Academic literature on the topic 'Maslow's theory of human motivation'
Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles
Consult the lists of relevant articles, books, theses, conference reports, and other scholarly sources on the topic 'Maslow's theory of human motivation.'
Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.
You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.
Journal articles on the topic "Maslow's theory of human motivation"
1
Gupta, Nikhil Jaiprakash. "Analysing the Motivational Needs Amongst Policemen: Maslow's Theory Revitalised." Police Journal: Theory, Practice and Principles 75, no. 3 (November 2002): 193–203. http://dx.doi.org/10.1177/0032258x0207500302.
Full textAbstract:
Motivation is an important management tool, especially in those organisations that are heavily dependent on the skills and ability of men rather than on machines. The police department is one such organisation which still today, despite modernisation, is human oriented. Police managers need to understand methods for motivating officers and men working under them. Maslow's Theory of Hierarchy of Needs provides a simple yet effective way of motivating employees. A study conducted in the Sindhudurg district of Maharashtra State (India) provides an insight into the motivating needs of police officers and men in the district. The study also points towards the steps that senior police managers need to take in order to have a highly motivated police force.
2
Alderfer, Clayton P. "Theories Reflecting My Personal Experience and Life Development." Journal of Applied Behavioral Science 25, no. 4 (November 1989): 351–65. http://dx.doi.org/10.1177/002188638902500404.
Full textAbstract:
Social science theories are expressive acts by their authors, and thus reflect their authors' life experiences and developmental tasks. Maslow's theory of human motivation and Alderfer's conception of existence, relatedness, and growth (ERG) needs are frameworks accounting for the same phenomena. An alternative to Maslow's formulation, ERG theory was presented during a later historical period than its predecessor, and at an earlier stage of its author's life. In this autobiographical account, the author describes his childhood and adolescent origins and the events that led him to formulate ERG theory, examines the life stages at which he and Maslow developed their theories, and discusses how aspects of the authors' lives might account for similarities and differences in their conceptual products.
3
Wyse, Robert De Moraes. "Motivação: Teorias Motivacionais do Comportamento Humano." Revista de Ciências Gerenciais 22, no. 36 (December 30, 2018): 134. http://dx.doi.org/10.17921/1415-6571.2018v22n36p134-141.
Full textAbstract:
Este artigo tem por objetivo discorrer sobre algumas teorias da motivação humana, expor um breve resumo das principais teorias motivacionais. Inicialmente, traz-se o conceito de motivação, abordando alguns autores da área, em seguida, algumas teorias motivacionais são abordadas, contextualizando relatos de autores da área através de pesquisa bibliográfica em livros e também em artigos. São abordadas as Teorias das Necessidades de Maslow, com a pirâmide das necessidades humanas, enfocando-se, dessa forma, a escala das cinco necessidades humanas hierarquizadas pelo autor; a Teoria dos Dois Fatores de Herzberg, em que são abordados os fatores Higiênicos, que são os fatores do ambiente de trabalho, e Motivacionais, que são os fatores internos do ser humano, que estão relacionados com a motivação interna do indivíduo para desempenhar suas atividades; a Teoria de ERG de Alderfer, em que a motivação humana é dividida em três categorias: Existência, Relacionamento e Crescimento; a Teoria X e Y de McGregor, em que são considerados comportamentos humanos antagônicos, como o homem detestar trabalhar, no caso da teoria X, e pela teoria Y o ser humano ser esforçado e gostar de ter uma atividade; e a Teoria da Expectativa de Vroom, que relata sobre a motivação da expectativa humana, em que defende que o ser humano realiza algo através de uma expectativa, visando a atingir um objetivo. E por último são realizadas algumas considerações finais. Palavras-chave: Motivação. Teorias Motivacionais. Maslow. Herzberg. Comportamento Humano. AbstractThis article aims to discuss some theories of human motivation, to bring a brief summary of the main motivational theories. Initially, it brings the concept of motivation, approaching some authors of the area, then some motivational theories are approached, contextualizing reports of authors of the area through bibliographical research in books as well as in articles. Maslow's Theories of Needs, with the pyramid of human needs, are approached, thus addressing the scale of the 5 human needs hierarchized by the author; Herzberg's Theory of Two Factors, which addresses the Hygienic factors, which are the factors of the work environment, and Motivational, which are the internal factors of the human being that are related to the individual’s internal motivation to perform their activities; Alderfer's ERG Theory in which human motivation is divided into 3 categories: Existence, Relationship and Growth; McGregor's Theory X and Y, in which are considered antagonistic human behaviors, as man hates to work, in the case of theory X, and by the theory Y the human being is endeavored and likes to have an activity; and the Theory of Vroom Expectation, which reports on the motivation of human expectation, in which he argues that the human being accomplishes something through an expectation, aiming to achieve a goal. And finally, some final considerations are made. Keywords: Motivation; Motivational Theories. Maslow. Herzberg. Human behavior.
4
Genkova, Diana. "Modeling of the Human Needs: an Economic Interpretation of Maslow’s Theory of Motivation." WSEAS TRANSACTIONS ON BUSINESS AND ECONOMICS 18 (January 7, 2021): 253–64. http://dx.doi.org/10.37394/23207.2021.18.26.
Full textAbstract:
In this article, we examine the macroeconomic parameter final consumption (FC) by assuming it is an indicator of human development; the latter, ultimately, determines the socio-economic conditions in society. The aim is to bind the aggregate final consumption to human needs. For this purpose, the methodology of the analysis grows up on two pillars: on the side of human needs we take Maslow's theory of motivation, and on the side of the economy, we take the product structure of total final consumption. By analogy, based on a theoretical analysis, we constructed a model, which describes the basic human needs classified by Maslow [1], in economic terms. We tested empirically the model, especially, the hierarchy of the five product categories of FC referred to basic human needs. Other hypotheses about relationships between this product structure of FC and the socio-economic standard are also under consideration
5
Goede, Roelien, and Christine Boshuizen-van Burken. "A critical systems thinking approach to empower refugees based on Maslow's theory of human motivation." Systems Research and Behavioral Science 36, no. 5 (September 2019): 715–26. http://dx.doi.org/10.1002/sres.2623.
Full text
6
Seeley, Eric. "Human needs and consumer economics: the implications of Maslow's theory of motivation for consumer expenditure patterns." Journal of Socio-Economics 21, no. 4 (September 1992): 303–24. http://dx.doi.org/10.1016/1053-5357(92)90002-o.
Full text
7
Frankó, Luca, and Andrea Dúll. "Can the Office Environment Be a Motivator? What Makes a Good Enough Working Environment on the Eve of 2020?" Periodica Polytechnica Social and Management Sciences 28, no. 2 (December 7, 2019): 129–39. http://dx.doi.org/10.3311/ppso.14085.
Full textAbstract:
A well-designed office environment is often touted as a key motivator nowdays, although it is not entirely clear how to use it consciously. Our goal was to understand the role of the physical environment in new generation offices and whether it can be a motivator at all. We asked open-office employees to describe the three main criteria of an excellent work environment. We analyzed 509 participants' 1456 answers and classified them into 146 content codes. These content codes were further categorized based on whether they refer to the physical or/and the social environment, as well as along the eight needs Maslow described. 82.07 % of the answers referred to the physical environment, ambient stimuli dominated the sample with 324 mentions under 6 content codes (eg.: bright (128), quiet (69)). The majority (55.59 %) of the responses could be categorized under Maslow’s safety needs, but 14.15 % of them referred to one of Maslow’s growth needs (eg.: plants (26), decoration (21)). Using the intersection of Maslow's and Herzberg's theory, we argue that certain physical environmental aspects can be considered as a hygiene factor, some of them as a motivator. And some of them as both meaning some aspects can be considered on more level from an emotional-motivational perspective. Planning an office is not just an architectural question, but a psychological one as well. In order to design human-focused work places we need to understand the exact role and the layering of the physical environmental aspects.
8
Silva, Vander Luiz, Camila Maria Uller, Jordana Dorca Santos, and Fabiane Avanzi Rezende. "ANÁLISE DA MOTIVAÇÃO DE PESSOAS: um estudo baseado em princípios da Hierarquia de Necessidades de Maslow." Revista Foco 10, no. 2 (June 11, 2017): 148. http://dx.doi.org/10.28950/1981-223x_revistafocoadm/2017.v10i2.365.
Full textAbstract:
A motivação é um tema complexo, abordado por diversos pesquisadores que elaboraram teorias visando explicar o fenômeno motivacional e sua influência sobre o comportamento humano. Entre as teorias de motivação, uma importante teoria é a Hierarquia de Necessidades de Maslow que relaciona a motivação das pessoas a um conjunto de necessidades. Sendo assim, o presente estudo teve por objetivo analisar o grau de satisfação e a questão motivacional de pessoas para as necessidades fisiológicas, de segurança, sociais, de estima e autorrealização. O estudo foi realizado em uma empresa do setor mecânico, localizada na região Centro Ocidental do Paraná. Para a realização do estudo, foi aplicado um questionário a 40 pessoas, de diferentes características, como idade, gênero, escolaridade e renda familiar. Com base nos resultados, constatou-se que, de maneira geral, os entrevistados estão satisfeitos pelo atendimento às necessidades fisiológicas, como alimentação, moradia, vestuário e descanso, porém, outras necessidades, dispostas em outros níveis da pirâmide de Maslow, não foram completamente atendidas e, portanto, resultam em insatisfação pela ausência de estímulos motivacionais. Motivation is a complex subject, addressed by different researchers who elaborate theories aiming explain the motivational phenomenon and its influence on human behavior. Among the theories of motivation, an important theory is Maslow's Hierarchy of Needs that relates people's motivation needs set. In this way, the present study aimed to analyze the degree of satisfaction and motivational question of people for the physiological, safety, social, esteem and self-fulfillment needs. The study was accomplished in a company of the mechanical sector, located in the Western Center region of Paraná. For the study, a questionnaire was applied to 40 people, with different characteristics, such as age, gender, schooling and family income. Based on the results, it was found that, in general, the interviewees are satisfied with the physiological needs, such as food, housing, clothing and rest, but other needs, arranged in other levels of the pyramid of Maslow, do not were completely fulfilled and, therefore, result in dissatisfaction due to the absence of motivational stimuli.
9
Lehene, Iulia-Adina. "A Reconsideration on the Theory of Beauty: Previous Views and a New Approach Following Maslow's Theory (Part II)." Periodica Polytechnica Architecture 52, no. 1 (July 1, 2021): 112–19. http://dx.doi.org/10.3311/ppar.12581.
Full textAbstract:
This paper is the second part of a work that aims to rethink the concept of beauty as close as possible to its essence and in a way that integrates the science of aesthetics with the field of construction. Within other theoretical and practical works, this study may be further used to physically reflect the definition of beauty in areas such as architecture, civil engineering or urban planning and support professionals in designing and building beautiful objects and constructions. However, it has to be added that the assumption that there must be a particular original aspect related to beauty that leads a human-made object to success, needs to be further identified. The approach to the concept of beauty is through a general philosophical perspective and partially through the areas mentioned above.The second part of the study includes the synthesised guidance provided by Monroe Beardsley through the theories on beauty from the nineteenth century until today. In addition, it comprises the scheme of concepts that characterised the beautiful in this time, including the lines that guided its study, previous ideas that support our later views on presented theory, and a brief exposition of Maslow's theory of human motivation followed by our theory on beauty and the conclusions.
10
Adhim, Fauzan. "Pengembangan Sistem Peningkatan Motivasi, Komitmen dan Moralitas SDM di Lembaga Pendidikan Islam." FALASIFA : Jurnal Studi Keislaman 9, no. 2 (September 2, 2018): 21–34. http://dx.doi.org/10.36835/falasifa.v9i2.116.
Full textAbstract:
Its role determines the succession of the process of administering education. Ignoring human resources is the same as making a death hole for educational institutions. It is on the basis of the urgency of human Resources that the concept and model of human Resources management emerge in educational institutions. In general, the concept can be categorized into two models. [1] human Resources as a person who has motivation, commitment and morality. Thus, the management efforts carried out must be in order to improve the overall personality above; [2] human Resources as a unified system in educational institutions. The efforts made by the manager are to build a system and a model that becomes a reference and performance guide for all human Resources. human Resources motivation is related to psychological drives that are influenced by two factors, namely internal and external, or intrinsic and extrinsic. Internal factors can be influenced by basic human needs as Maslow's theory. human Resources commitment is related to identification of feelings, participation and loyalty to the organization. So if you want to know someone's commitment then you can see their loyalty to the organization.
Dissertations / Theses on the topic "Maslow's theory of human motivation"
1
Smith, Louise J. "Evaluating the applicability of Maslow's theory of motivation to ancillary staff." Thesis, Sheffield Hallam University, 2003. http://shura.shu.ac.uk/17880/.
Full textAbstract:
This research considers the applicability of Maslow's theory of human motivation (1943) to ancillary staff in UK National Health Service (NHS) Trusts and Universities (HE). It has been undertaken in response to a request made by managers in these sectors for evidence-based research that could be applied in practice. Maslow's model of motivation was selected to structure the research, to allow systematic consideration of the nature of staffs motivation and thus also to examine the applicability of the model to ancillary staff. Previous investigations of the theory in the work setting have concentrated on managerial and professional workers, hence one of the contributions to knowledge that this PhD makes is the originality of the workers included. By researching the sample and designing a tool to test the appropriateness of Maslow's theory, new understanding is added to Maslovian psychology, motivation theory and organisational behaviour. Traditionally research into the motivation of lower waged workers has focussed upon financial rewards (e.g. Thornley, 1996; Unison, 1997) and disregarded other sources. This research challenges such models and explores untapped elements of motivation in ancillary workers that can have practical use for those sponsoring the work and other employers. Two main premises of Maslow's theory are considered for their appropriateness to the ancillary staff. The first relates to the structure of human motivation into five types of needs that increase in complexity. The second explains the dynamic relationship between these needs determined by their level of satisfaction and importance. Primary data was largely gathered from NHS ancillary staff using a questionnaire that was then validated in focus groups. The design, application and results of each method are considered in the thesis for testing the appropriateness of Maslow's model. Repeating the questionnaire with a further group of HE ancillary staff examined the reliability of the findings and conclusions made, as did consideration of the data according to gender and work role. Three of Maslow's five classifications of human motivation were found in the ancillary staff, along with a further need confirmed in each analysis. Safety, Love & Belongingness and Esteem needs were confirmed in the satisfaction and importance analyses, and Self-Actualisation was to some extent established in the importance investigations. An Institutional Safety need was also repeated that consisted of trade union related items and considered staffs safety in their working terms and conditions. The process of motivation proposed by Maslow was not however supported.
2
Saik, Oy Mooi. "A critique of Maslow's theory of work motivation in light of the biblical view of man with implications for educational ministry in the local church." Theological Research Exchange Network (TREN), 1990. http://www.tren.com.
Full text
3
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.
Full textAbstract:
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.
4
Oberholster, Abraham Johannes. "THE MOTIVATION OF NPO WORKERS FOR ACCEPTING INTERNATIONAL ASSIGNMENTS." NSUWorks, 2011. http://nsuworks.nova.edu/hsbe_etd/84.
Full textAbstract:
This dissertation explores the underresearched topic of the motivation of non-profit organizational (NPO) workers for accepting international assignments (IAs). In the literature review, the motivation and reasons for working and living outside the home country by multinational corporate expatriates, international migrants, and long-term international volunteers are summarized. With the reasons for expatriation distilled from the literature, a self-determination theory (SDT) approach, and open-ended questions, the motivations for NPO workers to accept IAs are factor analyzed and triangulated using data from a sample of more than 140 Christian mission and humanitarian workers originating from 25 countries and representing 48 sending organizations.
Four NPO worker motivation profiles are tentatively identified and described using cluster analysis of the SDT motivations and Kruskal-Wallis analysis of the reasons of accepting an IA, individual cultural values, organizational commitment, and demographic variables. The NPO worker cluster groups include the Caring Internationalist, the Self-Directed Careerist, the Obedient Soldier, and the Movement-Immersed Worker.
The findings hold implications for international human resource managers toward the effective recruitment, selection, training and development, career management, and support and encouragement of NPO expatriates with the goal of an increase in the incidence of expatriation assignment success.
5
Rundström, Isabelle. "Att få och slippa : Motiven bakom friluftsliv." Thesis, Mälardalens högskola, Akademin för hälsa, vård och välfärd, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-25399.
Full textAbstract:
Tidigare undersökningar av motivationen att utöva friluftsliv har identifierat motiv som social samvaro, fysisk aktivitet, naturupplevelser och avkoppling, dock har området mest berörts i samband med planering och förvaltning av naturområden. Den här studien har undersökt motiv bakom människans friluftslivsutövande i syfte att förstå dessa drivkrafter i relation till mänskliga behov. Studien bestod av 31 deltagare från olika delar av Sverige, i åldrarna 22-75 med varierande sysselsättning, friluftslivs-utbildning, civilstatus och nationalitet, varav 16 kvinnor. Data samlades in genom att deltagarna fick skriva berättelser om sin motivation. Det insamlade materialet meningskoncentrerades och analysen resulterade i att tre abstrakta motiv kunde urskiljas: (1) att komma bort från något, samt (2) att få inre och (3) yttre stimulans. Utövandet har visat sig tillfredsställa flertalet behov och främjar på så vis välmående. Vidare bidrar studien till kunskap om vad den friluftsaktiva individen upplever att hon behöver. Resultaten stämmer väl överens med tidigare forskning.
6
Hjerpe, Östlind Victoria, and Matilda Rådström. "Diamanter eller empati : En studie om monetära och icke-monetärabelöningssystem inom offentlig sektor." Thesis, Karlstads universitet, Avdelningen för företagsekonomi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-78943.
Full textAbstract:
Inledning: Tidigare studier visar att det måste finnas en balans mellan monetära och icke-monetära belöningar. Då den offentliga sektorn finansieras med skattemedel är dock möjligheten till monetära belöningar begränsad vilket kan ha en påverkan på belöningssystemets balans. Studiens syfte är således att undersöka eventuella skillnader mellan monetära och icke-monetära belöningssystem kopplat till motivation samt hur balansen mellan dessa uppnås inom offentlig sektor. Litteraturgenomgång: Under denna rubrik upphämtas information om olika motivationsteorier som bland annat Maslow (1943) och Herzberg (1968) har gjort. Sedan upphämtas även information om motivationsteorierna Public Service Motivation och Self Determination Theory. Det ges även en genomgång på vad belöningssystem, monetära belöningar samt icke-monetära belöningar är samt en presentation av belöningssystem inom offentlig sektor.Metod: För att besvara studiens frågeställningar används en kvalitativ ansats genom semistrukturerade intervjuer. Detta eftersom medarbetarnas upplevelser av belöningssystemet skulle undersökas. Urvalet består av ekonomer anställda i två svenska kommuner (Sunne/Torsby). Resultat: Studien visar att monetära belöningar inte har någon större påverkan på medarbetarnas motivation i deras dagliga arbete men att icke-monetära belöningar både påverkar deras prestation och effektivitet i arbetet. Bristande monetära belöningar kan dock vara en anledning till att lämna offentlig sektor. Analys, diskussion och slutsats: Slutsatsen dras att monetära belöningar är en förutsättning för att arbeta och för att inte känna missnöje och att den begränsade möjligheten till monetära belöningar inte har någon större inverkan på medarbetarnas motivation. De icke-monetära belöningar agerar däremot som motivatorer i större utsträckning och har en chans att nå medarbetarnas inre motivation.Introduction: Former studies shows that it must be a balance between monetary and non-monetary rewards. The public service is financed with tax assets which sets an limitation of how much monetary rewards you can get, which also can affect the balance in the reward system. The study aims to explore if there are any differences between monetary and non-monetary rewards connected to motivation and how the balance between these can be achieved within the public service. Literature review: Within this heading are a few motivation theories, such as Maslow (1943) and Herzberg (1968) presented. The chapter also present information about the motivation theories Public Service Motivation and Self Determination Theory. Furthermore, explanations of the study’s central concepts reward system, monetary rewards and non-monetary rewards are given. This is followed by a presentation of previous research that examines different perspectives of public service reward systems. Method: To reciprocate the issues of the study, a qualitative approach through semi-structured interviews is applied. This because of the study’s purpose that aims to analyze the public service coworkers’ experiences of the reward system. The respondents are economists employed within two Swedish municipalities.Result: The study shows that monetary rewards have no significant impact on employees’ motivation in their daily work but that non-monetary rewards affect both their performance and efficiency in the work. However, lack of monetary rewards can be a reason to leave the public sector. Analysis, discussion and conclusion: It is concluded that monetary rewards are a prerequisite for working and not feeling dissatisfaction, and that the limited opportunity for monetary rewards has no major impact on employee’s motivation. The non-monetary rewards, on the other hand, act as motivators to a greater extent and have a chance to reach employees’ inner motivation.
7
Isaksson, Julia, and Ellen Bengtsson. "Konsten att charma generation Y : en studie om ekonomistudenters behov vid val av arbetsplats." Thesis, Högskolan i Borås, Akademin för textil, teknik och ekonomi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-24051.
Full textAbstract:
För att företag ska kunna attrahera men också bevara kompetenta medarbetare, krävs det att de har något att erbjuda sin anställda. Detta ställer krav på en medvetenhet kring de preferenser anställda besitter, både sett till deras behov och motivation. Just nu är det arbetstagarens marknad som råder och företag har i utmaning att attrahera kompetentpersonal till organisationer. Syftet med denna studie är därför att undersöka, genomekonomistudenters preferenser, vad som motiverar dem till en arbetsplats samt vad de tror skulle få dem att stanna på en arbetsplats. Även studenternas behov kartläggs och ger en förståelse för arbetsgivarens ansvar för arbetstagares jobbsituation. Resultatet av vår studie är ämnat att hjälpa arbetsgivare i näringslivet att attrahera samt bevara kompetent personal eftersom de genom vår studie vet vad som motiverar studenterna samt vad deras behov på enarbetsplats är. Då syftet med uppsatsen fokuserar på berättelser och förståelse av individers upplevelser gjordes en kvalitativ studie med en deduktiv forskningsansats. Resultatet presenteras eftersemistrukturerade intervjuer med respondenter av tio ekonomistudenter från generation Y och analyseras sedan med hjälp av teoretisk bakgrund. Teorierna som används för att tolka vårt resultat var Self-determination theory (SDT), Maslow behovshierarki och Herzbergs tvåfaktorteori för att undersöka ekonomistudenters motivation och behov i relation till arbetsplatser. Studien mynnar ut i att utvecklingsmöjligheter och trivsel på arbetsplatsen var det viktigaste för samtligarespondenter, men att det samtidigt fanns en spridning av attribut som individerna föredrog. Vi kunde bland annat se att de manliga studenterna var mer materialistiska än de kvinnliga studenterna. Resultatet av studien kan ge en förståelse av vad våra respondenter föredrar vid val av eller att stanna på en arbetsplats, vilket företag kan ta till sig samt ta hänsyn till och förhoppningsvis utvecklas och förbättras tack vare sin kompetenta personal.In order for companies to be able to attract but also retain competent employees, they must have something to offer their employees. This calls for an awareness of the preferences that employees possess, both in terms of their needs and motivation. Nowadays it is the employee’s labor market and companies are challenged to attract competent staff to their organizations. The purpose of this study is therefore to examine, through economics students ‘preferences, what motivates them to start working and what they think would make them stay at a workplace. This study will also chart the needs of the students to create a comprehension for the employer’s responsibility to its employees’ work situation. The result of this study aims to help employers in the industry to attract and also keep competent staff since they, thanks to our study, will be aware of what motivates the economics students and what their needs at a workplace are. Since the purpose of this thesis is focusing on stories and understanding we have made a qualitative study with a deductive research approach. The result will be presented through semi structured interviews with ten economics students from generation Y who are studying at University of Borås. The result will later on be interpreted using our theoretical background. The theories that are used to interpret our results are Self-determination Theory (SDT),Maslow’s Hierarchy of Needs and Herzberg’s Two Factor Theory to examine economics students’ motivation and needs in relation to a workplace. The study concludes that development and comfort in the workplace was the most important for all of the respondents, but there was also a spread of the attributes of what the different individuals prefered. For instance we could see that the male students were more into materialistic attributes than the female students. The result of this study can give organizations an understanding of what economics students prefer when applying for a job and to stay at a workplace, and by that they can then assimilate the results which hopefully can help them develop and improve thanks to their competent coworkers. This thesis will be given in Swedish.
8
Johansson, Mikaela, and Rebecca Toresson. "Motivation till högskolestudier : en kvantitativ studie kring studenters inre och yttre motivation." Thesis, Högskolan i Borås, Akademin för vård, arbetsliv och välfärd, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-21390.
Full textAbstract:
Att behålla sin anställningsbarhet genom hela livet blir allt viktigare i dagens föränderliga arbetsmarknad. De ökande krav som läggs på individen gällande anställningsbarhet kan vara en anledning till att antalet studenter på Sveriges högskolor stadigt ökar. Men frågan är hur viktigt anställbarhet är för studenters studiemotivation. Motivation delas i huvudsak in i två kategorier, inre och yttre motivation (Deci & Ryan, 2000). I en mer detaljerad indelning skiljer man på sex motivationsfaktorer; to know, toward accomplishment, to experience stimulation samt identified, introjected och external regulation (Vallerand m.fl, 1993). Syftet med denna studie var att undersöka vilka motivationsfaktorer som påverkar en individs val att börja studera på högskola. Vi har även undersökt om motivationen ser annorlunda ut beroende på respondenterna kön och ålder. Empirin samlades in via en webbenkät som var baserad på Academic Motivation Scale (Vallerand m.fl, 1992), där deltagarna fick skatta till vilken grad de ansåg att respektive påstående motiverat dem i valet att börja studera. Även om marginalerna var små så visade vårt resultat att yttre motivationsfaktorer hade störst påverkan på valet att studera. Identified var den motivationsvariabeln som fick högst värde vilket innebär att man gör någonting för att man har bestämt det, även fast det inte är kul. Att man istället ser handlingen som en nödvändighet eller för att man tror att man kan ha nytta av det i framtiden. Vi fann inga signifikanta skillnader mellan könen. Dock visade vår analys att de fanns signifikanta skillnader i motivationen, men dessa hängde samman med respondenternas ålder.Maintaining one’s employability throughout their lives is becoming increasingly important in today's labor market, which is in constant change. The increasing demands placed on the individual regarding one´s employability can be a reason why the number of students at Swedish colleges is steadily increasing. But the question is how important is the factor employability for students' student motivation. Motivation can be divided into two categories, internal and external motivation (Deci & Ryan, 2000). In a more detailed division, six motivational factors are distinguished; to know, toward accomplishment, to experience stimulation as well as identified, introjected and external regulation (Vallerand et al., 1992). The purpose of this study was to investigate which motivational factors affect an individual's choice to study at college. We have also investigated whether the motivation appears different depending on the respondents' gender and age. The empirical data was collected via a web survey that was based on Academic Motivation Scale (Vallerand et al., 1992), where the participants estimated in what extent they considered each claim to have motivated them in their choice to start studying. Even though the margin was small our result showed that external motivational factors had the greatest impact on the choice to study. Identified was the motivational variable ranked highest, which means to do something because one has decided to do it although it is not fun. That the activity is seen as necessary or because one believes that doing an activity will be useful in future. We found no significant differences between the sexes. However, our analysis showed that there were significant differences in motivation, but these were related to the respondents' age.
9
Baghdassarian, Anoush. "Negotiating Human Rights Abuses through the Moral Foundations Theory: An Attempt to Understand the Moral Motivations behind the Male Guardianship System in Saudi Arabia, Female Genital Modification, and Child Marriage." Scholarship @ Claremont, 2017. http://scholarship.claremont.edu/cmc_theses/1473.
Full textAbstract:
The idea that there are universal human rights that can, and should, be enforced has been an increasingly wide-spread and popular belief, as well as a controversial one. Concerns of cultural relativism contrasted with stances of universalism spark an impassioned debate that permeates the dialogue of human rights today in all spheres: social, academic, and even those professional spheres that are tasked with creating and enforcing the laws regarding these issues. What does psychology have to say about this? After all, if it is a universal phenomenon, it must span across time, culture, and difference, and there must be trends in our human nature or similarities in our psychology that allow us to claim universality. One psychological theory, the Moral Foundations Theory (MFT) can help shed light on this issue. MFT holds that universally, as human beings, we share five grounds of moral foundations on which we make our judgments and take action: Care/Harm, Fairness/Cheating, Authority/Submissiveness, Sanctity/Degradation, and Loyalty/Betrayal. While we are all born with the capability to act and reason on these, our cultures shape us to emphasize different foundations and it is in that shift that conflict arises. What one group sees as right, and based in moral justification, another sees as wrong and as a violation of human rights. This paper attempts to use MFT to understand the moral foundations underlying three case studies of practices internationally seen as human rights abuses, female genital modification, child marriage, and male guardianship in Saudi Arabia, and provides suggestions for methods of effective intervention based in MFT.
10
Fertig, Jason. "What Does That Piece of Paper Really Mean? An Inquiry Into Certification Motivation." Diss., Temple University Libraries, 2009. http://cdm16002.contentdm.oclc.org/cdm/ref/collection/p245801coll10/id/32849.
Full textAbstract:
Business AdministrationPh.D.
Though under-analyzed, third-party employee competency certifications are increasing in number; many feel that accumulation of certifications is essential for career success. I argue that in their current form, certifications are double-edged: their purpose is to reduce transaction costs, enhance performance, and foster development; but they can also be used as 'credentials' to gain prestige, rewards or influence. I suggest that excessive use for this latter purpose can undermine their contribution to performance. In this study of HR practitioners that draws on Self-Determination Theory (SDT), I test the relationship between certification-seeking motivation and obtaining certification, perceived job competence, and affective occupational commitment. Hierarchical regression results show an association between autonomous motivation and both obtaining certification and commitment; however, professional association membership may also play a role in fostering such motivation. I end with suggestions for future research.
Temple University--Theses
Books on the topic "Maslow's theory of human motivation"
1
Weinstein, Netta. Human motivation and interpersonal relationships: Theory, research, and applications. Dordrecht: Springer, 2014.
Find full text
2
H, Lackey George, ed. The psychology of human control: A general theory of purposeful behavior. New York: Praeger, 1991.
Find full text
3
1962-, Nohria Nitin, ed. Driven: How human nature shapes our choices. San Francisco: Jossey-Bass, 2002.
Find full text
4
1939-, Curtis Kent, ed. Human behavior: Why people do what they do. Cincinnati, Ohio: VistaSystems, 1988.
Find full text
7
Educational Resources Information Center (U.S.) and United States. Office of Educational Research and Improvement., eds. Herzberg's theory of motivation and Maslow's hierarchy of needs. [Washington, DC: ERIC Clearinghouse on Assessment and Evaluation, 1997.
Find full text
9
A Theory of Human Motivation. Macat Library, 2017. http://dx.doi.org/10.4324/9781912282517.
Full textBook chapters on the topic "Maslow's theory of human motivation"
1
Colledge, Ray. "Maslow’s theory of human motivation." In Mastering Counselling Theory, 129–38. London: Macmillan Education UK, 2002. http://dx.doi.org/10.1007/978-0-230-62957-8_10.
Full text
2
Navy, Shannon L. "Theory of Human Motivation—Abraham Maslow." In Springer Texts in Education, 17–28. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-43620-9_2.
Full text
3
Weiner, Bernard. "Drive Theory." In Human Motivation, 85–138. New York, NY: Springer New York, 1985. http://dx.doi.org/10.1007/978-1-4612-5092-0_3.
Full text
4
Weiner, Bernard. "Achievement Theory." In Human Motivation, 179–228. New York, NY: Springer New York, 1985. http://dx.doi.org/10.1007/978-1-4612-5092-0_5.
Full text
5
Weiner, Bernard. "Attribution Theory." In Human Motivation, 275–326. New York, NY: Springer New York, 1985. http://dx.doi.org/10.1007/978-1-4612-5092-0_7.
Full text
6
Weiner, Bernard. "Kurt Lewin’s Field Theory." In Human Motivation, 141–78. New York, NY: Springer New York, 1985. http://dx.doi.org/10.1007/978-1-4612-5092-0_4.
Full text
7
Weiner, Bernard. "The Psychoanalytic Theory of Motivation." In Human Motivation, 9–84. New York, NY: Springer New York, 1985. http://dx.doi.org/10.1007/978-1-4612-5092-0_2.
Full text
8
Weiner, Bernard. "An Attributional Theory of Behavior." In Human Motivation, 327–406. New York, NY: Springer New York, 1985. http://dx.doi.org/10.1007/978-1-4612-5092-0_8.
Full text
9
Weiner, Bernard. "Humanistic Theory and Personal Constructs." In Human Motivation, 407–36. New York, NY: Springer New York, 1985. http://dx.doi.org/10.1007/978-1-4612-5092-0_9.
Full text
10
Weiner, Bernard. "Social Learning Theory and Personal Responsibility." In Human Motivation, 229–72. New York, NY: Springer New York, 1985. http://dx.doi.org/10.1007/978-1-4612-5092-0_6.
Full textConference papers on the topic "Maslow's theory of human motivation"
1
Placencia, Greg. "Psychological and Cultural Components Affecting Rail Worker Culture: A Literature Review." In 2015 Joint Rail Conference. American Society of Mechanical Engineers, 2015. http://dx.doi.org/10.1115/jrc2015-5609.
Full textAbstract:
Developing and maintaining a healthy work environment is an important consideration to the rail industry. Several theories have been advanced to examine, understand, and influence how workers function and interact within their working environments. These include motivational theories such as Taylor’s Theory of Scientific Management and Maslow’s Hierarchy of Needs, models of moral develop such as developed by Kohlberg and Gilligan, theories of personality types like Myers–Brigg and Keirsey, and the theory of cultural dimensions developed by Hofstede. Positive work environments can contribute to safe and efficient operations, while negative work environments almost inevitably degrade performance and increase the potential for injury and accidents. Therefore understanding and managing these elements properly can greatly contribute to better organizational outcomes. This paper will then examine the underlying role of human behavior as determined by these theories appear to have played in 5 incidents at Metro–North Railroad in 2013–2014.
2
Fukuda, Shuichi. "Customizing Experience: How Can We Develop It?" In ASME 2016 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. American Society of Mechanical Engineers, 2016. http://dx.doi.org/10.1115/detc2016-59257.
Full textAbstract:
This paper points out that we are now moving into the age of self-actualization, which Maslow proposed as the highest needs of humans. Therefore, we have to consider how we can engage our customers in our engineering. Just as web technology moved from Web 1.0 to Web 2.0, we have to consider moving from Engineering 1.0 to Engineering 2.0. Although User Experience opened our eyes to the importance of the value of processes, we should not look at our customers just as product users. They are not passive users, but they are very active and would like to externalize their intrinsic motivations. That is why they are called customers. If we develop a new industry framework which allows interchanges of modules/parts across products and industries, we can customize their experience and they can feel the joy of self-determination, self-growth, achievement and fulfillment, just as we do when we play with Lego.
3
van Minkelen, Peggy, Carmen Gruson, Pleun van Hees, Mirle Willems, Jan de Wit, Rian Aarts, Jaap Denissen, and Paul Vogt. "Using Self-Determination Theory in Social Robots to Increase Motivation in L2 Word Learning." In HRI '20: ACM/IEEE International Conference on Human-Robot Interaction. New York, NY, USA: ACM, 2020. http://dx.doi.org/10.1145/3319502.3374828.
Full text
4
Tyagi, Pawan, Wondwosen Demisse, Marzieh Savadkoohi, and Takele Gemeda. "Positive Intelligence Training to Develop Self-Awareness for Enhancing Student Learning Potential During Higher Education." In ASME 2020 International Mechanical Engineering Congress and Exposition. American Society of Mechanical Engineers, 2020. http://dx.doi.org/10.1115/imece2020-23845.
Full textAbstract:
Abstract Positive intelligence (PI) training can produce a transformative impact on college students. PI, a branch of human psychology, provides a tool to identify significant compulsive habits that can inhibit students’ learning potential and ability to understand others. This paper discusses the two training methods adopted for teaching graduate and undergraduate students. It is considered that including such training is fundamentally crucial for developing 21st century STEM workforce with a well-rounded personality. However, PI training may consume a significant class time allocated for covering course contents under the degree-specific curriculums. Starting a new course may increase the credit overload beyond the approved BS and graduate credits. This paper discusses introducing different modules in the existing classes to foster PI training. The PI training method for undergraduate students focuses on self-education via online videos and freely available content and self-assessment tests. Undergraduate students were given a set of questions to guide them about the important PI topics and to pay attention while self-learning the PI elements. The PI assignment starts with the familiarization of the Maslow hierarchy of needs governing the motivation behind human actions. This assignment mainly focuses on understanding the “sage” mode in which a human tends to utilize his/her latent and earned skills towards the attainment of goals and living life purposefully. The PI assignment had several questions on self-sabotaging “saboteurs” and judging traits that almost everyone develops as a survival mechanism while facing emotional and physical survival challenges for an extended period. During class discussion, students were exposed to their hidden/invisible saboteurs which could be easily triggered by unrealistic mental threats and thus compromise their learning function and performance. Students were asked to take free online self-assessment saboteur test to find the numerical values of their traits and do self-evaluation and plan to counteract the effect of self-sabotaging habits. PI training fulfills ABET student learning outcomes focusing on developing their life-long learning skills. This paper mainly discusses the PI training for graduate students under the mechanical engineering department. PI training is one of the first and essential modules in the mandatory MECH 500 Research Methods and Technical Communication course. Graduate students enrolled in this course are first introduced to the importance of PI and its potential impact in developing self-efficacy. After the initial introduction, graduate students are asked to do the following (a) Complete the abovementioned assignment given to the undergraduate student, (b) prepare a presentation on PI by including their insights for class discussion. After the PI training, students were asked to reflect on their competence in PI and the ability to apply it. In the survey and direct feedback, students expressed the value and appreciation for the PI training. Students also expressed the need to provide this training to large masses for developing an emotionally mature society of parents, teachers, and students, producing creative, innovative, and emphatic civilization.
5
Zaharia (Ştefănescu), Diana Elena, and Bogdan Ştefănescu. "Leadership and Motivation, Determinants of Sustainability." In International Conference Innovative Business Management & Global Entrepreneurship. LUMEN Publishing, 2020. http://dx.doi.org/10.18662/lumproc/ibmage2020/10.
Full textAbstract:
This article pays more attention to the analysis of the direct relationship between staff motivation and applied leadership, with the final result - the sustainability of the organization's activity. Organizational culture and the environment are characterized by mutual adaptation, by the way in which human practices and organizations are led to a cohabiting relationship. Their adaptation is defined as a learning process, rather than an activity in itself, guided by material forces. Through this article we aim to highlight the importance of the interdependent relationship between staff motivation, leadership and sustainability. A big obstacle is the lack of awareness of this triangular relationship, at the level of the organization's management. Starting from the theory of self-motivation and from the research of psychologists Edward Deci and Richard Ryan, we deduce that each individual has three basic psychological needs: the need for connection, the need for competence and the need for control, which must be met. If, at the level of the organization's management, there is a real concern about these needs, employees will feel motivated to maximize their involvement in achieving proposed objectives. The need to connect refers to the desire to be visible, valued, respected, unique, self-confident, connected, belonging to a group. The need for competence implies the need to be able, to succeed. The need for control is the power to make decisions, to make choices, to be the source of your own behaviors. Satisfying these needs of the team members must be a real concern of the leader, if the sustainability of the organization's activity is desired.
6
KASPERIŪNIENĖ, Judita, and Sigitas DAUKILAS. "RECEIVING THROUGH GIVING: SCIENTIFIC MEMOS OF WEB BASED LEARNING." In Rural Development 2015. Aleksandras Stulginskis University, 2015. http://dx.doi.org/10.15544/rd.2015.104.
Full textAbstract:
In this article the author has offered constructivist grounded theory scientific memos of professors and their students self-regulated learning in social networks. Memos were written following posthuman philosophical tradition seeking to clarify the processes emerging when human web residents having meaningful and valuable real-world experiences navigated in virtual settings. One-to-one semi-structured interviews were conducted with 5 professors and instructors and 12 their students from four different universities in two main Lithuanian towns. The grounded theory data still lack saturation and at this stage the substantive grounded theory named Receiving through giving showed the complicated process of collective sharing. Empirical data indicated the vibratory flow of sharing: the respondents demand to receive from the experts and withdrawal while presenting personal knowledge and skills. The oscillation of motivation for sharing depended on the strength of net activities. The differences in sharing nature were observed: professors and instructors protected their data and purposively managed the networked time, while students expressed openness and knowledge grab from various channels with low selection. The author treated social network as a thing controlled by the respondents and as a companion species influencing its occupier’s goals and desires, raising the questions about the researcher’s role either as an observer or active participant of the net processes.
7
Matheny, J. C., and L. M. Berhan. "Modeling the Transition From Conventional to Auxetic Behavior in Compressed Foams." In ASME 2011 International Mechanical Engineering Congress and Exposition. ASMEDC, 2011. http://dx.doi.org/10.1115/imece2011-65507.
Full textAbstract:
In theory, a negative Poisson’s ratio (i.e. auxetic) material has improved hardness, impact resistance, fracture toughness, and shear modulus over one with a positive Poisson’s ratio and comparable stiffness. These enhanced properties make them attractive candidates for a wide range of applications, including ones in the biomedical industry. Over the past two decades there has been increasing interest in auxetic materials leading to the discovery and development of new auxetic materials at the micro- and macro-scales. It has been reported in the literature that some human trabecular bone is auxetic; however verification of this claim and measurement of the Poisson’s ratio of biological materials remains a challenge. This research need is the motivation for the current work. The central research objective of this project is to develop an approach to gain fundamental insight into the geometric characteristics of auxetic open cell materials by studying the underpinning mechanics behind the transition from positive to negative Poisson’s ratio that takes place when open-cell foam is compressed and heat treated. The approach involves detailed image analysis and finite element modeling of the microstructure of polyurethane foam, which is commonly used as a test material to model the structure of human cancellous bone. By studying both conventional and auxetic foam, and the process by which conventional foams are transformed to auxetic, we seek to identify the critical features of auxetic open-cell structures. The results will lead to a better understanding of auxetic cellular materials in general, and will be used to develop a framework for use in determining the mechanical properties and potential auxeticity of human trabecular bone and to aid in the design of synthetic auxetic biomaterials. In this paper we report on preliminary results of our modeling efforts.
8
Azouz, Naoufel, and Shahram Payandeh. "An Efficient Finite-Element Modelling Tool for Surgical Simulation: The ε-Mesh Radius." In ASME 2001 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. American Society of Mechanical Engineers, 2001. http://dx.doi.org/10.1115/detc2001/vib-21366.
Full textAbstract:
Abstract This paper presents an algorithm for determining the boundary volume of local mesh for haptic rendering. Here haptic rendering is defined as generation of reaction forces and contact shape information for graphical display. Haptic rendering consists of a number of components: a) scene representation b) scene modelling for global collision detection c) collision detection; d) contact profile and e) scene display. As oppose to classical Finite Element Method or Multi-Body Systems dynamics, haptic rendering deals with the modelling of object where the user can interact with them in the virtual environment. This paper concerns with some aspects related to the interaction between the surgeon tool (probe or micro-robot) and a model of human tissue and organ. Specifically the paper addresses analogies between traditional notion of mesh generation used in finite-element analysis and notion of haptic rendering. In fact, when the user interacts with the object, it is not clear which level of accuracy is needed for the creating the sense of reaction forces at the point of interaction. That is the motivation for proposing the notion of ε-mesh in analogy with the similar notion used in the theory of adaptive meshing. The ε-mesh radius is a scalar quantity defined as a function of the material properties of the contacting bodies, the expected local geometry of the bodies, the direction and relative approach velocities of the bodies. Relationships are presented which show how relative coarseness of the ε-mesh radius with respect to the mesh sizes outside of the radius affect the relative reaction forces.
9
Hosseini, Zahra, and Sirkku Kotilainen. "THE ROLE OF COMMUNICATION AS THE DRIVE FOR IMMIGRATION: A CASE STUDY IN FINLAND." In International Conference on Education and New Developments. inScience Press, 2021. http://dx.doi.org/10.36315/2021end083.
Full textAbstract:
Recently many studies have remarked migration issues. Thus, in countries such as Finland, having a governmental strategy for increasing the number of migrants, especially educated immigrants or encouraging international students to stay, is highly important. While Finland is recognized as the happiest country, it would be arguable why it is not included in the list of top destination countries for immigration. The literature shows communication is one of the most issues for immigrants and international students, particularly those from Asian countries. Therefore, this study aims to understand how technology-based communication such as the use of social media influences international students' decision to immigrate. Respectively, 23 Iranian tertiary-level students were interviewed as the case of the study. Uses and Gratification theory was employed to investigate the role of media usage among the participants. The findings showed that although there is high desire among the participants to immigrate to Finland, the difficulty and unpopularity of the Finnish language and culture of distance in Finland reduces the motivation to emigrate and made the participants feel being the outsider in the university and society. The use of communication media has facilitated university admissions and communication with family, friends, compatriots and other international students, but has not been able to connect them to Finnish society. While educated immigrants in every country are human resources, the results of this study draw our attention to explore different aspects of communication, identifying motivating factors and reducing frustration among international students for immigration. These results emphasize on the development of strategies and tools for harnessing the potential of media and technology to connect international students as future educated immigrants in the host community.
10
"Virtual Pathology Learning Resource is proving to be an effective strategy in teaching Pathology to allied health science students." In InSITE 2018: Informing Science + IT Education Conferences: La Verne California. Informing Science Institute, 2018. http://dx.doi.org/10.28945/3972.
Full textAbstract:
Aim/Purpose: [This Proceedings paper was revised and published in the 2018 issue of the journal Issues in Informing Science and Information Technology, Volume 15] The aim of this study was to concept test a novel instructional aid called Virtual Pathology Learning Resource (VPLR), which was used as a vehicle to communicate information, and enhance teaching and learning of basic sciences (Anatomy, Physiology and Pathology) to allied health science students at a South Australian university. Background: Pathology was traditionally taught using potted specimens to independently review macroscopic features of disease. However, this approach alone was found inadequate and ineffective. For one, the potted specimens were not easily accessible for all students. VPLR is a new teaching platform comprising of digitised human normal and human pathology specimens (histology, histopathology), patient case studies, short answer and critical thinking questions, and self-assessment quizzes. Using authentic learning theory as an educational approach, this learning resource was developed to enhance the teaching and learning of Pathology. Methodology: A cross-sectional study design was used. A survey, administered at the conclusion of the course, gathered qualitative and quantitative data concerning the perceptions and experiences of the students about VPLR. The online tool SurveyMonkey was utilised so that students could respond anonymously to a web link that displayed the questionnaire. The effectiveness of the program and its perceived impact on students was assessed using a 18-item questionnaire seeking agreement or disagreement with statements about VPLR, and open-ended questions querying the best things about VPLR, benefits to be derived, and areas for improvement. Descriptive and frequency analyses were performed. Contribution: The VPLR approach involved rich learning situations, contextualised content, and facilitated greater understanding of disease concepts and problems. Findings: In a sample of 103 Medical Radiation students, 42% of students (N=43) responded to the post-intervention survey. The majority of students reported highly positive effects for each component of the VPLR. The overall results indicated that this tool was an effective strategy in teaching Pathology as it assisted students' gaining knowledge and developing professional imaging skills. Recommendations for Practitioners: As students found VLPR to be beneficial, it is recommended that the same approach be applied for teaching of Pathology to other allied health students, such as Nursing. Other universities might consider adopting this innovation for their courses. Recommendation for Researchers: Applying VPLR to other allied health science students will be undertaken next. This innovation will be appropriate for other health science students with particular emphasis on case-based or problem-based learning, and combined with clinical experiences. Impact on Society: In reshaping the way of teaching a science course, students are benefited by a greater depth of understanding of content, and increase motivation with study. These are important to keep students engaged and prepared for practice. VPLR may impact on education and technology trends so that continuous exploration and possibilities of initiatives are ongoing to help students be successful learners. Other impacts are the new forms of learning discovered, and the renewed focus on group work and collaboration and the use of technology in innovation. Future Research: Future directions of this research would be to conduct a follow-up of this cohort of students to determine if the impacts of the innovation were durable, that means the change in perceptions and behaviour are sustained over time.