Design Incentive Programs Research Articles

The Role of Monetary Incentives for Enhancing Employee Performance with Special Reference to Selected Financial Institutions in the Bhilai Region

Employee motivation in a competitive workplace is greatly aided by monetary incentives, sometimes known as financial rewards for performance. The economic research claims that cash rewards are a very popular way for organizations and businesses to improve employee performance. Utilizing a normative survey method, the current investigation was conducted. The technique of stratified random sampling was employed. A sample of 123 employees from the Bhilai region was chosen by taking into account different strata of gender, location, and institution type. According to the study's findings, financial incentives have a good impact on employee performance, but employees in the financial institution industry place a higher importance on non-financial rewards. The study's findings about employees' preferences for monetary incentives will help employers and HR managers in the financial institution sector design incentive programs that will motivate workers and improve performance. The study's findings will also be helpful to future researchers who want to understand how different incentives affect employees' performance.

Penerapan Insentif pada Toko Retail

This research explores the impact of implementing incentives at the Bu Ira basic food agency in Krian, Sidoarjo on employee performance, with a focus on sales bonuses and non-financial incentives. The research results show that sales bonuses related to target achievement provide additional motivation for employees to increase sales, especially when bonuses are linked to certain products that have higher profits. Additionally, non-financial incentives such as recognition for good performance have proven effective in building team spirit and increasing job satisfaction. The discussion involved understanding that incentive design must be tailored to the grocery store context, taking into account the unique characteristics of this industry. Sales bonuses, when tied to specific types of products, can provide a greater motivational boost for employees. Recognition of good performance can be realized in the form of promotion or additional training, providing added value in employee career development. Flexibility in incentive design, effective communication, and continuous evaluation of the effectiveness of incentive programs are the keys to success. The results of this research provide insight for business owners and managers in the grocery agency industry to design incentive programs that suit employee needs and business goals, as well as accommodate changes in the industrial environment.

Estudio de Motivación de Colaboradores en las Medianas Empresas en la Ciudad de Xalapa, México

La desmotivación en los colaboradores es una problematica que afecta el rendimiento laboral, presentado complicaciones en la salud emocional y psicológica; por lo que la productividad se ve mermada y las consecuencias se reflejan en elevados costos operativos. La presente investigación buscó identificar el grado de motivación que tienen los colaboradores en las medianas empresas de la ciudad de Xalapa, Veracruz, México, específicamente en las áreas funcionales de la estructura organizacional, se realizó el diagnóstico bajo el análisis de las teorías de motiviación y necesidades humanas de Maslow. Se procedió con una investigación de tipo no experimental, exploratoria, descriptiva y cuantitativa; se administró un instrumento de motivación debidamente validado con 20 ítems dividido por dimensiones que miden los elementos de la teoría de las necesidades y la motivación. Las unidades de análisis se determinaron con base en una población infinita que estuvo representada por 96 medianas empresas. Los resultados obtenidos arrojaron que el personal no siente que se cumplan en su mayoría sus necesidades de reconocimiento ni de autorrealización. La prueba de hipótesis estadística demostró que más del 60% de los colaboradores no están motivados con su entorno laboral. Por lo ya expresado se concluyó que es necesario que se establezcan metas claras para poder aprovechar las potencialidades de los colaboradores, en el mismo sentido diseñar programas de incentivos, reconocimiento de logros personales y de ser necesario cambios en el planteamiento del trabajo.

Perceived Impact of Incentives for Chronic Disease Prevention

This study evaluates the effect of program and incentive characteristics on satisfaction with incentives and perceived impact of incentives on behavior change among Medicaid beneficiaries who participated in the Centers for Medicare and Medicaid Services Medicaid Incentives for Prevention of Chronic Diseases program. In 2014-2015, an English- and Spanish-language survey was administered to Medicaid Incentives for Prevention of Chronic Diseases program participants about their satisfaction with incentives and perceived impact of incentives. Completed surveys were received from 2,276 eligible sample members (response rate=52.7%). In 2016-2017, multilevel, multivariable, ordinal logistic regression models were performed to examine program characteristics that predict outcomes, while controlling for respondent characteristics. Medicaid Incentives for Prevention of Chronic Diseases participants were satisfied with program incentives. Most survey respondents strongly agreed that they liked getting incentives for taking care of their health (78%), they were happy with the incentives overall (75%), the incentives were fair (73%), and they liked how often they received incentives (67%). Participants in programs delivered by telephone reported higher satisfaction with incentives compared with those in programs delivered in person. However, participants in programs delivered both in person and by telephone were more likely to perceive a positive impact of incentives. Incentive form was a significant predictor of satisfaction with incentives but not of incentive impact. Dollar amount of incentives influenced satisfaction with incentives and impact of incentives. Program delivery method, incentive form, and incentive magnitude are important characteristics to consider when designing incentive programs. Incentive programs can consider providing modest incentive amounts to achieve self-reported impact on behavior change.

Design of Financial Incentive Programs to Promote Net Zero Energy Buildings

Promoting net zero energy buildings (NZEB) is among the key carbon emissions reduction approaches widely adopted by policymakers in recent years in the U.S. and the EU countries (see work of Marszal ). Due to the relatively higher cost of electricity generation from renewable energy (RE), federal, state, and local governments offer various financial incentive programs to promote NZEB. This paper presents a model-based framework for the policymakers to design suitable incentive programs. The model is a mixed integer program (MIP) that is particularized for wind and solar energy sources. The MIP model finds an optimal design for a NZEB. The optimal design and the cost of NZEB is then used to design incentive programs. The incentive programs considered includes loans, production tax credit, and net metering, among others. A time-of-day pricing is assumed to be in effect. The model is implemented on commercial buildings in Tampa, Florida, U.S.A. For a given region, the framework provides policymakers two reports, 1) a set of optimal portfolios of incentives for different classes of commercial buildings (based on credit rating, expected return on investment (ROI), and building type), 2) for a specified portfolio of incentives, determines which classes of commercial buildings will be willing to invest in RE.

Aligning incentives in health care: a multiscale decision theory approach

Financial incentives offered by insurers to health care providers have been identified as a key mechanism to lower costs while improving quality of care. How to effectively design incentive programs that can align the varying objectives of health care stakeholders, as well as predict program performance and stakeholders’ decision response is an unresolved research challenge. The objective of this paper was to establish the foundation for a novel approach based on multiscale decision theory (MSDT) that can effectively model and efficiently analyze such incentive programs, and the complex health care system in general. The MSDT model captures the interdependencies of stakeholders, their decision processes, uncertainties, and how incentives impact decisions and outcomes at the payer, hospital, physician and patient level. We illustrate the modeling approach by applying it to a specific incentive program, the Medicare Shared Savings Program (MSSP) for Accountable Care Organizations (ACOs), which was introduced by the Centers for Medicare and Medicaid Services (CMS) in the United States in 2012. We focus our analysis on computed tomography (CT) use by physicians, and CT scanner investment decisions by hospitals. We determine the conditions under which the incentive program leads to the desired outcomes of cost reduction and quality of care improvements. The results have policy and managerial implications for CMS, ACOs and their members, specifically hospitals and physicians.

Motivational Factors And The Hospitality Industry: A Case Study Examining The Effects Of Changes In The Working Environment

The Mandarin Oriental Hotel in Bangkok is a world-wide leader in hospitality management. A critical ingredient for their success has been developing and maintaining superior performance from their employees. How is that accomplished? What Human Resource Management (HRM) practices should organizations invest in to acquire and retain great employees? Recent studies have demonstrated the importance of providing a supportive work environment, one that engenders employee satisfaction and promotes effective service performance among hospitality employees. But what is a supportive environment for hotel workers who are required to be responsive to the needs of guests twenty four hours a day? The Mandarin Oriental’s unique approach involved building a separate area in the hotel dedicated to the well-being of their employees. This area—The O-Zone—originated from the idea of providing workplaces which support fun and enjoyment as part of work-life balance. The case focuses attention on how changes in the working environment can significantly enhance the recognition and appreciation of employees A dedicated employee center in the hospitality industry has not been explored before and offers up an exceptional opportunity to examine the effect on motivation and how the center may be appreciated differently by employees based on gender, department and work experience—an important consideration for Human Resources when designing incentive programs.

Development and evaluation of local communities incentive programs for improving the traditional forest management: A case study of Northern Zagros forests, Iran

We examined the local community incentive programs to improve traditional forest management in three forested villages in Baneh city, Kurdistan province in the northern Zagros forests of western Iran. Zagros forests cover 6.07 million ha and support rich plant and animal diversity. Changes in local community social and economic systems and the inefficiency of traditional forest management led to a critical situation in the stability of forest regeneration in recent decades. Due to a shortage of productive and arable lands and resulting unemployment and poverty, people overexploited the Zagros forests. Outside intervention in traditional forest management creates conflicts between local peoples and forest management organizations. To achieve sustainable forest management, including forest resources conservation and improvement of natural resource based livelihoods of communities, it is desirable to implement Forestry Incentive Programs (FIP) based on the important functions of forests. Detailed information on the socio-economics of communities, the effect of forests on local livelihoods, and lists of products extracted from the forest were obtained from a survey of local communities though questionnaire, interview and observation. We studied 276 households in three villages and completed 76 questionnaires by householders in the quantitative analysis. Sampling was performed by simple random sampling (SRS). The needs of rural communities, such as livestock husbandry, mainly arise from the characteristics and environmental features of villages. We identified the driving forces, pressures, status, impacts and responses (DPSIR) to design incentive programs, by DPSIR analysis and interaction analysis. Evaluation of local community benefits from forests showed that in order to improve forest management, 319 dollars per year would be needed by each family as an incentive in 2010 to prevent lopping and firewood collecting, the main causes of forest degradation.

The use of incentives in organizations

PurposeThe authors aim to analyze actual practice in industry with respect to the use, choice, and effectiveness of four types of incentives, cash, prepaid cards, travel, and merchandise.Design/methodology/approachThe paper uses a survey of 170 practicing incentive design managers.FindingsUsage of cash and cards continue to increase but travel and merchandise are still frequently used.Originality/valueThis will provide useful information to practitioners who design incentive programs.

Analyzing historical cost trends in California's market for customer‐sited photovoltaics

AbstractThis paper reports highlights from a detailed statistical analysis of the cost of customer‐sited, grid‐connected photovoltaic installations in the largest solar market in the United States: California. It is based on an analysis of 18 942 PV systems, totaling 254 MWAC, either funded or approved for funding under two separate rebate programs overseen by the California Energy Commission and the California Public Utilities Commission. We find that: (1) solar costs have declined substantially over time; (2) policy incentives have impacted pre‐rebate installed costs, and some cost inflation is apparent; (3) economies of scale have driven down costs for larger systems; (4) systems installed in new home developments and in affordable housing projects have experienced much lower costs than the general retrofit market; and (5) installer experience and type have affected costs, but the effects differ by program. Results hold important implications for solar suppliers and customers, and for policymakers designing incentive programs. Copyright © 2006 John Wiley & Sons, Ltd.

Practical strategies for enhancing patient education in hemodialysis clinics

ALTHOUGH THE RENAL dietitian is responsible for nutrition education, a team approach should be nurtured as we strive to motivate our patients to adhere to their renal diets, fluid limitations, medications, dialysis treatments, etc. Include and educate your nurses, social workers, and especially patient care technicians when designing incentive programs and events, and sign them up as “coaches” and “cheerleaders.” Post a “patient target list” each month at the nurse’s station as a reminder of which patients need extra coaching.