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Lundström, Markus, and Brunsberg Samuel Ögren. "Management Control and Motivation in Management Consulting." Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-415724.
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Purpose: The purpose of this paper is to study the interplay between agile and mechanistic management control and the motivation of the employees affected by them, and thereby contribute to the understanding of how management control interplays with motivation. Research question: How does agile and mechanistic management control interplay with employees’ motivation in the management consulting profession? Methodology: Qualitative research with Semi-structured interviews. Seven management consultants from different firms were interviewed. Findings: Agile management control was found to be somewhat more commonly occurring than mechanistic management control among the respondents. Agile management control was seen as more motivating than mechanistic. Personal development was found to be the most prevalent part of intrinsic motivation in this study. Contributions: This paper contributes to the existing literature by offering a perspective of management control’s interplay with motivation specifically for management consultants. This interplay can be seen as being focused on personal development, possibly due to the employees’ motivation to choose this field.
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Tsang, Kwok-chuen. "Motivation of property management site staff." Click to view the E-thesis via HKUTO, 2002. http://sunzi.lib.hku.hk/hkuto/record/B31969239.
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Tsang, Kwok-chuen, and 曾國全. "Motivation of property management site staff." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2002. http://hub.hku.hk/bib/B31969239.
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Гладченко, Оксана Робертівна, Оксана Робертовна Гладченко, Oksana Robertivna Hladchenko, Любов Павлівна Ярмак, Любовь Павловна Ярмак, Liubov Pavlivna Yarmak, Людмила Анатоліївна Кулик, Людмила Анатольевна Кулик, and Ludmila Anatolievna Kulyk. "Motivation as a function of management." Thesis, Сумський державний університет, 2012. http://essuir.sumdu.edu.ua/handle/123456789/25702.
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Savchenko. "MOTIVATION MANAGEMENT OF THE VOLUNTEER TEAM." Thesis, Київ 2018, 2018. http://er.nau.edu.ua/handle/NAU/33898.
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Elding, Darren James. "Modelling employee motivation and performance." Thesis, University of Birmingham, 2005. http://etheses.bham.ac.uk//id/eprint/11/.
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This research reviewed the history of motivation and performance modelling, with particular regards to the performance of employees in a work environment. The evolution of motivational theories was discussed before the motivational models arising from these theories were examined and critiqued. The wide range of, often conflicting, studies and theories in this area has led to a situation where no single model has been able to capture all the complexities of the internal and external influences on human motivation and performance. Models have broadly fallen into one of two categories: cognitive, focusing on the individual’s thought processes and social-cognitive, focusing on the influences from social and contextual variables. Bong [1996] suggested that a broader model of motivation may be developed by adopting either an integrative approach, whereby a general model is built that incorporates the wide range of potential motivational variables, or by building several models that focus on each dimension separately. Needs based and process based motivational theories, which will provide the foundation of any model of motivation, were reviewed in Chapter Three. Chapter Four then introduced the two existing models of motivation models that are the main focus of this study, Hackman and Oldham’s Job Characteristics model and Porter and Lawler’s Expectancy model. Each model was reviewed and critiqued before being amended and expanded to more fully explain the social and cognitive motivational processes and satisfy the criticisms identified. Although there are no obvious areas of overlap between the largely social-cognitive Job Characteristics model and the largely cognitive Expectancy model, Chapter Five explains that by changing the terms used to describe the variables in each model the similarities between them may be identified. Identifying the areas of overlap allows the two models to be integrated into one. This new model of motivation expands upon the original models in that it combines both the social-cognitive and cognitive approaches and also incorporates more of the motivational theories discussed in Chapter Three than either of the two original models. The new model of motivation was tested via a data survey in four organisations. In each case, the level of correlation between the levels of the recorded variables, such as satisfaction and motivation, and those predicted by the model were generally high. The results of the data survey and the performance of the model were discussed in Chapter Six. One of the main aims of this thesis was to produce a model of motivation that was of practical use to the management of an organisation. Such a model should go beyond the existing theoretical models and allow those responsible for motivating a workforce to experiment with alternative job design strategies and evaluate their likely effects upon motivation and performance. Chapter Seven describes the spreadsheet-based model that was built in this study.
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Karapinar, Akin. "Project Management, Time Management and Motivation for building renovation projects." Master's thesis, Alma Mater Studiorum - Università di Bologna, 2018.
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This thesis includes a study and research on project management, time management and motivation. Study and research starts with the introduction of management techniques and tools and continues with the case study. Case study is a restoration project time management of Farabi building in Nicosia, North Cyprus. Techniques and tools which learned and researched for project management, time management and motivation adapted on Farabi building restoration project which held in 2017. With that, a new case study created from the scratch by using all of these knowledge with a proper discussion.
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Trifunovska, Kristina, and Robin Trifunovski. "Human Resource Management : motivation among emplyees in multinational corporations." Thesis, Högskolan Kristianstad, Sektionen för Hälsa och Samhälle, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-7849.
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Problem: Motivation is the number one problem facing businesses today. It is essential for employers to recognize what motivates employees in order to improve productivity and ensure the success of the company (Wiley, 1997). Even though employee motivation is a well researched topic, most studies have particularly focused on small domestic companies. Opportunities within MNCs and small companies are significantly different. Qualitative methods in the field of management is very limited, which the article by Cassell, Symon, Buehring and Johnson (2006) supports. Purpose: The purpose of this dissertation is to explore what motivates employees to work. Focus will be on employees working in multinational corporations in Sweden. In order to do so, we aim to identify key factors which have an impact on motivation at work. This study will contribute with a framework of motivational factors in a organization. It will also give an insight in employees’ attitudes towards motivation and what motivation means to them. Methodology: This thesis will use a qualitative method. The study is based on an interpretivistic philosophy with an abductive research approach. In order to answer our research question, primary data is collected through interviews with a number of employees from multinational companies in Sweden. This research strategy enables us to make investigations about work motivation. Conclusions: After analyzing the motivational factors in our study, we can make the conclusion that motivation is highly personal and differs from individual to individual. Work motivation is also not consistent over time, meaning, the factor which motivates an individual today will most likely not be the same motivational factor a year from now. It is clear that personal circumstances will have an impact on employee motivation. Results reveal that employees who are in the same profession are similarly motivated and satisfied in their work.
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Mäkinen, M. (Mikael). "Motivation and trust:how millennials experience work motivation and see trust as part of it." Master's thesis, University of Oulu, 2015. http://urn.fi/URN:NBN:fi:oulu-201506111846.
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Yet there are almost countless studies of work motivation and/or workplace happiness and working performance, most of the researches have been in the perspective of older generations like Generation X or The Baby Boomers. The lack of perspective of Millennials (or Generation Y) is natural, since as part of workforce Millennials are still a very young generation. However, since humans do get older, more and more Millennials are joining world’s workforce and will eventually become tomorrow’s leaders. Therefore, it is important to learn how Millennials see the world and what are the features that can be seen as common to them. By understanding what makes a generation that is family-centric but ambitious, education oriented but upbeat, to reach goals and perform effectively, gives a clear advantage. Thus, the goals of this study are to find out what work motivation means to Western world Millennials and understand their values as well as how they perceive trust in a workplace. This study also investigates other generations’ values and generation-specific features, so that it is clearer to understand how much Millennials differ from them and what features have stayed the same over time.
Since this study is qualitative in its nature, the research method has been qualitative as well. This study utilizes semi-structured interview with three sub-themes, that all measure certain parts of the bigger picture of work motivation. The interview and the theoretical evidence provided interesting results that have academic value as well as managerial implications. Some of the most important results was the difference of values and the very nature between Millennials and other generations. Based on this study, it is safe to say that Millennials are the first generation for a long time that is clearly a crossroad generation of old and new business methods. This is greatly so because of Internet and its new perspective of technology and business practices. Although, this study provides information that can be widely generalized, the reader should bear in mind the cultural background of this study’s Millennials and the fact that the immediate business field in this study is knowledge-based, which means businesses that are offering expert services like consultancy.
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Sharp, L. Kathryn. "Motivation and Management in the Differentiated Classroom." Digital Commons @ East Tennessee State University, 2012. https://dc.etsu.edu/etsu-works/4278.
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Jackson, Norman V. "Motivation and the gift relationship." Thesis, Aston University, 1986. http://publications.aston.ac.uk/12185/.
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This thesis proposes a theory of Motivation to Work, as a particular condition of general motivation, using the Maussian concept of the Gift to explain the operation of Lacanian Desire. Specifically, it argues that de-motivation stems from Gift rejection. However, as the arguments are not paradigmatically commensurable with managerialist theories, it has been necessary to establish the epistemological tradition of which this work is representative, namely, Critical Theory and Post-Structuralism/Post- Modernism. In distinction to the managerialist explanations of motivation, management and work, behaviourist theories of motivation are characterised as more properly a concern with psychological incentives, management in its current socio-historic institutionalised form as a process of social domination and work as a social experience of domination, but also as a forum for social life generally. However, as such a view receives little theoretical or empirical confirmation from managerialist literature, it is argued that it is necessary to broaden the catchment area of relevant writing, and that the literary arts have more insight than orthodox science. This is supported by reference to modern literary theory in terms of the Form/Content distinction. Central to this argument is the ontological concept of Difference and its `political' use in maintaining social domination by privileging certain forms over others. Having established the basis on which to articulate this theory of motivation, the Lacanian concept of Desire is explored, together with its relevance to motivation and management/organisation theory. The theory of the Gift Relationship is then explicated and developed, together with some of its popular sociological conceptualisations, and an argument made for an understanding in terms of its psychological signficance in explaining the operationalisation of Lacanian Desire. This is related to the work situation and to its relevance for organisational management. In conclusion, its utility is considered, as are some potential criticisms of the arguments put forward.
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Guo, Lan. "Self-determination theory of motivation and performance management systems." Online access for everyone, 2007. http://www.dissertations.wsu.edu/Dissertations/Fall2007/l_guo_080307.pdf.
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Lao, Kin Mei. "Entrepreneur motivation in China." Thesis, University of Macau, 2003. http://umaclib3.umac.mo/record=b1636654.
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Olsson, Ida, and Kimmy P. Strömberg. "Motivation i organisationer : Kan Strategisk Human Resource Management användas för att säkerställa motivation hos medarbetare?" Thesis, Högskolan Väst, Avd för företagsekonomi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hv:diva-16590.
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Under de senaste decennierna har kraven på organisationer att snabbt kunna anpassa sig till kunderna på sina respektive marknader ökat. Anpassningsförmågan är en avgörande faktor för att en organisation ska kunna behålla sin konkurrenskraftighet. I detta balansarbete mellan kortsiktigt kostnadssparande och långsiktigt intäktsgenererande är det av vikt för organisationer att verka för att behålla sina medarbetare samt att hålla dem motiverade till arbetet. Detta kan ses som att använda sin personalresurs på bästa sätt vilket är syftet med SHRM. Vårt syfte med rapporten var att undersöka motivationsfaktorer i organisationer samt hur SHRM kan användas för att främja dessa Efter genomgång av befintlig forskning har en kvalitativ forskningsstrategi använts där empiriinsamling har skett med skriftliga intervjuer av nio respondenter, från tre olika arbetspositioner i två olika organisationer. Den insamlade empirin har sedan sammanställts och diskuterats motbefintlig forskning. Befintlig forskning delar in motivation i inre och yttre motivation där den inre är kopplad till en individs psykologiska behov och egna vilja. Den yttre motivationen är kopplad till att individen får belöningar, ofta ekonomiska, utifrån sina prestationer. Befintlig forskning påvisar att effekten av yttre motivation är kortsiktig och snabbt avtar. Istället menar forskningen att den inre motivationen är avgörande för att få resultat på lång sikt. Befintlig forskning har även belyst vikten av SHRM utifrån att på bästa sätt koppla personalresurser till organisationsmål. Samt att organisationer, när de tillämpar SHRM, bör fokusera på medarbetarnas motivation för att säkerställa konkurrenskraftighet. Rapporten har i empirin kunnat bekräfta befintlig forskning kopplat till vikten av inre motivation samt att SHRM dessutom kan främja denna genom att vara en HR-strategi som utgår ifrån att se medarbetarna som resurs för att uppnå målen vilket medför att målen blir både tydligare och enklare att uppnå vilket i sin tur leder till mer motiverad personal. Rapporten har även belyst att en viktig del i främjandet av motivation är ett väl fungerande samarbete mellan HR-avdelning och ledning. Rapportens resultat är begränsat till de respondenter och de organisationer som undersökts och kan inte användas för att dra generella slutsatser.In recent decades, the demands on organizations to be able to quickly adapt to customers in their respective markets have increased. Adaptability is a crucial factor for the organizations ability to maintain its competitiveness. In this balancing act between shortterm cost-saving and long-term increase of revenue it is important for organizations to retain their employees and to keep them motivated. This could be seen as an organizations effort to use its human resources in the best way, which is the purpose of SHRM. The purpose of the report was to investigate motivational factors in organizations and how organizations can promote these with their SHRM-work. After reviewing existing research, a qualitative research strategy has been used where empirical data collection has taken place with written interviews of nine respondents, from three different work positions in two different organizations. The collected empirical data has then been compiled and discussed against existing research. Existing research divides motivation into inner and external motivation where the inner is linked to an individual's psychological needs and own will. The external motivation is linked to the individual receiving rewards, often financial, based on their achievements. Existing research shows that the effect of external motivation is short-term and rapid lydiminishes. Instead, research believes that inner motivation is crucial to achieving long term results. Existing research has also highlighted the importance of SHRM based on the best way to link personnel resources to organizational goals. And that organizations, when applying SHRM, should focus on employee motivation to ensure competitiveness. In the empirical data, the report has been able to confirm existing research linked to the importance of inner motivation and that SHRM can promote this by being an HR strategybased on seeing employees as a resource to achieve the goals, which means that the goals are both clearer and easier to achieve which in turn leads to more motivated employees. The report has also highlighted that an important part of promoting motivation is a well functioning collaboration between the HR department and management. The results of the report are limited to the respondents and the organizations surveyed and cannot be used to draw general conclusions.
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Boyne, Stevan. "Leadership and motivation in hospitality." Thesis, Bournemouth University, 2012. http://eprints.bournemouth.ac.uk/20767/.
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Customer contact service employees in hospitality organisations have a critical role to play in satisfying customers’ expectations. However, it is recognised that hospitality service jobs are often associated with low pay, long and anti-social hours, unstable and seasonal employment, low job status, a lack of career opportunities and poor levels of benefits. In the light of factors such as these, which are likely to militate against high levels of motivation - and consequently to reduce the quality of customer service - addressing hospitality customer service employees’ motivation can be viewed as a priority for hospitality management. Inspirational, motivational leaders can motivate employees to ‘perform beyond expectations’ and previous studies of leadership in hospitality have demonstrated a number of positive outcomes related to the presence of inspirational leaders. No studies have been identified, however, that have measured the specific influence of motivational leadership on hospitality service employees’ job performance. To evaluate the contribution of motivational leadership to employee work motivation, work motivation was measured using both employee attitudes and job performance. Data were collected from a sample of non-supervisory waiting staff in hotel businesses in the UK. In total, two hundred and thirteen usable survey forms were returned from twenty seven UK hotels with table service restaurants. All of the participating organisations were rated as three or four stars and the mean number of non-supervisory waiting staff in these hotels was twenty three. The study finds that motivational leadership, alongside employee perceptions of empowerment and employees’ work orientations, contributes positively to both work attitudes and job performance. The research also finds that motivational leadership enhances employees’ work meaning and understanding of organisational goals (mission clarity). In addition to its empirical dimensions, the research contributes to hospitality studies theory by critically appraising the leadership-related hospitality literature and making recommendations for the future progress of hospitality leadership studies.
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Combs, Maryann L. (Maryann Lee) 1964. "Employee motivation : views of successful leaders." Thesis, Massachusetts Institute of Technology, 2001. http://hdl.handle.net/1721.1/8892.
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Thesis (M.B.A.)--Massachusetts Institute of Technology, Sloan School of Management, 2001.Includes bibliographical references (leaf 44).
Businesses have an ever-increasing need to improve productivity and reduce costs, while maintaining or improving their quality and customer satisfaction. At the same time, employees have become more mobile and less likely to remain with a company for an extended period. Therefore, an understanding and focus on employee motivation factors is essential for leaders to successfully inspire their organizations. This thesis is an investigation into the subject of employee motivation. Literature research was conducted to gain a broad overview of the published theories on this subject. The core of the thesis, though is focused on interviews with senior successful leaders from a variety of industries. A number of techniques exist to inspire and motivate employees depending on the situation and the leader themselves. This thesis presents various situations and motivational aspects cited by these leaders. Even though there is variation in motivational attributes across situations, an analysis of the interviews also reveals items that are consistently found to be critical success factors. These factors include top leadership involvement, full engagement of employees, frequent communication, consistency of actions and communications, and the opportunity to learn. All leaders interested in inspiring their employees to achieve successful results are encouraged to think about their performance in relation to these attributes.
by Maryann L. Combs.
M.B.A.
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Falconi, Michael. "Awareness and Motivation in Collaborative Practice for Disaster Management." Thesis, Université d'Ottawa / University of Ottawa, 2015. http://hdl.handle.net/10393/31935.
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Disasters are prevalent worldwide and there is a need to engage high-risk populations in collaborative disaster management activities to improve resilience that is inclusive of the whole community (Enarson, & Walsh, 2007). It is clear from extant literature that awareness has a supportive influence on collaboration, however there is need for a better understanding of how this interaction activates action toward collaborative disaster management activities (Mendoza et al., 2014; Na, Okada, & Fang, 2009), especially for high-risk populations (Enarson, & Walsh, 2007). Thus the purpose of this study was to understand how awareness activated individuals to collaborate in the EnRiCH asset-mapping task, to engage high-risk populations in disaster management activities and improve community resilience in future disasters. In this study we used qualitative content analysis to analyze audio-recorded semi-structured interviews to identify concepts and emergent themes. Self-Determination Theory (Deci & Ryan, 2008) and the ED Model of Awareness (Kuziemsky & O’Sullivan, under review) were used as a framework for the study. Findings and elements of Self-Determination Theory were used to expand the ED Model of Awareness to demonstrate how awareness motivates collaborative action. This study concludes that awareness influences the psychological needs of competence and relatedness, both positively and negatively in different contexts, to motivate individuals toward collaboration and sustained action. This is depicted in the extended ED Model of Awareness and Action to demonstrate how awareness is situated in the interaction between the psychological needs, motivation, and collaborative action.
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Myers, Patrick J. "Leadership, Empowerment, and Motivation: An Analysis of Modern Management." Scholarship @ Claremont, 2019. https://scholarship.claremont.edu/cmc_theses/2250.
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The purpose of this paper is to explore the role of management in organizations and, specifically, look at the overlap between management and leadership with a particular focus on empowerment. With considerations of previous literature, current examples, and a case study interview, this literature seeks to solidify the importance of leadership by managers in the workplace. Furthermore, it seeks to highlight the role of empowerment, presented by the leader and experienced by followers, in creating a thriving workplace built on culture and trust. Lastly, the literature aims to better understand the motivations of the modern employee to provide potential areas of focus that can improve manager and employee relationships. This is an analysis of modern management looking at the effects of leadership, empowerment, and motivation in the workplace.
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Raynham, Catherine Louise. "School Management Teams' motivation of teachers in inclusive classrooms." Diss., University of Pretoria, 2016. http://hdl.handle.net/2263/60975.
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Despite numerous studies into inclusive education in schools, little is known about how
school management teams motivate and support teachers who teach in inclusive private
schools in Johannesburg, South African. How the School Management Teams motivate
teachers who teach learners whose behaviour and or educational needs differ from the
norm, is explored in this case study. Two private primary schools were involved in the
research. The two schools consist of learners from; diverse family, cultural, racial and
religious backgrounds, varied socio-economic backgrounds with different academic
abilities and needs. The case study generated data through semi-structured interviews
with 10 participants which consisted of both School Management Teams and teachers.
The main research question focuses on what is being done to support and motivate
teachers who work with children who have varying and at times challenging needs in one
classroom. This is further explored through research into what intervention strategies are
being used at the case study sites. The data generated links to motivational strategies
and is discussed in relation to two specific avenues of motivation based on Herzberg's
Motivation theory. The factors explored are those that influence teacher motivation and
those that are necessary for job satisfaction. The study discusses possibilities for further
research with practical recommendations that may be implemented at other schools to
help the teachers and effectively promote teacher motivation and efficiency.Dissertation (MEd)--University of Pretoria, 2016.
Education Management and Policy Studies
MEd
Unrestricted
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Майборода, Тетяна Миколаївна, Татьяна Николаевна Майборода, Tetiana Mykolaivna Maiboroda, and A. Krasnobaieva. "Problems of staff motivation." Thesis, Sumy State University, 2017. http://essuir.sumdu.edu.ua/handle/123456789/64656.
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The problem of personnel management is widely examined on modern
enterprises. Modern technologies, innovative ideas never will be effective, to be of
the maximal use without highefficiency work, proper preparation and qualification
of human capitals. A management of personnel is a complicated process, because
everybody is provided with an intellect, and ability to think. Nowadays, the basic
problems of management of personnel is selection, forming of shots with the
modern economic thinking, providing of efficiency of employees labor,
maintenance of favorable climate in the company.
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Albrecht, Malte Mathias [Verfasser]. "Motivation in der betrieblichen Qualifizierung / Malte Mathias Albrecht." Köln : Deutsche Sporthochschule Köln, 2013. http://d-nb.info/1070827339/34.
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Kylli, Caroline, and Maria Olofsson. "Hur påverkar ledarskap motivationen hos kvinnliga medarbetare i banker?" Thesis, Högskolan Kristianstad, Sektionen för hälsa och samhälle, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-9671.
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Syftet med denna studie är att få en ökad förståelse för hur kvinnliga medarbetares motivation påverkas av ledarskap, samt att få en ökad förståelse för vad motivation är och vad ledarskap är. Har ledarskap med manligt och kvinnligt att göra eller bara med personligheten? Syftet med studien är också att undersöka hur mycket en ledare kan påverka motivationen hos sina medarbetare och vilka metoder som en ledare använder sig av och vilka personliga egenskaper hos en ledare som uppfattas som positivt för ökande av motivationen. Vi har valt att göra en kvalitativ undersökning med hjälp av öppna och riktade intervjuer. Vi började gå igenom studier i form av vetenskapliga artiklar och sen gick vi ut på fältet och samlade in empiriskt material och sedan tillbaka till teorierna för att hitta kopplingar vilket innebär abduktiv ansats. Eftersom vi önskade unika svar och sedan kunna analysera svaren om hur motivationen påverkas, så kan man säga att vi var influerade av ett hermeneutiskt synsätt då vi ville nå förståelse och få individuella svar från varje respondent.Forskning visar att varje individ har en egen uppfattning om vad ledarskap är för något och detta beror på utbildning och erfarenheter. I litteraturen finns många aspekter på ledarskap, av vilka vi har utgått från två olika. Den ena bygger på att man lär under hela livet och då utvecklas ledarskapet parallellt med livserfarenheten. Den andra synen är att man är född till ledare och är därför inget man kan lära sig. Motivation är ofta en viktig faktor som driver en person framåt och vad som motiverar en enskild person är individuellt. En del forskning menar att det finns en skillnad mellan kvinnligt och manligt ledarskap och därmed skulle det föreligga en könsskillnad. Annan forskning pekar mot att sättet att bedriva ledarskap på är helt beroende på ledarens personlighet och den sociala miljö som ledaren är uppväxt i.Resultatet av vår studie visar att vissa medarbetare vill ha en ledare som fokuserar på uppgiften medan andra vill ha en som fokuserar på relationen. Det optimala hade varit en ledare som klarar av att fokusera på båda delarna beroende på vilken medarbetare som är i centrum för tillfället. Inom motivationen har vi kommit fram till att det inte går att på ett sätt motivera alla kvinnliga medarbetare utan motivationsfaktorerna är individuella. Inte helt förvånande har vi funnit att lönen är den viktigaste motivationsfaktorn för alla respondenter. Andra faktorer är kundnöjdhet och feedback från chefer, kunder samt trevliga kollegor. Detta visar på att alla är mycket väl medvetna om vad som motiverar och hur de vill att en ledare ska agera. Även angående manligt och kvinnligt ledarskap har våra kvinnliga respondenter svarat olika så vi kan inte dra slutsatser om att kvinnliga ledare agerar och motiverar på ett annorlunda sätt än manliga. Vår huvudslutsats av detta är att både motivation och gott ledarskap är individuellt för alla personer och bör individanpassas för att kunna fungera optimalt för alla medarbetare.
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Ișik, Abdullah. "The dynamic relationship between motivation, performance, organizational commitment, and job satisfaction: developing a model for a better motivation." Thesis, Massachusetts Institute of Technology, 2016. http://hdl.handle.net/1721.1/106251.
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Thesis: S.M. in Engineering and Management, Massachusetts Institute of Technology, School of Engineering, System Design and Management Program, Engineering and Management Program, 2016.Cataloged from PDF version of thesis.
Includes bibliographical references (pages 67-70).
This study explores the dynamic relationship among motivation, work performance, organizational commitment, and job satisfaction as well as drivers of each of them. Main goal of this study is to understand what factors motivates people better and increase their (i) work performance, (ii) organizational commitment, and (iii) job satisfaction. For this purpose, this study is focused on the factors influencing motivation, work performance, organizational commitment, and job satisfaction. Although the previous research was abundant, there was no research directly focused on four of them at the same time. Moreover, there wasn't a single model to tell about how to increase the level of those focused four variables at the same time. This study (i) combined the empirical data of the related literature to create a model, (ii) then simplified the combined model to create a simple testable literature model, and (iii) tested the simplified literature model. A certain type of section in Organization X was focused to test the model. The actual model-in-use created after conducting interviews with the members of that specific type of section. For the final step, the differences between simplified literature model and actual model-in-use was discussed and recommendations were given. A total of ten independent variables were determined after analysis of interview data. The nine of the independent variables in the actual model-in-use was matched with the independent variables of the simplified literature model. The actual model-in-use has a new independent variable. As the last step of the research, recommendations were formed according to interview data or personal experience; to close the gap.
by Abdullah Isik.
S.M. in Engineering and Management
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Lau, Hoi-keung John. "Motivation of middle management staff in property management company : a comparison between subsidiary companies of a developer and independent management companies /." View the Table of Contents & Abstract, 2006. http://sunzi.lib.hku.hk/hkuto/record/B38027604.
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Cheong, Man Vai. "The entrepreneur motivation in Macao's garment industry." Thesis, University of Macau, 2006. http://umaclib3.umac.mo/record=b1636701.
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Spencer, Michael. "The relationship between children's self-regulatory development and teachers' class management orientations /." Thesis, Connect to this title online; UW restricted, 1990. http://hdl.handle.net/1773/7684.
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Mistry, Virendra. "Motivation and quality management in academic library and information services." Thesis, University of Sheffield, 2001. http://etheses.whiterose.ac.uk/3500/.
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As management fashions go, few have been more pervasive than Quality Management Systems (QMS) like Total Quality Management (TQM) and BS EN ISO 9000 (ISO 9000). Their prominence was fuelled by a mixture of ideological and economic considerations as, by the early to mid-1990s, many organisations were keen to indicate that they were active participants of the `quality revolution'. The exponential growth of interest in QMS was reflected in the library literature although only a small percentage of academic library and information services (LIS) subscribed to the systems. The thesis examines the relationship between QMS and motivation in such organisations. It ventures beyond the benign vision of the `quality gurus' by critically considering the relevance QMS might have for understanding contemporary developments within the organisation and management of academic LIS. The investigation determined that the quality of implementation is a key factor. In addition to senior management commitment, staff are motivated to QMS if there are accompanying changes in communication and training. The more successful LIS were those that did not treat staff as if they were barriers to change, but involved them in the process of implementation. While there were many stated improvements it was discovered that many of the `new' practices within the QMS LIS were not dissimilar to many of the initiatives in their non-QMS LIS counterparts. The investigator identified factors that also limit QMS as a framework for motivation and posits that the crux of the problem can be traced to the concept of `quality' itself. As a self-evident good, workers become morally bound to quality, which enhances their own exploitation. There was evidence that managers can use this legitimating device to quell resistance, via peer pressure, and instil cultural homogeneity.
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Ng, Yau Yin Johan. "Motivation for weight management behaviours : a self-determination theory perspective." Thesis, University of Birmingham, 2013. http://etheses.bham.ac.uk//id/eprint/4012/.
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According to self-determination theory (SDT; Ryan & Deci, 2000), the quality of support (autonomy support versus controlling) from important others is an important predictor of psychological need satisfaction, and subsequent engagement in health-conducive behaviours, such as physical activity and healthy eating. In this dissertation, four research studies grounded on SDT are presented. Results from these studies highlighted the important link between autonomy support and psychological need satisfaction. In turn, these studies showed that need satisfaction supported better psychological well-being and health-conducive behaviours. The findings also underscored the detrimental effects of controlling behaviours. For instance, such behaviours were found to be related to the thwarting of psychological needs, and in turn higher psychological ill-being and maladaptive outcomes, such as unhealthy eating behaviours. Motivation contagion effects were also examined in one study. The results suggested that practitioners’ quality of support provided may vary as a function of their perceived motivation of a client. Findings from our studies have implications for researchers and important others (e.g. spouse) of individuals engaging in weight management. Possible areas for future research, such as the design of new interventions based on the tenets of SDT, are discussed.
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Periah, Joseph. "The role of the school management team in educator motivation." Thesis, University of Zululand, 2015. http://hdl.handle.net/10530/1476.
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A thesis submitted to the Faculty of Education in fulfilment of the requirements for the degree of Master of Education in the Department of Foundations of Education at the University Of Zululand, South Africa, 2015The study dealt with the theories of motivation, causes of demotivation, the role of the school management team in educator motivation. In the study certain influential theories were briefly looked at such as the earlier theories of Maslow, McGregor and Hezberg. The empirical survey was used to gather information from educators on the following research questions: • What causes de-motivation of educators? • What is the role of the school management team in the motivation of educators? • What alternative theories, strategies and approaches can the school management team adopt to motivate educators? In the study it was found out that against the milieu in which most schools operate, there seems to be a great deal of de-motivation among educators. Educators are burdened with overload, limited resources, increased workloads, and financial constraints. The study concluded that in order for educators to perform at their best, they needed to be motivated. The responsibility lies heavily on the school management team to motivate educators. The study recommended that the school management team must provide sound visionary and creative motivational leadership in order for educators to perform.
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Valentim, João Andrade e. Sousa Brito. "People management in the Portuguese nonprofits." Master's thesis, NSBE - UNL, 2010. http://hdl.handle.net/10362/9859.
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A Work Project, presented as part of the requirements for the Award of a Masters Degree in Management from the NOVA – School of Business and EconomicsThis study is focused on the People Management – Human Resources – in the Portuguese nonprofit organizations. The objective of this research is to contribute to the understanding of the nonprofit sector in terms of the human factor, and at the same time intends to cast light on the factors that compensate and motivate employees. Through a qualitative approach, after conducting a number of interviews to assorted nonprofit organizations, we reach the result that more often than not these organizations have fragile procedures in what concerns staffing, performance evaluation and training & development. On the other hand, these organizations have an abundant human acumen in what concerns compensation and motivation. The experience of volunteer work supports this finding. Given this, there is a vast array of knowledge that the social sector can transmit to the private sector.
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Chow, Man-shun, and 鄒文遜. "Public service motivation : publicness and network perspectives." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2014. http://hdl.handle.net/10722/197533.
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This study attempts to examine the extent to which an advice network of housing professionals working for different organizational groups, from both structural and behavioural perspectives, varies with the motivation for public service delivery in different publicness settings.
Over the last two decades, public service motivation has attracted considerable research attention with a wide-ranging discussion in the realm of construct, incidence, antecedent, outcome and organizational system. However, there has been far less research on its variations in different settings, and integrations with other disciplines. In the face of the growing complexity of sector blurring heightened by the new public management’s principles, the traditional organization theories are inadequate to give explanations for organizations which are neither public nor private. In this study, the concept of dimensional publicness has been employed to classify organizations into different levels of publicness along a continuum rather than a rigid dichotomous categorization for studying the variations of public service motivation in different publicness settings.
Research on networks has been growing apace recently by reason of its importance to knowledge transfer and management. Employees are eager to turn to others and maintain network relationships within and between organizations for advice favourable to work-related benefits. Through network activities, they may seek advice from others and realize afterwards that they may improve the quality of service delivery if they exhibit public service motivation related behaviour. While there is an assumption of a link between networks and public service motivation, it is an unexplored research area and therefore has no empirical evidence to support it. To shed light on the link, this study has examined the effects of networks from both behavioural and structural perspectives on public service motivation when publicness is taken into account.
A survey study was used to collect data from all Corporate Members of the Hong Kong Institute of Housing. In total, 357 out of 1,649 questionnaires were returned, fully completed and usable. The findings are summarized as follows: First, publicness has a positive and significant effect on public service motivation. Second, network behaviour is found significantly varying with public service motivation when publicness applies. Third, network structure has a strong and significant effect on public service motivation. No matter which of the perspective of networks is examined, public service motivation always varies positively with the degree of network activities. Last, there is an interaction effect of publicness and network characteristics on public service motivation, but the significance focuses on the structurally equivalent classes, no matter which network behaviour they exhibit, in the low publicness setting. The discussion gives implications of these findings for the study of public service motivation from the perspectives of networks and publicness in the context of Hong Kong.published_or_final_version
Kadoorie Institute
Doctoral
Doctor of Philosophy
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Rusconi, Julian Michael. "Job satisfaction and motivation of graduate engineers and actuaries." Thesis, Unisa, 2005. http://hdl.handle.net/10500/148.
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The job diagnostic survey will be used to gather data on job satisfaction and motivation from the chosen data set. This is a structured questionnaire which provides quantitative results. These results wil be used to calculate the motivation potential score for each individual. Statistical methods will then be used to evaluate the results. This information, together with theory such as Hertsberg's 2-factor theory and Hackman and Oldham's job characteristics model will be used to propose ways of enhancing the jobs of graduate South African engineers. This will improve their job satisfaction and motivation allowing companies to attract, retain and gain greater performance from them.This research has three main purposes. Firstly, it examines the level of job satisfaction and motivation of engineers and actuaries in South Africa and compares this with other groups. Secondly it examines the role of job design in their job satisfaction and motivation. Thirdly, it recommends ways to increase the level of satisfaction and motivation. The research methodology was based on Hackman and Oldham’s Job Characteristics Model (JCM) and accompanying Job Diagnostic Survey. It states that high satisfaction, motivation and effectiveness will result from the presence of five job characteristics as long as certain intervening factors are also present. It was found that Job design, as proposed by the model, does contribute to satisfaction and motivation. Relative to other groups of employees, actuaries and engineers in South Africa are satisfied. Of those surveyed, civil engineers had the highest level of satisfaction and electrical engineers the lowest. Actuaries scored higher than engineers. The results of this research suggest organisations should increase feedback to employees and improve opportunities for growth. Further research should be done on the intervening factors and the effects of demographic differences within the two groups.
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Addair, Angela Michelle. "Retail Employee Motivation and Performance." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7453.
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Retail industry leaders seek effective strategies to improve employee motivation to increase levels of workforce productivity. The purpose of this single case study was to explore the strategies successful retail industry leaders used to motivate their employees to achieve higher levels of workforce productivity. The conceptual framework for the study was Vroom's expectancy theory of motivation. The research participants consisted of 2 retail store managers from the same retail store located in southeastern mid-Atlantic region of the United States who successfully motivated their employees. Data collection consisted of semistructured interviews, direct observation, and review of company documents. Data analysis included theme interpretation and data grouping, as well as transcript reviews, and verified the emerging themes from the interview data. The 3 main themes developed from data analysis were workplace motivation, leading by example, and performance. Retail industry leaders might use the findings of this study to provide managers with strategies to motivate their staff. The implication of this study for social change is that retail leaders might apply strategies that engage employees in their jobs while maximizing the sustainability of the organization.
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Kirchhoff, Tobias, and Eddie Riffo. "Hierarki eller autonomi, hur yttrar sig motivationen? : En jämförelse av motivation hos ledare och självstyrda." Thesis, Malmö universitet, Malmö högskola, Institutionen för Urbana Studier (US), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-41631.
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Denna studie kombinerar enkätundersökning med kvalitativa intervjuer i syftet att identifiera och jämföra motivationsfaktorer för eget ledarskap i självstyrande organisationer kontra formella ledare. I studien ingår åtta respondenter från en självstyrande organisation och för att identifiera vilka drivkrafter och psykologiska behov dessa besitter genomfördes en enkätundersökning. Underlaget för studien baserar sig på MyNeeds, ett analysverktyg utvecklat från Self-Determination Theory. Utifrån denna teori har de identifierat sex psykologiska behov som ofta är omedvetna och genom verktyget kan mätas på individnivå. Analysresultatet från studien har därefter jämförts med data från en kontrollgrupp som tagits fram vid Malmö Universitet genom det samarbete som finns med MyNeeds. I syfte att närmare undersöka hur respondenterna själva ser på sitt ledarskap i en självstyrande organisation och vad de motiveras utav i sin befattning, genomfördes semistrukturerade intervjuer. Resultat av studien visar att det finns skillnader i hur drivkrafterna fördelar sig i jämförelse mellan respondenter och kontrollgrupp, studiens deltagare hade större benägenhet att drivas av ett behov av samhörighet än de formella ledarna som ingick i studiens jämförelseunderlag.
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Qi, Yue. "La gestion de la motivation dans les entreprises chinoises - Etat des lieux et déterminants des pratiques." Thesis, Pau, 2012. http://www.theses.fr/2012PAUU2022/document.
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Depuis une vingtaine d’années, une grande évolution socio-économique apporte dans les entreprises chinoises des changements profonds sur les pratiques de la gestion. Face aux défis successifs de la concurrence, comment motiver efficacement les employés afin d’obtenir plus de performance devient une question majeure. Néanmoins, la motivation au travail est un phénomène complexe. Notre recherche mobilise une démarche qualitative et une analyse quantitative sur les pratiques de gestion de la motivation dans trois types d’entreprises chinoises, étatique, privée, et sino-étrangères, dans la perspective d’identifier les facteurs qui influencent effectivement la motivation des employés chinois dans leur travail. Noussouhaitons que notre recherche puisse être utile pour les managers chinois et les managers étrangers en Chine qui cherchent à améliorer la gestion de la motivation de leurs employésSince last 20 years, with the ongoing social and economic development, Chinese companies have profoundly changed their management practices. Facing the enormous challenges of the competition, how to motivate employees in a productive way and realize more performance has become a crucial issue for each enterprise. However, the motivation of Chinese employees in the workplace is a complex phenomenon. Our research adopts both qualitative and quantitative approaches to study the motivation practices in three kinds of Chinese companies: state-owned, private and Sino-foreign companies. Our research goal is to find out the factors that can effectively influence Chinese employees’ motivation in their workplace. This research can be useful for either Chinese managers or foreign managers that are working in China to improve their efficiency in motivating their employees
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Jessen, Svein Arne. "The motivation of project managers : a study of variations in Norwegian project managers' motivation and demotivation by triangulation of methods." Thesis, Henley Business School, 1991. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.278441.
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Bertilsson, Sofia, and Ajla Behram. "Motivation i offentliga organisationer : Konsten att motivera trots ekonomiska begränsningar." Thesis, Högskolan i Borås, Institutionen Handels- och IT-högskolan, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-17329.
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I denna studie används Mölndals Stad som fall för att belysa hur chefer i offentliga organisationer förhåller sig till begreppet motivation samt hur de går till väga för att öka motivationen bland anställda, trots ekonomiska begränsningar. Inledningsvis presenteras begreppet motivation ur ett allmänintresseperspektiv vilket följs av en sammanfattning av tidigare forskning på området. I huvudkapitlet presenteras flertal motivationsteorier såsom yttre faktorer, inre faktorer, behovsteorier, kognitiva teorier, sociala teorier och arbetskaraktäristiska modeller. Intervjuer som genomfördes med chefer på Mölndals Stad sammanställs i vårt empiriska material med inriktning på de intervjuades åsikter och uppfattningar kring begreppet motivation.Resultatet av vår studie visar att det finns motivationssystem i offentliga verksamheter och att det främst handlar om att de sällan är allmän kända, varken för ledaren eller anställda. Detta beror på att motivationssystem ofta förknippas med väl strukturerade ekonomiska belöningar, vilket det inte finns resurser till i offentliga organisationer, chefer ser alltså inte deras vardagliga motivationsmetoder som en del av ett system. Chefernas egenskaper och personligheter bestämmer förutsättningarna för vilka motivationsmetoder som används samt i vilken grad dessa bidrar till ökad motivation. De alternativa motivationsmetoder som främst används på offentliga arbetsplatser är tillgodoseendet av individuella behov, beröm och feedback, tydlig information för att skapa sammanhang och begriplighet.
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Nyholm, Tobias, Louise Funke, and Aleksandra Fors. "Möten & Motivation : en studie om hur möteskulturen i traditionella projektmiljöer påverkar motivation." Thesis, Karlstads universitet, Handelshögskolan, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-39882.
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Syftet med denna studie är att undersöka vilka effekter möteskulturen i traditionell projektmiljö har på motivation hos mötesdeltagarna. Möteskultur i traditionella projekt kan vara ostrukturerad eftersom det är upp till varje enskild projektledare att sätta upp riktlinjer för hur möten ska genomföras. Den empiriska undersökningen i form av kvalitativa intervjuer utfördes på Totalförsvarets forskningsinstitut, FOI, och deltagarnas upplevda motivation analyserades utifrån Self Determination Theory. Intervjuresultat visade på en demotiverande upplevelse i flera situationer, både kring möteskulturen och i hur mötesinnehållet hanteras. Författarna fann att motivationen påverkades av agenda och syftet med mötet, närvaro, mötestider, mötesformen samt feedback. Resultatet visade att den undersökta möteskulturen var ostrukturerad vilket ledde till en uppkomst av en submöteskultur med fler mindre informella möten som i sin tur leder till en upplevelse av att arbetsflödet bryts och de intervjuade kände sig mer stressade och mindre produktiva. Eftersom agil projektledningsmetodik brukar framhållas motiverande ur flera aspekter för författarna en diskussion om hur införandet av agila möten kan vara främjande för motivationen i traditionella projektmiljöer.The purpose of this study was to examine the effects the meeting culture in traditional projects has on the participants’ motivation. The meeting culture in traditional projects can differ in effectiveness since it is dependant on the project manager to arrange, hold and follow up the meeting. The empiric study was conducted in the form of qualitative interviews at the Swedish Defence Research Agency, FOI, and the motivation experienced by participants' was analysed by Self Determination Theory. The results from the interviews showed a demotivating experience in several situations, both regarding the meeting culture and how the meeting content was handled. The authors found that the motivation was affected by the agenda and purpose of the meeting, the attendence, time and form of the meeting and feedback. The results revealed that the examined meeting culture was unstructured which led to an emerging sub-meeting culture of an increasing number of smaller informal meetings. This in turn led to an experience of the work flow being disturbed and the interviewees feeling more stressed and less productive. Since agile project methodology is often regarded as motivating from several aspects, the authors conducted a discussion on how the implementation of agile meetings can be conducive to motivation in traditional project environments.
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Brace, Rod Gene. "Physician Participation in Crowdsourcing: Effect of Intrinsic and Extrinsic Motivation." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1596.
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Physicians must participate in developing medical protocols to ensure that medical best practices are adopted for patients' social benefit. Healthcare leaders have struggled to gain sufficient physician participation in developing medical protocols. Using technology-based crowdsourcing to assimilate knowledge from physicians may help healthcare managers improve medical protocol development. Using self-determination theory, this quantitative causal-comparative design aimed to determine whether differences in intrinsic and extrinsic motivation existed among the 132 participating physicians who did or did not participate in developing medical protocols in a crowdsourcing environment. Participants were recruited by e-mail through an independent physician association. Motivation levels were measured by the Aspirations Index via an online survey. A total of 55.3% of respondents participated in developing medical protocols. Differences were anticipated in the levels of participation in developing medical protocols between intrinsically and extrinsically motivated physicians. Rank correlations were computed between the number of protocols completed and all of the motivation scores. Personal growth and community contribution were significantly correlated with the number of addressed protocols. Positive social change may occur through improving medical protocols and healthcare outcomes by informing healthcare leaders about physicians' motivation to participate in developing medical protocols. By understanding these motivators, leaders can highlight the benefits of protocol development to encourage physician participation. If participation is enhanced, protocol quality and healthcare effectiveness may be improved, benefitting patients and healthy individuals.
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Ricotta, Anthony G. "Motivation Strategies for Improving Consistency in Live-Entertainment Employees' Performances." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5409.
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The lack of discrete motivation strategies to improve the consistency of employees' performances was the problem that instigated this research. The purpose of this single-case study was to explore the motivation strategies live-entertainment artistic directors (ADs) use to improve consistency in the artists' performances. Data were collected within an international live-entertainment company to uncover whether artists self-determined the approach to improving consistency in performance or whether consistency occurred from strategies developed by the ADs. Data were collected from face-to-face interviews with ADs and senior ADs and performance evaluations of employees, and then analyzed using Miles, Huberman, and Saldana's data analysis method. The 2 emergent themes indicated that the ADs achieved consistency from performers through strategies supporting well-being and technical proficiency. Analysis of employee evaluations indicated the use of alternative motivational strategies for achieving and improving consistency at the show level. Some ADs rely on artists to self-determine consistency when working in environments perceived as conducive to consistent behavior. These findings might result in a mutual understanding between employers and employees of the role of consistency in employees' live performances, which may also improve employer-to-employee relationships in the live-entertainment sector. Such understanding might lead to positive social change by improving cultural output to the community and improving employees' economic viability and ability to contribute to society.
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Подолкова, Світлана Віталіївна, Светлана Витальевна Подолкова, Svitlana Vitaliivna Podolkova, J. I. Merzlikina, V. G. Konzevich, and T. L. Denisenco. "The implementation of non-material motivation in command of project management." Thesis, Видавництво СумДУ, 2010. http://essuir.sumdu.edu.ua/handle/123456789/18319.
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Burnette, Jeni L. "Implicit Theories of Weight Management: A Social Cognitive Approach to Motivation." VCU Scholars Compass, 2006. http://scholarscompass.vcu.edu/etd/1492.
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Just as scientists develop general conceptual explanations of the phenomena they investigate, individuals also develop intuitive theories about such human characteristics as intelligence, personality, and athletic ability. These theories, unlike scientist's theories, are not explicitly articulated or documented, and so they are termed implicit theories. Implicit theories, in achievement motivation, distinguish between the belief that human attributes are fixed (entity theory) or malleable (incremental theory) and have been shown to have far-reaching consequences for motivation, goal-orientations, and regulatory strategies in an array of domains. This dissertation extended implicit theories research to the domain of body-weight management. Drawing from an elaborate theoretical framework on implicit theories and health behavior research, the present work predicted that (a) individuals differ systematically in their beliefs about the malleability of body weight and (b) these implicit beliefs are related to coping and self-regulation strategies following dieting setbacks. To test these hypotheses, I first developed the Implicit Theories of Weight Management Scale and examined its psychometric properties. Results revealed internal reliability and convergent and discriminant validity. Implicit theories of weight management were moderately related to health and dieting locus of control but were distinct from personality dimensions such as the Big Five and trait optimism. Psychometric properties of the scale are presented and discussed. Next, I tested the hypothesis that implicit theories of weight management would be related to adaptive regulatory strategies (e.g., increased motivation) and to maladaptive coping (e.g., avoidance) following dieting setbacks and that this relation would be mediated by feelings of helplessness and optimism, and by attributions. Results largely supported these conjectures, revealing that even after controlling for constructs related to successful dieting (e.g., dieting self-confidence, trait self-control), believing more strongly that weight is changeable was related to lower reported use of avoidance when coping with setbacks and more effort. Additionally, feelings of helplessness and optimism mediated the implicit theories-self-regulatory relations. Results are discussed in terms of how implicit theories create the structure in which meaning is assigned to events and are therefore important for achievement and motivation. Implications and avenues for future research are presented.
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Lau, Hoi-keung John, and 劉海強. "Motivation of middle management staff in property management company: a comparison between subsidiary companiesof a developer and independent management companies." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2006. http://hub.hku.hk/bib/B45008930.
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Al, Haj Anas. "Leadership Styles and Employee Motivation in Qatar Organizations." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3380.
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Organizations in the public sector in Qatar have a reputation for delivering inefficient services. Leaders lack an understanding of motivational factors affecting public sector employee performance. The purpose of this correlational research was to examine the relationship between leadership styles and employee motivation in public companies in Qatar. The independent variables were the transformational, transactional, and passive-avoidant leadership styles. The dependent variable was employee motivation. The moderator variables were employee age and salary. A sample of 92 employees from 4 public sector organizations in Qatar responded to the online survey. The full range leadership theory served as the theoretical foundation for describing leadership styles of managers as perceived by employees. Self-determination theory served as the theoretical foundation for describing employee motivation. A hierarchical regression model was developed, and results of the study indicated a significant positive correlation between transformational and transactional leadership styles used by managers and employee motivation levels, with a standardized beta coefficient (β) above 0.6, and a significant negative correlation between passive-avoidant leadership style and employee motivation levels, with a standardized beta coefficient (β) below -0.57. Age moderated the relationship between transformational leadership and motivation. Salary moderated the relationship between passive-avoidant leadership and motivation. Leaders of public organizations in Qatar may use the results of this study to better support employee motivation and engagement. The study may contribute to social change by helping managers improve organizational performance and increase efficiency levels.
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El-Hifnawi, Hany Mahmoud. "Motivation of multinational work force in QGCP in Qatar." Thesis, University of Stirling, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.297840.
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丘紹箕 and Siu-kei Yau. "Measuring the public service motivation in Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2013. http://hdl.handle.net/10722/193004.
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Following the publication of Perry and Wise’s essay on public service motivation (PSM) in 1990 and Perry’s PSM measurement scale in 1996, the concept of public service motivation has attracted wide attention and empirical research on its definition, measurement and incidence in the past twenty years. However, little empirical research has been conducted on PSM in Hong Kong. This research is intended to examine the dimensionality and generalizability of PSM in Hong Kong by using self-administered survey instruments with two groups of different respondents. Group 1 consisted of 55 students of Master of Public Administration of the University of Hong Kong (mostly full time public servants) whilst Group 2 consisted of 78 undergraduates from different faculties in the same university. Two separate survey instruments were used for group 1 and group 2 respondents. All 40 items of Perry’s PSM dimensions were included in the two survey instruments with additional 7 items and 8 items added for group 1 and group 2 respectively. The additional items were introduced to measure the relationship of variables including organizational commitment and job expectation and PSM dimensions.
The findings did not reveal the PSM level of group 1 was higher than group 2. However, females were found having relatively higher PSM level than males under the dimension of Attraction to Public Policy Making. The independent variable of Organization Commitment was strongly and positively correlated with the dimensions of Commitment to Public Interest, Civic Duty and Self Sacrifice while Job Expectation was strongly and positively correlated with the dimensions of Attraction to Public Policy Making, Social Justice, Civic Duty and Self Sacrifice.
This research contributed to provide better understanding and knowledge of PSM in the Hong Kong context especially on the influence of the independent variables of organizational commitment and job expectation on PSM dimensions.published_or_final_version
Public Administration
Master
Master of Public Administration
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Niba, Jude A. "Examining extrinsic rewards and participation motivation in male youth soccer." Thesis, United States Sports Academy, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3582358.
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This study purposely examined the types of extrinsic rewards in male youth soccer programs and measures those that are most preferred by players to influence their participation motivation. It also checked if young soccer players skew towards programs that provide more reward opportunities. For this reason, 1000 teenage soccer players were randomized in an online survey administered by a community-based organization. 800 chose programs that provided extrinsic rewards and identified fame, trophies, travel, scholarship, exposure opportunities and money as the six main rewards that influenced their decision to join soccer programs.
A Participation Motivation Questionnaire (PMQ) was then modified using the identified factors and issued to 400 participants between ages 14-18 years, randomly selected from 20 Las Vegas soccer clubs in another survey to rank extrinsic rewards according to importance. Data was collected and entered into the SPSS 17.0 software for analysis. Descriptive statistics were used to calculate frequencies, percentages, mean, and standard deviation. Cronbach alpha was applied to measure internal consistencies based on the demographics and attitudes towards participation motivation. One way ANOVA sought to determine the extent to which the identified extrinsic rewards affected participation motivation, and regression analysis examined the relationships across all factors.
Results from data analysis revealed that, exposure opportunities constituted the most important extrinsic reward that influenced young male soccer players' decision to join soccer programs. Scholarship, travel, fame, money and trophies followed suit. One-way ANOVA showed that race had a significant effect on scholarship, exposure opportunities, and fame. Multivariate regressions revealed that young players that are more motivated by scholarship, fame and travel tended to have higher ability levels. These effects were held even after adjusting for grade and age.
Results from the online survey also concluded that more young players tend to be attracted to soccer programs that provide extrinsic reward opportunities. Thus, extrinsic rewards should be considered and included in programs to enhance motivation.
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Ejersbo, Kilander Gustav. "Teachers in Danish special school - motivation in developing goal-oriented assessment En intervjustudie om motivation av målstyrd undervisning i den danska specialskolan." Thesis, Malmö högskola, Fakulteten för lärande och samhälle (LS), 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-29295.
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This study is based on the critical pragmatism, which means that there is a conflict between at least two parts, in this case, the decision-makers and special needs teachers. The starting point of conflict is the implementation work of goal-oriented assessment, where the decision-makers has taken the decision that the Danish school shall implement goal-oriented assessment. The purpose of this study is to examine the six special teachers and school leaders experience and what motivates those in the implementation of goal oriented education. In order to examine the respondents' perception four individual interviews and a group interview was made. The interviews have been based on an open interview guide. Based on the critical pragmatism, the study focused on the concepts of power and deliberative communication. Power concepts is based on how decision makers used the power to decide that the goal-oriented assessment concept should be implemented. The deliberative communication based on this study examines respondents' experience gives the decision-makers the opportunity to take part of the response and use it in the development of goal-oriented assessment. The result of the study's empirical study, analysis, and discussion indicates that the majority of respondents are in favour of goal-oriented assessment, but that the implementation work has not focused on the special school. Teachers in special school needs time to implement and to break down goals in order to be able to create a customized targeted instruction for students with disabilities. Teachers in special school need education that focus on the special school’s development. One solution would be to create forums where special schools meet to develop the individual schools, classes and students. In order to justify teachers with postgraduate diploma in special needs training, it is important to begin in their practical work, by listening to and developing the change process together, which I interpret as deliberative communication. This study is important for decision makers so that they continue to work for changes and a positive development for goal-oriented assessment in the Danish special schools.
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Guimaraes, Miguel Dantas Terra Machado. "An attempt at TQM ( a motivation case study)." Thesis, University of Macau, 1999. http://umaclib3.umac.mo/record=b1636716.
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Delport, H. J. "Improving employee performance, motivation and engagement : a brain-based coaching model for managers." Thesis, Stellenbosch : Stellenbosch University, 2011. http://hdl.handle.net/10019.1/20752.
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Thesis (MPhil) -- Stellenbosch University, 2011.The aim of this research study was to explore the experience of managers, and specifically engineers at a steel manufacturing company, of a brain-based coaching model. Coaching’s origins can be traced back to a variety of fields including psychology, change management, training and adult learning. Many people argue that coaching is ‘heart based’ as opposed to being more analytical and scientific. This caused some confusion with the researcher. However, during his studies towards a Master’s degree in Philosophy (MPhil) in Management Coaching, he was introduced to neuroscience and the role it has played in the emergence of a new field called brainbased coaching. The fact that one could scientifically explain why the brain needs coaching and that coaching can help the brain improve its functioning, appealed so much to the researcher that he wanted to expand his knowledge of the subject. Selecting a sample group that was made up only of engineers who had participated in a training programme with the focus on brain-based coaching, provided the perfect platform from where to study the phenomenon and to discover how the engineers, who are academically trained, are analytical and who, by their very nature, prefer scientific evidence-based research, perceive a brain-based coaching model. It was also important to try and establish what they believed the benefits and possible applications are of the model and whether they think it can be used to improve performance and lift motivation and engagement. The results were positive, but it revealed more; it explained how the experience created awareness and led to a change in behaviour and thinking – not just at work, but also in their personal lives. These findings provide more knowledge about the potential that a brain-based approach has for managers and leaders as a development tool. It also gives some comfort that we do not have to continue doing and thinking about things the way we have always done; we have a choice and this approach gives us an insight into how to exercise that choice.