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Multivariate REWARD processes with REWARD functions of constant rates, defined  on a semi-Markov process, first were studied by Masuda and Sumita, 1991. REWARD processes with nonlinear REWARD functions were introduced in Soltani, 1996. In this work we study a multivariate process s Z(t) = (Z1 (t),..., Z p (t)), t ≥ 0 , where Z1(t),...,Zp (t) are REWARD processes with nonlinear REWARD functions ρ1 ,...,ρ p respectively. The Laplace transform of the covariance matrix, Σ(t), is specified for given ρ1 ,...,ρ p , and if they are real analytic functions, then the covariance matrix is fully specified. This result in particular provides an explicit formula for the variances of univariate REWARD processes. We also view Σ(t) as a solution of a renewal equation.

It seems that some Qur'anic sermons address only men and not women. Among them we can notice the REWARDs that Qur'an maintains about paradise. This paper will answer the questions on differences between men and women in paradise from Qur'anic viewpoint and how we can interperate the verses which seem to talk only about men's REWARDs in paradise.

Various views have been expressed in the analysis of the nature of REWARD. In this paper, the two main views of the mutual contract and unilateral obligation nature of REWARD have been aimed to explain by referring to a few points. The supporters of the REWARD consider the agreement and acceptance of the worker as a condition for the realization of it. But, according to the view of jurisprudents -who chose the theory of being unilateral obligation of REWARD - the acceptance of the worker does not have an effect on the offer (Ijab) of conductor and would not be considered as a pillar in this regard. These jurisprudents regarded being mutual contract of REWARD would entail of ignoring the general rules of contracts. In return, some jurisprudents have also cited other ideas such as causation, interval between mutual contract and unilateral obligation, and being requirement of REWARD. They believe that REWARD is absolutely not a mutual contract or a unilateral obligation. In the midst of this difference of opinions, the present paper, investigating the nature of REWARD, follows the theory of being requirement of REWARD.

To compensate for creativity and innovation indeveloping and implementing management procedures and methods of work organization are often newer and better manage the REWARDs. REWARDs of the work perform the duties of level higher than done ordinary. Compensation on the plans accounting income numbers, along with other factors such as job security, job level, and the company has a direct relationship with a well-managed, directly or indirectly, Companies associated with high profitability. It is assumed that managers are looking to increase welfare through increased profitability. This descriptive study was conducted library. Objectives of the relationship between activity level managers are REWARDed. Results This study demonstrates that there is a direct relationship between level of compensation to which they belonged.

This article tests and compares two models CAPM and the REWARD Beta Model for the prediction of the expected return in the Tehran Stock Exchange (TSE): based on the two-step test methodology 1) estimation of the models’ parameters through time series regressions in an ex-ante sample; 2) use of the parameters as explanatory variables in a cross section regression and ex-post sample; By using Microfit4 and Excel, some relevant statistical and econometrics methods such as t-statistics, F statistics, adjusted coefficient of determination (Adj. R2), Durbin-Watson, Jarque-Bera, Functional Form, were employed for testing the research hypotheses. The results, based on a sample of 112 firms during the period 1998 to 2008, show that REWARD beta has a higher explanatory power in comparison with CAPM.

Every organization wants to attract, retain and motivate its employees.Many believe that such desire is an initial purpose of any REWARD program. The total REWARDs approach provides organizations with a totalsolution. By taking Armstrong’s total REWARDs approach, organizations can achieve the best mix of monetary and non-monetary REWARDs. In this research, it is attempted to offer an effective REWARD pattern for civil servants regarding the total REWARD approach. Our data were gathered by random sampling from the employees of Export Development Bank of Iran and were analyzed using SPSS 16 and LISREL 8.51. Results of the research show that there is a positive meaningful correlation among elements of total REWARD, motivation and performance. Also, there is a positive meaningful causal relationship between elements of the total REWARD and motivation, and between elements of total REWARD and performance. There is found no causal relationship between motivation and performance. Meanwhile, among the elements of total REWARD, the individual-transactional REWARDs and communal-relational REWARDs have more effect on the dependent variables. It is important to note that the aforesaid relations were provided by the structural equation modeling.