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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/.
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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.
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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.
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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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Oberholster, Abraham Johannes. "THE MOTIVATION OF NPO WORKERS FOR ACCEPTING INTERNATIONAL ASSIGNMENTS." NSUWorks, 2011. http://nsuworks.nova.edu/hsbe_etd/84.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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
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Wheeldon, Alan. "Improving human computer interaction in intelligent tutoring systems." Queensland University of Technology, 2007. http://eprints.qut.edu.au/16587/.
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ITSs (Intelligent Tutoring Systems) provide a way of addressing some of the issues that the more traditional CAI (Computer Aided Instruction) systems do not address - the individual learning needs and individual learning abilities and levels of users - so that the user is in control of their learning experience. An ITS needs to be able to provide an explanation, for a real world situation, that successfully meets the needs of the user. To ensure relevant explanation content requires the ITS be based on sound planning principles and tutoring knowledge as well as knowledge of the domain and the user. To ensure a coherent explanation structure requires that the tutoring knowledge be applied with full recognition of the knowledge of the domain and the user. For a model of the user's knowledge to be effective, the system should be able to use it to enhance the flexibility and responsiveness of explanations generated. A user model should guide the generation of explanations so they are pitched at the correct level of the user's existing knowledge; models should be able to actively support the needs of the user so that the user's efforts in seeking out information are minimised. The aim of this research is to generate effective, flexible and responsive explanations, in educational software systems, through developing better explanation facilities than exist in currently available ITS software. In achieving this aim, I am advancing research into dialogue planning and user modelling. The explanation facilities described meet the requirements of an explanation that is tailored to the user's needs, a sound theory from which particular explanations are constructed, and a user model that can accurately represent the behaviour and beliefs of the user. My research contributions include explicitly and formally representing discourse planning / reasoning, from both the user's view and the tutor's view so that they can be clearly understood and represented in the ITS. More recent planners have adopted approaches that can be characterised as using adaptations of the classical planning approach, with informally specified planning algorithms and planning languages. Without clear, explicit and full descriptions of actions and the planning algorithm we can not be certain of the plans that such planners produce. I adopt a theoretically rigorous approach based on classical planning theory - the actions available to the planner, the planning language and algorithm should be explicitly represented to ensure that plans are complete and consistent. Classical regression planning uses dynamic planning thus enabling the system to be flexible in a variety of situations and providing the responsiveness required for an ITS. I take a theoretically rigorous approach in constructing a well specified model of discourse, building upon existing research in the area. I present a tutoring module that is able to find a way to motivate the user to take a recommended action, by relating the action to the user's goals, and that is able to reason about the text structure to generate an effective explanation - putting together several clauses of text whilst maintaining coherency. As part of developing such constructs for motivating, enabling and recommending, as well as constructs for structuring text, I use a pedagogic model based on the principled approach of (i) advising the user to take an action (ii) motivating the user to want to take the action and (iii) ensuring the user knows how to do the action. I take a clear and realistic approach to user modelling, making explicit models of the user's behaviour and beliefs. I adopt a theoretically rigorous approach, formally distinguishing between the user's reasoning and their actions, so they can be focused on separately. Formally making this distinction, more easily enables models of the user's reasoning to be tailored to the individual user. To enable the tutor to consider the full impact on the user, of the information to be delivered to the user, I use different plan spaces. I explicitly identify the different perspectives of the user and the tutor so that they can be focused on separately to generate an explanation that is tailored to the user. In my approach, reasoning about the user's skills, rules and knowledge is independent from reasoning about those of the tutor.
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Hlaváček, Radek. "Návrh způsobu přidělování benefitů." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2008. http://www.nusl.cz/ntk/nusl-221774.
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Diploma thesis analyzes the current way of benefit distribution in Motorola company. First part of the thesis describes general motivation and stimulation factors. Second part describes the company's internal background. Third part analyzes the motivation factors within the company and consideres implementation of the cafeteria system.
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Telles, Vitor Eduardo Politzer. "Comparação entre a Medida de Independência Funcional (MIF), a Classificação Internacional de Funcionalidade, Incapacidade e Saúde (CIF) e a teoria da motivação humana de Maslow na avaliação da pessoa com deficiência." Universidade de São Paulo, 2015. http://www.teses.usp.br/teses/disponiveis/5/5169/tde-23022016-160605/.
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O conceito de deficiência caracteriza-se por limitações às atividades e restrições à participação das pessoas na sociedade sob influências contextuais. Compreende assim uma interação dinâmica entre deficiência, funcionalidade e fatores contextuais, com impacto variado sobre a qualidade de vida, o que por sua vez pode acarretar diferentes percepções sobre as necessidades humanas a serem supridas. Entre os instrumentos usados para avaliar o grau de incapacidade da pessoa podemos citar a Medida de Independência Funcional (MIF) e a Classificação Internacional de Funcionalidade, Incapacidade e Saúde (CIF). Por sua vez, a teoria da motivação humana de Maslow é amplamente conhecida por tentar explicar as necessidades humanas através de um modelo hierarquizado. O objetivo desta dissertação é identificar se as necessidades humanas, como explicadas pela teoria de Maslow, das pessoas com deficiência estão sendo adequadamente avaliadas pelos instrumentos comumente utilizados como a MIF e a CIF. Uma revisão da literatura foi realizada e então a metodologia da Teoria Fundamentada nos Dados foi aplicada para comparar a MIF, a CIF e a teoria de Maslow. Como resultado, a grande maioria dos domínios da MIF corresponde à habilidade de executar atividades demandadas pelas necessidades fisiológicas, de segurança e em alguns aspectos sociais, porém nenhuma delas pode ser correlacionada aos campos de estima e autorrealização. Por outro lado, a CIF provê elementos específicos de todos os domínios exceto na autorrealização, cujos elementos são mais subjetivos e variáveis. Portanto, a CIF avalia de uma forma melhor se as necessidades humanas das pessoas com deficiência estão sendo atendidas e, por isso, pode ser usada para monitorar a evolução necessária para atender às necessidades específicas das pessoas com deficiênciaThe concept of disability is characterized by limitations on activities and restrictions on participation in society of people under contextual influences. Thus it comprises a dynamic interaction between disability itself, functionality and contextual factors, causing impact on quality of life in different levels, which in turn can lead to different perceptions of human needs to be met. Among the instruments used to assess the degree of incapacity of the person we can mention the Functional Independence Measure (FIM) and the International Classification of Functioning, Disability and Health (ICF). In turn, the theory of Maslow\'s human motivation is widely known for trying to explain human needs according to a hierarchical model. The aim of this dissertation is to identify whether human needs, as explained by Maslow\'s theory, of people with disability are been properly evaluated by the commonly used measure instruments like FIM and ICF. A review of literature was performed and the Ground Theory Method was then applied to compare FIM, ICF and Maslow\'s theory of human motivation. As results, the vast majority of FIM domains correspond to the ability to execute activities demanded by physiological, safety and some aspects of belongingness and love needs but none of them can be correlated to the fields of esteem and self-actualization. On the other hand, the ICF provides specific elements for all the domains but self-actualization, where the elements are more subjective and variable. So, we can conclude that the ICF can evaluate in a better way whether the human needs of people with disability are been fulfilled and thus can be used for monitoring the evolution necessary to meet specific needs of people with disability
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Jensen, Alena. "Self-Determination Theory : User Preferences and Design Recommendations for Technologies to Support Awareness of Sedentary Behavior." Thesis, Uppsala universitet, Människa-datorinteraktion, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-415006.
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Sedentary behavior and an inactive lifestyle are a risk factor for chronic diseases and an increasing number of people are affected. Technologies and smartphone applications can help to support and increase awareness of sedentary behavior and thus, help users change their lifestyle and create a balance between sedentary time and physically active time. Based on Self-Determination Theory, this study aimed to identify user preferences and design features in technologies to support the awareness of sedentary behavior and explored the influence of design implementations towards motivation on sedentary behavior change. Data was collected and analyzed via a survey that was made available online. Participants were drawn from social media platforms and company email addresses. The survey was distributed to 97 people through a web-based tool which resulted in complete data from 84 responses. Results of the survey based on Self-Determination Theory indicated a positive influence of competition among users in screen-based sedentary behavior applications. These findings contribute to our understanding of how individuals can be motivated to use awareness-based sedentary behavior technologies by the implementation of design features.
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Nieznaj, Joanna. "Gamification for the long-term unemployed youth : Digital concept ideas for increasing motivation in the Swedish Welfare System." Thesis, Linköpings universitet, Institutionen för datavetenskap, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-177665.
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Young unemployed individuals have often been struggling from an early age with disabilities or unfortunate circumstances, which makes their journey to employability unique. It is crucial that the individuals stay motivated to change and overcome hardship on their road to self-sufficiency. This thesis aims to understand how to motivate young long-term unemployed individuals through the lens of Self-Determination Theory and propose digital gamification concepts that can increase the users’ employability. Qualitative in-depth interviews were conducted with long-term unemployed individuals and occupational therapists. The analysis of the interviews pointed to several behavioral and motivational needs which gamification can fulfill by increasing the sense of autonomy, competence, and belonging for the individual. Three design concepts exemplifying this application were created and show that there are several motivational needs of the young long-term unemployed, that potentially can be met in a digital context.
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Theunissen, Michelle. "Pharmacists’ perceptions of Occupational Specific Dispensation (OSD): exploratory study of career and human resource perspectives." University of the Western Cape, 2015. http://hdl.handle.net/11394/4780.
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Magister Pharmaceuticae - MPharmPrior to 2007, South Africa’s government became concerned about the loss and inability to retain certain professionals in its employment. Health human resources were distributed in favour of the private sector and urban areas while rural areas survived on a meagre portion of health employees. In 2007, the government introduced a re-designed remuneration structure for individual skilled professions namely, Occupation Specific Dispensation (OSD), with the goal to attract and retain professionals. This study qualitatively explores the perceptions of public sector employment (PSE) by pharmacists to extract how OSD-policy may or may not be succeeding. It also investigates the opinions of pharmacists on the promotional structure of OSD and opportunity for career advancement (CA) as a possible indication of organisational commitment. Participants were recruited from four career streams in OSD’s structure, all employed in the Department of Health, Provincial Government of the Western Cape. In the first stage of data collection, one-on-one interviews were conducted with key-informants which consisted of policy specialists (n=2) and management (n=2). In the second stage, focus group interviews were conducted comprising of production and supervisory pharmacists (n=27). Sampling strategies encompassed purposive, snowball and stratified sampling to ensure saturation of data and provide comparisons between groups and sub-groups. Thematic analysis of interview transcripts was performed using inductive coding in the first stage and apriori coding in the second stage. Themes and sub-themes were “reflexed” onto Human Resource and Work Motivation Theory by engaging a three question reflexive framework to ensure consistency in the interpretation of results. Eleven major themes emerged: overlapping of salary grades; variety of positions; being a manager of professionals; envisioning promotion; pay versus responsibility; pay equity and expectancy; OSD and attraction; OSD and retention; over-time and after-hours remuneration; interpreting OSD; and using unions to negotiate policy for professionals. 41 sub-themes that emerged were positively, negatively or neutrally connected to perceptions of PSE or CA. Positive sub-themes of PSE is that OSD has “ensured that entry level positions are extremely attractive” and OSD is “attracting more junior pharmacists to management positions”. Negative sub-themes of PSE include that a “retention strategy for experienced pharmacists tends to be neglected” and “some work related factors may nullify retention strategies”. Negative or stagnant perceptions of PSE produce an image that fails to care for individual employee needs and tarnishes the image of public sector employment. Positive sub-themes of CA are that OSD now “permits individual freedom of career path choice” and OSD “has created a variety positions through a broadened post structure”. Negative subthemes of CA are that “experienced pharmacists stagnate in their career” and “supervisors have a lot more responsibilities but get paid the same as production pharmacists”. Since the perception of career mobility is related to organizational commitment and retention, negative perceptions of career advancement may result in apprehension to develop via promotion or career path change. This can lead to employee boredom, complacency or frustration of career ambitions and eventual loss of staff. Some aspects of OSD, such as overlapping of salary grades, should be addressed by policy-developers to ensure the successful accomplishment of policy goals.
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Vikström, Emma, and Rebecka Karlström. "Hur Habitica stödjer de psykologiska behoven autonomy, competence och connectedness för bibehållen motivation : En kvalitativ studie av den digitala uppgiftshanteraren Habitica, gamification och inre motivation." Thesis, Södertörns högskola, Medieteknik, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-44952.
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The task manager Habitica was studied to explain 1) How Habitica motivates by satisfying the psychological needs identified by SDT and 2) Why users keep using Habitica. Based on theories of gamification, motivation and the theoretical framework METUX an interview study was conducted with 10 participants followed by a thematic analysis. Personalization, avatars, responsibility toward party members and different rewards were identified as motivating factors. However, some participants experienced the opposite with some of the factors mentioned. The motivating factors identified by the study could be connected to one or more psychological needs, based on the theoretical framework of the study. More research is necessary to determine if the findings apply to other settings outside of the context of the study.Uppgiftshanteraren Habitica studerades för att svara på: 1) Hur tjänsten motiverar genom att tillfredsställa psykologiska behov från SDT och 2) Varför användare fortsätter att använda Habitica. Studien utgick från teorier om gamification, motivation och ramverket METUX. En intervjustudie utfördes med tio användare varpå en tematisk analys utfördes. Personlig anpassning, avatarer, socialt ansvar och olika belöningar identifierades som motiverande faktorer. Däremot hade vissa av dessa faktorer motsatt effekt i vissa fall. Motiverande faktorer som identifierats genom studien kunde kopplas till ett eller flera psykologiska behov. Dessa kopplingar gjordes utifrån studiens teoretiska ramverk. Mer forskning behövs för att avgöra om den här studiens fynd gör sig gällande i andra kontexter och i ett större sammanhang.
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Sullivan, Jonathan Edward. "Motivations of Antitrafficking Volunteers." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3728.
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Human trafficking is a worldwide crisis, and agencies rely on volunteers to help serve its victims. Past researchers have suggested that motivation to volunteer is multifaceted and that volunteer turnover hinders accomplishing mission objectives. The research question was to examine if there were any differentiating motivations of antitrafficking volunteers from the current literature. This study was a qualitative case study of an antitrafficking religion-sponsored agency in the United States. Self-determination theory guided the research consisting of 7 agency volunteers. Candidates met the established criteria of minimum age and duration of service. The interpretive phenomenological analysis process helped to assess individual data separately and then collectively with participants adding clarification and member checking through follow-up e-mails. The analysis process produced themes about relating to others, work competency, autonomy, sense of obligation, religious motivations, personal satisfaction, recognition, and agency leadership styles as motivators. Their religious affiliation with the agency produced a strong emphasis on spiritual motivations. An element of egocentric motivations emerged as differences from the current volunteering literature. The egocentric motivations emerged from the participant's view that God was watching and their actions brought God's favor to them. Agency leaders need to focus on helping potential and current volunteers feel important as contributors to the spiritual wellbeing of themselves and others. This finding was a key aspect of recruitment and retention of volunteers, who could help this underserved population and thus promote positive social change.
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Adeyeri, Oluwadamilare S. "Intrinsic Motivation and Human Agency of Faculty Engaged In Service-Learning: A Qualitative Interpretive Study of a U.S. Mid-western Public University." Bowling Green State University / OhioLINK, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1336612787.
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Leonhardt, Mark Daniel. "Replacing Workplace Leadership with Political Expediency." TopSCHOLAR®, 2010. http://digitalcommons.wku.edu/theses/147.
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The study examines the adherence to principled leadership styles by persons in position of authority and develops a method to determine the extent to which those people deviate from principled leadership practices for purpose of political expediency. Two fortune 500 companies, three smaller local companies and select Western Kentucky University faculty were surveyed using the MACH V Attitude Inventory for determining Machiavellian tendencies via an online survey site. An examination and evaluation of survey results yielded a surpirsingly consistent neutral score, but no indication of Machiavellian tendencies within the respondent group.
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Brabcová, Alena. "Návrh efektivního motivačního programu ve společnosti MEGATECH INDUSTRIES s.r.o." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2011. http://www.nusl.cz/ntk/nusl-223250.
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The subject of thesis is to devise an incentive program for concrete company. The thesis first describes the theoretical knowledge on this issue, which have been prepared on the basis of scientific literature. The practical part is focused on the description of MEGATECH Industries Ltd. and analysis of the current incentive program. To obtain information from the staff was used a survey. In the last part of thesis are describes proposals for improving the current situation.
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Genaeva, Evgeniya. "Návrh změn motivačního systému ve vybrané společnosti." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2021. http://www.nusl.cz/ntk/nusl-442986.
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This diploma thesis deals with the proposal for changes of motivational system in the company JULI Motorenwerk, Ltd. The theoretical part deals with the processes of motivation and selected motivational theories. The analytical part is focused on the history of the selected company, its characteristics and company processes. After that the analysis and evaluation of the current motivational system of the company is presented. In practical part, based on theoretical knowledge and analysis, a more effective motivation system is proposed. The proposed changes should lead to increased employee satisfaction and consequently to better working results and higher business performance.
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Swartz, Erik. "Mänskligt beteende - ett ofrånkomligt hot mot informationssäkerhet?" Thesis, Högskolan i Halmstad, Akademin för informationsteknologi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-44967.
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Information har idag kommit att bli så viktigt att det av många aktörer kallas för den nya digitala oljan, och med anledning av just detta är information idag en av de främsta tillgångar en organisation kan besitta. För att skydda informationen lägger organisationer massiva summor pengar på tekniska och fysiska åtgärder. Tillsammans med dessa åtgärder utfärdas även interna bestämmelser och riktlinjer för hur IT-system och information får eller inte får hanteras. Trots detta sker både intrång och andra säkerhetsrelaterade incidenter som kan härledas till mänskligt felaktigt beteende, eller den så kallade mänsklig faktorn. I den här uppsatsen har därför författaren gjort en djupdykning i ämnet för att studera vilka samband som kan finnas mellan beteendevetenskapliga teorier och efterlevnad av informationssäkerhet. Med kvalitativa metoder har bland annat litteraturstudier genomförts för att ta reda på vilka teorier som är mest relevanta i sammanhanget. Intervjuer har sedan nyttjats för att bredda författarens uppfattning om vilka faktorer som kan påverka mänskligt beteende. De personer som intervjuats har bland varit yrkesverksamma som säkerhetschefer, säkerhetskyddshandläggare och ledande forskare inom det specifika området.
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Pepuchová, Valéria. "Návrh systému stimulace pracovníků." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2011. http://www.nusl.cz/ntk/nusl-222832.
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Master Thesis deals with the problem of employee satisfaction at Copy General. I am presenting here a new version of questionnaire created by optimizing the original version, which were designed according to circumstances and desired outcomes. I also analyze actual situation of employee satisfaction. In Thesis I am presenting solutions based on the outputs from research and conversations with managers.
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Lee, Jaeyong. "Understanding Knowledge Sharing Motivation in the Public Sector: Application of Self-Determination and Person-Environment Fit Theories." VCU Scholars Compass, 2018. https://scholarscompass.vcu.edu/etd/5426.
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Knowledge has been recognized as an important resource that should be carefully managed in order to enhance organizational competitiveness. Therefore, it is important to manage knowledge resources that have been learned and stored in organizations. Several scholars in the public administration literature have examined whether public service motivation (PSM) can help employees share their knowledge in ways that contribute to the effective functioning of public organizations. However, the mechanisms by which PSM influences individuals’ propensity to share knowledge have not been clarified by past research.
Against this background, at first, this study contributes to understanding the relationship between PSM and knowledge sharing by applying self-determination theory with a logical insight of the intrinsic knowledge sharing motivation process. This study also examined that relationship by testing three competing psychological mechanisms based on person-environment (P-E) fit theory: (1) person-group (P-G) fit, (2) person-job (P-J) fit, and (3) person-supervisor (P-S) fit. The research questions for this study are as follows: Do individuals with higher levels of PSM have a higher propensity toward knowledge sharing? Does the congruence between employees and their work environment increase employees’ knowledge sharing behavior? Do PSM-driven employees have higher willingness to fit in the work environment? Does P-E fit theory help explain the causal relationship between PSM and knowledge sharing?
Based on primary data of 1,094 occupationally diverse employees working in 33 local governments in South Korea, the current study found that caution should be exercised when making claims regarding the effects of PSM on individuals’ propensity to share knowledge and that greater emphasis should be placed on ways public sector organizations can foster P-G fit and P-J fit. However, this study also found that the relationship between PSM and knowledge sharing is not mediated by the extent to which employees perceive that their values are congruent with those of their supervisors.
Keywords: public service motivation (PSM), person-environment fit (P-E fit), person-group fit (P-G fit), person-job fit (P-J fit), person-supervisor fit (P-S fit), knowledge sharing
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Davis, Odetha Antonnett. "Strategies for Low Employee Turnover in the Hotel Industry." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5069.
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Employee turnover affects the profitability, performance, and customer service of an organization. The purpose of this multiple case study was to explore strategies that leaders in the hotel industry used to maintain a low rate of employee turnover. Motivation-hygiene theory was the conceptual framework for the study. The study population included 9 hotel leaders from 2 international hotels operating in Jamaica. Methodological triangulation involved the comparison of data from observation of hotel facilities and leaders' interactions with employees, review of company documents, and semistructured interviews. Data were analyzed into emerging themes using a Gadamerian hermeneutics framework of interpretation. Four major themes emerged from the data analysis: effective leadership strategies, favorable human resource management practices, good working conditions, and a family-oriented organizational culture. Analysis of the data showed that hotel industry leaders used a combination of these strategies to maintain low rates of employee turnover. The findings and recommendations may contribute to positive social change by providing hotel leaders with effective retention strategies, resulting in increased profitability and potential income continuity, thereby decreasing unemployment and moderating poverty.
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Gourlan, Mathieu. "Motivation des adolescents obèses pour l'activité physique. Les apports de la théorie de l'autodétermination et de l'entretien motivationnel." Phd thesis, Université de Grenoble, 2011. http://tel.archives-ouvertes.fr/tel-00747443.
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L'obésité représente à l'heure actuelle un problème de santé publique majeur. Malgré le rôle essentiel de l'activité physique (AP) dans la gestion du poids, de nombreuses études rapportent les difficultés d'engagement des populations obèses dans un style de vie actif. Ce travail doctoral porte sur l'étude des déterminants psychosociaux de l'AP des personnes obèses. Une méta-analyse a tout d'abord été conduite afin de déterminer l'impact des interventions faisant la promotion de l'AP auprès des populations obèses. L'analyse des 49 études publiées à ce jour, a permis de conclure à un impact significatif, mais modéré (d = 0.44) des interventions, sur l'AP des participants. Si quelques variables (e.g., durée, type d'indicateurs d'AP, format des sessions) semblent moduler le poids des interventions, il n'a pas été possible de tirer des conclusions concernant les processus psychosociaux impliqués dans ces effets. Prenant appui sur la théorie de l'autodétermination (TAD, Deci & Ryan, 2002), un programme de recherche constitué de 3 études complémentaires a ensuite été réalisé, afin (1) d'améliorer la compréhension des mécanismes motivationnels associés à l'adoption d'AP chez des adolescents obèses, et (2) d'évaluer l'impact d'une intervention motivationnelle destinée à rendre cette population plus active physiquement. Suivant un plan corrélationnel transversal, l'étude 1 avait pour objectif d'identifier les patterns motivationnels spécifiquement associés à différents types d'AP (i.e., AP sportive, de loisir, domestique). Les résultats suggèrent que l'AP de loisir est associée à un niveau élevé de régulations identifiée et intégrée, et à un faible niveau d'introjection. La pratique sportive est quant à elle, associée à un niveau élevé d'introjection et un faible niveau de régulation externe. L'étude 2 a exploré, par l'intermédiaire d'une méthodologie qualitative, les facteurs motivationnels associés au succès ou à l'échec d'un programme de gestion du poids pour adolescents. Les résultats indiquent que les participants ayant réussi à perdre du poids semblaient bénéficier d'un plus grand soutien de la part de la famille, et manifestaient une plus grande motivation autodéterminée à maintenir leurs comportements de santé. Enfin, à partir d'un plan randomisé contrôlé sur 6 mois, l'étude 3 a cherché à déterminer si l'ajout de 6 entretiens motivationnels (EM, Miller & Rollnick, 2002) augmentait l'efficacité d'un programme cognitivo-comportemental de gestion du poids. Comparés aux participants n'ayant bénéficié que du programme de gestion du poids, les analyses multi-niveaux montrent que les adolescents qui ont bénéficié à la fois des EM et du programme de gestion du poids présentaient (1) une plus grande augmentation de leur AP (auto-rapportée et objective), (2) une plus grande hausse des régulations identifiée et intégrée, (3) un niveau supérieur de soutien de l'autonomie du personnel médical, et (4) une diminution plus importante du niveau d'amotivation. Pris dans leur ensemble, ces résultats soulignent à la fois l'intérêt de l'EM, comme une stratégie pertinente pour promouvoir l'AP des adolescents obèses, et celui de la TAD comme cadre explicatif des mécanismes motivationnels associés à l'adoption d'AP chez des adolescents obèses.
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Schafferová, Martina. "Systém motivace a odměňování ve vybrané společnosti." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2018. http://www.nusl.cz/ntk/nusl-377630.
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This diploma thesis deals with employee motivation, remuneration and evaluation in the company Macek a syn s.r.o. The aim of the theoretical part is to clarify the primary terms of the motivation, remuneration and evaluation system. The practical part review the actual techniques used in Macek a syn s.r.o. A survey is used to assess the satisfaction of the employees. The summary includes recommendations to improve the motivation, evaluation and satisfaction of the employees.
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Turčaník, Martin. "Návrh změn konceptu motivačního systému ve zvoleném podniku." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2017. http://www.nusl.cz/ntk/nusl-319417.
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The aim of this Master's thesis is to propose changes of motivational system in the company. Theoretical part describes motivational theory concepts including information about motivational systems efficiency. Empirical part is focused on analysis of motivational system. First there was an interview with human resources manager, who gave us information about characteristics and motivational system of this company. Second step was to find out more opinions from employees, therefore it was necessary to realize a research in form of questionnaire. Final outcome of this thesis is to recommend some changes of current motivational system. These proposals will minimize the most likely causes of labour fluctuation and it will also increase the satisfaction with particular aspects of motivational system.
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Hammarström, Sara, and Jonne Wikberg. "Gamification - digital design för att motiveralärande." Thesis, Högskolan i Halmstad, Akademin för informationsteknologi, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-29438.
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Blended learning blir allt vanligare inom högskoleutbildningar och majoriteten av kurser äridag kopplade till onlineportaler. För att enkelt kombinera klassrumsundervisning medonline learning används olika learning management system (LMS). Lärare kan dock intealltid förlita sig på att studenterna har en inre motivation och entusiasm till att lära, det finnsdock möjligheter att påverka den inre motivationen med hjälp av yttre faktorer. Medgamification används yttre motiverande faktorer för att skapa en rolig och engagerandemiljö utan att påverka studiernas trovärdighet. Gamification innebär att komponenter avspeldesign används utanför spelkontexten. Detta kan leda till ökad motivation hos studenterna.För att förstå olika typer av motivation bättre används Self-determination theory (SDT).Utifrån spelelement som lyfts fram i litteratur bekräftar eller bestrider och kompletterardenna uppsats detta med en empirisk studie som utgår ifrån en gamifierad kurs på högskolenivå.Spelelementen analyseras med SDT för att se hur de påverkar de tre inre psykologiskabehoven. Utifrån detta skapades tre designmönster som är till för att stödja utvecklare ochadministratörer av LMS då en gamifierad kurs utformas.Blended learning is becoming more common within university education and the majoritiesof courses today are connected to an online portal. To easily combine teaching in theclassroom with online learning different types of learning management systems (LMS) arebeing used. Even though teachers cannot always put their trust in the students’ intrinsicmotivation and enthusiasm for learning, it is possible to affect the intrinsic motivation withthe help of extrinsic factors. With gamification extrinsic factors are used to create a fun andengaging environment without affecting the credibility of the studies. Gamification meansthat components of game design are used outside the context of gaming. This can lead to anincrease in motivation for the students. To better understand different types of motivationSelf-determination theory (SDT) is used. Based on the gameplay elements identified inscholarly texts this thesis confirms or denies, and complements this with an empirical studybased on a gamified course at university level. The gameplay elements were analyzed withSDT to see how they affected the three intrinsic psychological needs. Based on this, threedesign patterns were created to support developers and administrators of LMS whenforming a gamified course.
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Bourban, Michel. "La justice climatique. Quels devoirs pour quelles politiques ?" Thesis, Paris 4, 2016. http://www.theses.fr/2016PA040214.
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L’objectif général de ce travail est d’étudier certains problèmes d’éthique et de philosophie politique soulevés par le changement climatique et de proposer des politiques susceptibles de réduire les injustices climatiques. La première partie vise à justifier les devoirs majeurs de justice climatique à partir d’une approche centrée sur les droits humains menacés par le changement climatique. Les données des sciences du climat et des œuvres de fiction littéraires et cinématographiques servent comme fondement de la réflexion philosophique. La deuxième partie explore certaines pistes de réformes institutionnelles à même de réaliser ces devoirs de justice globale et intergénérationnelle. Il s’agit d’exclure certaines réponses proposées au changement climatique, comme la géoingénierie et la compensation, mais aussi et surtout de développer des politiques justes, efficaces et faisables de réduction des émissions de gaz à effet de serre, comme un cadre normatif pour évaluer les engagements des pays, un mécanisme de marché hybride et un rôle politique accru accordé à la société civile. Si ce travail s’inspire des recherches des scientifiques, des écrivains, des économistes et des spécialistes des relations internationales, il dialogue principalement avec les auteurs les plus influents en justice et en éthique climatiques. Au final, bien que les défis moraux et politiques posés par le changement climatique soient sans précédent, l’approche non idéale de la justice climatique développée ici montre qu’il est encore temps d’agir pour éviter les scénarios les plus nuisibles pour les pauvres du monde et les générations futuresThe main objective of this work is to highlight key philosophical problems raised by climate change and to propose policies that could reduce climate injustices. In the first part, I justify major duties of climate justice by constructing a normative approach focusing on basic human rights threatened by climate change. My philosophical reflections draw on data provided by climate sciences as well as works of literary and cinematographic fiction. In the second part, I explore possible institutional reforms that could realize these duties of global and intergenerational justice. My point is to reject false solutions such as geoengineering and offsetting, but also and mostly to develop just, efficient and feasible policies such as a normative framework to assess the equity of countries’ pledges, a hybrid market mechanism and an increased political role given to civil society. While this work draws on researches made by scientists, writers, economists and international relations scholars, it also critically engages with the theories of the most influent authors in climate justice and climate ethics. The non-ideal approach of climate justice I develop explains that even if the moral and political challenges raised by climate change are unprecedented, it is not too late to prevent the realization of the most harmful scenarios for the global poor and future generations
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Edfeldt, Emil, and Peter Sandberg. "När chefen kommer... och går : En kvalitativ intervjustudie syftande till att undersöka påverkan av chefsbyten hos medarbetarna på förbandsnivå vid Luftstridsskolan." Thesis, Karlstads universitet, Institutionen för samhälls- och kulturvetenskap (from 2013), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-84372.
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Studien syftar till att kartlägga vilken påverkan ett chefsbyte har på medarbetarna avseende motivation och ledarskap på Luftstridsskolan i Uppsala. Undersökningen avser perioden mars till maj 2021. Kartläggningens första del genomfördes med ambitionen att få en faktabaserad bakgrund över hur länge chefer sitter i sina befattningar. Studiens andra del fortsatte att med kvalitativa metoder inspirerade av grundad teori samt genom en intervjustudie undersöka medarbetares upplevelser av chefsbyten. Syftet var att försöka identifiera vilken påverkan de får på chefernas förutsättningar till ett utvecklande ledarskap men även påverkan på medarbetarnas motivation. Fokus under studien har legat på människan och dess upplevelser. Strävan var också att belysa effekter av chefsbyten ur ett organisatoriskt perspektiv. Påvisat resultat i studien efter analys pekar på att upplevelserna är överraskande lika oberoende av anställningskategori. Respondenterna gav uttryck för överraskande insikter och förståelse för chefernas situation och utmaningar. Studiens resultat visar även att det finns blandade upplevelser hos alla anställningskategorier av chefsbyten. Det finns styrande och bärande teman som bygger upp om ett chefsbyte upplevs som positivt eller negativt. Teman som identifierades var ledarskap, information och förutsättningar. Slutsatserna av studien är att ett chefsbyte påverkar motivationen hos medarbetarna och chefers förutsättningar att tillämpa ett utvecklande ledarskap. Att skapa rätt förutsättningar för byte av chef framstår som helt centralt med grund i framtagna teman. Studien visar också på generellt lika upplevelser inom anställningskategorierna samt betonar vikten av uppfyllnad av framtagna teman för att minska påverkan på motivation och förutsättningar. Den största påverkan på medarbetarnas motivation sker i steget trygghet, med osäkerhet och oro som konsekvenser.The study aims to map the impact of a change of management on employees regarding motivation and leadership at the Air Combat School in Uppsala. The survey covers the period March to May 2021.The first part of the survey was carried out with the ambition of gaining a fact-based background on how long managers sit in their positions. The second part of the study continued to use qualitative methods inspired by grounded theory and through an interview study to examine employees' experiences of managerial changes. The purpose was to try to identify the impact they have on the managers 'conditions for developing leadership but also the impact on the employees' motivation. The focus during the study has been on man and his experiences. The aim was also to shed light on the effects of changes of management from an organizational perspective. Demonstrated results in the study after analysis indicate that the experiences are surprisingly equally independent of employment category. The respondents expressed surprising insights and understanding of the managers' situation and challenges. The results of the study also show that there are mixed experiences in all employment categories of managerial changes. There are governing and supporting themes that build up if a change of manager is perceived as positive or negative. Themes identified were leadership, information and conditions. The conclusions of the study are that a change of manager affects the motivation of employees and managers' ability to apply developing leadership. Creating the right conditions for a change of manager appears to be absolutely central, based on developed themes. The study also shows generally similar experiences within the employment categories and emphasizes the importance of fulfilling developed themes in order to reduce the impact on motivation and conditions. The greatest impact on employees' motivation takes place in the step of security, with uncertainty and anxiety as consequences.
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Fredriksson, Erik. "Grundskollärares arbetsmotivation : Med inriktning på individuell lönesättning." Thesis, Högskolan i Borås, Akademin för vård, arbetsliv och välfärd, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-12589.
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I övergripande kollektivavtal på svensk arbetsmarknad framgår en strävan efter ett positivt samband mellan lön, motivation och resultat som en följd av individuell lönesättning. Denna studie undersöker individuell lönesättnings eventuella påverkan på arbetsmotivation hos lärare, kort efter att en statligt finansierad lönesatsning hade höjt lönerna för många av dessa. Studien har i huvudsak kvalitativ ansats och har genomförts med hjälp av ett teoretiskt ramverk bestående av self determination theory, teorier om avund och rättviseteori. För att undersöka om individuell lönesättning påverkar grundskollärares arbetsmotivation genomfördes intervjuer med 8 respondenter på två skolor i en svensk kommun, som även fick besvara en enkät om arbetsmotivation. Studiens resultat tyder på att individuell lönesättning förvisso kan föranleda positiva arbetsmotivationseffekter hos personer som premieras med högre lön, men att de som missgynnas i den individuella lönesättningen riskerar att få mindre självdeterminerad arbetsmotivation och/eller minska sin arbetsinsats för att utjämna upplevd orättvisa. Utöver detta riskerar individuell lönesättning att försämra relationer mellan kollegor, vilket kan innebära att arbetsmotivation blir mindre självdeterminerad, både hos den som främjas av individuell lönesättning och den som missgynnas.
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Bourdages-Sylvain, Marie-Pierre. "La mobilisation dans la littérature pédagogique managériale : une analyse de contenu de manuels de formation." Thesis, Université Laval, 2014. http://www.theses.fr/2014PA05H025/document.
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À l’instar des études en sociologie du travail qui, depuis 1980, s’intéressent à la subjectivité au travail comme voie d’intelligibilité des enjeux sociaux, cette thèse porte sur la valorisation par le discours pédagogique managérial de la mobilisation, plus particulièrement celle d’un régime fondé sur l’enrôlement des subjectivités. Il est généralement admis que cette mobilisation constitue le champ classique de la gestion des ressources humaines (GRH). Qu’en est-il des autres domaines de l’organisation ? La mobilisation y serait-elle valorisée tous azimuts ? L’hypothèse a notamment été posée par Tremblay et al. (2005), qui proposent un modèle d’analyse fondé sur quatre champs organisationnels : 1) les pratiques de GRH ; 2) l’organisation du travail ; 3) le leadership et ; 4) la vision, la mission, les objectifs et les valeurs), comme autant de leviers d’action pour mobiliser le personnel. L’objectif principal de cette thèse est de vérifier, par une analyse de contenu de manuels de formation en GRH, si le modèle de Tremblay et al. (2005) est diffusé dans la littérature pédagogique managériale, sans pour autant prendre pour acquis que cela se traduit dans les situations concrètes de travail. Les apports de cette thèse sont triples : elle montre que la mobilisation du personnel et ses dimensions associées (soit l’habilitation, la motivation, l’adhésion et l’engagement) sont présentées par le discours pédagogique managérial comme le pivot de la nouvelle pratique de GRH, tant du point de vue des pratiques, de l’organisation du travail et du leadership, que de la vision, de la mission, des objectifs et des valeurs. Plus encore, elle révèle que la mobilisation y est qualifiée d’émancipatoire, dans la mesure où elle est décrite comme un vecteur de réalisation de soi pour le travailleur et, parallèlement, une voie de rentabilité pour l’organisation. Au-delà de cette vaste entreprise de mobilisation de la subjectivité, l’analyse montre que la littérature pédagogique managériale est porteuse d’un véritable ethos du travail, qui valorise une centralité forte de l’activité professionnelle, une finalité expérientielle et un lien d’emploi fondé sur une transaction subjective entre les parties, bref, un ethos du travail en phase avec les normes managériales contemporaines. Au terme de l’exercice, la thèse examine un ensemble de réflexions quant aux conséquences individuelles et sociales des normes de mobilisation de la subjectivité diffusées par le discours managérial contemporainSince 1980, workplace sociology studies have taken an interest in subjectivity in the workplace as a mean of understanding social issues. In a similar fashion, this thesis deals with the way in which the educational management approach promotes engagement, and more particularly engagement as part of a regime based on the mobilization of subjectivities. It is generally conceded that employee mobilization is the classic realm of human resources management (HRM). But is this also true in other fields of organization? Is mobilization valued as highly elsewhere? The assumption is made by Tremblay et al. (2005) who propose a model of analysis based on four organizational fields 1) practices in HRM; 2) work organization; 3) leadership and; 4) vision, mission, objectives and values as so many levers to spur employee mobilization. The main objective of this thesis is to analyze HRM training manuals to establish whether the Tremblay et al. (2005) model is used widely in educational management literature without, however, assuming that this is reflected in concrete work situations. This thesis makes a triple contribution. It shows that employee mobilization and aspects related to it (enablement, motivation, sense of belonging and commitment) are portrayed as central to the new HRM practices by educational management literature in the areas of practices, work organization, leadership, vision, mission, objectives and values. Moreover, it reveals that mobilization is viewed as a source of emancipation – insofar as it is described as a vector of self-realization for the employee and, parallel to this, a path towards profitability for the business. Lastly, the thesis shows that beyond this vast attempt to mobilize subjectivity, educational management literature is the medium of a true work ethos that encourages the strong centrality of professional activity, experience as an end in itself and work relations based on a subjective transaction between both parties. In short, this ethos follows the principles of contemporary management norms. The thesis concludes with an examination of a set of reflections on the individual and social consequences of subjectivity engagement norms disseminated by contemporary management discourse
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Botha, Annerie. "Analysing South African individuals' behaviour regarding liability usages." Diss., 2015. http://hdl.handle.net/10500/18988.
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In South Africa household debt has increased rapidly over the past few years, therefore illustrating the importance of analysing liability usage behaviour of individual members within the household. In order to comprehend the behaviour of South Africans regarding liability usages, this study provides insight into why individuals find it necessary to obtain liability products as well as to indicate whether liability products are used to address the financial needs for the purpose it was developed for.
To achieve the aim of this study, it was firstly necessary to develop a theoretical framework for the process of selecting credit products when satisfying financial needs. Secondly, the characteristics and intended usage purposes of different credit products available in South Africa were discussed and a debt classification framework was developed. Finally, data obtained from the Finscope South Africa survey was analysed according to the developed frameworks following a combination of two approaches. Firstly, a qualitative approach was used to identify the different financial needs which are satisfied when using liabilities. The financial needs identified were classified according to Alderfer’s existence relatedness growth (ERG) theory and the factors that have an influence on liability usage. Secondly, a quantitative approach was followed to indicate which financial needs are fulfilled when using different credit products.
The results of this study suggest that individuals do not use liabilities only for the purpose what the products were originally developed for. The findings clearly indicated that individuals mainly use liabilities to satisfy basic needs which are classified as existence needs according to Alderfer’s ERG theory. Based on the data analysis a variety of factors such as access to credit and certain demographic characteristics have an influence on liability usage behaviour of individuals. The results further show that individuals mainly use informal, unsecured, short-term loans when satisfying their financial needs which might indicate that South Africans are unable to access formal credit products.Financial Accounting
M. Phil. (Accounting Science)
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"An analysis of the extraordinary behaviours of Jonah using Erikson's psychological theory of development and Maslow's hierarchy of needs model on motivation." 1999. http://library.cuhk.edu.hk/record=b5890354.
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Chang Siu Pok.Thesis (M.Div.)--Chinese University of Hong Kong, 1999.
Includes bibliographical references (leaves 68-70).
Chapter I. --- Introduction to the Thesis
Chapter II. --- Summary of the Book of Jonah
Chapter III. --- Background and Problems on the Book of Jonah
Chapter IV. --- Some Basic Assumptions:
Chapter a) --- Jonah's Identity
Chapter b) --- Jonah's Childhood
Chapter c) --- Jonah and the Great City of Nineveh
Chapter d) --- Jonah and the Big Fish
Chapter V. --- Erikson's Model of Personal Development
Chapter VI. --- Erikson's Model and Jonah's Extraordinary Behaviour
Chapter VII. --- Maslow's Hierarchy of Needs Model on Motivation
Chapter VIII. --- Maslow's Model and Jonah's Extraordinary Behaviour
Chapter IX. --- Comparison of the Two Models
Chapter X. --- Conclusion
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Sprague, David William. "Exploring information visualization use patterns in casual contexts." Thesis, 2011. http://hdl.handle.net/1828/3418.
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This dissertation describes a series of studies conducted to explore why people use information visualizations during their non-work time (casual InfoVis) and which factors are critical for visualization adoption and long duration use. I also model typical casual InfoVis usage patterns and provide a framework for future hypothesis testing. Each study explored a different facet of casual InfoVis research and each built on lessons from the previous studies. The first study explored the development and evaluation of a casual InfoVis system, PartyVote, and how visualizations can be used to aid informal group social interactions. Results from the evaluation indicate that the system successfully helped give people a more equal share in choosing music during social gatherings and people could strategically choose music, but social pressures did not constrain behaviors or reduce cheating as much as expected. The complexity of factors affecting PartyVote use led to a pseudo-experiment evaluating the appeal of motion based data encoding. Study results indicated that participants formed distinct opinion-based groups and motion data encoding was only considered appealing to less than half of the participants. Utility was a critical factor for half the participants, but a sizable group still preferred motion use, despite knowing that it reduced system utility. My final study examined how people encountered and used visual representations of data (artifacts) during their non-work time. The artifact study led me to develop the Promoter / Inhibitor Motivation Model (PIMM) of casual visualization interaction. PIMM subsequently helps explain results encountered during the first two studies. The model provides a framework for future casual InfoVis investigations and identifies potential shortfalls and areas of concern when conducting casual InfoVis research. PIMM should also help guide future casual InfoVis system designs.Graduate
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(9175607), Subia Ansari. "FROM THE SCAMMER PERSPECTIVE: PREDISPOSITIONS TOWARDS ONLINE FRAUD MOTIVATION AND RATIONALIZATION." Thesis, 2020.
Find full textAbstract:
Cybercrime and online scams are rampant in today’s tech-savvy world. In the past, scammers relied heavily on emails to contact potential victims but today, the presence and widespread usage of social networking platforms and e-commerce businesses has increased the availability of potential victims and made them easily accessible. It could be assumed that since unsuspecting users seek various products or services online - rentals, booking trips, seeking jobs, dating, it makes them easy targets for scammers yet, it is not just individual users who suffer from fraud, but organizations and institutions as well. A study at the Bank of America Merrill Lynch Global Research found that cybercrime costs the global economy up to approximately 540 billion euros annually. There is plenty of research on the technical measures that individuals and organizations may take to prevent themselves from falling prey to fraudsters, however, research trends in the recent past have shifted towards analyzing the human element present in the scenarios. Researchers have argued that identifying the underlying psychological and sociological factors used by fraudsters could help tackle the very root cause of such fraudulent attacks. While there exists some research focusing on the experiences and psychology of victims of these attacks as well as the countermeasures that can be taken to protect them from such attacks, there is little research on the psychology and motivation of those who commit online fraud. This study aims to identify the psychological factors that affect the predilection of scammers to commit online fraud.
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Mei-LingHsieh and 謝美玲. "Using TRA Theory to Study the Influences of Motivation,Value Assessment, Human Relation on the Knowledge Sharing Intention - The case of salesmen of the Electronic Companies." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/56468068404838429875.
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碩士國立成功大學
高階管理碩士在職專班
99
Through the quantitative empirical study on the factors which has influenced the first line sales force’s knowledge sharing behavior of The Electronic Companies, the present study designs each factor’s indicator system to make a questionnaire, and then small-sample questionnaire investigation and the data analysis are made to ensure the reliability and validity of each indicator. Finally, the formal questionnaire is accomplished to investigate first line sales force’s knowledge sharing behavior many fields. After dealing with the big-sample data, the influencing factors’ hypothetic relationship is analyzed through the structural equation model (SEM). The research results show that the individual’s sharing attitudes dimension toward the intention and behavior has played an important role among those factors. Knowledge sharing attitude dimension has significant positive influence on the knowledge sharing intention and behavior, and the subjective norms dimension has indirect influences on the intention and behavior through the attitude dimension. Besides, motivation dimension have significant positive influences on the first line sales force’s knowledge sharing attitude dimension. At the same time, knowledge sharing value assessment and interpersonal relationship dimension has indirect influences on the attitude dimension through the subjective normal dimension. Furthermore, motivation dimension influence knowledge sharing intention and behavior. Finally, the research makes the explanation on the theory, and provides some suggestions and measures to facilitate the first line sales force’s knowledge sharing behavior of The Electronic Companies. This article uses the theory of reasoned action to analyze the first line sales force’s knowledge sharing behavior of The Electronic Companies, and it also adds the interpersonal relationship dimension with traditional Chinese culture. Therefore, other factors which have influences on the knowledge sharing attitude dimension and subjective normal dimension can be discussed to enrich the content of the study. The conclusion of the present study will do some help for the further research in the same field.
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Stará, Kateřina. "Nefinanční motivování zaměstnanců ve zdravotních a sociálních organizacích." Master's thesis, 2012. http://www.nusl.cz/ntk/nusl-306076.
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This thesis deals with non-financial incentives for employees in health and social organizations. For this purpose, is in this paper mentioned the issue of non-financial incentives for employees and its significance. Aim of this thesis is to analyze the role of tools focused on non-financial motivation of employees in social and health organizations and their occurence in Jedlicka institute. This thesis is divided into two parts - theoretical and practical. In the theoretical part there is summarized characteristics of health and social organizations and specifics of its financing. It also discusses the issue of human resources in organizations, management and evaluation and its relationship to quality management. Moreover this thesis deals with motivation to work and presents important theories of motivation. The last chapter in the theoretical part is a key chapter of this thesis is dedicated to issues of character of financial and non-financial motivation, employees motivation, incentive rules and tools of motivation. The practical part consists of two types of research - an interview with managers and questionnaries among employees. Practical part of this thesis compares identical and different perception of area of motivation and motivating tools between employees and management. This part...
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Radová, Marcela. "Motivace pracovníků v sociálních službách v chráněných bydleních." Master's thesis, 2020. http://www.nusl.cz/ntk/nusl-435772.
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Due to declining employment in the last few years, employee motivation has become a very real issue in social services. The subject of the diploma's thesis is the analysis of the motivation of workers in social services (personal support workers) in three organizations providing community living for disabled people in the Karlovy Vary region. The theoretical portion of the thesis contains information about motivation, some theories of work motivation and selected theories of human resource management regarding work motivation, plus a section on social services about community living for disabled people and the role of the manager in social services. Within the empirical part of the thesis two goals are met through the methods of mixed research. One goal is to analyze the motivation of workers in social services, which resolved using a questionnaire survey. That research identified factors causing employee satisfaction and factors that motivate employees. The second goal of the thesis is met in form of structured interview to determine how managers in the researched organisations motivated employees. The result of both methods were analyzed and compared. Lastly, recommendations for increasing employee motivation were handed to the participating organizations in the research. The main result of the...
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Johnson, Michéle. "Encouraging volunteer engagement for Human Rights : a case study of International Justice Mission Germany." Diss., 2018. http://hdl.handle.net/10500/25513.
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Inequality of power between the global North and the global South are negative aspects of globalisation, leading to increasing inequalities, disregard of human rights and impeding human development. Voluntary work is considered to play an important role in the local and global enforcement of human rights.
This dissertation focuses on the importance of voluntary civic engagement in the social justice sector. An empirical study was carried out on the basis of qualitative research among German volunteers of the human rights NGO International Justic Mission (IJM) Deutschland in order to identify motivating factors that contribute to civic engagement. Social justice, the concept of IJM and faith were identified as most important motives. The opportunity of flexible, self-determined involvement and the provision of good support foster volunteer engagement. The study helps human rights NGOs to gain a deeper understanding of how volunteering for human rights can be encouraged.Development Studies
M.A. (Development Studies)
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Ramos, Elisabete Maria da Silva. "Taxa de desemprego local e fatores motivadores dos trabalhadores HADOL: a teoria dos dois fatores de Herzberg." Master's thesis, 2016. http://hdl.handle.net/1822/42076.
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Dissertação de mestrado em Gestão de Recursos HumanosA presente dissertação prende-se com a evolução do conceito de gestão de recursos humanos e a crescente preocupação em torno da motivação dos colaboradores (considerados um recurso estratégico para a consecução dos objetivos organizacionais), num período conotado por elevadas taxas de desemprego. Na base deste estudo encontra-se a Teoria dos Dois Fatores de Herzberg, a qual distingue a influência de fatores motivacionais e higiénicos, sublinhando que os fatores motivacionais são necessários para que os colaboradores atinjam elevados níveis de desempenho profissional, ao passo que os fatores higiénicos não conduzem a altos níveis de motivação, contudo previnem a insatisfação. Assim sendo, e num período recentemente marcado pela austeridade, em Portugal, e por elevados valores de desemprego, propusemo-nos a investigar se os colaboradores atribuiriam maior importância aos fatores higiénicos, em detrimento dos motivacionais, devido à atual instabilidade do mercado de trabalho. O Grupo HADOL (nome fictício), detentor de uma cadeia de hotéis, com classificações de 4 e 5 estrelas, foi a Organização escolhida para o presente estudo, devido à sua ampla dimensão e dispersão geográfica em território português, mas também pela proximidade existente com a Direção do mesmo. Não obstante a conhecida taxa de desemprego vivida em Portugal em 2014 (última taxa conhecida pelos portugueses aquando da aplicação do questionário), concluiu-se que os colaboradores HADOL não atribuem maior importância aos fatores higiénicos. Estabelecendo um ranking (pontuações médias), verificamos que no topo se encontram fatores motivacionais (tais como o reconhecimento e o gosto pelo trabalho que executam), sendo a base da tabela composta por fatores higiénicos (tais como o prestígio/status, o salário e a estabilidade/segurança no trabalho).
This study concerns the evolution of the Human Resources Management concept as well as the growing concern with the employees motivation (considered a strategic resource for the achievement of organizational goals), in a period connoted with high unemployment. On the basis of this study is the Herzberg Two-Factor theory, which distinguishes the influence of hygiene factors and motivators. Hygiene factors don’t lead to higher levels of motivation, but without them there is dissatisfaction. Motivation factors are needed in order to motivate an employee into higher performance. Therefore, in a recent period marked by austerity in Portugal, and high unemployment rate, we set out to investigate whether employees give more importance to hygiene factors, instead of motivational ones, due to the current instability of the labour market. The HADOL Group (fictitious name), holder of a chain of hotels, 4 and 5 star classifications, was chosen for the study due to wide geographical dispersion in Portuguese territory, but also due to the good bond with the Management. Nevertheless, the known rate of unemployment experienced in Portugal in 2014 (last rate known by the Portuguese during the questionnaire) it was concluded that HADOL employees did not give much importance to hygienic factors. By establishing a ranking, we see that at the top of the list are the motivators factors (such as recognition and a passion for the work they do), while on the bottom of the list are the hygiene factors (such as the status and stability at work).
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Schmidt, Jörg. "Church growth as part of a wholistic missiological approach?" Diss., 1994. http://hdl.handle.net/10500/17677.
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Church growth missiology has been severely criticized by
ecumenical, but also by evangelical missiologists. This often led to its rejection as it was
considered incompatible with other missiological approaches. But church growth does deal
effectively with important issues as other missiologies do. In light of Martin Luther's
interpretation of the First Commandment a more general wholistic missiological approach is
requested, which considers the full spectrum of human needs, and under which church growth can
function with other missiologies together. The treatment of the task of missiology and the unity by
attitude of the missiologist contribute to the argument. Therefore four major criticisms
brought forth against church growth are dealt with in order to
evaluate and finally suggest a potential theological compatibility of this approach with other
missiologies. This is further
confirmed by a brief introduction to important elements of the
present status of church growth theory developmentChristian Spirituality, Church History and Missiology
Th. M. (Missiology)