With the past decades of a growing trend in the western-world where knowledge workers are replacing traditional workers the importance of finding ways to attract, retain and engage the former is becoming even more challenging as the preferences of this kind of workers is totally different than for other workers. Non-monetary rewards such as achievement, autonomy and feedback have for a long time been highlighted by researchers to be of importance, yet the human relations departments (HR) still seem not to have realized the importance of such rewards and while HR strategies often are focusing on total rewards as a summary of monetary and non-monetary rewards there is a lack of an uniform ranking of the importance in between them. The purpose of this thesis is to make a ranking of the non-monetary rewards being most valuable for a knowledge worker to retain them within a company. The job mobility for this group is high and failing to retain them would except for short-term costs and organizational knowledge loss risk to create a lack of competitive advantage in long-term. Based on an extensive review of literature and papers by both researchers and practitioners with aspect to motivation theories, knowledge workers and rewards a theoretical framework has been constructed derived to five propositions which have been tested in a single case study. The empirical data was collected from a case being described in-depth and consist of archival data from employee surveys during seven years of time which have been supported by interviews and observations to achieve a triangulation of data. During analysis the findings have been put in relation to the environmental factors present within the case to achieve a rich and trustworthy case study. The findings confirms earlier research that autonomy is one of the highest ranked reward for a knowledge worker but that affiliation is of equal or even higher importance. The result also indicates that the difference between knowledge workers and other kinds of workers with aspect to affiliation is low or even non-existent. The thesis has also shown that autonomy, praise/recognition and career/personal development is of far more importance for a knowledge worker than for other kind of workers which may act as an important input to HR professionals. Furthermore this thesis has by the construct of a theoretical framework based on content theories of motivation contributed with a theoretical ground to the system of total rewards defined by HR professionals.

Childhood obesity rates in the U.S. are increasing. Increasing intake of fruits and vegetables is one method to combat obesity. The purpose of this study was to examine a tiered approach to fruit and vegetable consumption with 26 children in an inclusive preschool. The first tier included ongoing availability and opportunity to eat fruits and vegetables (exposure). The second tier included programmed consequences (a reward system). A multiple baseline across children and classrooms was used to evaluate the effect of the interventions. The tier one intervention was effective for nine children and tier two was effective for six children. Eleven children, however, did not respond to either condition. Results are discussed in the context of previous research and tertiary interventions.

No description available.

Thesis (M.S.)--University of Wisconsin--Madison, 1962. / Typescript. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references (leaves 39-42).

This study tests the effectiveness of a program designed to use extrinsic incentives in improving the motivation of disadvantaged students to achieve academic success. This study seeks to determine whether the specific extrinsic rewards provided in the program actually improve the success of students on classroom tests. A secondary purpose of the study is to assess the extent to which that success, if achieved, becomes itself a reinforcement sufficient to maintain continued success in the classroom. Ignoring age and grade, students from the sixth, seventh, and eighth grades were grouped by their skill level in mathematics and assigned to an individual teacher. The study was conducted during four consecutive two-week periods. Base-line data were obtained during the first two-week period of both experimental and control students under regular classroom conditions. Extrinsic incentives were applied to the experimental group during each of the following two-week periods and identical measures were taken during the same period of both the experimental and control groups. The analysis-of-covariance statistical treatment was used to compare changes on test success. The .05 level of confidence was held as the standard for statistical significance. Two extrinsic incentives, a free movie and a monetary reward, were employed to bring about improved performance on mathematical tests. Separate and combined effects of the incentives were examined for the total group and for subgroups based on sex, ethnicity, and initial mathematics ability.

Using survey data from 61 employees, a regression analysis was performed to measure the effects that tangible rewards have on the employees? perception of organizational support. The analysis found that when employees have positive valance towards a reward and recall it frequently, they have increased levels of perceived organizational support. The study demonstrates that when organizations provide employees with rewards that the employees? value and recall, the employees will feel more supported by the organization. Employees who feel supported by the organization are more likely to engage in desirable workplace behaviours such as increased job involvement and reduced absenteeism.

Using survey data from 61 employees, a regression analysis was performed to measure the effects that tangible rewards have on the employees? perception of organizational support. The analysis found that when employees have positive valance towards a reward and recall it frequently, they have increased levels of perceived organizational support. The study demonstrates that when organizations provide employees with rewards that the employees? value and recall, the employees will feel more supported by the organization. Employees who feel supported by the organization are more likely to engage in desirable workplace behaviours such as increased job involvement and reduced absenteeism.

This research presents the findings of a pollinator diversity study that took place at three study sites. Although variation in pollinator diversity occurred between the three sites, fewer pollinators than expected were recorded from the La Joya Tract (revegetated site). Numerous genera and species were recorded from the Havana Tract (native site) as well as the Valley Nature Center (urban garden). In contrast, the La Joya Tract had a comparatively depauperate pollinator fauna. The numbers of pollinator genera and species recorded from the three study sites were decreased in comparison to the total number of genera and species recorded from Hidalgo County. Hidalgo County has 35 known genera and 75 species of bees documented to date. About 40% of the genera and 23% of the species recorded from Hidalgo County were recorded from the Havana Tract in this study, while a mere 8.5% of the genera and 4% of the species were reported from the La Joya Tract and 34% of the genera and 16% of the species were reported from the Valley Nature Center. Although the vascular plant species identified from these study sites were diverse, the floral rewards they provided yielded an insight as to what was going on in terms of pollinator diversity. Plants may yield nectar or pollen floral rewards or both in some cases to pollinators. The current study provides evidence that revegetation of land with plants that primarily provide nectar rewards will result in fewer observed bee taxa than from land revegetated with plants that provide a mix of nectar and pollen floral rewards.

The present study examined the relations between incentive, engagement and task value with reference to the Regulatory Engagement Theory (Higgins, 2006).With two incentive interventions (reward and utility), contribution of engagement on task value was tested through a mediation analysis. Significant results were obtained in the utility intervention group. Participants demonstrated higher task value and stronger engagement after intervention, a significant mediated effect also revealed that engagement explained the effects of intervention on task value. Results in the reward intervention group did not yield statistical significance but were in expected direction. The mediating effect of engagement in the relation between incentive and task value was generally supported, but the strength of effect varied upon the choice of incentives. Theoretical and practical implications were discussed. / published_or_final_version / Educational Psychology / Master / Master of Social Sciences

This study represents an inquiry into job satisfaction of employees working in private firms in Kuwaiti manufacturing sector. A survey was conducted to collect information on a number of issues relating to job satisfaction. The survey results were subjected to multivariate statistical analysis The technique of factor analysis was used to analyze the relationships among the interrelated variables affecting job satisfaction. The principal component method, with varimax rotation, is utilized to reduce the large number of explanatory variables to a few underlying factors. A two-group discriminant analysis was used to find out whether there are any significant demographic differences among the Kuwaiti nationals and the expatriates in their views of job satisfaction. Factor scores were used as predictive variables in the discriminant analysis.