Does Motivational Orientation Impact The Effectiveness Of Incentive Contracts
Download Does Motivational Orientation Impact The Effectiveness Of Incentive Contracts full books in PDF, epub, and Kindle. Read online free Does Motivational Orientation Impact The Effectiveness Of Incentive Contracts ebook anywhere anytime directly on your device. Fast Download speed and no annoying ads. We cannot guarantee that every ebooks is available!
| Author | : Bernhard Erich Reichert |
| Publisher | : |
| Total Pages | : |
| Release | : 2017 |
| Genre | : |
| ISBN | : |
Research in psychology has identified that individuals have two distinct neurologically based motivational systems. One system is the behavioral activation system (BAS), which activates individual motivation in response to signals of reward in order to “achieve success”. The second system is the behavioral inhibition system (BIS), which activates motivation in response to signals of goal conflict in order to “avoid failure”. This paper uses survey and archival evaluation data to examine whether these motivation orientations impact the effectiveness of incentive contracts. We predict and find that using performance measures that are sensitive to effort in compensation contracts leads to a decrease in performance for individuals high in BIS. In contrast, BAS has a positive effect on performance regardless of performance measure sensitivity. These findings indicate that individual differences in motivational orientation may overturn the belief that sensitive performance measures can unequivocally improve incentive contracts.
| Author | : William Foster Hill |
| Publisher | : |
| Total Pages | : 0 |
| Release | : 1973 |
| Genre | : Management |
| ISBN | : |
The authors investigated the effectiveness of incentive contracts as a tool to motivate contractors. They also studied several motivational theories to determine the feasibility of combining other motivational methods with incentive contracts. The interview technique was used to determine the effectiveness of incentive contracts and the conclusions drawn led the authors to believe that motivational procedures could be applied to develop better government procurement contracts. (Author).
| Author | : George Lee |
| Publisher | : |
| Total Pages | : 184 |
| Release | : 2015 |
| Genre | : |
| ISBN | : |
When employees work hard, they exert more effort on job tasks (task effort); and when employees learn hard, they exert more effort to learn (learning effort). Task effort and learning effort are important causes of improved performance. This thesis investigates whether the use of tournament schemes motivates employees to work harder and learn harder, and also whether providing performance feedback in tournament schemes has any impact on task effort and learning effort.This thesis has three goals. The first is to investigate the relationship between incentives, learning, and performance. The literature on whether learning interacts with incentives to improve performance is inconclusive, because no prior research has provided a good test of this question (as noted by Bonner and Sprinkle 2002; Bailey and Fessler 2011; Bailey et al. 1998, and as remains true today). The second goal is to investigate the motivational effect of tournament schemes on effort. The literature suggests that effort is difficult to observe directly or to quantify; as a result, it is hard to verify whether tournament schemes motivate employees' task effort and learning effort. This thesis uses an eye-tracking device to measure effort, by measuring eye position, eye movements, and pupil size. The third goal is to investigate the effect of performance feedback on task effort, learning effort, and performance in the tournament setting.I posit and show evidence that both task effort and learning effort are higher in multiple-winner schemes than in either winner-takes-all schemes or piece-rate schemes. Task effort is directly positively associated with performance, while learning effort causes learning transfer to a job task, also yielding a positive effect on performance. I find that providing relative performance feedback in the tournament setting has no significant impact on task effort or learning effort.These findings have practical value for many corporations, which are constantly re-evaluating the effectiveness of their incentive schemes and reporting systems while investing in learning initiatives to help employees transfer learned skills to job tasks. Organizations may use the insights of this thesis to help them design learning initiatives and motivate employees to transfer learned skills to their job tasks.
| Author | : Marylene Gagne PhD |
| Publisher | : Oxford University Press |
| Total Pages | : 465 |
| Release | : 2014-06-09 |
| Genre | : Psychology |
| ISBN | : 0199794987 |
Self-determination theory is a theory of human motivation that is being increasingly used by organizations to make strategic HR decisions and train managers. It argues for a focus on the quality of workers' motivation over quantity. Motivation that is based on meaning and interest is showed to be superior to motivation that is based on pressure and rewards. Work environments that make workers feel competent, autonomous, and related to others foster the right type of motivation, goals, and work values. The Oxford Handbook of Work Motivation, Engagement, and Self-Determination Theory aims to give current and future organizational researchers ideas for future research using self-determination theory as a framework, and to give practitioners ideas on how to adjust their programs and practices using self-determination theory principles. The book brings together self-determination theory experts and organizational psychology experts to talk about past and future applications of the theory to the field of organizational psychology. The book covers a wide range of topics, including: how to bring about commitment, engagement, and passion in the workplace; how to manage stress, health, emotions and violence at work; how to encourage safe and sustainable behavior in organizations; how factors like attachment styles, self-esteem, person-environment fit, job design, leadership, compensation, and training affect work motivation; and how work-related values and goals are forged by the work environment and affect work outcomes.
| Author | : Leslie Berger |
| Publisher | : |
| Total Pages | : |
| Release | : 2009 |
| Genre | : |
| ISBN | : |
| Author | : Bobby Hoffman |
| Publisher | : Academic Press |
| Total Pages | : 428 |
| Release | : 2015-06-20 |
| Genre | : Psychology |
| ISBN | : 0128011254 |
Designed for educators, researchers, practitioners, or anyone interested in maximizing human potential, Motivation for Learning and Performance outlines 50 key motivation principles based on the latest scientific evidence from the disciplines of psychology, education, business, athletics, and neurology. Using a highly applied and conversational style, the book is designed to inform the reader about how to diagnosis, analyze, and mediate learning and performance challenges influenced by motivation. The book features chapters on the biopsychology of motivation, how motivation changes across the lifespan, and the important influence of culture on motivated behavior. Three chapters are devoted to practical strategies and the implementation of motivational change. Special sections are included on enhancing motivation at work, in the classroom, in competitive environments, and during online education. Hoffman employs the innovative approach of using his interviews with "real" people including many notable personalities across diverse cultures and disciplines to illustrate motivated behavior. For example, readers will learn what motivated the colossal investment fraud masterminded by Bernie Madoff, the intimate thoughts of former NFL superstar Nick Lowery when he missed a field goal, and the joys and tribulations of Emmy-nominated "Curb your Enthusiasm" actress Cheryl Hines. The book provides a practical, applied, and multi-disciplinary resource for anyone interested in motivation and performance, but especially for university students at the graduate or undergraduate level studying education, psychology, business, leadership, hospitality, sports management, or military science. Additionally, the writing style and eclectic nature of the text will appeal to readers of non-fiction who can use the book to gain self-awareness to enhance performance of themselves or others. Considers motivation for both learning and performance Identifies 50 foundational principles relating to motivation Provides research evidence supporting the foundational principles Includes interviews from famous individuals, identifying what motivated them and why Includes research from psychology, education, neuroscience, business, and sports
| Author | : Mohamed El-Said Aboul-Ezz |
| Publisher | : |
| Total Pages | : 516 |
| Release | : 1984 |
| Genre | : |
| ISBN | : |
| Author | : Edward B. Roberts |
| Publisher | : Forgotten Books |
| Total Pages | : 50 |
| Release | : 2016-06-23 |
| Genre | : Reference |
| ISBN | : 9781332880522 |
Excerpt from Effects of Incentive Contracts in Research and Development: A Preliminary Research Report In the past several years an effort has originated in the Defense Department (and followed by other government agencies) to discourage the use of cost-plusefixedee (cpff) contracts and substitute contractual incentive arrangements. This effort supposedly relies upon the profit motive to reduce requirements for direct government control and to stim ulate better contractor performance and cost estimating. Incentive type contracts are not new in government contracting. Production contracts have been awarded on a fixed price basis for many years. The fixed price contract provides maximum correlation of contract profits with contract cost, and in theory might offer maximum cost incentive. How ever the use of incentive arrangements on r&d contracts is the novel feature of the dod (and nasa) programs of the past several years. About the Publisher Forgotten Books publishes hundreds of thousands of rare and classic books. Find more at www.forgottenbooks.com This book is a reproduction of an important historical work. Forgotten Books uses state-of-the-art technology to digitally reconstruct the work, preserving the original format whilst repairing imperfections present in the aged copy. In rare cases, an imperfection in the original, such as a blemish or missing page, may be replicated in our edition. We do, however, repair the vast majority of imperfections successfully; any imperfections that remain are intentionally left to preserve the state of such historical works.
| Author | : Andrei O. J. Kwok |
| Publisher | : Springer Nature |
| Total Pages | : 133 |
| Release | : 2021-06-01 |
| Genre | : Business & Economics |
| ISBN | : 9811623430 |
This book is an essential guide for academics and practitioners to understand employees’ differences in personality and how best to motivate them accordingly. The authors provide an in-depth perspective of how organizations can better prepare for the new realities of the workplace. Amidst the war for talent and a continually evolving workplace that has reduced employee psychological attachment, employees prefer to be treated as individuals with the expectation of individual recognition and reward. The authors draw from their personal, corporate, and research experience by combining interdisciplinary perspectives (organizational behavior, human resource management, psychology, sociology, economics) to offer holistic insights into individual expectancy and motivation integral to a successful employer-employee interaction. Interestingly, research remains lacking on the effects of excessive extrinsic rewards on trust and cooperation. Hence, this book fulfills significant gaps in vital areas that existing studies have not yet sufficiently addressed. These areas are psychological contract, excessive extrinsic rewards, and individual differences in personality (locus of control and general trust). The authors use scenario-based laboratory experiments to examine the moderating effects of locus of control and general trust that underscore employee expectations. The differential effects contribute to insight on behavioral outcomes in the workplace that result from employee perception, personality, and intention towards the provision of rewards. Consequently, the book dispels the discrepancies between economists and psychologists about the efficacy of rewards. Findings demonstrate that although excessive extrinsic rewards augment all employees’ trust and cooperation, it is vital for employers to reward selectively those who are most deserving. Findings offer a deeper understanding of the saliency, efficacy, and judiciousness of excessive extrinsic rewards. Employers will benefit by understanding how best to tailor rewards to motivate each employee.
| Author | : Kevin C. Murdock |
| Publisher | : |
| Total Pages | : 0 |
| Release | : 2002 |
| Genre | : |
| ISBN | : |
I study the role of intrinsic motivation on optimal incentive contracts. Agents engage in efforts to generate projects with both financial return and intrinsic value to the agent. In a neutral environment, where intrinsic motivation has no direct effect on the disutility of effort, static contracts are unaffected by intrinsic motivation. In contrast, the firm's profits from an implicit contract are increasing in the degree to which the agent is intrinsically motivated, showing that implicit contracts and intrinsic motivation are complements. The results are further extended to consider the role of multiple implicit contracts and product market strategy.
