Academic literature on the topic 'Follower Motivations'
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Journal articles on the topic "Follower Motivations"
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Frederick, Evan L., Choong Hoon Lim, Galen Clavio, and Patrick Walsh. "Why We Follow: An Examination of Parasocial Interaction and Fan Motivations for Following Athlete Archetypes on Twitter." International Journal of Sport Communication 5, no. 4 (December 2012): 481–502. http://dx.doi.org/10.1123/ijsc.5.4.481.
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An Internet-based survey was posted on the Twitter feeds and Facebook pages of 1 predominantly social and 1 predominantly parasocial athlete to ascertain the similarities and differences between their follower sets in terms of parasocial interaction development and follower motivations. Analysis of the data revealed a sense of heightened interpersonal closeness based on the interaction style of the athlete. While followers of the social athlete were driven by interpersonal constructs, followers of the parasocial athlete relied more on media conventions in their interaction patterns. To understand follower motivations, exploratory factor analyses were conducted for both follower sets. For followers of the social athlete, most of the interactivity, information-gathering, personality, and entertainment items loaded together. Unlike followers of the social athlete, fanship and community items loaded alongside information-gathering items for followers of the parasocial athlete. The implications of these and other findings are discussed further.
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He, Qian, and Theodore P. Gerber. "Origin-Country Culture, Migration Sequencing, and Female Employment: Variations among Immigrant Women in the United States." International Migration Review 54, no. 1 (February 3, 2019): 233–61. http://dx.doi.org/10.1177/0197918318821651.
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Recent studies suggest that the employment rates of foreign-born women are related to cultural norms regarding gender and work in their origin countries. However, origin-country culture may have less influence on the labor-supply decisions of women who self-select into migration precisely in order to pursue work abroad. Female migrants self-select on the basis of employment opportunities to varying extents, and it is hard to measure which ones do and which do not. We propose “migration sequencing” (the timing of married partners’ respective migrations) as a proxy for female migrant selectivity with respect to gender-role beliefs and work incentives: female lead migrants and individual (unmarried) migrants are, on average, more motivated by labor-market opportunities or human-capital formation than concurrent or follower migrants. Using data from the American Community Survey, we analyze employment rates of female immigrants to the United States from 130 countries. Our results confirm that sending-country cultural legacies have smaller effects for lead and unmarried migrants and the largest effect for follower migrants. Consistent with our theoretical reasoning, lead and unmarried migrants apparently self-select on economic motivations or less traditional gender norms more than do follower migrants, whose employment rates are thus more influenced by origin-country culture. The findings yield a more nuanced understanding of the variable role origin-country culture plays in immigrants’ structural incorporation in the United States and potentially in other destinations as well.
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Li, Jie, Stacie Furst-Holloway, Suzanne S. Masterson, Larry M. Gales, and Brian D. Blume. "Leader-member exchange and leader identification: comparison and integration." Journal of Managerial Psychology 33, no. 2 (March 12, 2018): 122–41. http://dx.doi.org/10.1108/jmp-06-2017-0220.
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Purpose The purpose of this paper is to compare and integrate leader-member exchange (LMX) and leader identification (LID) as concurrently functioning mediators between three leadership styles (individual-focused transformational, contingent reward, and benevolent paternalistic) and two citizenship behaviors (helping and taking charge). Design/methodology/approach Data included 395 stable, independent leader-follower dyads from numerous Chinese organizations. Partial least squares structural equation modeling and relative weight analysis were used in data analyses. Findings In established, steady-state leader-member alliances, LMX was the dominant explanation between various leadership styles and helping; whereas LID explained leadership effects on taking charge. Three-stage indirect effects of leadership-LMX-LID-taking charge were found. Also, LMX and LID related to the three focal leadership styles in distinct ways. Research limitations/implications Limitations include cross-sectional data. Strengths include a large, multi-source field sample. Implications include that LMX and LID provide different prosocial motivations; LMX indirectly engenders stronger other-orientation through LID; and the nature of indirect leadership effects via LID is more sensitive to the nature of the focal leadership styles. LMX and LID together provide a package of prosocial motivations. Practical implications Leaders interested in increasing employees’ helping vs taking charge behaviors can be more effective by understanding the different motivational potentials of LMX vs LID. Leaders also need to choose appropriate behavioral styles when they activate LMX vis-à-vis LID. Originality/value This study integrates multiple leadership theories to provide a nuanced account of how social exchange and self-concept explain leadership at the interpersonal level when leadership styles, LMX, and LID are stable.
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Zhang, Yong Ning, Hong Yu Zhang, Su Hu, and Tong Zhang. "Survey and Strategy Suggestions on Low Carbon Technology Innovation of Chinese Petrochemical Industry." Advanced Materials Research 1073-1076 (December 2014): 2806–10. http://dx.doi.org/10.4028/www.scientific.net/amr.1073-1076.2806.
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In the context of global climate warming, Chinese petrochemical industry undertakes great pressure and responsibilities of CO2 emission reduction under the premise of national energy safety. From international experiences, green and low carbon becomes the development trends of petrochemical industry worldwide. The survey on relevant petrochemical enterprises summarizes the motivations, current ways, difficulties, and expected supports from governments in low carbon technology innovation. Based on the survey, the paper argues that technology innovation require integration of energy conservation, emission reduction and industry upgrading for the target of harmonious development of economy, society and environment. The choices of cost leadership, integration innovation, follower innovation, and industrial cluster are suggested when making innovation strategy by Chinese petrochemical industry.
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Hutchinson, D. S. "Aristotle and the Spheres of Motivation:De AnimaIII.11." Dialogue 29, no. 1 (1990): 7–20. http://dx.doi.org/10.1017/s0012217300012749.
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Motivations can often conflict. Suppose it is six o'clock and I want a drink; suppose also that I know that it would be unwise or inappropriate in my present circumstances to drink. In cases like this I feel a struggle inside me. For Plato and for Aristotle, such struggles were an important part of moral experience, and on their description and analysis depends much of Plato's and Aristotle's moral psychology. It is not well enough appreciated that, in this respect, Aristotle was an uncritical follower of Plato. If we understand Plato's theory and how little Aristotle departed from it, we will be able to make better sense of some difficult passages, especiallyDe AnimaIII.11, and we will even be able to solve the conundrum of the ‘sphere’ which has teased scholars for two thousand years.
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Grossman, Rebecca C., Douglas Graham Mackenzie, Deborah S. Keller, Nicola Dames, Perbinder Grewal, Andrés A. Maldonado, Argyrios Ioannidis, et al. "#SoMe4Surgery: from inception to impact." BMJ Innovations 6, no. 2 (February 3, 2020): 72–82. http://dx.doi.org/10.1136/bmjinnov-2019-000356.
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Objectives and settingThe aim of this study was to create a hashtag #SoMe4Surgery on the social network application Twitter, and to examine the natural history of the resulting online community.Design and outcome measuresA prospective, four-stage framework was proposed and used: (1) inception phase (connection): users were actively invited to participate; (2) dissemination phase (contagion): several tweetchats were designed, scheduled and run; (3) adherence phase (feedback): Twitonomy and NodeXL summaries were regularly posted on Twitter; and (4) impact phase (outcomes): abstracts and manuscripts, and related projects on Twitter. Tweets, influencers and interactions were analysed, and a brief survey was shared with participants to assess demographics and motivations of social media use.ParticipantsUsers engaging with the #SoMe4Surgery hashtag.ResultsUsers of the hashtag came from a wide variety of specialties and geographical locations, as well as varying in age and stage of training. The inception of #SoMe4Surgery was followed by an increase in the follower count and impressions of users. A total of 675 tweeters posted 11 855 tweets with 30 122 retweets between 28 July and 27 December inclusive. There were new contributors and activity throughout the period. There were many more retweeters than accounts posting original content. Over a 10-day period ending on 31 December 2018, the number of followers of the 10 most influential accounts was higher than the number of followers of the 10 most engaging accounts (p=0.002). The mean (SD) number of tweetchat participants was 121 (64), who posted 719 (365) tweets and had a potential reach of 3 825 155 (1 887 205) accounts. Spin-off projects included surveys from low and medium-income countries, subspecialised hashtags, presentations and one publication.ConclusionsThe creation of a cohesive online surgical community may allow a flattened hierarchy, with increased engagement between surgeons, other healthcare professionals, researchers and patients.
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Basińska, Beata A. "Work Motivation Profiles and Work Performance in a Group of Corporate Employees: A Two-Step Cluster Analysis." Roczniki Psychologiczne 23, no. 3 (February 16, 2021): 227–45. http://dx.doi.org/10.18290/rpsych20233-3.
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Few studies have applied a person-centered approach to work motivation using cluster or profile analyses. Thus, little is known about which configurations of work motivations characterize professionals. The aim of this study is to establish the structure of work motivation profiles under the framework of self-determination theory and to examine the relationship between work motivation and subjective work performance. The study involved 147 corporate employees who completed the Multidimensional Work Motivation Scale and self-rated their work performance. The two-step cluster analysis was applied, followed by a one-way ANOVA and a post-hoc Bonferroni test. The findings revealed differences between the five profiles for all forms of motivational regulation on the self-determination continuum (large effect sizes). Further examination revealed that the employees’ current work performances differed across motivational profiles (medium effect size). Strongly and poorly motivated as well as autonomously motivated employees reported better subjective work performance compared to unmotivated individuals. In line with self-determination theory, the quantity and shape of motivation can be simultaneously considered in terms of both theoretical and practical implementation.
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Nasrudin, Naasah, Marlyana Azyyati Marzukhi, Oliver Ling Hoon Leh, Zaharah Mohd Yusoff, and Nurul Shakila Khalid. "Modelling Pedestrian Crossing Behaviour based on Human Factor." MATEC Web of Conferences 308 (2020): 03003. http://dx.doi.org/10.1051/matecconf/202030803003.
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Research on pedestrian crossing behaviour in urban areas is extensive and has contributed to very useful insights into the role of road, traffic and pedestrian characteristics on the crossing decisions of pedestrians, their compliance with traffic rules and the related safety. However, human factors are rarely incorporated in pedestrian crossing behaviour research. The objective of this research is to analyse the development of pedestrian crossing choice models on the basis of road traffic and human factors. For that purpose, a questionnaire was distributed to 663 respondents among pedestrians in the Shah Alam district. The respondents were asked to fill in a questionnaire about their travel motivations, ability characteristics, risk perceptions and preferences with respect to walking and road crossing, as well as their opinion on drivers, etc. From the modelling analysis, the results showed that there is a significant relationship between Human Factor and Crossing Behaviour; there were two components of Human Factor that influenced pedestrian crossing behaviour to emerge, namely a “risk-taker” and a “rule-follower”. Based on ‘path coefficient’ of Human Factor analysis, this study concludes that a ‘risk-taker’ component contributed more to Crossing Behaviour. The findings of this research can be used to evaluate the implementation of new pedestrian crossings and a redesign of existing pedestrian crossing environments.
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Thuan, Le Cong, and Bui Thi Thanh. "Leader knowledge sharing behavior and follower creativity: the role of follower acquired knowledge and prosocial motivation." Journal of Workplace Learning 32, no. 6 (July 27, 2020): 457–71. http://dx.doi.org/10.1108/jwl-01-2020-0012.
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Purpose Although leaders play a vital role in motivating the creative performance of followers, a paucity of research has examined specific behaviors of leaders. The purpose of this paper is to investigate the impact of leader knowledge sharing behavior on followers’ creative performance. Design/methodology/approach To decrease the potential of the common method bias, this research conducted a time-lagged study to gather data from 319 employees working at information technology companies in Vietnam. This study used the hierarchical regression analysis to test the hypotheses. Findings The results showed that leader knowledge sharing behavior had a positive impact on follower creativity. Moreover, follower-acquired knowledge partially mediated this relationship. Furthermore, follower prosocial motivation positively moderated the effects of leader knowledge sharing behavior and follower-acquired knowledge on followers’ creative performance. Originality/value The findings contribute to the creativity literature by providing evidence that leader knowledge sharing behavior could stimulate follower creativity directly and indirectly through follower-acquired knowledge. This research also confirmed the moderating role of prosocial motivation in reinforcing the influence of leader behaviors and employee ability on employee creativity.
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Parker, James, Urban Johnson, and Andreas Ivarsson. "Initial Positive Indications with Wearable Fitness Technology Followed by Relapse: What’s Going On?" Sustainability 13, no. 14 (July 9, 2021): 7704. http://dx.doi.org/10.3390/su13147704.
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The motivational influence of wearable fitness technology (WFT) on increasing physical activity (PA) is unclear, and improvements in PA have been shown to be driven by both intrinsic and extrinsic motivation. In the current study, PA (daily number of steps), moderate to vigorous intensity physical activity, and muscular strength training were measured over 6 months on, originally, 16 randomly selected sedentary community workers (mean age = 51 years). Moreover, self-determined motivation (Behavioral Regulation in Exercise Questionnaire-2) was measured before, midway, and after a 6-month intervention program that included motivational interviewing, as well as the use of WFT and a structured outdoor gym program. Our findings showed WFT, in combination with motivational interviewing, initially helped the participants meet recommended guidelines for PA in terms of at least 10,000 steps per day, and at least 150 min of moderate aerobic activity per week. There was a large decrease in participants’ PA and increase in introjected motivation between the first half (3 months) and the second half of the intervention (6 months). The increase in introjected motivation suggests that toward the end of the 6-month intervention, participants engaged in PA to satisfy external demands or avoid guilt, which may lead to less-persistent behavior change.
Dissertations / Theses on the topic "Follower Motivations"
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Tuttle, Matthew D. "True North or Traveled Terrain? An Empirical Investigation of Authentic Leadership." [Tampa, Fla] : University of South Florida, 2009. http://purl.fcla.edu/usf/dc/et/SFE0003188.
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Bisaillon, Beth. "The Followers perspective on the connetions between perceived servant leadership, affect and cognition-based trust and prosocial motivation." Thesis, Linnéuniversitetet, Institutionen för psykologi (PSY), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-84697.
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This study was initiated for the purpose to further understand the theoretical relationship between followers trust of the closest bound perceived servant leader and the predictability of the followers organizational citizenship behavior (OCB). Specifically, this study looked at the modifying effect of the followers prosocial motivation—the desire to benefit other people (Grant, 2008) on multilevel dimensions of trust (i.e. affect- and cognition-based trust) and how this could possibly predict if at all followers OCB. There is far less research specifically about servant leaders than those implementing transformational leadership theory (Joseph & Winston, 2005; van Dierendonck & Nuijten, 2011). There are numerous studies using transformational leadership based on the well-defined parameters that are proven to be a relatively strong predictive variable in a variety of theoretical fields (N. Eva, Sendjaya, & Prajogo, 2015). Zhu and Akhtars’ (2014) study on transformational leadership behavior and multi-levels of trust is the inspiration to the current research project. The current research project is a close replication of Zhu and Akhtars’ (2014) model with the replacement of transformational leadership with servant leadership. Data were collected from 39 followers and four leaders from seven different facilities in the greater Stockholm area. The results showed that affect-based trust mediated the relationship between servant-based leadership and followers OCB. In addition, affect-based trust mediated the relationship between servant leadership and followers OCB only with those with high prosocial motivation. As for cognition-based trust, there seems to be some interaction between cognition-based trust and the relationship between servant leadership and followers with low prosocial motivation. These results strengthen the conclusions of the original study by Zhu and Akhtar (2014). Finding that servant leadership does not predict follower’s organizational citizenship behaviors alone. To reach a better understanding on followers OCB and their interaction within a servant leadership organization one must look at the individual followers’ level of trust and prosocial motivation variables to further our understanding on how to encourage OCB.
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Harrell, Melissa. "THE RELATIONSHIPS BETWEEN LEADER BEHAVIOR, FOLLOWER MOTIVATION, AND PERFORMANCE." Doctoral diss., University of Central Florida, 2008. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/3854.
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The primary goal of this study was to examine ways in which leaders can influence followers motivation. Motivation is a key construct in industrial and organizational psychology due to its impact on employee performance. Modern motivation theories adapt a more sophisticated view of motivation in terms of definition, relationships, and operationalization. In particular, one new theory of motivation is the Pritchard and Ashwood Theory (2008). This theory proposes that motivation is comprised of four perceived relationships that, in combination, reflect the extent to which employees believe that their actions on the job will lead to need satisfaction. These four relationships are called connections. The relationship between two leadership behaviors, initiating structure and consideration, and the Pritchard and Ashwood motivational connections was examined. It was hypothesized that the two leader behaviors would have differential relationships with the four motivational connections. These differential relationships should facilitate targeted behavioral feedback to leaders to improve each of the motivational connections. Additionally, motivation was hypothesized to mediate the relationship between the leader behaviors and employee outcomes. The Pritchard and Ashwood Theory is operationalized by the Motivation Assessment Questionnaire (MAQ) (Pritchard, 2006a). A secondary goal of this study was to contribute to the validity evidence of the MAQ. This recently developed questionnaire has shown good psychometric properties and initial validity evidence has demonstrated moderate relationships between the MAQ and job performance. However, this is the first study of the relationship between the MAQ and employee outcomes with a large sample of full-time working adults. Further, this study expanded potential MAQ outcomes beyond employee performance to include organizational citizenship behaviors and turnover intentions. A sample of 208 employees was recruited from two central Florida companies. These employees responded to the MAQ and other study measures via a secure, online survey. Participating employees provided contact information for their supervisors who were then invited to participate in the study by providing criteria ratings. A large number of the invited supervisors participated (n = 195). Results indicated robust support for one of the leadership behaviors: consideration. Consideration was related to performance and this relationship was partially mediated by motivation. On the other hand, initiating structure was not related to employee performance. Consideration and initiating structure were not differentially related as hypothesized to the four motivational connections. This was due in part to the strong correlation between the two leadership behaviors (r = .73). Results provided additional validation evidence for the MAQ. The overall effort scale was not related to performance as it had been in the two previous studies that used a student sample. However, the average of the motivation connections predicted performance. Additionally, the MAQ predicted both organizational citizenship behaviors and turnover intentions. As mentioned previously, the sample was drawn from two central Florida companies. Although many of the study hypotheses were supported for the overall sample, the observed relationships were very different for the two subsamples. Similarly, findings in this study differ from previous studies using the MAQ with working students. Potential reasons for these differences are discussed.Ph.D.
Department of Psychology
Sciences
Psychology PhD
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Richardson, Alison. "How leaders generate hope in their followers." Diss., University of Pretoria, 2009. http://hdl.handle.net/2263/24440.
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The purpose of this research was to understand how leaders in organisations generate hope in their followers. High hope leaders who generate hope in their followers may be described as leaders who have a positive and engaging management style, and who positively influence the people around them by generating hope. There is significant evidence that a large part of a leader’s role is to inspire hope in followers, and that high hope managers are more effective and successful than leaders who lack hope. Leaders who inspire hope in followers were identified, and nine qualitative semistructured depth interviews were conducted with the followers of these leaders. What emerged was a checklist of behaviours, actions and attitudes of high-hope leaders, which may in future serve as a guide for other leaders who seek to increase their positive influence on followers, and consequently, their positive impact on organisations and the economy. Nine common behaviours which were key in generating hope in followers emerged from this research, these are: 1. Each of the leaders has a high level of personal competence and credibility – they are personally very smart and very successful 2. They trust their people implicitly, and don’t micromanage followers 3. They empower their people 4. They are keen developers of people 5. Access to the leader is relatively easy – they are available to their people 6. They believe in and believe the best about their people 7. They are great communicators, and willingly share knowledge and information with their followers 8. They relentlessly drive high performance 9. They inspire their followers to work hard, and contribute large amounts of discretionary effortDissertation (MBA)--University of Pretoria, 2010.
Gordon Institute of Business Science (GIBS)
unrestricted
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Blazevic, Josip, Charlotte Christensen, and Therese Eriksson. "Empowerment as a tool for increasing followers contribution and dedication : - A qualitative study about what motivates followers." Thesis, Högskolan i Jönköping, Internationella Handelshögskolan, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-26658.
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Background: Empowerment is a leadership style where the leader gives away power and therefore provides freedom to the follower to successfully do what they want to do instead of what the leader want them to do (Whetten & Cameron, 2014). It is said that leader often fail when they have the incapability to motivate and manage their followers. Purpose: This thesis tend to examine what motives followers in order to locate if empowerment is a potential leadership style that can increase follower’s dedication and contribution within their workplace. . Method: This research contains of a qualitative study with direct questions with an influence of open ended questions in order to capture the respondent’s personal opinions. The authors uses an abductive reasoning with an interpretivism philosophy as well with an exploratory approach. Conclusion: The author’s conclusion is that the respondents of the research were not aware of the leadership style empowerment. However, all respondents had a positive attitude to the description of empowerment. This could show an indication that there is always a search for new leadership styles and empowerment is a style that could help followers to improve their contribution and dedication at their workplace.
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Chang, Chu-Hsiang. "Effects of transformational leadership on followers' feedback seeking, feedback preference, and reactions to feedback through cognitive and motivational processes." Akron, OH : University of Akron, 2005. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=akron1122910737.
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Dissertation (Ph. D.)--University of Akron, Dept. of Psychology, 2005."August, 2005." Title from electronic dissertation title page (viewed 12/14/2005) Advisor, Rosalie J. Hall; Committee members, Paul E. Levy, Robert G. Lord, Ramona Otega-Liston, Aaron M. Schmidt; Department Chair, Paul E. Levy; Dean of the College, Charles B. Monroe; Dean of the Graduate School, George R. Newkome. Includes bibliographical references.
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Naidoo, Loren J. "EFFECTS OF LEADERS ON FOLLOWER GOAL STRIVING PROCESSES: COGNITIVE AND EMOTIONAL SENSEMAKING MECHANISMS." Akron, OH : University of Akron, 2005. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=akron1125352291.
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Dissertation (Ph. D.)--University of Akron, Dept. of Psychology, 2005."December, 2005." Title from electronic dissertation title page (viewed 08/31/2006) Advisor, Robert G. Lord; Committee members, Steven R. Ash, Rosalie J. Hall, Paul E. Levy, Aaron M. Schmidt; Department Chair, Paul E. Levy; Dean of the College, Charles B. Monroe; Dean of the Graduate School, George R. Newkome. Includes bibliographical references.
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Mikaelsson, Emma. "Målstyrning som motiverar : En studie om hur chefer motiverar medarbetarna i målstyrningsprocessen." Thesis, Högskolan i Halmstad, Sektionen för hälsa och samhälle (HOS), 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-23257.
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Socialt arbete i Sverige bedrivs inom offentlig samt privat regi och är underordnad politisk styrning. Inom de offentliga förvaltningarna finansierar politikerna förvaltningarna som bed-rivs utan vinstintresse och arbetar för att implementera politiska idéer och visioner i arbetet. Alla verksamheter under politisk styrning arbetar efter olika samhällsuppdrag där olika mål ska implementeras för att vidareutveckla verksamheterna och anpassas efter de förändringar som sker i samhället.Studiens syfte var att ta reda på hur enhetschefer inom Socialtjänsten motiverar sina medarbe-tare att arbeta med de politiska verksamhetsmålen. Studiens empiriska material samlades in genom kvalitativa intervjuer med fyra enhetschefer inom Socialtjänsten i Halmstad. Därefter tolkades empirin genom en hermeneutisk ansats för att få en förståelse för materialet. Slutsat-serna drogs sedan från empiri till teorier genom induktion.De viktigaste faktorerna som motiverar medarbetarna i målstyrningsarbetet utifrån ett chefs-perspektiv är att målen är tydliga så medarbetarna förstår syftet med målen. Att medarbetarna får vara delaktiga när målen planeras och utarbetas. Dels genom att de får vara med och be-sluta hur arbetet ska gå till samt att medarbetarna är delaktiga och involverade i ekonomin. Det individuella ansvaret hos varje medarbetare var också av vikt, det gör att medarbetaren får anta uppgifter som de är kunniga i och som de känner sig bekväma med. Lönen var däremot inte en avgörande faktor för att motiveras, ur chefens perspektiv. Utan istället verkar det vara betydande att medarbetarna får bekräftelse och beröm från chefen när denne utfört ett bra och betydande arbete. Att följa upp målen är också en motiverande faktor, då ser gruppen om de nått målen, för vid framgång motiveras medarbetarna.Social Work in Sweden is conducted in public and private management and is subject to polit-ical control. Within the public administration finance politician’s administrations pursued a non-profit, working to implement policy ideas and visions in the work. All activities under political control works for different social function where different goals implement in order to further develop the business and adapt to the changes that taking place in society.The study's purpose was to find out how the unit managers in social services motivate their employees to fulfill the business goals coming from politicians. The study's empirical material gathered through interviews with four unit managers within social services in Halmstad. After that, empirical data has been interpreted through a hermeneutic approach to gain an under-standing of the material. The conclusions have been drawn from empirical work to theories through induction.The main factors that motivate employees in the goal orientation process from a manager's perspective are that the goals are clear so the employees understand the purpose of the targets. It is important that employees involved when the goals is planned. Partly by allowing them to participate and decide how the work will proceed and those employees are empowered and involved in the economy. The individual responsibility of each employee was also important, it means that the employee adopt task that they are knowledgeable in and that they feel com-fortable with. Salary, however, was not a critical factor to be motivated from manager´s per-spective. But instead it seems important that employees receive acknowledgment and praise from the manager when they performed a good and important work. To follow up the goals is also a motivating factor. Then, the group sees if they achieved the goals, because the employ-ee is motivated by success.
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Chipumuro, Juliet. "The relationship between leaders’ emotional intelligence and followers’ motivational behaviour and organisational commitment." Thesis, Rhodes University, 2016. http://hdl.handle.net/10962/484.
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Over the past few years, emotional intelligence (EI) has generated significant interest and a wealth of research as a possible area of insight into what determines outstanding performance in the workplace (Ashworth, 2013:8; Pillay, Viviers and Mayer, 2013:1). The internal environment of organisations in the labour-intense hospitality industry is complex and dynamic. Given the unpredictability of change, the researcher found the hospitality industry to be an intriguing milieu within which to ascertain the importance of EI in predicting leaders’ effectiveness as a measure of outstanding performance. As employees are the internal customers of any hotel organisation, representing many hotel organisations’ only true competitive advantage, the purpose of this quantitative investigation was to examine the relationship between leaders’ EI and followers’ motivational behaviour and organisational commitment. Despite the intuitive plausibility of the assumption that leaders who exhibit EI competencies contribute to outstanding performance, the issue of followers’ motivational behaviour and organisational commitment as leadership indices has received little empirical attention. This study sets out to integrate prior findings on EI, motivation and organisational commitment, to support these findings in literature, and to incorporate these findings into a comprehensive conceptual framework. Using critical realists’ post-positivistic philosophical assumptions, the researcher used the Emotional and Social Competencies Inventory (ESCI) to assess leaders’ EI. Furthermore, the Motivational Sources Inventory (MSI) was used to assess followers’ motivational behaviour, while Organisational Commitment Scales (OCS) were used to assess followers’ organisational commitment. The survey respondents consisted of 120 leaders and 435 followers from 13 hotels in four prominent hotel groups in South Africa. The quantitative data collected from the surveys was analysed quantitatively using SPSS to reach substantial results with inferences. The analysis of variance revealed an overall positive relationship between demographic variables and Leaders EI, followers’ motivational behaviour and followers’ organisational commitment. The correlational analysis revealed positive relationships between leaders’ EI and followers’ motivational behaviour and organisational commitment (R= 0.05-, p<0.01) except for instrumental motivation. The correlation between leaders’ emotional self-awareness and followers’ intrinsic process motivation was somewhat weak while the relationship between leaders’ emotional self-awareness and instrumental motivation was found to be sufficient, but statistically not significant. The researcher can conclude that generally the results of this study reveal that organisational leaders can positively influence the motivational behaviour and organisational commitment of their followers by enhancing their own EI competencies. The results add to the leadership literature by illuminating possible antecedents to leadership effectiveness. It is believed that this research will help the hospitality industry at large in clarifying the importance of EI competencies in leadership as a means of obtaining positive motivation behaviour and commitment from followers. Furthermore, the findings have both managerial and research implications for hospitality operations strategy formulation in order to gain competitive advantage and improve the financial position of the businesses.
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Rossi, Michael. "An Investigation into High Quality Leader Member Exchange Relationships and their Relation to Followers' Motivation to Lead." Scholar Commons, 2011. http://scholarcommons.usf.edu/etd/3300.
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This research further investigates the motivation to lead (MTL) construct and its antecedents. While existing research has investigated culture, personality, and direct experience as an antecedent to MTL, the indirect experience of observing an effective leader has not been studied. It was hypothesized that having an effective supervisor would be related to followers' leadership self efficacy and MTL. It was also hypothesized that this relationship would be moderated by the quality of the relationship between leader and follower. Little evidence was found supporting these hypotheses. In addition, the existing research into MTL has failed to establish the link between MTL and leader performance. Using leadership 360 ratings as a proxy for leader performance, no support was found linking MTL with leader performance. Academic and applied implications are discussed.
Books on the topic "Follower Motivations"
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Get everyone in your boat rowing in the same direction: 5 leadership principles to follow so others will follow you. Holbrook, Mass: Adams Pub., 1995.
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Be the leader people love to follow: Using type & style for increased leadership effectiveness. Charleston, S.C: Type & Temperament, Inc., 2003.
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Price, Courtney H. Waltzing with-- a moose: Follow the wizard's path to corporate creativity. Denver, Colo: Creative Management Unlimited, 1991.
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Pretlove, Marian. Follow my leader: A case study of the practical implications of leadership theory for motivation and development in two first schools. [Guildford]: [University of Surrey], 1993.
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Coffman, Curt. Follow this path: How the world's greatest organizations drive growth by unleashing human potential. New York: Warner Books, 2002.
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Rimm, Sylvia B. Jane wins again: Can successful women have it all? A fifteen-year follow-up. Tucson, AZ: Great Potential Press, Inc., 2014.
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Andersen, Erika. Leading So People Will Follow. Wiley & Sons, Incorporated, John, 2012.
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Andersen, Erika. Leading So People Will Follow. Wiley & Sons, Incorporated, John, 2012.
Find full textBook chapters on the topic "Follower Motivations"
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Fournier, Fabiana, and Inna Skarbovsky. "Real-Time Data Processing." In Big Data in Bioeconomy, 147–56. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-71069-9_11.
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AbstractTo remain competitive, organizations are increasingly taking advantage of the high volumes of data produced in real time for actionable insights and operational decision-making. In this chapter, we present basic concepts in real-time analytics, their importance in today’s organizations, and their applicability to the bioeconomy domains investigated in the DataBio project. We begin by introducing key terminology for event processing, and motivation for the growing use of event processing systems, followed by a market analysis synopsis. Thereafter, we provide a high-level overview of event processing system architectures, with its main characteristics and components, followed by a survey of some of the most prominent commercial and open source tools. We then describe how we applied this technology in two of the DataBio project domains: agriculture and fishery. The devised generic pipeline for IoT data real-time processing and decision-making was successfully applied to three pilots in the project from the agriculture and fishery domains. This event processing pipeline can be generalized to any use case in which data is collected from IoT sensors and analyzed in real-time to provide real-time alerts for operational decision-making.
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COOPER, D. "Followership, employee commitment and motivation." In Leadership for Follower Commitment, 67–136. Elsevier, 2003. http://dx.doi.org/10.1016/b978-0-7506-5688-7.50005-3.
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Crawford, Joseph, Sarah M. Young, and Matthew Wayne Knox. "Following Through the Good and the Bad?" In Leadership and Followership in an Organizational Change Context, 242–71. IGI Global, 2022. http://dx.doi.org/10.4018/978-1-7998-2807-5.ch010.
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Followers are underrepresented in the organizational change literature despite their considerable influence on change success. Politics, culture, motivation, communication, and readiness have a large impact on change success, and these influences are examined in the change context. Each of these are influenced by leaders and followers. The role of authentic followers in enabling positive change through their organizational engagement is explored in depth. This chapter demonstrates that while the influential role of leaders in change is established, the authentic follower represents a large body of potential change agents with the capacity to positively influence the success of change. Many behaviors of the authentic follower make them an ideal candidate for this role, including moral potency, high levels of engagement in organizational structure, and flexibility. Further research highlighting the value of the authentic follower is warranted.
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Taves, Ann. "Motivation." In Revelatory Events. Princeton University Press, 2016. http://dx.doi.org/10.23943/princeton/9780691131016.003.0016.
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This chapter uses research on motivation to consider why some and not others were motivated to participate in the process of group formation and how competing motives directed toward different goals were given voice as alternate “selves.” It argues that the alternate selves can be understood as group-identified selves, that is, as selves that were motivated to speak for the group as a whole and thus to guide the emergence of the group as a group. In social identity terms, these group-identified selves—the Lord, the Higher Power, and the Voice—articulated the norms and values of the group and “chastised” individuals when their individual identities threatened the goals of the emerging group. Individuals were motivated to postulate or confirm the presence of a suprahuman entity and its role in guiding them when doing so promised to resolve deep-seated problems. In so doing, they became founding teams. Individuals were motivated to convert—becoming first followers—when their individual aims meshed with or could be positively transformed in light of the apparent goals of the postulated entity.
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"Tutorial 9 Leading change and motivating followers." In Your Education Leadership Handbook, 173–92. Routledge, 2014. http://dx.doi.org/10.4324/9781315832982-17.
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Scott, Leodis, Joanne E. Howard, Diane M. Howard, and Angela C. Freeman. "From Followers to Leaders." In Handbook of Research on Innate Leadership Characteristics and Examinations of Successful First-Time Leaders, 191–203. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-7592-5.ch011.
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The aim of this chapter is to respond to the emerging scholarship regarding first-time leaders and their situational and potential lifelong learning environment. While transformational leadership may be the long-term goal, this chapter explains how the process of other traditional leadership theories can help assess and build upon its effectiveness. In this regard, this chapter argues that transformational leadership can be conceptually understood through five other supporting leadership theories, namely behavioral, psychodynamic, situational, path-goal, and leader-member exchange. Thus, there are essential characteristics from traditional leadership theories and others that can help aspiring transformational first-time leaders. Through lifelong learning and development of these leadership approaches, culminating characteristics for aspiring transformational first-time leaders must include not only motivation and morality, but also care and concern for others.
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McAnally, Heath B., and Beth Darnall. "The Primacy of Motivation in Preoperative Optimization." In Preoperative Optimization of the Chronic Pain Patient, 39–76. Oxford University Press, 2019. http://dx.doi.org/10.1093/med/9780190920142.003.0003.
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Surgical patients with chronic pain frequently neglect basic health behaviors (e.g., maintenance of appropriate diet, sleep hygiene, exercise patterns) while engaging in harmful ones (e.g., tobacco use, alcohol excess, chronic opioid consumption) all of which have been shown to confer poor postoperative outcomes. Effective preoperative optimization of patients suffering with chronic pain requires at least a basic understanding of the complex and heterogeneous motivation behind deliberative (and subconscious) behaviors, and the application of interventions supporting self-determined elimination of toxic cognitive-behavioral patterns and their replacement with healthy ones. This chapter begins with an overview of motivational interviewing and select positive literature reviews addressing the utility of the method in modifying behaviors pertinent to this program. A survey of the development of our understanding of core common elements of human motivation is presented, followed by a biopsychosocial-spiritual framework for considering interpersonal variance; the chapter concludes with a brief consideration of dynamic intrapersonal variables affecting motivation within the individual.
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"Introduction." In Advances in Data Mining and Database Management, 1–13. IGI Global, 2018. http://dx.doi.org/10.4018/978-1-5225-5029-7.ch001.
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This chapter introduces the context in general, the aims, and the rationale of the book. It follows this with a brief review of the contents of chapters in this book. The motivation for the multi-level pattern extraction and prediction is given, followed by identifying different limitations in existing techniques in this subject to satisfy the requirements of multi-level pattern extraction and prediction.
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Ferrell, Jared Z., Jacqueline E. Carpenter, E. Daly Vaughn, Nikki M. Dudley, and Scott A. Goodman. "Gamification of Human Resource Processes." In Emerging Research and Trends in Gamification, 108–39. IGI Global, 2016. http://dx.doi.org/10.4018/978-1-4666-8651-9.ch006.
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Gamification promises to deliver more motivating, engaging, and, ultimately, effective human resource (HR) processes. The following chapter presents an overview of key motivational theories supporting the potential effectiveness of gamifying HR processes. Key motivational theories underpinning the success of gamification include Need Satisfaction Theories, Operant Conditioning, Flow, and Goal Setting Theory. After providing a theoretical framework supporting the effectiveness of gamification, emphasis will shift to an examination of key game elements used to improve four large categories of HR processes: recruitment, selection, training, and performance management. Case studies will be leveraged to provide real-world examples of organizations using gamification to improve HR initiatives. Finally, the chapter will cover key considerations and best practices that should be followed when developing and implementing gamified HR initiatives.
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Pearson, Ronald K. "Motivations and Perspectives." In Discrete-time Dynamic Models. Oxford University Press, 1999. http://dx.doi.org/10.1093/oso/9780195121988.003.0003.
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This book deals with the relationship between the qualitative behavior and the mathematical structure of nonlinear, discrete-time dynamic models. The motivation for this treatment is the need for such models in computerized, model-based control of complex systems like industrial manufacturing processes or internal combustion engines. Historically, linear models have provided a solid foundation for control system design, but as control requirements become more stringent and operating ranges become wider, linear models eventually become inadequate. In such cases, nonlinear models are required, and the development of these models raises a number of important new issues. One of these issues is that of model structure selection, which manifests itself in different ways, depending on the approach taken to model development (this point is examined in some detail in Sec. 1.1). This choice is critically important since it implicitly defines the range of qualitative behavior the final model can exhibit, for better or worse. The primary objective of this book is to provide insights that will be helpful in making this model structure choice wisely. One fundamental difficulty in making this choice is the notion of nonlinearity itself: the class of “nonlinear models” is defined precisely by the crucial quality they lack. Further, since much of our intuition comes from the study of linear dynamic models (heavily exploiting this crucial quality), it is not clear how to proceed in attempting to understand nonlinear dynamic phenomena. Because these phenomena are often counterintuitive, one possible approach is to follow the lead taken in mathematics books like Counterexamples in Topology (Steen and Seebach, 1978). These books present detailed discussions of counterintuitive examples, focusing on the existence and role of certain critical working assumptions that are required for the “expected results” to hold, but that are not satisfied in the example under consideration. As a specific illustration, the Central Limit Theorem in probability theory states, roughly, that “sums of N independent random variables tend toward Gaussian limits as TV grows large.” The book Counterexamples in Probability (Stoyanov, 1987) has an entire chapter (67 pages) entitled “Limit Theorems” devoted to achieving a more precise understanding of the Central Limit Theorem and closely related theorems, and to clarifying what these theorems do and do not say.
Conference papers on the topic "Follower Motivations"
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Kutun, Bahar, Alke Martens, and Werner Schmidt. "MOTIVATIONAL POWER OF GAMIFICATION: THE EFFECT OF PLAYFUL LEARNING ON PSYCHOLOGICAL NEEDS OF SELF-DETERMINATION THEORY." In International Conference on Education and New Developments. inScience Press, 2021. http://dx.doi.org/10.36315/2021end117.
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Gamification, i.e. the integration of game design elements into a non-gaming environment, aims to increase users’ engagement and motivation to achieve their goals regarding a given task. It is placed at the border between formal and informal learning approaches. Motivational difficulties are well known in educational settings, especially in Computer Science, where strict formal content meets very playful computer gamers. Hence, we followed the approach of gamification to raise the motivation of learners in the field of Business Process Management (BPM) lifecycle. We developed a board rallye game, based on 16 game design elements. The core of the rallye game is to convey knowledge in a playful way. In order to be able to determine the effects of the rallye game on several aspects, e.g. knowledge transfer and (learning) motivation, we carried out field experiments with 57 students at the Technische Hochschule Ingolstadt and at the Hochschule Augsburg. In this paper the perspective of self-determination theory (SDT), that has found general acceptance in motivational research, is used to understand and analyze the motivational power of gamification.
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Yu, Yinan, and Yan Zhu. "Follow me: An analysis of self-traits, motivation, microblog usage and attractiveness of one's microblog." In 2012 9th International Conference on Service Systems and Service Management (ICSSSM 2012). IEEE, 2012. http://dx.doi.org/10.1109/icsssm.2012.6252210.
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Lee, Su-Shiang, Hua-Yi Lin, Kok How Teo, Wei Peng Tan, and Chih-Wei Lin. "Discussion on The Consumers Motivation to Watch E-sports Game and The Follow-up Behaviors Intention." In ICEEL 2018: 2018 2nd International Conference on Education and E-Learning. New York, NY, USA: ACM, 2018. http://dx.doi.org/10.1145/3291078.3291091.
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Zhurat, Yuliya, Tetiana Ternavska, and Alla Bodnar. "Psychological and Pedagogical Investigation of the Imprisoned Persons." In ATEE 2020 - Winter Conference. Teacher Education for Promoting Well-Being in School. LUMEN Publishing, 2021. http://dx.doi.org/10.18662/lumproc/atee2020/40.
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The paper highlights the effective psychological and pedagogical directions of persons who are in places of imprisonment. The problem of returning to a normal lifestyle today is very topical, the social maladjustment of former convicts, unwillingness to leave the former antisocial environment, insufficient or no education in general, irrational motivational sphere, low level of self-esteem and concentration on the main criteria of psychological and social health, become obstacles to re-socialization for those who are in the imprisonment places. In order to develop psychological and pedagogical support of social adjustment for people who are or are going to leave the prison, the diagnosis of psychological characteristics is relevant, which will be the key elements to the effectiveness of the applied directions that are as follows: focus on changing the social environment; socio-psychological therapy; professional orientation during the educational process. The following methods were used for scientific research as analysis of scientific literature, theoretical research methods, which study scientific and methodological literature on the problem of individual social adjustment for those who leave the prison; empirical research methods based on psychological and pedagogical observation of cognitive, labor-intensive activities and the use of professionals working at the same time, psychologists and teachers during the re-socialization of imprisoned. The research shows two stages of a pilot study, during which there was implied the diagnosis of intellectual, educational motivation, nonverbal creativity, equal self-esteem and changes in concentration of imprisoned.
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Huguet, Carme, Jill Pearse, and Jorge Esteve. "New tools for online teaching and their impact on student learning." In Seventh International Conference on Higher Education Advances. Valencia: Universitat Politècnica de València, 2021. http://dx.doi.org/10.4995/head21.2021.12811.
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In the context of the global Covid-19 crisis, a practical introductory Geosciences course was redesigned to aid student learning in a 100% virtual format. New materials were created to i) improve disciplinary language range and concept acquisition; ii) make classes more dynamic; iii) provide tools for self-regulated learning and assessment and iv) maintain student motivation. Usefulness of the new materials was evaluated using a voluntary online survey that was answered by 40% of the students. Additional information was obtained from the university's student evaluation survey. All tools were well-rated, but self-assessment quizzes and class presentations had the highest overall scores. Students commented on their usefulness in terms of knowledge acquisition and self-assessment. Perhaps not surprisingly, self-assessment quizzes were the one tool students felt kept them more motivated. These were closely followed by class presentations and short in-class quizzes. Students found the online access to all lesson materials very useful for self-paced learning. According to a majority of students, the in-class quizzes and student participation using the digital the whiteboard made classes more dynamic. Overall, the new strategies succeeded in improving students' learning and independence, but more work is needed to make classes more dynamic, and especially to improve student motivation. Intrinsic motivation is perhaps the most difficult to improve because in a 100% virtual course, it is difficult to promote student-student interactions and receive visual feedback from the class. In view of the survey results, we introduce bonus activities in order to improve extrinsic motivation.
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Barth, Eric J., Michael A. Gogola, Joseph A. Wehrmeyer, and Michael Goldfarb. "The Design and Modeling of a Liquid-Propellant-Powered Actuator for Energetically Autonomous Robots." In ASME 2002 International Mechanical Engineering Congress and Exposition. ASMEDC, 2002. http://dx.doi.org/10.1115/imece2002-32080.
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This paper describes the design of a liquid-propellant-powered hot-gas actuator appropriate for human-scale power-autonomous robots. The motivation for this work is the development of a lightweight actuation system with system energy and power densities significantly greater than a DC motor and battery combination. The proposed design of a liquid-fueled actuator is presented, followed by a thermodynamic model of the system. A single-degree of freedom manipulator prototype is presented, and closed-loop tracking control of the liquid-fueled actuator is demonstrated. The measured energy density of the system is presented, and this experimental result is followed by a discussion that correlates the theoretical energy density predicted by the model with the measured energy density of the prototype. The analysis presented in the discussion section indicates that heat flow in the uninsulated experimental prototype constitutes a significant loss of energy, and that if properly insulated, the system should demonstrate an energy density approaching the theoretically predicted case.
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Figedyová, Marianna. "Изображение литературных героев в избранных произведениях В. М. Шукшина." In Пражская Русистика 2020 – Prague Russian Studies 2020. Charles University, Faculty of Education, 2020. http://dx.doi.org/10.14712/9788076032088.8.
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The article is dedicated to the leading representative of Russian village prose, Vasily Shukshin. It focuses on the role of figural compositional pairs in the author ́s selected short prose, follows their gradual development and changes in the portrayed characters, deals with the motivation of the main characters and the social space for their realization. The fulfillment of the characteristics of village prose in a specific literary realization is studied as well.
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Muecke, Karl J., and Dennis W. Hong. "The Synergistic Combination of Research, Education, and International Robot Competitions Through the Development of a Humanoid Robot." In ASME 2008 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. ASMEDC, 2008. http://dx.doi.org/10.1115/detc2008-49531.
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This paper presents our experience of how a graduate research project on humanoid robots was successfully fused together with undergraduate design projects, which also resulted in successful spin-off teams for international robot competitions. The research portion of the project and some of the technical details of the development of the humanoid robot is presented, followed by discussions of the motivation, operation, results, and lessons learned for the organization of the undergraduate senior capstone design projects and the competition, including the roles of the graduate students as mentors. Our approach resulted in not only a successful sponsored research program, but also a number of awards in design competitions, international robot competitions, and best paper awards.
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Mierauskas, Pranas. "An Overview of Development of Sustainable Agriculture in Lithuania." In 11th International Conference “Environmental Engineering”. VGTU Technika, 2020. http://dx.doi.org/10.3846/enviro.2020.757.
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The purpose of this review paper is to analyse and evaluate the development of sustainable agriculture in Lithuania from 1990 to the present and to evaluate possibilities, willingness and motivation of farmers to participate in sustainable agriculture. It was established that sustainable agriculture developed from environmentally friendly agriculture and later from organic agriculture. Initially, organic agriculture prevailed and included compliance with environmental requirements; however, later it incorporated social and economic approaches as well. This paper analyses the organic farming practices that stimulated the development of sustainable agriculture. Agri-environmental agriculture has been found to be more popular with farmers as it provides compensatory payments and requires basic environmental knowledge. This work compares farmers’ motivation to participate not only in agri-environmental measures, but also in sustainable agriculture. Noteworthy, agri-environmental measures also have elements of sustainable development. The work compares the results of previous research on farmers’ motivation and willingness to participate in environmentally friendly farming measures. The research reveals that participation in voluntary programmes has to be economically encouraged. The main findings are as follows: sustainable agriculture developed from organic agriculture gradually by integrating principles of sustainable development; the results of comparative analysis discovered that farmers with deeper understanding of environmental protection are more motivated to implement farming that relies on sustainable agriculture approaches. The research is based on analysis and evaluation through such methods as descriptive and comparative data analysis in previous and recent periods and questionnaire based data collection in order to evaluate new types of farming.
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Vinnem, Jan Erik. "Risk Indicators for Major Hazards on Offshore Installations." In ASME 2009 28th International Conference on Ocean, Offshore and Arctic Engineering. ASMEDC, 2009. http://dx.doi.org/10.1115/omae2009-79010.
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The Petroleum Safety Authority Norway took in 1999 the initiative to develop an approach in order to assess trends and status for the risk levels in the Norwegian offshore petroleum industry, covering major hazards, as well as occupational hazards, health hazards and risk perception, HES culture, motivation and communication. The results are expressed on a national level as well on an installation level, where appropriate. Lagging as well as leading indicators are used. There are individual indicators for a number of barrier elements, including fire and gas detection, a number of safety valves, active fire protection and mustering of personnel. Lessons learned from the project are discussed followed by a discussion of how these lessons may be utilised by individual companies to develop risk indicators for individual installations as well as company wide indicators.