten och ONOFF använder sig av väl fungerande belöningssystem. I studien kom vi fram till att både de anställda och litteraturen pekar på att det är de icke-finansiella faktorerna som motiverar mest. Därmed borde de utveckla de icke-finansiella belöningarna vidare för att nå högre motivation och högre effektivitet inom verksamheten. Vi har även kommit fram till att det inte är belöningssystemet i sig utan det är känslan som personalen känner när de uppnår en belöning som motiverar mest.  <p><p> </p></p></p> / <p>Our purpose with this thesis is to create an understanding for reward systems and its funtions, to see if it fulfils the purpose to motivate the employees to strive after the same goal as the company. The conclusion we have come up to is that Elgiganten and ONOFF have a well functioned reward system. In the thesis we have come up with that both the employees and the literature point out that it's the non financial factors which create the largest part of the motivation. This means that the company should develop the non financial reward further to reach higher motivation and higher efficiency in the organization. We have also concluded that it's not the reward system itself but the feeling the employees feel when they reach a reward that motivates the most.  </p>

Introduction: Competition increases and companies need to adjust their business to stay competitive. Employees have gained an important for an or-ganisation and are often seen as the key to business success. Motiva-tion is important for increased performance. A reward system can, amongst other things, help an organisation to motivate, attract and retain their employees. Historically, rewards have concerned mostly senior management. We where interested in how a reward system could affect people further down in the hierarchy. How can a reward system influence motivation in small shop-floor business units? What are the benefits and possible pitfalls with a reward system for such a setting? Purpose: The purpose of this report is slightly wider than what the research questions suggest. By thoroughly investigating the motivating ele-ments we aim to create a frame of reference, which is thought to give insight into the important components of a reward system and the motivating factors. It is our aim that this frame will be applicable to other settings similar to the one which we will investigate. We also intend to look into what positive and negative aspects there are and how the disadvantages with a reward system can be minimized. Method: To fulfil our purpose we have chosen to perform a case study on the service unit of Hedin Göteborg Bil AB. In order to retrieve the necessary empirical data we have interviewed two managers and car-ried out a questionnaire amongst the thirteen service technicians. Results: In line with theory, we found that financial rewards it is not the prime source for motivation; there are many factors that play a lar-ger role. Some of the most motivating factors turned out to be col-leges, autonomy and responsibility, fun and rewarding work tasks. More interestingly, we saw a relation between many of these and the reward system, indicating that financial rewards enhance the motiva-tional effects of other factors. We found that there are several positive and negative aspects with any reward system. The case study presented solutions to many of the possible pitfalls and indicated that they benefited from their cur-rent reward system.

Abstract   This is a study about reward system, which essentially is a steering instrument that organizations can use in order to motivate the employees to work in the best interest for the organization, and hence the organization can affect the behavior of its employees. The purpose with this study is to see how companies in different sectors make use of a reward system in order to increase their effectiveness and efficiency. The aim is also to see to what extent organizations are linking the organizational goals with the individual goals that occur within an organization. A comparison between the sectors will be done in order to observe similarities as well as differences. As groundwork of this thesis theories regarding motivation and effectiveness and efficiency will be used. The research question is based on the purpose with this study and is stated as follows: “In what way are organizations using a reward system to motivate the employees to work in the best interest of the organization and reach organizational goals?”   In order to answer our research question we have conducted a qualitative study. We have made two interviews with different companies within three different sectors, a total of six interviews. The sectors that we have chosen to focus on are the construction sector, the production sector and the service sector. The interviews were all face to face meetings in Umeå. The empirical findings have then been analysed by linking them to the theories used in our theoretical framework.   The main conclusions we have made are that the construction sector follows traditions when it comes to a reward system. We could also see that companies within the service sector that provide their services to the construction sector are influenced by the construction companies in the way they make use of a reward system. These companies are focusing primarily on profitability and results when rewarding. Within the production sector the companies where working sufficient with the individual goals in order to stimulate motivation and in the end increase the effectiveness and efficiency. Based on our finding this is the sector that is working most satisfactorily with the individual goals that occur within an organization. Further, we could see dissimilarities between the two companies in the service sector, the way they make use of a reward system differs a lot, which we believe is based on the fact that one of the two companies did not have a lot of resources to put on rewards.   Further we could conclude that the more developed reward system an organization has and considers it to be a steering instrument the more thoroughly developed will the groundwork for it be. Some similarities that we could see within all three sectors were that they all were using financial as well as non financial rewards and that the rewards were given to both individuals and to teams.

Syfte med uppsatsen är att skapa en ökad förståelse för belöningssystem och dess funktioner, samt undersöka om dessa motiverar personalen till att sträva efter samma mål som företaget. I vår slutsats har vi kommit fram till att Elgiganten och ONOFF använder sig av väl fungerande belöningssystem. I studien kom vi fram till att både de anställda och litteraturen pekar på att det är de icke-finansiella faktorerna som motiverar mest. Därmed borde de utveckla de icke-finansiella belöningarna vidare för att nå högre motivation och högre effektivitet inom verksamheten. Vi har även kommit fram till att det inte är belöningssystemet i sig utan det är känslan som personalen känner när de uppnår en belöning som motiverar mest. / Our purpose with this thesis is to create an understanding for reward systems and its funtions, to see if it fulfils the purpose to motivate the employees to strive after the same goal as the company. The conclusion we have come up to is that Elgiganten and ONOFF have a well functioned reward system. In the thesis we have come up with that both the employees and the literature point out that it's the non financial factors which create the largest part of the motivation. This means that the company should develop the non financial reward further to reach higher motivation and higher efficiency in the organization. We have also concluded that it's not the reward system itself but the feeling the employees feel when they reach a reward that motivates the most.