In these years, more and more organizations adopt ¡§pay for performance programs¡¨ to encourage employees to increase their performance in order to survive from the intensively industrial competition. For the organizations which value the sales performance as nuclear operating target, pay for performance programs seem to work out fairly. However, organizations still need to figure out if the pecuniary compensation really relate to employees¡¦ performance and if the pecuniary compensation really encourage employees for better performance which are also the main discussions for this research. The characteristics of real estate industrial is that the realtors¡¦ performance directly relate to the continuity of the organization. Therefore, this research conducts realtors to discuss the connection between performance contingent compensation and sales personnel performance. This research also discusses if performance contingent compensation would indirectly affect sales personnel performance by working motivation. At the same time, it discuesses how the performance contingent compensation affects sales personnel performance accroding to the differentiation of their personal reward orientation and sales control system in the organizations. This research is conducted through opinion survey to realtors in Taipei, Taichung, and Kaohsiung City. Within the total number of 500 copies of questionnaires, 425 copies are retrieved, and 346 copies are valid. With statistics analysis, the findings of the research are summarized as follows: 1.Performance contingent compensation has positive impact on behavioral performance. 2.Performance contingent compensation has positive impact on outcome performance. 3.Performance contingent compensation has positive impact on task enjoyment and compensation seeking from the aspect of working motivation, but it has unapparent impact on challenge seeking and recognition seeking. 4.Behavioral performance has positive impact on challenge seeking, task enjoyment, and compensation seeking from the aspect of working motivation, but it has unapparent impact on recognition seeking. 5.Outcome performance has positive impact on challenge seeking, task enjoyment, compensation seeking, and recognition seeking from the aspect of working motivation. 6.Working motivation mediates the relationship between performance contingent compensation and sales personnel performance. a. Working motivation mediates the relationship between performance contingent compensation and sales personnel behavioral performance. b. Working motivation mediates the relationship between performance contingent compensation and sales personnel outcome performance. 7.Reward oriented has unapparent interference effect on performance contingent compensation and behavioral performance. a. Intrinsic reward oriented has unapparent interference effect on performance contingent and behavioral performance. b. Extrinsic reward oriented has unapparent interference effect on performance contingent and behavioral performance. 8.Reward oriented has unapparent interference effect on performance contingent compensation and outcome performance. a. Intrinsic reward oriented has unapparent interference effect on performance contingent and outcome performance. b. Extrinsic reward oriented has unapparent interference effect on performance contingent and outcome performance. 9.Sales control system has interference effect on performance contingent compensation and behavioral performance. a. Activity control has negative interference effect on performance contingent and behavioral performance. b. Capability control has negative interference effect on performance contingent and behavioral performance. 10.Sales control system has interference effect on performance contingent compensation and outcome performance. a. Activity control has unapparent interference effect on performance contingent and outcome performance. b. Capability control has negative interference effect on performance contingent and outcome performance.

The aim of this thesis „Motivation and Evaliation of Česká pošta Branch Office Employees“ is to develop a proposal to improve current incentive program and system for evaluating and rewarding employees. On the basis of recognized imperfections to suggest recommendations for the improvement the situation. The theoretical part focuses on explanation of the main terms of remuneration and work motivation. The practical part of the thesis, based on interviews, questionnaires and observations, concentrates on motivation of employees in a chosen company. At the end there are brought up problematical areas and proposed recommendations and ways to improve current situation in the company.

Motivation to work is understood as an individual´s approach to work, his/her willingness to work. People are motivated when they expect to achieve goals or get rewards satisfying their needs. Currently health care facilities are facing the shortage and turnover of nursing staff. Therefore, hospitals are commissioned to create such an environment in which nurses become motivated, because only motivated nurses can provide a quality nursing care, which is expressed in patients´ satisfaction and rewarding feelings in nurses. The aim of the thesis was to identify and compare motivational factors of senior nurses and nurses working in shifts. The aim was fulfilled. Three hypotheses were set. First hypothesis: The most important motivating factor in nurses in senior positions is professional development was not confirmed. Second hypothesis: The most important motivating factor in nurses working in shifts is a financial reward was not confirmed. Third hypothesis: Motivational factors in nurses vary depending on the job assignment was confirmed. Results of the survey will be provided to medical officers to give them an overview of the most important motivational factors in nurses and the outcomes could also be a source of information for the hospital management how to effectively motivate the personnel. Senior nurses may focus on non-financial forms of rewards such as acknowledgements, thanks, appreciations, and good interpersonal relationships in the workplace.

This thesis deals with problems of working motivation and satisfaction of employees in the company Jihomoravská armaturka spol. s.r.o. The theoretical part deals with the theory of working motivation and job satisfaction factors of employees. The practical part contains an analysis of the current status of the organization and a research, in which are collected answers to specific research questions. Based on the analysis and interpretation of the responses will be proposed my own recommendations for management about improving the motivation and the employees´ satisfaction.