The main aim of this thesis was to analyze the present status of human ressource management (HRM) in the selected company and to provide suggestions for its impro-vement. For the practical part was chosen Porsche České Budějovice company which ranks to the most important dealers in the automotive industry in South Bohemia thanks to the professional attitude of its staff and excellent facilities. The practical part is based on a managed interview with the top manager of the selected company to desribe the human resource management from his own perspective. Further an analysis of the work organization in a selected department will be realized to be able to make a suggestion for its efficiency improvement. At last a survey between the employees will be carried out to analyze staff satisfaction with the motivational program. The aim is to find out the relevant motivational factors in compliance with the staff preferences. The top management considers HRM positively especially in case of education. In some aspects the management admits also weaknesses. Firstly, employee evaluation must be mentioned because it is realized only at the level of the middle management. An objective evaluation of all employees could be used to reward and motivate them to higher performance. The job evaluation is closely linked with exploration of work per-formance. The analysis of work organization revealed that its staff spends a significant part of the work time with paper work. Therefore I suggest to recruit a new employee who would make them possible to concentrate on customer care. A pay for the success-ful "mystery shopping" could motivate the sales staff as well as complete a fair reward system. Secondly a further weakness, an inflexible internal communication can be eli-minated through an effective use of available communication tools. Based on data from the survey the staff expressed their interest in new elements of the motivational pro-gram: a further week of vacation, contributions to pension insurance, new leisure activi-ties like squash. From my point of view, the motivational program is varied and stable offering a guarantee to the staff as well as potential for staff satisfaction improvement.

This thesis deals with the reward system in educational institutions. The theoretical part is focused on the reward system of employees. Then it describes how to perform a successful employee evaluation and how to avoid mistakes that can come during the evaluation. Other part mentions forms of remuneration, motivation, and what is the role of wage in employees motivation. The theoretical part is completed with topic of educational institutions. The practical part is based on qualitative research, which is done in private elementary art school in Čecké Budějovice (První soukromá základní umělecká škola s.r.o. v Českých Budějovicích) and in the centre of ecological and global education Cassiopeia. For my research I used the analysis of provided manuals for staff remuneration and semi-structured interview. I surveyed the informations about evaluation of employees, if they are the basis for the subsequent remuneration in specific organizations.I created improvement proposal of evaluation, remuneration and motivation based on comparison of the discovered informations.

Dans la communauté scientifique, le statut d’auteur est associé à la reconnaissance et à la crédibilité auprès des pairs puisque l’autorat constitue un facteur essentiel dans la prise de décisions pour l’embauche et la promotion d’un chercheur, ainsi que dans l’attribution de prix et de financement. Par ailleurs, dans les publications savantes, il est pratique courante de remercier les individus, institutions et organismes subventionnaires qui ont contribué de diverses façons aux travaux de recherche menant à la publication. Bien qu’ils puissent être considérés comme un simple acte de courtoisie, les remerciements peuvent également être perçus comme un marqueur de capital symbolique. Les remerciements permettent de souligner des contributions extrêmement variées, de nature cognitive, technique et sociale, mais qui ne satisfont généralement pas les critères d’autorat. En ce sens, les remerciements permettent de mieux comprendre le rôle des individus et des organisations qui ont contribué à la recherche. Dans ce contexte, notre recherche vise à décrire les fonctions des remerciements dans le système de la reconnaissance scientifique pour mieux comprendre leur valeur, du point de vue du crédit scientifique, ainsi qu’à explorer les facteurs qui peuvent influencer leurs caractéristiques dans le contexte des pratiques d’attribution du crédit scientifique. Notre étude s’intéresse d’abord à la distribution du crédit scientifique parmi l’ensemble des contributeurs d’un projet de recherche, soit les auteurs et les remerciés. L’analyse du nombre de contributeurs par article montre que les importantes différences disciplinaires traditionnellement observées en matière de collaboration sont grandement réduites lorsque les remerciés sont pris en compte. Nos analyses des caractéristiques des individus remerciés montrent que les disparités de genre, maintes fois démontrées en matière d’autorat, sont également présentes dans les remerciements où les femmes sont sous-représentées. De plus, les femmes ont tendance à remercier une proportion plus élevée de femmes que les hommes. En ce qui concerne le statut académique, nos résultats montrent que les individus remerciés qui ont déjà publié ont tendance à occuper une position plus élevée dans la hiérarchie académique que le reste des auteurs. Notre analyse comparative du contenu des remerciements souligne d’importantes tendances disciplinaires en matière de types de contributions remerciées. Nos résultats fournissent la première démonstration empirique à grande échelle des variations qui existent entre les disciplines dans le contenu des remerciements. Finalement, notre analyse qualitative des termes contenus dans les remerciements met en lumière trois fonctions principales des remerciements : la description des contributions, la déclaration des responsabilités, ainsi que l’expression de la voix de l’auteur. / In the scientific community, authorship is associated with recognition and credibility and thus plays a central role in decisions related to the hiring and promotion of a researcher, and in the attribution of prizes and funding. In scholarly publications, it is also common practice to acknowledge individuals, institutions, and funding organizations that contributed in various ways to a research project. Although they can be considered as a simple scholar’s courtesy, acknowledgements can also be perceived as a marker of symbolic capital. Acknowledgements shed light on extremely diverse contributions, of cognitive, technical and social nature, that generally do not meet authorship criteria. As such, acknowledgements allow for a better understanding of the role played by individuals and organizations that contribute to research. In this context, our research aims to describe acknowledgements’ functions within the reward system of science to better understand their value, in terms of scientific credit, and to explore factors that can influence their characteristics in the context of credit attribution practices. Our study addresses scientific credit distribution among all contributors of a research project, authors and acknowledgees. Our analyses of the number of contributors per paper show that the important disciplinary differences in team size, which traditionally characterize collaboration, are greatly reduced when considering acknowledgees as contributors. Our analyses of acknowledgees’ sociodemographic characteristics show that gender disparities, repeatedly demonstrated in terms of authorship, are also present in the acknowledgements, where women are also under-represented. Moreover, women tend to acknowledge a higher proportion of women than men do. Regarding academic status, our results show that acknowledgees who have already published tend to have a higher position in the academic hierarchy than the rest of authors. Our comparative analysis of acknowledgements’ content highlights important disciplinary trends in terms of types of contributions mentioned. Our results constitute the first large-scale empirical demonstration of disciplinary variations in the content of acknowledgements. Finally, our qualitative analysis of acknowledgements’ content emphasises three main functions of acknowledgements: the description of contributions, the responsibility disclaimers, and the expression of the authorial voice.

Sammanfattning Kurs: ​Ämnesfördjupande arbete, Ekonomistryning 15 hp (2FE24E)  Titel​: Provisionsbaserad ersättning för fastighetsmäklare “Kan provision ses som ett belöningssystem och motivationsdrivare?”  Författare​: Anna Lennartsson, Amanda Jönsson & Ebba Waldau  Examinator​: Pia Nylinder Handledare​: Cristoffer Lokatt Bakgrund och problem​: En vanlig syn på yrket som fastighetsmäklare anses för många vara ett mer statusyrke än slitsamt yrke. Det finns inga specifika regler för den utbetalda provisionens storlek till en fastighetsmäklare och grundidén för provision hänvisas till att individer skall motiveras av att kunna påverka vad de får i lön och därmed utföra ett bättre arbete. För att individer skall utföra ett bättre arbete, kan ett belöningssystem vara optimalt eftersom det kan fungera till att förändra beteenden. För att kunna förändra beteende måste individen känna motivation, som tillkommer av olika belöningar. Det intressanta i studien blir därmed att undersöka om provision är motiverande och om hur fastighetsmäklare resonerar till provision som ett belöningssystem. Syfte​: Syftet med denna uppsats grundar sig i att undersöka fastighetsmäklarens syn på att ha en hundraprocentig provisionsbaserad lön. Vi vill undersöka fastighetsmäklares resonemang kring provision som ett belöningssystem. Slutligen vill vi analysera hur provisionen påverkar fastighetsmäklares motivation, utifrån teori modellen Maslows behovstrappa. Metod​: Studien baseras på en kvalitativ struktur och den empiriska datainsamlingen kommer från sex etablerade fastighetsmäklare runt om i Sverige. Intervjuformen som valdes var semistrukturerad intervju som genomfördes digitalt genom programvaran Zoom med samtliga respondenter. I metoden presenteras även en kort beskrivning på yrket som fastighetsmäklare. Slutsats​: Sammanfattningsvis kan vi konstatera att fastighetsmäklarnas resonemang på provision som belöningssystem är olika. De anser att provision är ett belöningssystem eftersom den provisionen de får är en belöning för det utförda arbetet. Andra resonerar däremot att provision inte är ett belöningssystem för att det anser att provisionen är den inkomst som alla har rätt till efter utförd prestation. Här ligger fokuset allt mer på den icke monetära belöningen, som mer handlar om status, ranking, rekommendationer och nöjda kunder för det är detta som belönar respondenterna till en maximerad prestation.  Provisionen kan därmed konstateras vara motiverande för vissa respondenter eftersom de motiveras av provisionens påverkan på dess lön beroende på deras utförda prestation. Men alla respondenter ser inte provisionen som den huvudsakliga motivationen eftersom en nöjd och återkommande kund är det som ger motivation till yrket som fastighetsmäklare. Nyckelord​: Belöningssystem, provision, motivation, fastighetsmäklare, finansiella incitament, flexibelt lönesystem, rörlig ersättning och Maslows behovstrappa. / Abstract Course: ​Bachelor Thesis, Financial Control, 15 hp (2FE24E) Title​: Commission based compensation for real estate agents "Can commission-based salary be seen as a reward system and motivator?"  Authors​: Anna Lennartsson, Amanda Jönsson & Ebba Waldau Examiner​: Pia Nylinder Advisor​: Cristoffer Lokatt Background and problem discussion​: ​A common view of the profession as a real estate agent is considered by many to be a more status profession than a tiring profession. There are no specific rules for the size of the commission based salary paid to a real estate agent and the basic idea for commission based salary is referred to that individuals should be motivated by being able to influence what they get in salary and thereby perform a better job. For individuals to do a better job, a reward system can be optimal because it can work to change behaviours. To be able to change behaviour, the individual must feel motivated, which is added by different rewards. The interesting thing about the study will thus be to investigate whether commissions- based salary is motivating and how real estate agents’ reason for commissions as a reward system. Purpose​: The purpose of this thesis is based on examining the real estate agent's view of having a one hundred percent commission-based salary. We want to examine real estate agents' reasoning about commissions-based salary as a reward system. Finally, we want to analyse how the commission-based salary affects real estate agents' motivation, based on the theory model ​Maslow's hierarchy of needs. Method​: The study is based on a qualitative structure and the empirical data collection comes from six established real estate agents around Sweden. The interview format chosen was a semi-structured interview that was conducted digitally through the Zoom software with all respondents. The method also presents a brief description of the profession as a real estate agent. Conclusion​: In summary, we can state that the real estate agents' reasoning on commission-based salary as a reward system is different. They believe that commission-based salary is a reward system because the commission-based salary they receive is a reward for the work done. Others argue, however, that commission-based salary is not a reward system because it considers the commission to be the income to which everyone is entitled after performance.  Here the focus is increasingly on the non-monetary reward, which is more about status, rankings, recommendations and satisfied customers because this is what rewards the respondents to a maximized performance.The commission-based salary can thus be found to be motivating for certain respondents because they are motivated by the commission's impact on its salary depending on their performance. But not all respondents see commission-based salary as the main motivation because a satisfied and returning customer is what gives motivation to the profession as a real estate agent. Keywords​: Reward system, commission-based salary, motivation, real estate agent, financial incentives, a flexible salary system, variable compensation and Maslow's hierarchy of needs.

La ghréline acylée, une hormone produite par l’estomac, favorise la prise de poids corporel, majoritairement sous forme de masse grasse, par le biais de divers mécanismes centraux et périphériques via le récepteur sécrétagogue de l’hormone de croissance (GHSR). Le GHSR est un récepteur couplé aux protéines G qui, en plus de répondre à la ghréline acylée, possède une signalisation indépendante de la ghréline par le biais de son activité constitutive ou par une modulation de réponses dopaminergiques via oligomérisation du GHSR avec des récepteurs dopaminergiques. Malgré les puissantes réponses pharmacologiques à la ghréline acylée, des modèles animaux capables d’appréhender la complexité du système ghréline acylée-GHSR in vivo manquent, ce qui a considérablement ralenti l’élucidation des rôles physiologiques de cette hormone et de son récepteur. En effet, les modèles génétiques murins générés jusqu’à présent manquent de spécificité au niveau de l’hormone (incapacité à discriminer la ghréline acylée de la ghréline désacylée), et/ou au niveau du GHSR (incapacité à discriminer les différents modes de signalisation du GHSR). Dans ce contexte, de nouveaux modèles qui impacteraient de façon différentielle les voies de signalisation du GHSR seraient des outils pertinents pour contribuer au déchiffrage du système ghréline acylée-GHSR in vivo. Nous nous sommes ainsi attachés à caractériser un modèle de rats porteur d’une mutation ponctuelle dans le Ghsr qui prédit la délétion d’un domaine régulateur dans l’extrémité C-terminale du GHSR (GhsrQ343X). Dans des modèles cellulaires, nous avons montré que cette mutation découple le GHSR des processus d’internalisation du récepteur et de recrutement de la β-arrestine induits par la ghréline acylée, tout en augmentant la réponse aux agonistes du GHSR dans la voie des protéines G. Conformément à ce mécanisme, les rats mutants homozygotes GhsrM/M ont une réponse accrue à l’administration d’agonistes du GHSR sur le plan de la libération d’hormone de croissance, de la prise alimentaire ou de l’activité locomotrice. L’exploration physiologique et comportementale des rats GhsrM/M indique que la mutation GhsrQ343X est associée à une augmentation du poids et de l’adiposité indépendamment de la prise alimentaire, une diminution de l’oxydation globale des acides gras, de la flexibilité métabolique et de la tolérance au glucose, sans impact critique sur la prise alimentaire homéostatique. En outre, étant donné que la mutation GhsrQ343X n’augmente pas les niveaux circulants de ghréline, le phénotype métabolique général des rats GhsrM/M est en accord avec une sensibilité augmentée du GHSR en réponse au tonus endogène de ghréline acylée. Enfin, des résultats préliminaires suggèrent que la mutation GhsrQ343X pourrait être associée à des altérations relatives aux fonctions de récompense et de mémoire dont les mécanismes sous-jacents restent à décrypter. En résumé, nous proposons le modèle de rat mutant GhsrQ343X comme un nouvel outil, plus spécifique que les modèles murins d’invalidation génétique, pour explorer in vivo la signalisation du GHSR dans diverses fonctions biologiques, et à plus long terme aider au design de composés pharmacologiques ciblant le GHSR efficaces dans un cadre clinique. / The stomach-derived hormone acyl ghrelin promotes body weight gain, mostly in the form of fat mass, by means of several central and peripheral mechanisms mediated by the growth hormone secretagogue receptor (GHSR). The GHSR is a G protein-coupled receptor that, in addition to respond to acyl ghrelin, displays agonist-independent signaling through high constitutive activity and possibly heteromerization with dopamine receptors. Despite the potent biological properties of exogenous acyl ghrelin, the lack of animal models able to apprehend the complexity of the acyl ghrelin-GHSR system in vivo has been hampering the elucidation of its physiological roles. Indeed, genetic mouse models generated so far lack specificity either at the level of the hormone (not able to discriminate between acyl ghrelin versus desacyl ghrelin) and/or at the level of the GHSR (not able to discriminate between GHSR signaling modes). In this context, new models differentially affecting GHSR signaling pathways would represent valuable tools to decipher the acyl ghrelin-GHSR system in vivo. We therefore aimed at characterizing a new rat model carrying a point mutation in Ghsr that predicts truncation of a regulatory domain in the C-terminus, the GhsrQ343X mutation. In cellular models, this mutation was found to uncouple the GHSR from agonist-dependent receptor internalization and β-arrestin recruitment, while enhancing GHSR responsiveness in the G protein pathway. Accordingly, homozygous mutant GhsrM/M rats show enhanced responsiveness to exogenous GHSR agonists in terms of growth hormone release, food intake and locomotor activity. Physiological and behavioral exploration of GhsrM/M rats supports that the GhsrQ343X mutation is associated with increased body weight gain and adiposity independently of calorie intake, reduced whole-body fat oxidation, metabolic flexibility and glucose tolerance, without any critical impact on homeostatic feeding behavior. Moreover, given that circulating ghrelin levels are not increased by the GhsrQ343X mutation, the overall metabolic phenotype of GhsrM/M rats is consistent with enhanced GHSR sensitivity to the endogenous tone of acyl ghrelin. Furthermore, preliminary results suggest that the GhsrQ343X mutation could be associated with behavioral alterations related to reward and memory functions, through mechanisms that remain to be elucidated. Altogether, we propose the GhsrQ343X mutant rat model as a novel tool, more specific than knockout mouse models in its mechanism-of-action, to explore GHSR signaling across biological functions in vivo, and ultimately help in the design of efficient GHSR-targeting drugs.

No description available.

Inledning: Tidigare studier visar att det måste finnas en balans mellan monetära och icke-monetära belöningar. Då den offentliga sektorn finansieras med skattemedel är dock möjligheten till monetära belöningar begränsad vilket kan ha en påverkan på belöningssystemets balans. Studiens syfte är således att undersöka eventuella skillnader mellan monetära och icke-monetära belöningssystem kopplat till motivation samt hur balansen mellan dessa uppnås inom offentlig sektor. Litteraturgenomgång: Under denna rubrik upphämtas information om olika motivationsteorier som bland annat Maslow (1943) och Herzberg (1968) har gjort. Sedan upphämtas även information om motivationsteorierna Public Service Motivation och Self Determination Theory. Det ges även en genomgång på vad belöningssystem, monetära belöningar samt icke-monetära belöningar är samt en presentation av belöningssystem inom offentlig sektor.Metod: För att besvara studiens frågeställningar används en kvalitativ ansats genom semistrukturerade intervjuer. Detta eftersom medarbetarnas upplevelser av belöningssystemet skulle undersökas. Urvalet består av ekonomer anställda i två svenska kommuner (Sunne/Torsby). Resultat: Studien visar att monetära belöningar inte har någon större påverkan på medarbetarnas motivation i deras dagliga arbete men att icke-monetära belöningar både påverkar deras prestation och effektivitet i arbetet. Bristande monetära belöningar kan dock vara en anledning till att lämna offentlig sektor. Analys, diskussion och slutsats: Slutsatsen dras att monetära belöningar är en förutsättning för att arbeta och för att inte känna missnöje och att den begränsade möjligheten till monetära belöningar inte har någon större inverkan på medarbetarnas motivation. De icke-monetära belöningar agerar däremot som motivatorer i större utsträckning och har en chans att nå medarbetarnas inre motivation. / Introduction: Former studies shows that it must be a balance between monetary and non-monetary rewards. The public service is financed with tax assets which sets an limitation of how much monetary rewards you can get, which also can affect the balance in the reward system. The study aims to explore if there are any differences between monetary and non-monetary rewards connected to motivation and how the balance between these can be achieved within the public service. Literature review: Within this heading are a few motivation theories, such as Maslow (1943) and Herzberg (1968) presented. The chapter also present information about the motivation theories Public Service Motivation and Self Determination Theory. Furthermore, explanations of the study’s central concepts reward system, monetary rewards and non-monetary rewards are given. This is followed by a presentation of previous research that examines different perspectives of public service reward systems. Method: To reciprocate the issues of the study, a qualitative approach through semi-structured interviews is applied. This because of the study’s purpose that aims to analyze the public service coworkers’ experiences of the reward system. The respondents are economists employed within two Swedish municipalities.Result: The study shows that monetary rewards have no significant impact on employees’ motivation in their daily work but that non-monetary rewards affect both their performance and efficiency in the work. However, lack of monetary rewards can be a reason to leave the public sector. Analysis, discussion and conclusion: It is concluded that monetary rewards are a prerequisite for working and not feeling dissatisfaction, and that the limited opportunity for monetary rewards has no major impact on employee’s motivation. The non-monetary rewards, on the other hand, act as motivators to a greater extent and have a chance to reach employees’ inner motivation.

Performance measurements have been described as a tool by which management can communicate expected standards of behavior as well as a shared meaning among members regarding the intended direction of the firm. In parallel, the organizational identity field relies on the premise that members can answer the question “who are we as an organization?” through a sense of shared understanding. The purpose of this paper is to investigate the implications a performance measurement system has on the employees’ perception of “who we are“, related to the theoretical framework of organizational identity. This paper utilizes a qualitative research method, a case-based approach of a Swedish life science company which is conducted in an exploratory manner. The case company is chosen due to its contextual setting regarding the newly implemented performance measurement system, along with the inherent characteristics of the industry in general, which is typically considered to be incongruent with such quantitative measurements. The empirical data is collected through eight interviews with members from the chosen case company, as well as through internal documents describing its performance measurement system. The authors propose a revised theoretical framework in which performance measurements and organizational identity are investigated through a conceptual model which explores their dynamic relationship. The findings reinforce well-known ideas of performance measurements and organizational identity, along with providing new insights on the dynamics between them. Keywords: Organizational Identity, Performance Measurement System, Performance Management, Identity-Dynamics