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Time-saving bias
Zíka, Vojtěch ; Dušek, Libor (advisor) ; Miklánek, Tomáš (referee)
The time-saving bias is a cognitive error which systematically influences human perception of relationship between speed and time. As a consequence they overestimate time gained/lost when accelerating/decelerating from higher speed and underestimate time gained/lost when accelerating/decelerating from lower speed. This bias is most salient in the context of a car driving where such a misperception might lead to an excessively high travelling speed. Apart from the impact on the driving safety, unduly high speed have negative effect also on the fuel economy. An undue fuel consumption can be an issue not only for firms, but also for the environment. This work tested a formerly proposed de-biasing measure, a paceometer, in a field experiment with the intention to find out if this kind of intervention can alter drivers' behaviour in order to reduce speeding and thus increase the driving safety and decrease the fuel consumption. To test also the strength of the measure the experiment was done within a middle size company where employees did not bear driving costs. Results based on 1 year fuel consumption data of 45 participants showed no particular effect of the measure on the average fuel consumption. A reason for this finding can be an existence of a principal/agent problem which considerably affects incentives of drivers.
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Analysis of influence of emploeyees on compensation system. Why is reality different from conclusions of neoclassical economy of labour market?
Michailidis, Dimitrios ; Brožová, Dagmar (advisor) ; Mikuláštík, Robert (referee)
In my thesis, I analyze the influence of employees on the compensation system. I investigate, why this system is in reality different from neoclassical theory of compensation. In the first part of my thesis I take a little journey into history and I show the most important principles in compensating workers. In the second part I am discovering the differences between theory and real life. I based my arguments on assumption, that every employee, every person is unique, has its own goals and preferences. The compensation system is trying to react to them in both ways, in the positive way, that the employees want specific thing or in the negative way that it needs to make them do, what they hired to do. That means to motivate them properly. On the bases of the second part I analyzed the system of compensation in real company, in Philips CZ Ltd. This I divided into two parts: the actual analysis of the system and the questionnaire, in which I asked the employees twelve questions about their job terms and preferences. The goal of this part is to validate individual assertions from the second part of the thesis.
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