Thesis (Ph. D.)--University of Wisconsin--Madison, 1982. / Typescript. Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references (leaves 87-97).

Thesis (M.S.)--University of Wisconsin--Madison, 1963. / eContent provider-neutral record in process. Description based on print version record. Bibliography: l. 40-42.

Thesis (M.A.)--Wheaton College Graduate School, 2005. Action Research Paper (M.A.)--Wheaton College Graduate School, 2005. / Abstract. Includes bibliographical references (leaves 38-44).

The diploma thesis is focusing on benefit provisioning to employees in the Czech Republic. What are the reasons for providing benefits, their tax advantages for employers and for employees. The work is divided into two major parts, a theoretical and a practical one. The theoretical part is aiming at the definition of employee benefits, overview of the most common ones provided in the Czech Republic and their tax impact for employees and employers. In the practical part I am looking into benefits, which are provided by organizations most frequently and which distribution channels are used for them. An overview about major benefit providers and current trends in the Czech Republic is also included in the practical part. The evaluation and practical advices are listed in the final conclusion of my diploma thesis.

The presence of different generations in a workforce can cause several complications in terms of employee performance and rewarding a workforce effectively. The preferences that each generation has towards a certain reward differs and therefore nullify a homogeneous total reward strategy. The study is aimed at uncovering if there are any generational specific preferences for certain rewards; and if they exist, can a company use them to attract, motivate and engage their workforce better than with a standardised total reward package as currently exists in the work environment. A quantitative study using a questionnaire as the data collection method was performed on a company in the South African financial industry, to determine if there is any evidence of a disparity in the preferences the identified generations have to the same package of rewards. The sample size collected was 6 316 respondents and the analysis of their responses were statistically completed. It was found that the different generation cohorts have different preferences to components of the total reward package. As each of them value a reward diffently, a more strategic approach in using the total reward package should be considered by the employer. / Dissertation (MBA)--University of Pretoria, 2010. / Gordon Institute of Business Science (GIBS) / unrestricted

Schools and Colleges of Pharmacy need uniform, valid, and reliable methods to select and formally recognize teaching excellence. This manuscript describes important considerations in establishing a quality teaching recognition program. Factors to consider include the number and mix of awards, criteria, and process of choosing award winners, and the impact of awards on the School or College teaching program. Institutions should critically examine the processes by which they determine teaching awards in light of the recommendations of the 2009 AACP Task Force on Recognition and Reward of Teaching Excellence. The impact of teaching award programs may include demonstration of an institution's commitment to teaching excellence, increased faculty satisfaction and retention, and motivation of faculty members to improve their teaching skills through faculty development programs.

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The aim of behavior analysis has always been to apply technologies rooted in basic behavioral principles to problems of societal importance (e.g., Skinner, 1948; 1953; 1987). One such problem is the Tragedy of the Commons - a phenomenon arising from systemic failures among a community, leading to the total collapse of a critical resource (Hardin, 1968). Elinor Ostrom's Eight Design Principles were developed to provide a framework for the self-management of common pool resources (CPRs; Ostrom, 1990/2015). When applied as an independently manipulated variable, Ostrom's design principles have shown strong effects in the management of CPRs within the context of a tabletop board game Catan® (Smith & Becker, 2023). This preparation included both rewards (i.e., positive reinforcement) and sanctions (i.e., positive punishment) as a feature of the independent variable. However, it has been well documented that punishing and coercive contingencies can lead to problematic outcomes for individuals and societies (e.g., Sidman, 2001; Skinner, 1976). This study evaluated the effects of utilizing only rewarding consequences in lieu of sanctions in an effort to produce the previously observed control over self-management of a CPR, utilizing the previously adapted rules of the Catan® board game.