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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No description available.

No description available.

Two studies were conducted to compare the efficacy of two behavioral prompts in increasing safety-belt use. Two approaches were used in both studies. The first approach involved showing a sign with the message, "Please Buckle Up, I Care" to unbuckled drivers leaving a parking lot; the second involved displaying the nationwide slogan "Click it or Ticket" (CioT). Participants were 1,822 unbuckled drivers exiting two student parking lots of a large university. Research assistants identified an unbuckled driver, flashed one of two signs, and recorded whether the driver buckled after the prompt, as well as the driver's facial reactions and hand gestures. Of the unbuckled drivers, 34% buckled following the Flash-for-Life (FfL) prompt, and 26% with the CioT prompt (p < .05). Drivers gave significantly more positive facial expressions and hand gestures following FfL vs. CioT prompt (p < .05). The second study used a variation of the procedures in Study I and implemented the intervention at a large department store. Driver age was measured with the previous driver variables. Participants were 1,990 unbuckled drivers exiting a parking lot. Results showed no significant differences in terms of compliance to signs (20.8% for FfL and 20.4% for CioT, p's > .05). Significant differences in hand gestures, facial expressions and ages were detected as a function of compliance, regardless of sign (all p's < .001). Specifically, drivers who complied with either prompt were more likely to be younger, and present positive hand gestures and facial expressions. Implications and future directions are discussed. / Master of Science