Reward Programs Research Articles

Forest carbon tax and reward: regulating greenhouse gas emissions from industrial logging and deforestation in the US

AbstractIndustrial logging activities associated with land development, agricultural expansion, and tree plantations generate significant greenhouse gas emissions and may undermine climate resilience by making the land more vulnerable to heat waves, water shortages, wildfires, flooding, and other stressors. This paper investigates whether a market-based mechanism—a forest carbon tax and reward program—could play a role in mitigating these climate impacts while advancing the Glasgow Leaders Declaration on Forests and Land Use, which seeks to end deforestation and forest degradation by 2030. We do this by describing key differences between the natural and industrial forest carbon cycle, identifying design features of a program that mimics existing carbon tax mechanisms, demonstrating how that program could be implemented using four US states as an example and completing a cash flow analysis to gauge potential effects on forestland investors. Across the states, we estimate the range of taxable GHG emissions to be 22–57 Mt CO2-e yr−1, emissions factors of 0.91–2.31 Mg C m−3, and potential tax revenues of $56 to $357 million USD yr−1. A model of net present value and internal rate of return for a representative forestland investor suggests that while the tax may reduce profitability somewhat (~ 30%) for a 100,000-acre (40,486 ha) acquisition, it would still generate an attractive rate of return (> 7%), especially for patient capital investors. We conclude that a forest carbon tax program is feasible with existing data available to US state agencies and could be a significant source of funding to promote climate smart forest practices without major disruptions of timber supply or forestland investments.

Managing Coins for Depository Institutions in Coin Supply Chains for Improved Circulation

We study the U.S. Coin Supply Chain from both the demand and supply side perspectives to improve coin circulation in the economy. More specifically, we provide an operating policy for Depository Institutions (DIs) to improve their efficiency in packaging, distributing, coordinating, and managing the inventory of coins. We further propose a new policy (via a Rewards Program) to increase coin circulation in the economy and optimally determine a reward price, which, if implemented by the Federal Reserve System (FRS), can incentivize DIs to process the coins themselves and/or frequently deposit excess coins at the FRS. We identify the structures of DIs’ best response to the reward price and FRS’s optimal pricing policy. The results and insights developed in this study can be beneficial to both the FRS and DIs in increasing the efficiency of the nation’s coin circulation and thereby reducing their operating costs. Additionally, to estimate the societal benefit from the Rewards Program, we formulate the coin flow for an entire FRS region as an optimization problem from the supply side perspective and quantify the societal costs (and benefits) with and without the reward. We show via numerical experiments that both the FRS and Dis reduce their operating costs as a result of the program and produce a surplus benefit for the society. The reward price that maximizes this surplus is determined optimally. We also propose a robust optimization framework to help DIs and the FRS to manage their inventory under uncertain demand while attaining their cost reduction goals.

Nonlinear Reward Gradient Behavior in Customer Reward and Loyalty Programs: Evidence From the Restaurant Industry

Reward programs offer rewards, and with further progression toward these rewards, customers become more motivated. This acceleration is called a reward gradient. This study proposes prospect theory as the underlying mechanism of the reward gradient and suggests a nonlinear relationship between motivation and progress level (low vs. middle vs. high). A numerical simulation based on the mathematical model and experiments were conducted to see how the expected values of rewards can change as progress is made, and how this further affects motivation. The results identified a stronger acceleration in the expected value after reaching a middle point of the reward achievement, which is due to a larger deviation in the loss value than the gain value. These findings can help restaurants and tourism companies implement a dynamic perspective in reward programs for enhancing customers’ reward gradient behaviors.

Effect of Customer Rewards and Incentives on Organizational Performance in Some Selected Publishing Companies in South-Western Nigeria

In today's dynamic business landscape marked by rapid changes in customer preferences and market dynamics, organizations acknowledge the crucial importance of fostering lasting relationships with their clients. This study examined the relationship between customer rewards and organizational performance within selected publishing companies operating in the vibrant business environment of South-Western Nigeria. This research utilized a cross-sectional survey methodology, engaging a sample of 401 employees representing 40 publishing companies situated in Oyo State, Nigeria. The selection of participants was meticulously conducted through a straightforward random sampling technique. A structured questionnaire, incorporating Likert scale questions, served as the primary tool for data collection. This instrument was designed to gather comprehensive data encompassing demographic characteristics, customer rewards and incentives (independent variable), and organizational performance (dependent variable). The study found a significant and positive impact of customer rewards and incentives on organizational performance, with real-life implications for strategic decision-making. The research emphasizes the need for tailored rewards programs, considering factors like word-of-mouth marketing, customer loyalty, and financial impact. This study contributes valuable insights for businesses seeking to optimize customer relationships and enhance organizational success.

APPLICATION OF CUSTOMER RELATIONSHIP MANAGEMENT ON A WEBSITE

Building material distribution is the business of PT. Kejora Inti Mas. The corporation engages in limited customer interaction and has a narrow target market since it adheres to traditional business methods. To build solid client relationships, broaden target markets, and boost competitiveness, businesses need websites that include a customer relationship management (CRM) strategy. PT. Kejora Inti Mas is implementing the CRM strategy by integrating various features such as live chat support, product recommendations, subscriber features, email notifications for order statuses, customer testimonials, rewards programs, live chat support, seamless integration with WhatsApp chats, and shipping cost calculation. The system is being developed using the Rapid Application Development (RAD) approach, which consists of three steps: system design, system implementation, and requirements planning. The system was implemented for a month before Keywords: Customer Relationship Management, Website, Rapid Application Development.

Call it a customer club! How reward programme’s name impacts programme effectiveness

PurposeThe purpose of this research is to identify how a reward programme name (“loyalty programme” (LP) versus “customer club” (CC)) influences the type of central rewards expected and their impact on loyalty to the retailer.Design/methodology/approachThe authors conducted a survey followed by an experiment.FindingsCentral rewards from programmes called LP are equally hard and soft, whereas central rewards from programmes called CC are mainly soft. Providing customers with central rewards increases satisfaction with the programme and loyalty to the retailer, but only for programmes called LP.Practical implicationsLoyalty managers are advised to pay particular attention to the consistency between the type of rewards they offer and the reward programme name that carries them. Contrary to the name LP that leads to me-too programmes, the name CC offers more flexibility to choose the rewards, providing opportunities to stand out from competing programmes.Originality/valueBy building on a new and original theoretical approach, this research is the first attempt to investigate the effect of the reward programme naming decisions on customers' evaluations and responses.

Investigating the influence of internal corporate social responsibility (ICSR) on work commitment and performance of employees of automobile companies in Chennai

As the automobile sector continues to evolve, the dynamics of employee engagement, commitment, and performance become crucial considerations for sustained success. Understanding how internal CSR practices influence employee behaviours and outcomes is essential in navigating the unique challenges and opportunities within this dynamic sector. This research seeks to explore these dimensions, aiming to bridge the existing knowledge gap and provide valuable insights for both academia and industry practitioners. This study employs an exploratory and descriptive approach, utilizing a mixed research methodology that integrates both qualitative and quantitative methods. The population of employees working in Chennai's automobile companies is the focus of the study. A Convenience Sampling method was employed to select a sample of 150 Employees belong to Automobile Sector from various parts of Chennai district. A Structured Questionnaire was used to gather primary data. The researcher employed a combination of descriptive and inferential statistical techniques to analyse the collected data. The study found that Internal CSR Practices have strong, positive and high relationship with Work Commitment and Performance of employees working in Select Automobile Companies. Male Employees have perceived more regarding the different Internal CSR Practices, have more positive Work Commitment and Performance of employees than their counter-part. ‘Labour Practices’ has stronger influence and ‘Recognition and Rewards Programs’ practice has weaker influence and ‘Diversity and Inclusion Initiatives’ Practice has no discernible impact on employees' performance in Select Automobile Companies. The study contributes to the ongoing discourse on the strategic internal CSR practice implementation in the automobile industry, offering actionable recommendations for companies to enhance employee commitment, and performance

IoT Based Automated Waste Management System for Sustainable Cities

Innovative approaches are required to effectively manage waste disposal and recycling in light of the growing global waste crisis. Conventional waste management systems frequently require real-time data and inefficiencies to be addressed, which results in inefficient use of resources and damage to the environment. In order to assess waste management, this paper suggests utilizing data analytics and Internet of Things (IoT) technology advancements along with the integration of smart bins. Installing compactors to optimize space usage, sensors to detect fill levels, and connectivity to send real-time data to a central management system are all features of smart bins. This makes it possible for waste management firms and municipalities to keep an eye on waste generation trends, improve collection routes, and more efficiently allocate resources. Furthermore, by adding features like gamification and reward programs, smart bins can encourage recycling and promote public engagement in sustainable waste management practices. Comparing smart bins to conventional waste management techniques reveals a number of benefits. Municipalities that offer actionable insights into waste generation and disposal behaviors can lower operating costs, minimize their impact on the environment, and improve overall service quality. Additionally, incorporating smart bins improves the quality of life for locals and promotes sustainability in line with larger smart city initiatives. This study looks at the technical aspects of smart bin systems, looks at case studies of effective installations, and talks about possible obstacles and factors to take into account before broad adoption. Communities can set the path for a future that is more effective, sustainable, and environmentally conscious by reevaluating waste management with smart bins.

Customer Reward Programs for Two-Sided Markets

Customer Reward Programs for Two-Sided Markets

The Effects of Franchise Beauty Salon Sales Promotion Strategies on Customer Loyalty

The purpose of this study is to investigate what is preferred among the sales promotion strategies of franchise beauty salons and to find out the differences in the impact of preferred sales promotion strategies on customer loyalty. For this study, 285 copies of data collected through an online survey of men and women in their 20s or older were used for the final analysis, and the results of this study calculated Cronbach's α coefficient using SPSS 25.0 Ver. As a result of the analysis, it was found that price discounts and coupons were the most preferred according to the characteristics of the survey subjects, and event promotions and free gifts were the lowest. As sales promotions affect customer loyalty, the preference for coupons and customer reward program event promotions is found to have a high impact on affinity, and it is judged to be the use of coupons that have the greatest impact on the relationship between preference and affinity. According to this study, active use of price discounts and coupons that affect preference will help attract new customers and lead existing customers to loyal customers by using coupons and customer compensation programs that affect preference.

Analisis Faktor Kepuasan Kerja Perawat Rumah Sakit Nasional Diponegoro Semarang

The World Health Organization estimates that in 2030, there will be a shortage of nurses, especially in developing countries, due to job dissatisfaction. Human resources in hospitals are dominated by nurses, so it is important to pay attention to nurse job satisfaction. Diponegoro National Hospital must focus on nurse job satisfaction because there has been an increase in nurses' resignations over last three years (2019–2021). The study was conducted to determine the factors associated with job satisfaction among nurses at the Diponegoro National Hospital. In this cross-sectional study, 97 nurses at Diponegoro Hospital were surveyed using a total sampling technique. Univariate analysis was presented with a frequency distribution table and bivariate analysis was based on chi-square statistics. The results showed there was a relationship between job satisfaction and awards (p = 0.010), promotion opportunities (p = 0.003), and hospital policies (p = 0.042). There was no association between job satisfaction and compensation (p = 0.527), interpersonal relationships (p = 0.057), or job security (p = 0.093). In conclusion, it was found that awards, promotions, and hospital policies are related to job satisfaction among nurses at Diponegoro National Hospital. It is expected that there will be improvements in the nurse reward program, improvements in the promotion system, evaluating promotion policy socialization, providing training and education needed by nurses for career advancement, evaluating the policy socialization system, evaluating the compensation system, and efforts to minimize interpersonal conflicts in the hospital.

The role of risk preference in referral reward programs

ABSTRACT This study explores the impacts of the referrer’s risk preference and reward size on the number of referrals and type of friends referred (i.e., tie strength). Risk preference (i.e., appetite for risk) is found to be related positively to the number of referrals and the percentage of weak ties reached, regardless of the reward. The effect differences between risk preference groups are greater if a medium-sized reward is offered, however, mainly due to the greater concavity exhibited by people with lower risk preference in their utility function.

Who is more likely to initiate referrals? Effect of consumer's regulatory focus on referral intention

Under the context of the online referral reward program (ORRP), this research explores the effect of consumers’ regulatory focus (promotion-focused vs. prevention-focused) on their referral intention and explores its mechanism and boundary condition. The results of four experiments show that compared to prevention-focused consumers, promotion-focused consumers have higher self-efficacy to complete the referral task; and thus, have higher referral intention. This effect will be attenuated when the social distance between inviters and invitees is small. The findings contribute to the research on ORRP and regulatory focus and provide guidance for firms to optimize ORRPs.

Effect of implementation strategies on pre-exposure prophylaxis persistence among female sex workers in South Africa: an interrupted time series study

A disproportionate number of new HIV infections in South Africa are among female sex workers; pre-exposure prophylaxis (PrEP) for HIV prevention is freely available to female sex workers in the country, but unique barriers challenge PrEP persistence. TB HIV Care, a large South African non-profit organisation that provides daily oral PrEP (tenofovir disoproxil fumarate and emtricitabine), has implemented multiple strategies to improve PrEP persistence. We aimed to evaluate the effect of different implementation strategies on PrEP persistence in a large-scale real-world setting. In this interrupted time series study, we estimated level changes in 1-month oral PrEP persistence associated with roll-out of various implementation strategies among female sex workers across nine districts in South Africa. We used routinely collected data from TB HIV Care programme files from June 7, 2016, to April 30, 2021. Poisson regression of 1-month persistence was used to assess the effect of these strategies. In secondary analyses, we tested the association between each of the strategies and 4-month persistence. The median 1-month PrEP persistence for female sex workers was 33% (IQR 27-40). SMS support and refill reminders were associated with an 11% relative increase in 1-month persistence (risk ratio [RR] 1·11, 95% CI 1·02-1·26) and clinical mentoring for PrEP providers was associated with a 127% relative increase (RR 2·27, 95% CI 1·94-2·66) among female sex workers. The loyalty rewards programme was negatively associated with 1-month persistence (RR 0·71, 95% CI 0·67-0·83). Although clinical mentoring improved 4-month persistence, SMS support text messages had no significant effect. Identification and subsequent use of clinical mentoring for PrEP providers and SMS support and refill reminders might improve the usefulness of PrEP overall to prevent new HIV infections among female sex workers. PrEP persistence remains an important issue, and strategies to build on our findings are needed. National Institute of Mental Health and National Institute of Allergy and Infectious Diseases.

Factors Affecting Teachers Retention in a Non-Graded Private Educational Institution: Input to an Enhanced Retention Strategies

This study provides an analysis of teacher retention at a non-graded private educational institution in Quezon City, utilizing data from exit survey forms to departing teachers over the last three school years, starting from AY 2020-2021 to 2022-2023. The study focuses on the perceptions of departing employees regarding various factors that could influence teacher retention, grounded in Frederick Herzberg's Hygiene and Motivation factors. These identified factors hold the potential to assist the school in retaining proficient teachers by crafting a comprehensive rewards program, enhancing overall satisfaction levels, and deterring them from seeking employment elsewhere. The research methodology involves a descriptive study employing baseline data and the results of an exit survey instrument completed by seventy-two teachers who left during the past three academic years. The findings indicate that more than half of the turnover was due to voluntary resignations (56%), while (44)% were a result of management-initiated separations. Teachers' decisions to leave were generally driven by the accumulation of a number of factors. Among those who resigned, the primary reasons cited were the pursuit of better opportunities, improved work conditions, and higher compensation. Departing teachers generally expressed satisfaction with both motivation and hygiene factors, underscoring the need to make improvements in areas related to professional growth and development, as well as compensation and benefits. The findings suggest that a teacher's decision to stay is contingent on individual motivation, and the institution may consider designing a tailored retention strategy that integrates these insights into the five components of a total rewards program.

What are the Primary Drivers of Marketing Success?: Evidence From Brand-Level Data on Restaurants

A multivariate analysis of brand level data from the restaurant industry found that penetration increased with number of units for limited and full service restaurants (LSRs and FSRs) and with customer service experience ratings for FSRs. For both types of restaurants, average purchase frequency increased reliably with the number of units and with perceived value, but not with broader customer experience ratings or the existence of a reward program. Finally, average check size increased with service experience but only for FSRs. Given that brands differ much more in penetration than in average purchase frequency or average check size, these findings suggest that marketing success comes primarily from increased physical and mental availability, with brand differentiation, but not reward programs, also contributing to that success.

Human Capital Management Analysis And Organizational Cultures For New Entrance In Ev Station Electric Vehicle Charging Station

As the demand for electric vehicles increases, the industry has seen significant growth in EV charging infrastructure. One key element supporting EV Station success is effective human capital management and an organizational culture that aligns with business objectives. This research method is based on short-term, medium-term and long-term goals followed by conducting a 3-stage analysis, namely Input Stage, Matching Stage, Decision Stage, Porter's Generic Strategy and ending by creating a Lean Business Canvas. The results of this study are the employee's work experience, the expertise he has, the combination of work experience and expertise possessed by the employee such as technical expertise in terms of charging and equipment maintenance is an important foundation in employee selection and promotion. In addition, smart corporate strategies in human capital management also include incentives and reward programmes.

IMPACT OF NON-FINANCIAL REWARDS ON EMPLOYEES' JOB SATISFACTION

Employees serve as a strategic resource for a company, providing a competitive edge through distinct offerings from its staff. Crafting and implementing a rewards program, encompassing non-monetary inducements, becomes somewhat intricate when striving for mutual gains between the employer and the workforce. To sustain the valuable input of employees, the organization must make substantial investments in meeting their requirements via a comprehensive reward structure. This research aims to uncover the influencing factors of non-financial rewards on employee job satisfaction and establish the correlation between non-financial rewards and job satisfaction. The study focused on employees at the Rubber Industry Smallholders Development Authority office in Selangor as its sample group. A total of 40 questionnaires were distributed, resulting in 36 collected responses that were subsequently analysed. Descriptive analysis was carried out using Statistical Package for Social Science version 28. In addition, Pearson correlation and regression analyses were performed to ascertain the connection between the independent and dependent variables. The study's findings indicate that several key factors have a notable impact on employees' job satisfaction. These include receiving formal praise (μ=4.167), understanding employee behaviour (μ=4.028), receiving appropriate recognition (μ=4.000), obtaining continuous feedback (μ=4.000), gaining informal praise (μ=3.944), and frequently receiving recognition from a manager (μ=3.944). Furthermore, the results reveal a strong positive correlation between non-financial rewards and job satisfaction (r (34) = .966, p = .001), thereby supporting hypothesis 1. This suggests that non-financial rewards play a significant role in elevating employees' job satisfaction and potentially enhancing the organisation's overall efficiency. Consequently, the outcomes of this study can serve as a valuable guideline for the RISDA organisation to enhance its reward system, with the potential to fulfil employees' needs and concurrently achieve heightened employee satisfaction.

The Criteria for Reliability

We conducted a large sample representative survey to get a deeper understanding of the Hungarian population's opinion on what makes them think a product or service is trustworthy. The main objective of the research is to design the Reliable Product Rewards Programme around a set of research-acceptable metrics that are valid and acceptable to all in 2021 and beyond. The University of Óbuda will participate in the development of the Reliable Product reward scheme in the future. When assessing the reliability criteria, 6 out of 10 factors were included. Based on the results of the research, it is proposed that the following 6 factors should be included in the Reliable Product reward system: 1. product value for money 2. product quality 3. recommendation by others (acquaintances, friends, family) 4. satisfaction with the product, after previous tasting/use 5. trial, during previous tasting/use. In our further research, familiarity will be considered as a separate dimension 0 as a filtering criterion in the reward system.

Discount or Speed?: An Analysis of Reward Offer in Exchange for No-Rush Shipping

This research investigates how a no-rush shipping reward program, which offers a discount or a reward to a customer who chooses no-rush shipping for her online purchased items, can be utilized by an online seller to reduce shipping and expediting costs. In particular, we consider a setting in which an online seller has to ship two items to a customer. Each item can be shipped either on time or late, depending on its uncertain lead time. If an item is delivered late, the seller will incur a loss in customer goodwill unless the customer opts in to a no-rush shipping reward program and agrees to take a reward in exchange for potentially receiving an item late. To avoid shipping an item late, the seller also has an option to expedite an item at an extra cost. The seller’s optimal decisions regarding whether to offer a no-rush shipping reward program on any items and whether to ship each item separately or together at a normal or expedited speed are characterized. Our findings reveal that the number of items that the seller should offer the no-rush shipping reward program decreases as the required reward to entice customer participation increases. If the no-rush shipping reward program is offered on both items, then consolidating them into a single shipment always emerges as the optimal strategy. However, in cases where the program applies to none or only one item, it would be optimal for the seller to consolidate the shipment if and only if the shipping cost is sufficiently large. Through numerical demonstration, we underscore the noteworthy cost savings attainable via the no-rush shipping reward program, especially when the expected wait time to receive an item is long, the expediting cost is large, but the normal shipping cost is small. This study suggests that implementing a no-rush shipping reward program empowers online sellers with enhanced shipping management flexibility, which in turn effectively reduces operating and shipping costs as well as the environmental impact, while also meeting customers’ expectation.