Dissertations / Theses: 'Motivating workers'

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Muinjangue, Esther Utjiua. "Social work supervision in the directorate of Developmental Welfare Services in Namibia." Diss., Pretoria : [s.n.], 2007. http://upetd.up.ac.za/thesis/available/etd-07222008-090203.

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Chitha, Wezile. "Exploring factors motivating health workers to choose and maintain a career in rural health practice in South Africa." Master's thesis, University of Cape Town, 2007. http://hdl.handle.net/11427/9451.

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Includes bibliographical references (leaves 159-168).
The South African National Department of Health (NDoH) has committed itself to ensure that there is equity in the distribution of health workers especially to rural areas primarily through service requirements and incentives. Despite all initiatives put in place, the national health system struggles to recruit and retain health workers in rural health system struggles to recruit and retain health workers in rural health facilities. While the majority of health workers choose to practise in urban areas, some choose to pursue and persist in a career in rural health practice. This study determines, in the South African context, factors that motivate health workers to choose and maintain a career in rural health practice. It establishes what makes health workers choose to work in rural areas, what encourages them to stay in rural health practice and what tempts them to leave rural health practice. These factors interact at different levels, at the level of an individual health worker, of a rural health organisation or level of a rural community, to influence the decision of a health worker to choose, stay in or leave rural health pratice. The study combines both quantitative and qualitative methods in a cross-sectional survey to identify these factors from the perspective of rural health workers. It invites rural health workers to identify those factors that are applicable to them from the list of factors and rank them according to the degree of importance in their decision-making. A self-administered structured questionnaire and key informant interviews were used to collect data. The findings of this study show that rural background, desire to gain work experience, family obligations, prior interest in underserved area practice, desire or requirement to perform community service, desire to live in a rural area, family friendly enviornment and having friends living in a rural area are very important factors motivating health workers to choose a career in rural health practice.

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Tampoe, Frederick Mahendra Kumar. "Motivating knowledge workers : a research study into the motivational needs of qualified scientific and technical staff in organisations in the United Kingdom." Thesis, Henley Business School, 1992. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.315426.

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Lee, Annastasia Kyung-Ah. "The Sucessful Brother: What Non-Profits Can Teach Businesses." Scholarship @ Claremont, 2012. http://scholarship.claremont.edu/cmc_theses/334.

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An analysis of Peter F. Drucker (2001) and Jim Collins' (2005) theory that non-profits can teach businesses in the areas of mission orientation, board productivity and motivating workers. Extensive research was conducted on six Henry R. Kravis Prize in Leadership recipients: Roy L. Prosterman, the founder of the Rural Development Institute, a.k.a Landesa (2006), Fazle H. Abed, founder of Bangladesh Rural Advancement Committee (2007), Forum for African Women Educationalist (2008), Pratham (2010), mother2mothers (2012) and Soraya Salti, regional direction of INJAZ al-Arab (2012). This in-depth examination suggests that Drucker (2001) and Collins' (2005) postulation was accurate and the studied organizations excelled in the three mentioned principles.

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Denson, Fabian Chad. "Knowledge worker motivation." Diss., University of Pretoria, 2012. http://hdl.handle.net/2263/29557.

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Demand for knowledge workers has increased relative to the available supply. A further cause for concern is that the requirements for managing knowledge workers differ from those for managing lower qualified employees. Due to scarcity and different management requirements, attracting and retaining the best available knowledge workers poses a serious challenge.The purpose of this study was to to identify and understand the impact of some of the key factors that motivate knowledge workers.A quantitative research design was employed with knowledge workers the targeted sample through purposive sampling combined with an element of snowballing. The final sample consisted of 91 respondents from different industries, educational backgrounds and age groups, but who all indicated that they were knowledge workers in the survey. The survey data was tested for reliability, validity and factor analysis used to narrow down the elements for the statistical analysis of the hypotheses.Following the research, the initial five hypotheses were narrowed down to four of which three were correlated to knowledge worker motivation. Management relationships as well as independence and interpersonal relationships were positively correlated whilst staff turnover was negatively correlated to knowledge worker motivation. Based on the research outcomes, recommendations were made to both knowledge workers and management. Furthermore, suggested areas for future research were provided.
Dissertation (MBA)--University of Pretoria, 2012.
Gordon Institute of Business Science (GIBS)
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McCarthy, Patrick Bernard, and n/a. "The boundaryless career is there a disparity between theory, practice and worker desire in relation to older workers?" Swinburne University of Technology, 2007. http://adt.lib.swin.edu.au./public/adt-VSWT20070621.132034.

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This thesis examines the capacity and desire of older workers to provide discretionary effort and skilled contributions in what some researchers consider to be the predominant form of new career, the 'boundaryless career'. Features of the 'boundaryless career' include multiple employers, and the demise of the organisational loyalty that was embodied within the image of the 'company man'. The research is justified by the fall in Australia's fertility rates and the simultaneous ageing of Australia's population. In combination, these are predicted to produce significant shortfalls in skilled labour, which experts believe will require organisations to better manage and utilise its older workers. The case study and pattern matching methodology involved interviews with forty volunteer older workers who worked in the headquarters of Australia Post, which enjoys a formidable local and international reputation. 'Career plateau' was a term used by many to describe their perception of their current career position and prospects. Their descriptions of their work situation and their ambitions, at work and in retirement, were analysed for patterns which were then compared with literature on career plateaus, motivation and job design, and the 'boundaryless career'. This analysis was overlaid onto a foundation of contemporary management practice with regard to older workers, current business environments and issues, and views on the skill sets needed for the future. This foundation emerged from a review of academic literature, business and government reports and from an ongoing review of the Australian Financial Review over the six years of the study. Contributions to theory and practice are claimed in the parent theories of career plateau, and older worker motivation; together with the focus theory of boundaryless careers. Although there are legitimate organisational constraints on optimising the older worker contribution, older workers do not contribute to capacity, and organisations do little to optimise their contribution. Joint organisational and individual worker attention to skills maintenance and career management over an entire working life will likely be 'boundaryless' for both organisations and the older workforce.

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Gonzalez, Eduard. "Construction worker motivation : the means to improving worker productivity." Thesis, Springfield, Virginia: Available from National Technical Information Service, 1991. http://hdl.handle.net/10945/28067.

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Hägglund, Elna, and Sofie Palmqvist. "Motivation to work : diffrences between managers and workers." Thesis, Växjö University, School of Management and Economics, 2006. http://urn.kb.se/resolve?urn=urn:nbn:se:vxu:diva-1285.

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While studying management we realised that most of the already existing theories discuss motivation to work from a general perspective. Therefore we found it interesting to investigate motivation on a deeper level.

"Motivation to work - differences between managers and workers"

The research questions for our thesis are, is there a difference in motivation between managers and workers? If so, what is the difference between the two? The purpose is to examine if a manager and a worker have shared understandings and common factors of what motivates them, or if certain characteristics can be distinguished. For our research we have chosen to use three companies operating within the financial sector in Sweden. Moreover, the chosen companies are located nearby which gives us the opportunity to visit them and to accomplish face to face conversations.

We have interviewed two persons at each company, whereby one has the position of a manager and the other has the position of a worker. Moreover, the method of our interviews are qualitative, mostly due to the fact that we wanted create a comfortable feeling for the interviewee and to so that we could get deep insight of what motivates that person.

We have studied old famous theories regarding motivation to work, we have also found more recent research about the subject. Especially in journals and financial databases, to get as updated information as possible. The theoretical framework has been useful to us in two ways, to get a foundation so that we could accomplish interviews with thought worthy questions. The second reason was to be able to interpret and analyse the collected material.

To a certain point we mention the similarities in motivation to work between a worker and a manager, however our main focus in our thesis are the differences. We have analysed the perspective of how they feel about their work and their possibility towards advancement. All our interviewees have a great interest for their work and the financial line of business, moreover, the managers are satisfied with their positions and the workers are satisfied at the moment but would like to advance in the future.

The most important interview questions in our study are, is it important for you to get rewards for your performance? What factors are motivating to you? The outcomes of our answers differ between the managers and the workers. Furthermore, we have used Herzberg, Vroom and other theories presented in our study to be able to strengthen our argument. Indeed, the more resent articles have been helpful to us while interpreting the collected material.

We have found answers to our research questions, there are differences in motivation to work between managers and workers. Money is a great motivator for the workers, and working climate, recognition and free time are the essential factors for the managers. We have also reached the conclusion that people always strive for more. In our case the workers want more tangible rewards and material benefits and on the contrary the managers desire non material factors as family and free time.

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Toth, Michele Veronica. "Exploring a Relationship between Worker' Perceptions of Leaders and Workers' Self-Efficacy in Social Services." Bowling Green State University / OhioLINK, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1333397023.

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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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Delfgaauw, Josse. "Wonderful and woeful work : incentives, selection, turnover, and workers' motivation = Geweldig en ellendig werk : prikkels, selectie, personalsverloop en de motivatie van werknemers /." [Amsterdam] : Thela Thesis, 2007. http://aleph.unisg.ch/hsgscan/hm00176347.pdf.

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Franic, Josip. "Envelope wage practices : underlying motivations from the perspective of workers." Thesis, University of Sheffield, 2017. http://etheses.whiterose.ac.uk/17124/.

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Given the numerous economic and societal consequences of undeclared work, there has been growing interest in understanding its causes so that it can be tackled. This has been particularly the case since the onset of the economic crisis, which has resulted in the fight against tax evasion moving higher up the agenda. To contribute to advancing understanding of the undeclared economy, this thesis seeks to explain the motivations of workers for participating in quasi-formal employment, which is one of the least discussed types of noncompliance. This practice is based on a formal employer and a formal worker agreeing to declare only one part of the wage, while the rest is given as an undeclared cash payment in order to evade tax liabilities. Based on quantitative data from approximately 25,000 individuals surveyed during the period 2007-2015 around Europe and 39 qualitative interviews with workers and representatives of relevant institutions in Croatia, this thesis reveals that the phenomenon is more complex than was previously assumed. Although a proportion of workers agree to this illegitimate wage arrangement simply to escape from unemployment and are exploited by employers, the study shows that this cannot be generalised to the whole quasi-formal workforce. It appears that workers are primarily social agents who heavily base their decisions on the behaviour of other taxpayers and the perceived quality of the psychological contract between the state and citizens. Moreover, many workers see take-home pay as the ultimate goal of employment and accordingly voluntarily agree to this wage arrangement if they believe they can earn more when being under-declared. Apart from its theoretical contribution to understanding workers’ motivations for accepting envelope wages, the thesis thus also has a practical significance. It demonstrates that tackling this practice requires an indirect policy approach that not only increases the credibility of the state apparatus but also improves the tax morale of citizens.

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Thieme, Paula. "Continuing education of older workers." Doctoral thesis, Humboldt-Universität zu Berlin, Wirtschaftswissenschaftliche Fakultät, 2015. http://dx.doi.org/10.18452/17370.

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In den letzten Jahrzehnten führten abnehmende Geburtenraten und die zunehmende Lebenserwartung zur Alterung der deutschen Bevölkerung. Zur Sicherung des Rentensystems wurde das Renteneintrittsalter auf 67 Jahre angehoben. Um die Arbeitsfähigkeit zu erhalten und den technologischen wie organisationalen Wandel zu bewältigen, fordert die Europäische Union zum lebenlangen Lernen auf. Diese Dissertation bietet einen Literaturüberblick und drei empirische Aufsätze, die die Weiterbildungsmotivation älterer Arbeitnehmer auf ihre demographische Relevanz untersuchen und altersspezifische Einflüsse von arbeitsbezogenen Faktoren sowie Altersheterogenität belegen. Der Literaturüberblick erläutert die demografische Relevanz älterer Arbeitnehmer, ihren Altersübergang, ihre Arbeitsmotivation und Weiterentwicklung. Anhand von Querschnittsdaten wird der positive Zusammenhang von Weiterbildungsmotivation mit Arbeitsfähigkeit und dem Weiterbeschäftigungswunsch gezeigt. Die Weiterbildungsmotivation Älterer ist über alle Befragtengruppen hoch, was darauf hin deutet, dass Partizipationsungleichheiten weniger von unterschiedlichen Motivationslagen, sondern von anderen Barrieren abhängen. Eine weitere Analyse identifiziert altersspezifische Unterschiede in Hinblick auf den Einfluss von Arbeitsplatzfaktoren auf die Weiterbildungsmotivation. Es zeigen sich schwache aber signifikante Einflüsse einiger Faktoren. Anhand von Längsschnittdaten lässt sich zunehmende Altersheterogenität in Bezug auf die Zufriedenheit mit dem Leben, Arbeit, Familienleben und Gesundheit feststellen. In der Zusammenfassung ist die Weiterbildungsmotivation älterer Arbeitnehmer hoch, sie wird durch den Arbeitskontext beeinflusst und hängt positiv mit der Arbeitsfähigkeit und dem Weiterbeschäftigungswunsch im Rentenalter zusammen. Übliche Mittelwertanalysen älterer Arbeitnehmer haben nur begrenzte Aussagekraft.
Decreasing birth rates and increasing life expectancy have led to the ageing of the German population during the past decades. To sustain the German retirement system, retirement age is increased to 67 years. The European Union calls for individuals’ lifelong learning to maintain work ability and cope with challenges of technological and organisational change. This dissertation consists of a literature overview and three empirical essays investigating older workers’ motivation to participate in continuing education (MPCE) and its demographic relevance, highlighting age-specific work context influences and providing evidence for older workers’ heterogeneity. The literature overview delineates older workers’ demographic relevance as well as their transition to retirement, work motivation, development opportunities, and education. Second, the analysis of cross-sectional data establishes the relevance of older workers’ MPCE for the policy of prolonging working life by showing the positive relationship with work ability and the desire to work past retirement age. Older workers’ MPCE is high across all respondent groups, implying that inequalities in participation are less a result of varying motivation among subgroups, but of other barriers. Following this, work context-related motivational differences between older and younger workers are identified and analysed. Results show weak but significant influences of some work context factors. The analysis of longitudinal data shows ageing workers’ increasing heterogeneity of life satisfaction and satisfaction with work, family life, and health, corroborating life-span theories. In sum, MPCE is high among older workers. It is influenced by work context, and positively related to work ability and the desire to work past retirement age. Common mean-level analyses of older workers yield only limited informative value.

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Kennedy, Robert C. "An investigation of the relationships between motivation, worker role conflicts and worker outcomes." Doctoral diss., University of Central Florida, 2011. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/4950.

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This study investigated the relationships between several work motivational process variables and work-life-conflict (WLC) and how these variables contribute to job related outcomes such as work performance, job satisfaction and life satisfaction. This survey study identified several correlations which suggest that a more comprehensive model of motivation should include variables such as energy pool and direction toward organizational objectives. Results also suggest that WLC contributes to the amount of energy pool available to workers and the amount of motivation exhibited by workers. WLC also impacts important job and life attitudes directly and through the above mentioned motivation process variables. The basis for a comprehensive work motivation model will be posited and theoretical and practical implications will be discussed.
ID: 030423357; System requirements: World Wide Web browser and PDF reader.; Mode of access: World Wide Web.; Thesis (Ph.D.)--University of Central Florida, 2011.; Includes bibliographical references (p. 126-138).
Ph.D.
Doctorate
Psychology
Sciences

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Strand, Lars-Olof. "Retaining Knowledge Workers : A ranking of the most valuable Rewards." Thesis, Blekinge Tekniska Högskola, Institutionen för industriell ekonomi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:bth-12710.

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With the past decades of a growing trend in the western-world where knowledge workers are replacing traditional workers the importance of finding ways to attract, retain and engage the former is becoming even more challenging as the preferences of this kind of workers is totally different than for other workers. Non-monetary rewards such as achievement, autonomy and feedback have for a long time been highlighted by researchers to be of importance, yet the human relations departments (HR) still seem not to have realized the importance of such rewards and while HR strategies often are focusing on total rewards as a summary of monetary and non-monetary rewards there is a lack of an uniform ranking of the importance in between them. The purpose of this thesis is to make a ranking of the non-monetary rewards being most valuable for a knowledge worker to retain them within a company. The job mobility for this group is high and failing to retain them would except for short-term costs and organizational knowledge loss risk to create a lack of competitive advantage in long-term. Based on an extensive review of literature and papers by both researchers and practitioners with aspect to motivation theories, knowledge workers and rewards a theoretical framework has been constructed derived to five propositions which have been tested in a single case study. The empirical data was collected from a case being described in-depth and consist of archival data from employee surveys during seven years of time which have been supported by interviews and observations to achieve a triangulation of data. During analysis the findings have been put in relation to the environmental factors present within the case to achieve a rich and trustworthy case study. The findings confirms earlier research that autonomy is one of the highest ranked reward for a knowledge worker but that affiliation is of equal or even higher importance. The result also indicates that the difference between knowledge workers and other kinds of workers with aspect to affiliation is low or even non-existent. The thesis has also shown that autonomy, praise/recognition and career/personal development is of far more importance for a knowledge worker than for other kind of workers which may act as an important input to HR professionals. Furthermore this thesis has by the construct of a theoretical framework based on content theories of motivation contributed with a theoretical ground to the system of total rewards defined by HR professionals.

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Holmberg, Erica, and Kajsa Söderlund. "Work for free? : Motivation of voluntary workers in the Red Cross." Thesis, Jönköping University, Jönköping International Business School, 2005. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-242.

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Background: Non-profit voluntary organisations are becoming increasingly important and many people are dependent on them in today’s society. These organisations could not work as well as they do or might not even survive without its volunteers, therefore the motivation of volunteers is of great importance. The Red Cross is the largest voluntary organisation in Sweden and also highly valued internationally. We wanted to find out what the employees at the Red Cross do to motivate its volunteers, if they use any guidelines for motivation and if they know what motivates volunteers.

Purpose: The purpose of this study is to investigate how the employees and the management of the Red Cross motivates its voluntary workers, as well as examine what actions can be taken to improve this.

Method: To investigate human behaviour, such as motivation, a qualitative study is suitable. We have therefore chosen to perform such a study and have made ten personal interviews. In order to get the full picture we decided to do five interviews with volunteers and five with employees at the Red Cross. Some of the interviews were performed at the headquarter in Stockholm, a few at the local office in Jönköping and a couple over the phone.

Conclusions: The employees at the Red Cross motivate its volunteers by letting them set goals, by offering education, acknowledge contributions among other things. No outspoken guidelines for motivating volunteers are used and we think it should be implemented into the organisation. It has come forth during the study that the voluntary leaders are given large responsibility and we suggest that these responsibilities should be divided and delegated to a larger amount of people. We have also found that there is a difference in motivation between the older and younger generations. To attract younger volunteers it is important to adhere to the differences and be aware of the shift of values in society.

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Lee-Ross, Darren. "A study of attitudes and work motivation amongst seasonal hotel workers." Thesis, Anglia Ruskin University, 1996. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.319146.

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Blackwelder, Reid B. "Motivating Medical Students and Residents." Digital Commons @ East Tennessee State University, 2013. https://dc.etsu.edu/etsu-works/6978.

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Ndodjang, ngantchou Peguy. "Impact of the Information and Communication Technologies on workers' behaviors : An experimental investigation." Thesis, Montpellier, 2016. http://www.theses.fr/2016MONTD028/document.

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Cette thèse explore l’impact des technologies de l'information et de la communication (TIC) sur le comportement des employés. Alors que la théorie néoclassique de la croissance considère les TIC comme un outil utilisé dans le processus de production, nous nous sommes basé sur une théorie qui stipule que les technologies ont deux aspects différents. Les technologies de la communication centralisent la prise de décision tandis que les technologies de l'information déplacent la prise de décision au niveau de l'employé. Nous avons abordé les questions du meilleur type de technologie pour l’amélioration de la performance des employés, des coûts engendrés par l'utilisation de ce type de technologies et de l’impact de la surveillance informatique dans la réduction de ces coûts. Nous avons utilisé la méthode expérimentale pour répondre à ces questions. Nos résultats montrent que les employés préfèrent utiliser les technologies de l'information et ceux qui les utilisent sont plus productifs que les autres. Nous trouvons également que l’environnement de travail et les technologies qui poussent la prise de décision au niveau de l'employé pourraient engendrer des coûts importants pour l’entreprise. Cependant, la surveillance informatique est efficace pour réduire ces coûts mais son effet diminue au fil du temps. Nos résultats montrent que les employés les plus productifs sont ceux qui ont passé le plus de temps sur internet. Donner aux employés les informations constantes et détaillées (sur leur performance) produites par les technologies pourrait être une façon efficace de les sensibiliser sur l’ampleur de la surveillance informatique afin de les rendre plus performants
This dissertation explores the impact of the use of Information and Communication Technologies (ICT) on employees’ behaviors. While the neoclassical growth theory considers ICT as an input used in the production process, we relied on a literature in the organizational economic field which states that technologies have two different key aspects. Information technologies push down the decision making at the employee level while Communication technologies centralize the decision making. We addressed the issue of the more efficient technologies for workers’ performance, the costs generated by using the most efficient type of technologies and how the technology-based monitoring may be useful to reduce those costs. We used the experimental methodology since the collection of individuals and team's production is hard with survey data. Our results show that employees prefer information technologies and those who use it are more productive than others. We also show that work organization and technologies which push down the decision making at the employee level could entail some substantial costs for the firm. Indeed, employees are more willing to engage on time wasting activities in order to influence the principal’s decision when they can participate to the decision making process. However IT monitoring is quite successful at reducing those costs. Technology monitoring implies a disciplining effect at the beginning when the sanction is available but this effect lessens over time. Our results show that employees are more productive when they spend more time on internet. Giving constant heightened feedbacks provided by ICT to employees about their productivity should be the better way to sensitize them about the extent of technology monitoring in order to increase their performance

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Saitovic, Maja, and Valdete Jusufi. "How to motivate assembly line workers." Thesis, Jönköping University, JIBS, EMM (Entrepreneurship, Marketing, Management), 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-945.

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The purpose of our master thesis was to investigate what motivates assembly line workers performing low-skill jobs in a small industrial laundry business. We wanted to see what fac-tors determine and influence their motivation to work and if and how this motivation can be improved with respect to assembly line systems in general. The method of our investiga-tion was qualitative in nature, where we studied one firm that leases clean bed clothes and textiles to hotels and restaurants around Sweden. We constructed a survey on motivation and handed it out to the assembly line workers who deal with the laundry. Furthermore, we interviewed the shift manager in order to get the company’s view on employee motivation. Our findings indicate that there are several overlapping factors that determine and influ-ence motivation in the long run. From this particular case we saw that a unified working culture and collective efforts both boost the willingness to work and help the process run smoothly. Furthermore, proper communication is motivating, where everyone should be committed to company goals, but the workers should be able to take part in profits, and not just generate them. Also, employees have to be considered as important as customers are. Another factor is to have the right resources to execute company plans, such as proper working techniques that minimise stress, injuries and frustration, and more responsibility that allows employees to see the whole system by learning about the technical aspects, or engaging in customer contacts. When trust builds up between the workers and the man-agement, there will be less need for a controlling boss, and people will be more motivated to work when they are not constantly monitored by their leader. In addition, more CEO visits are encouraged at plant level, because they send the signal that the company cares about all its employees. Finally, a crucial factor is feedback, where the firm should not only criticise, but praise everyone for a job well done. This way, the workers will feel worthy. When long term factors are weak or missing in the company, the only motivation for the people is money. However, money can work as a short term and a long term motivator be-cause it serves as a tool to satisfy needs of both security and self esteem outside work. Con-sidering motivation and assembly lines in general, when the assembly line is at its core, where efficiency is the goal and workers serve as means to get there, the only motivation is money, and possibly working colleagues. Intrinsic motivation can be reached by moving away from the actual system and performing other tasks. Still, the long term factors can improve the situation to a certain extent, but sooner or later everyone will turn into a well oiled machine with no further ways to improve motivation, since boredom and routines will remain. One goes from being a cog in the machinery to an integral part of a successful engine. It is still the same content, but in a different package.

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Olomolaiye, Paul O. "An evaluation of bricklayers' motivation and productivity." Thesis, Loughborough University, 1988. https://dspace.lboro.ac.uk/2134/6736.

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Different motivation theories have been developed in general management to explain workers' attitude to production. Collectively, these theories represent manufacturing workers more than any other set of workers. Attempts made to apply these theories to construction operatives have produced different and often confused explanations of the motives behind construction operatives' productivity. This research approached construction operatives directly in order to evaluate their motivation in relation to their productivity. The research aimed at proving or disproving a conceptualised positive relationship between construction operative motivation and productivity. Previous construction researchers assumed that there was a positive relationship between productivity and motivation without any empirical prove. This oversight was largely due to problems of quantifying abstract concepts such as motivation. This obstacle needed to be removed before the relationship between motivation and productivity could be empirically established. A technique based on the Subjective Expected Utility Theory was developed to quantify motivation. Productivity was measured by activity sampling. Relating them together gave a third order polynomial relationship indicating that there is a basic motivation in every bricklayer regardless of his working environment. The relationship also provided an empirical prove of an earlier conceptualised optimal motivation theory. The thesis shows that there is no significant causal relationship between motivation and work rate; rather, motivation significantly influences the proportion of working time spent productively. From a model of production output, motivation and skill, it was demonstrated that skill dominates productivity in bricklaying. Motivation accounted for 2.4% of the percentage variation in work rate and 25.3% of the percentage variation in percentage productive time. From a sensitivity analysis of the predominance of skill, critical activities controlling production output which could form the basis of a training programme for new bricklayers were identified. After testing all observations and findings for validity, they were combined into a list of propositions which form the basis of a theory of construction operative motivation. Based on the affirmation of the optimal motivation theory in construction operatives, a new concept of hyper-production was proposed.

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Ketye, Lungelo. "Retention strategies for knowledge workers at a consulting engineering firm." Thesis, Nelson Mandela Metropolitan University, 2013. http://hdl.handle.net/10948/6247.

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The Consulting Engineering industry plays a very critical role in the construction industry. Its primary role is to plan and design projects before they go on to the construction phase. During the construction phase of a project, consulting engineers are responsible for supervising the works and ensuring that construction is done according to design specifications. The selected company, where this study was conducted, provides civil engineering consulting services. The main purpose of the research was to identify retention strategies that could be used by the company in order to reduce staff turnover. To achieve this objective, the researcher completed a literature study. The literature study revealed the characteristics of knowledge workers, and what makes knowledge workers wish to extend their stay with an organisation. The study examined variables that lead to staff turnover i.e. leadership and communication, organizational culture, performance management and job satisfaction. The empirical study was conducted at LK Consulting Engineers. A survey with a questionnaire was administered to all engineering practitioners who were registered with the Engineering Council of South Africa. Interviews were also conducted with three managers. The study demonstrated that leadership and communication, organisational culture, performance management and job satisfaction are important variables leading to retention of knowledge workers. The study also demonstrated that training and financial remuneration is not enough to retain knowledge workers, employees should feel valued and provided with the opportunities to make meaningful contributions to the organisation.

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Berlinski, Samuel G. "Essays on wage determination : some empirical and theoretical aspects." Thesis, University of Oxford, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.365760.

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Benjamin, Tim. "A study to determine performance measures in high performance service organizations." Online version, 2004. http://www.uwstout.edu/lib/thesis/2004/2004benjamint.pdf.

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Alexander, Keri M. "Generation Y knowledge workers' experience of work motivation| A grounded theory study." Thesis, Capella University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3682566.

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Despite the vast amount of research on work motivation, theorists still lack consensus regarding what truly motivates employees; yet employee motivation is widely recognized as critical to organizational survival in the global marketplace. In the knowledge economy, knowledge workers are the key to knowledge creation and, thus, organizational survival and success. Thus, organizations that wish to survive in the current economy must find ways to capitalize on the strengths of knowledge workers by developing an understanding of the motivating forces driving knowledge workers. Research suggests differences in employee motivation across age groups and generations. As Traditionalists and Baby Boomers approach retirement and exit the workforce, Generation Y, born between 1981 and 1997, is becoming a major part of the workforce. Thus, organizational leaders must develop an understanding of what motivates knowledge workers from Generation Y to contribute to the organization's goals and objectives, thereby contributing to higher levels of organizational performance; however, scholarly research has yet to address the work motivation experiences of Generation Y knowledge workers. This grounded theory study explored the work motivation experiences of Generation Y knowledge workers through a review of key motivation theories and exploratory, in-depth interviews with Generation Y knowledge workers in the healthcare industry, toward an understanding of Generation Y's intrinsic and extrinsic motivators, demotivators, and process of and approach to work motivation. The data revealed that Generation Y knowledge workers in the healthcare industry have a strong desire to contribute, both to their organizations and to their communities. The desire for purpose, which can be achieved through the attainment of social acceptance and self-worth, served as the primary motivator for the research participants.

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Nellas, Viki <1980&gt. "Job Polarization, Immigration and Workers' Intrinsic Motivation: Three Essays on Labor Economics." Doctoral thesis, Alma Mater Studiorum - Università di Bologna, 2010. http://amsdottorato.unibo.it/2577/.

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Dunster, Martha. "The Limerick Soviet : Workers' motivations for the general strike in Limerick, 1919." Thesis, Uppsala universitet, Historiska institutionen, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-445250.

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In April 1919, the Trades and Labour Council of Limerick County, Ireland, declared a general strike in response to the increasingly militarised policing of the region by the British authorities. A Strike Committee, consisting of local activists, assumed governance of Limerick for two weeks. While various attempts have been made to uncover this largely forgotten chapter of Irish history, the voices and perspectives of workers who initiated and sustained the general strike remain largely absent from the historical record. Therefore, this thesis utilises newspapers and documents produced by local activists in order to assess workers’ motivations for embracing direct action and participating in this radical act of protest. Firstly, I will discuss how the Irish Transport and General Workers’ Union (ITGWU) capitalised on the perceived shortcomings of craft unions and parliamentary strategies by offering a more self-sufficient model of labour activism. Additionally, I will challenge the notion that direct action in Limerick was a fundamentally ‘pragmatic’ endeavour by exploring various ideological currents which inspired workers to participate in the general strike. The Limerick Soviet was not only conceived as a response to specific grievances but was framed by some participants as an act of defiance against both capitalism and British colonialism. Consequently, this thesis will examine how global anti-colonialist and anti-capitalist ideologies and movements influenced the political climate of Limerick between 1916 and 1920. This thesis will also demonstrate the capacity of local activists to adapt and amend ideologies they encountered in order to suit the particularities of the local economic and political climate.

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Christopher, Alan B. "Effects of an incentive program on the absenteeism on instructional workers." Virtual Press, 1986. http://liblink.bsu.edu/uhtbin/catkey/458523.

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Two groups of employees who worked in a residential institution were subjects in an experiment testing the effects of an incentive program designed to improve attendance. Each employee in the experimental group who attended work on a scheduled day received one poker card from a standard deck of 52 playing cards. At the end of each week, the employee holding the best poker hand was awarded $25 by the manager of the facility and was commended for his or her attendance. Employees in the comparison group received no special treatment and were maintained under the previously established attendance policy. Results of the study indicated that absenteeism for the experimental group decreased by approximately 50% during the poker phases of the experiment. Inferences based on the data, however, were difficult because the scientific reasoning used in the study was undermined due to similar changes in the comparison group's absenteeism. Implications of the results were discussed in terms of improvements and suggestions for future research.

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Gershwin, Gershwin. "Understanding and measuring public service motivation among social workers in contemporary South Africa." University of the Western Cape, 2014. http://hdl.handle.net/11394/4200.

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Masters in Public Administration - MPA
Public service motivation refers to individuals’ with a predisposition to perform public service for largely altruistic motives in public institutions. The purpose of this study was to investigate what public service motivation (PSM) meant to state-employed social workers in the South African context. In gaining insight into PSM amongst social workers in the public sector, my objectives were to explore the value social workers place on intrinsic rewards, the reasons why participants entered the profession, and what social workers’ self-perceptions of their role was as public servants and what public service meant for their own identities. This qualitative study was conducted in the Western Cape with state-employed social workers. The social workers were selected using snowball sampling. Participants varied in age, years of experience as social workers, gender, and race. Data for this study was based on in-depth, semi-structured interviews. With public service motivation being an under-researched subject in the South African context, an open-ended inquiry into the important variables that influence PSM in the local context was followed. This approach will inform ways in which PSM could be measured in the future in the South African context. The results of my study indicate that social workers were attracted to public sector employment because it offered the greatest extrinsic incentives – higher salaries, medical aid benefits, and a housing subsidy, compared to NGO’s in the private sector. This finding challenges the widely accepted notion in PSM literature that social workers place more value on intrinsic reward than extrinsic rewards. Extrinsic reward refers to financial or other tangible incentives. The data further revealed that participants were willing to leave the social work profession and exit public service for employment opportunities that offered them greater support from superiors, and remuneration that acknowledged their academic qualifications. Poor remuneration adversely affected participants’ feeling of job satisfaction and motivation to perform their duties. Politics has played a seminal role in shaping the quality, and the denying of public service to certain categories of citizens.

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Price, Jeremy. "Social work purpose, motivation and identity : Filipino social workers at home and abroad." Thesis, University of Brighton, 2014. https://research.brighton.ac.uk/en/studentTheses/3246b84e-36ca-4fb9-9fbf-e860636f7d4c.

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This thesis is concerned with social work purpose and identity in international contexts. It explores the perspectives of social workers, social work academics and policy makers in the Philippines and of Filipino social workers who moved to England to undertake the ‘same’ job.

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Nguyen, Anthony Duy. "Perceived Overqualification and Withdrawal Among Seasonal Workers: Would Work Motivation Make a Difference?" PDXScholar, 2018. https://pdxscholar.library.pdx.edu/open_access_etds/4347.

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Overqualification is a concern for both individuals and organizations in today's workforce. It has been shown to relate to job attitudes, performance, well-being, and withdrawal. While plenty of research has been done on overqualification in the workplace, there is still a gap in the literature when it pertains to the contingent workforce, especially seasonal workers. These workers do not have secure employment and research has shown that they have distinct outcomes compared to full-time workers. Findings from past research about the relationship between overqualification and job withdrawal have been mixed, and this study aims to further the understanding of this relationship by taking a self-regulatory approach and examining disposition-related and context-related motivational processes that may drive overqualified employees to engage in withdrawal. Drawing on self-determination theory and regulatory focus theory I propose that employees' intrinsic motivation mediates the relationship between perceived overqualification and withdrawal. Additionally, supervisor and coworker support are hypothesized to buffer the overqualification-intrinsic motivation relationship, whereas prevention focus is hypothesized to worsen it. Participants were 66 seasonal workers from an organization in the Western United States. Results did not support the hypothesized relationships, however prevention focus was a marginally-significant moderator of the overqualification-intrinsic motivation relationship in the unexpected direction. I also tested several nonhypothesized relationships and found that promotion focus significantly moderated the overqualification-intrinsic motivation relationship. Implications, limitations and future research directions are discussed.

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Adlén, Cecilia. "The Production Mirror : How an interactive interface can boost motivation for industrial workers." Thesis, Luleå tekniska universitet, Institutionen för ekonomi, teknik och samhälle, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-76450.

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This master thesis concerns industrial workers’motivation and if it can be influenced by informationdissemination through an interactive interface. Focus hasbeen to research human motivators in theory to seehow these can be applied in an industrial environmentwith the hope of giving the workers a deeperknowledge of the company’s product and / or processand thus increasing her motivation. The project is basedon the assumption that an increased understanding intomore than what is limited by the worker’s tasks canhave a positive effect and strengthen his or her sense oftheir role in a wider context.The master thesis shows how a design process can beapplied to an organizational problem in industries,where the different phases of the process includeconcerned people repetitively to seek knowledge, ideasand solutions together with those who may be affectedby the results of the work.In industries today, the workload is usually distributedacross departments where staff are divided into teams.There is some circulation within the department but lesscommonly across departmental boundaries. This canlimit the worker’s perception of the entire process andresult in a detailed understanding of only a limited partof the process.Industry 4.0 is expected to be the solution for retrievingand retaining companies in Europe by building smartfactories with technology that allows the machines tocommunicate. Industry 4.0 is also expected to reduce thenumber who have work in industries, human interactionsand responsibilities. Which may have the negative effect offurther reinforcing one of today’s problems, the workerbeing further isolated from the process. Which are factorsthat, in theory, contribute to a reduced level of motivationand will therefore have a negative impact on their workaspirations.The work has been carried out with RISE Interactive inPiteå as client. RISE is part of our Swedish researchinstitute and works with user-centered technologicaldevelopment in many different industries.The degree project resulted in a large amount of ideas forhow work in industries could benefit from an interactiveinterface for disseminating information and knowledge.The final solution is presented in a stop motion movieshowing the solution that was chosen by industrialworkers. The solution shows how coloured lamps can beused to visualize progress-related information during thecourse of the work at the same time as it enables easycommunication between employees.
Detta examensarbete handlar om industriarbetaresmotivation kan påverkas av informationsspridning genomett interaktivt gränssnitt. Fokus i detta arbete har legat påatt undersöka mänskliga motivatorer i teorin för att sehur dessa kan appliceras i en industriell miljö medförhoppning om att ge arbetaren en djupare kunskap omföretagets produkt och/eller process och således ökadennes förståelse för det dagliga arbetet som bedrivs inomföretaget. Projektet bygger på ett antagande om att enökad insikt och insyn i mer än vad som begränsas avarbetarens arbetsuppgifter kan ha en positiv effekt ochförstärka dennes känsla för sin roll i ett störresammanhang och även ge en ökad motivation.Arbetet redovisar också hur en designprocess kanappliceras på ett organisatoriskt problem inom industrier,där de olika faserna i processen inkluderar berördamänniskor repetitivt för att söka kunskap, idéer ochlösningar tillsammans med dem som kan tänkas bliberörda av arbetets resultat.På industrier idag är det vanligt att arbetet är fördelat överavdelningar där personalen är indelad i olika team där detförekommer viss arbetscirkulation inom avdelning menmindre vanligt över avdelningsgränser. Detta kan limiteraarbetarens uppfattning för hela processen och resultera i endetaljerad förståelse endast för en begränsad del avprocessen.Industri 4.0 förväntas vara lösningen på att hämta hem ochbehålla företag i Europa genom att bygga smarta fabrikermed teknik som tillåter maskinerna att kommunicera.Industri 4.0 förväntas även att minska antalet som jobbatinom industrier, mänskliga interaktioner och ansvar. Vilketkan ha den negativa effekten att förstärka en av dagensproblem ytterligare, arbetaren blir ytterligare isolerad ifrånprocessen. Vilket är faktorer som enligt teorin bidrar till enminskad motivationsnivå och kommer därför ha en negativpåverkan på deras arbetsambitioner.Arbetet har genomförts med RISE Interactive i Piteå somuppdragsgivare. RISE är en del av vårt svenskaforskningsinstitut och jobbar med användarcentreradteknisk utveckling inom många olika branscher.Examensarbetet resulterade i en stor idémängd för hurarbetet inom industrier skulle kunna dra nytta av ettinteraktivt gränssnitt för att sprida information ochkunskap. Den slutliga lösningen är presenterad i enstopmotion film som visar den lösningen som blev framröstad av industriarbetare. Lösningen visar hur färgadelampor kan användas för att synliggöra progressrelateradinformation under arbetets gång samtligt som det möjliggörenkel kommunikation mellan medarbetarna.

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Johansson, Frida, Tomas Kristiansson, and Christoffer Wåhlin. "A Qualitative Approach to Motivation across the Lifespan of Knowledge Intensive Workers : A Case Study on IT Consultants." Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Företagsekonomi, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-26700.

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The interest in effective human resource management has increased dramatically as mean age of the workforce has been growing in the developed western countries. A part of this workforce is constituted for by knowledge intensive workers, in which the motivation dif-fers from other groups of workers. Moreover, existing literature on lifespan development research on motivation fails to differentiate sufficiently between types of worker groups; in a like manner literature on motivation of knowledge intensive workers has neglected to in-clude age differences. This results in a shortage of research of how motivation of knowledge intensive workers differs in regards to their age. The purpose of this thesis is to describe how the intrinsic motivational factors autonomy, variety in tasks, learning new things, receiving positive feedback, and the feeling of accom-plishment and value creation influence knowledge intensive workers differently in regards to their age. The thesis’ research method was qualitative and the primary empirical data was collected through a case study in which interviews with IT consultants of two different age groups were conducted. The findings revealed that differences between the age groups are present. The most ap-parent differences lie in preference for autonomy, learning new things and receiving posi-tive feedback. Variety in tasks and the feeling of accomplishment and creating value also displayed age related discrepancies between the groups.

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Epps, Susan Bramlett. "Motivation Workshop." Digital Commons @ East Tennessee State University, 1998. https://dc.etsu.edu/etsu-works/2580.

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Jaruphongsa, Paisit. "Motivational preferences of hospitality workers a study of the Grand Garden Hotel, Sungai Kolok, Narathiwat, Thailand /." Online version, 1998. http://www.uwstout.edu/lib/thesis/1998/1998jaruphongsap.pdf.

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Sverdlin, Oleg. "Affect of incentives on motivation of hotel workers a case study of the Grand Hotel Europe, St. Petersburg, Russia /." Online version, 1998. http://www.uwstout.edu/lib/thesis/1998/1998sverdlino.pdf.

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Ma, YanLing Abell Ellen Elizabeth. "Examining the reliability and validity of a measure of child care provider motivation." Auburn, Ala, 2009. http://hdl.handle.net/10415/1854.

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Wilson, June Hartnett. "The effect of interactive review on motivation and job performance in survey research workers /." Digital version accessible at:, 1999. http://wwwlib.umi.com/cr/utexas/main.

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Opperman, Alvin Graham. "Supervisory motivational strategies to improve productivity of construction workers." Thesis, Cape Peninsula University of Technology, 2016. http://hdl.handle.net/20.500.11838/2375.

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Thesis (MTech (Construction Management))--Cape Peninsula University of Technology, 2016.
This research was carried out to assess the extent to which supervisory motivational strategies can transform construction workers to perform higher levels of productivity. While worker motivation has been proven to improve productivity globally, motivation was rarely implemented in South African conditions. This study gauges the construction workers’ viewpoint on how supervisory motivational strategies can improve worker productivity. A pilot study was conducted in the initial stage of the study to gain more insight into the study. A qualitative research approach was employed using a semi-structured questionnaire to interview construction workers including bricklayers, plumbers, concrete workers, electricians and earthworks workers. The interviews were done in Bellville in the Western Cape at two conveniently selected construction companies. The data was analysed using content data analysis. Most prevalent in the findings of this study is the fact that the workers agreed that a lack of supervisory motivational techniques negatively impact their productivity. This information was helpful in setting up the questionnaires for the main study.

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Barton, Alison L. "Igniting Student Motivation." Digital Commons @ East Tennessee State University, 2014. https://dc.etsu.edu/etsu-works/3437.

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Wondering how to stoke the flames of enthusiasm among your students? In this seminar, we'll explore what factors impact learner motivation, and then put those ideas to work. You'll be provided with practical suggestions for how to create a motivating class, ways to implement these suggestions in an online setting, and opportunities to brainstorm other great ideas with fellow attendees.

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Chepkilot, Ronald Kiprop. "The development of motivational strategies for public sector workers in Kenya." Thesis, Nelson Mandela Metropolitan University, 2005. http://hdl.handle.net/10948/161.

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The purpose of this study was to develop motivational strategies for motivating public sector workers in Kenya. To achieve this objective the following procedure was followed: • An examination of the public service was undertaken and the following factors were considered: The history of the public service; Past government reform programmes; The problem of corruption; Future government reform programmes; and The motivational climate in the service. iv • A literature survey was conducted on the approaches used by organisations in motivating employees. The findings were used to develop a motivational strategy model. On the basis of the strategies in the model, a questionnaire was developed for the empirical research study. • The empirical study was undertaken to examine the level of motivation in the public service and to identify the motivational strategies currently used in the public service in Kenya. The study also sought to determine the extent to which public sector managers agreed or disagreed that the motivational strategies developed by the study would be effective in motivating employees in their organisations. The results of the empirical study were incorporated into the integrated motivational strategy model presented in chapter six. The study established that the level of motivation among the public sector workers was extremely low. According to the research findings, 87 per cent of the respondents indicated that the level of motivation of employees in their organisation was low while 13 per cent indicated that it was high. It was also established that the climate in the public service was not conducive for motivating employees: the indicators were lack of job security; very low salaries; limited training and development opportunities; lack of career development programmes and lack of adequate working tools and equipment. It was further established that the government could no longer afford to make any substantial increases in salaries to the workers because the wage bill was extremely high at the level of 9.6 per cent of the GDP. It was observed that any further increases in salaries would v have a negative impact on the economy of the country. In view of the above, this study becomes extremely relevant as it suggests ways of enhancing the levels of motivation in the public service to improve service delivery in the public sector without allocation of vast financial resources. The study strongly recommends the application of the integrated motivational strategy model in its entirety; to enhance the level of employee’s motivation and work performance and achieve efficiency and effectiveness in service delivery. The study also recommends that further research be carried out to determine the effects of corruption on employee motivation and ways of eliminating the vice in the public service.

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Karlsson, Kristin, and Johan Wranne. "Motivation in the Gig Economy : A Case Study of Gig Workers in the IT and Business Consulting Industry." Thesis, KTH, Skolan för industriell teknik och management (ITM), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-264045.

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The number of self-employed has been rising and it is estimated that 20–30% of the working-age population in the EU-15 and the U.S. is involved in some form of independent work. This growth is driven by technological advancements, changing work values and an overall need to adapt to a high-change environment. This has given rise to a new term: the gig economy. The IT and Business consulting industry has started to tap further into the gig economy and has started to realize that it could be beneficial to interact with gig workers in new ways, since current arrangements with subcontracting consultants are insufficient. In order to redesign current arrangements in an efficient way, it is of interest to gain a greater understanding of the incumbents’ perspectives. This thesis investigates what motivational factors that are the most distinguishing to work in the gig economy in the IT and Business consulting industry. Thereto, possibilities and limitations for transferring theories of entrepreneurial motivation to the gig economy are discussed. Further, the thesis elaborates upon how the findings can be used in practice and what insights they provide for redesigning consultancies. The thesis employed a case study methodology where semi-structured interviews with gig workers in the context of this study were conducted. The study was influenced by previous research in entrepreneurial motivation, a closely related area within self-employment. The result is that the most distinguishing motivational factors are independence and development. A motivation for independence expresses itself in wanting to decide which projects to take on as well as where and when, and not having a superior that tells you what to do. A motivation for development involves the need for learning new things, improve your skills, and take on challenges. Networking and building relationships are important parts of being a gig worker and often necessities, but even though some gig workers really enjoyed these activities, it is hard to determine whether they are motivating in themselves. Thereto, it was found that monetary rewards were not motivational per se, but a necessity for working. The motivational factors were found to be rooted in the inherent motivations of high need for achievement, desire for independence, internal locus of control, and high self-efficacy. Lastly, there are both possibilities and limitations of theory transfer. The possibilities concern the similarities of the roles when viewing them as self-employed and the limitations concern the theories that are tightly coupled to the entrepreneurial process.
Antalet egenanställda har ökat och det är beräknat att upptill till 20–30 % av den yrkesverksamma befolkningen i EU-15 och USA är involverad i någon form av självständigt arbete. Denna tillväxt är driven av teknologiutveckling, förändrade arbetsvärderingar samt ett övergripande behov av anpassning i en snabbföränderlig miljö. Detta har gett upphov till en ny term: gig-ekonomin. Konsultverksamheter inom IT och Business har börjat närma sig gig-ekonomin och har börjat inse att det skulle kunna vara fördelaktigt att interagera med giggare på nya sätt, eftersom nuvarande upplägg med underkonsulter har varit otillräckliga. För att kunna forma om detta upplägg effektivt är det av intresse att få en bättre förståelse av befintliga intressenters perspektiv. Detta examensarbete undersöker vilka motivationsfaktorer som är utmärkande för arbete i gig-ekonomin i området för konsultverksamhet inom IT och Business. Därutöver diskuteras vilka möjligheter och begränsningar det finns för att överföra teorier inom entreprenöriell motivation till gig-ekonomin. Vidare diskuterar denna studie hur resultatet kan användas i praktiken och vilka insikter det ger vid omorganisering av konsultbyråer. Detta undersöktes genom en fallstudie, där semi-strukturerade intervjuer med giggare i studiens kontext genomfördes. Studien var influerad av tidigare forskning inom entreprenöriell motivation, vilket är ett nära relaterat område inom egenanställning. Resultatet är att de utmärkande motivationsfaktorerna är självständighet och utveckling. Motivation för självständighet uttryckte sig i en vilja att bestämma över vilka projekt man åtar sig samt var och när, och i att inte ha en chef som säger till en vad man ska göra. Motivation för utveckling inkluderar behovet av att lära sig nya saker, förbättra sina färdigheter, och att ta sig an utmaningar. Nätverkande och att bygga relationer är viktiga delar av att vara en giggare och ofta nödvändigt, men även om giggare gillade dessa aktiviteter är det svårt att avgöra om dessa är motiverande i sig själva. Därutöver hittades det att monetära belöningar inte var motiverande i sig, men en nödvändighet för att arbeta. De motiverande faktorerna visade sig vara rotade i de inneboende motivationerna; hög need for achievement, önskan om självständighet, internt kontroll-lokus, och hög self-efficacy. Slutligen finns det både möjligheter och begränsningar med överföring av teori. Möjligheterna kommer från likheterna mellan rollerna när man betraktar båda som egenanställda och begränsningar hittas i teorier som är kopplade till den entreprenöriella processen.

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Tong, Sung-man Kris. "An exploratory study of motivations, organizational commitment and demographic variables of hospital volunteers in Hong Kong." Click to view the E-thesis via HKUTO, 2000. http://sunzi.lib.hku.hk/hkuto/record/B43894288.

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Sham, Lap-chuen, and 岑立全. "Volunteering for nature conservation: motivations, benefits and attitude." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2012. http://hub.hku.hk/bib/B48543482.

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The growing numbers of environmental volunteers indicates that more and more citizens in Hong Kong are aware of environmental issues and willing to contribute their efforts to help protecting the environment. Previous studies indicated that environmental volunteering could raise environmental awareness and foster environmentally friendly behaviors among volunteers, given that they volunteered long and frequent enough. In addition, environmental volunteers are driven by different motivations to obtain certain benefits from their engagement. Therefore, understanding these motivations is essential to the design and management of volunteering programs. However, information about the motivations and attitude of environmental volunteering, especially in Hong Kong, is very limited. In order to provide an insight of the issue, this study assessed the motivations and benefits of environmental volunteers in Hong Kong. On top of this, the attitude of volunteers towards the environment was also examined to reveal its relationship with duration and frequency of volunteering. View points from volunteer managers were also gathered to obtain a better understanding of the issues. Information and data was collected from 205 local environmental volunteers and 5 volunteer managers through questionnaire survey and focused interviews. The results of the study revealed that interest in nature and learning are the most important motivations for volunteers, while social factor becomes more important with ongoing engagement. Learning is an important element in volunteering experience due to the acquisition of new knowledge and skills which are beneficial to personal development of the volunteers. Therefore, outdoor experience in nature and training opportunities should be included in the volunteering program, and the establishment of social network among volunteers should also be facilitated, to raise the satisfactory level and foster the sense of belonging of the volunteers. The results also indicated that longer term volunteering and higher frequency of service fostered better environmental awareness and more frequent conformation to environmentally friendly behaviors. Therefore, retaining volunteers and encouraging frequent participation not only ensure stable manpower supply for green groups, but also help the environment by changing people’s behaviors. In other words, environmental volunteering is not only an instrument to acquire work force, it also serves educational functions to change the mindset of volunteers, if the volunteering program is well managed. In order to achieve this, the factors contributing to the participation of volunteers should be realized, and the results of this study can assist environmental managers to establish volunteering programs addressing the motivations and benefits of volunteers which best suit the situation in Hong Kong. This is beneficial to the development and popularization of environmental conservation in Hong Kong.
published_or_final_version
Environmental Management
Master
Master of Science in Environmental Management

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Moolman, Hermanus Barend. "e-Readiness of warehouse workers : an exploratory study." Thesis, University of Pretoria, 2007. http://hdl.handle.net/2263/24723.

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The purpose of this research was to investigate the e-readiness of warehouse workers in a supply chain management environment. Organisations increasingly contemplate e-learning as a training option to develop their employees. Globalisation of commercial ventures increasingly demands that organisations become more competitive by introducing Information Technology (IT). e-Learning is seen as a stepping stone for empowering employees. Supply-chain management organisations use unskilled warehouse workers to perform manual duties such as registering, storing and quick location of stock for distribution. IT supports these logistic procedures – emphasising the need to introduce e-learning to warehouse workers. Questionnaires confirmed that the unit of analysis was multi-racial, mostly black, between eighteen and sixty years old and of both genders. Their limited educational qualifications are representative of many similar developing communities of work across Africa. e-Learning requires access to technology, computer literacy, self-discipline, the drive to develop and the confidence to use technology to achieve objectives. Warehouse workers as developing communities are trapped by the digital divide amidst calls to bridge the divide by introducing IT to such communities. Questions are raised whether they have the discipline, motivation, and skills to learn from such a complex learning strategy. Interviewed corporate learning experts cautioned that specific infrastructures and personal attributes are crucial. Insufficient computer experience, anxiety and technophobia, may cause warehouse workers to become unlikely candidates for e-learning. My inquiry was an interpretive, qualitative case study, intent on understanding emotional, technical, and social aspects influencing e-readiness. I collected my data in four phases. Phase one was a questionnaire to collect biographical information of the warehouse workers. During phase two, by means of a Delphi technique, I established consensus from a group of e-learning experts of what ereadiness encompasses. Phase three consisted of interviews with and observations of workers performing their daily tasks and also while completing a computer-based tutorial. In phase four I conducted interviews with warehouse managers on their perceptions of the e-readiness of their workers. From the literature I extracted Reeves’ (1999) three learner inputs, as well as six fundamental categories of e-readiness. With these nine theory codes, I followed an inductive-deductive grounded theory approach to analyse the data. I constructed six sub-questions as basis for the enquiry. I tallied the frequencies of the conceptual codes of e-readiness and created an inventory of applicable conceptual codes according to the theory codes. Patterns of technical and affective experience, aptitude, origins of motivation, access to computer infrastructure and organisation culture culminated as my seven main findings on the e-readiness of warehouse workers. I determined inter alia that warehouse workers do not suffer from technophobia, nor are they really intimidated by technology. However, they need guidance and expert facilitation to become successful e-learners. They are aware that they are dependent on the organisation’s infrastructure to develop their skills and capabilities. Therefore, the e-maturity of an organisation can greatly benefit from warehouse workers’ involvement in e-learning.
Thesis (PhD (Curriculum Studies))--University of Pretoria, 2007.
Curriculum Studies
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Sandhu, Sima. "Care worker motivations : implications for social policy and the future care workforce." Thesis, University of East London, 2013. http://roar.uel.ac.uk/3088/.

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The United Kingdom is facing an ageing population, which has repercussions for those receiving care, as well as for those funding and providing these essential services. Providing suitable and committed care staff is crucial to meet demand, but the care sector faces poor recruitment and retention of staff. The central aim of this thesis was to understand the factors that motivate individuals to engage and remain in paid care giving, from an evolutionary perspective, and the impact this may have for the recruitment and retention of care workers. Applying an evolutionary perspective, this thesis reconceptualised care work as mutualistic cooperation where both parties gain benefits from the formation of close and distinctive social alliances. Based on a review of the literature and a thematic analysis of semi-structured interviews with care workers, care work emerged as a mutualist strategy, dependent on a set of key demographic, dispositional and situational factors, functioning within certain resource and environmental constraints. These insights informed the development of a psychometric measure appropriate for the assessment of individual differences associated with participation in care work. Principal component analytic techniques applied to pooled items reduced these to coherent subsets that were relativity unidimensional and potentially associated with care work as mutualistic cooperation. The resulting questionnaire was surveyed amongst care workers and workers of a similar socioeconomic status to identify individual differences and preferences associated with participation in care work. Logistic regression models indicated significant predictors associated with participation in care work, including preferences for prosocial outcomes, amenable behaviours, and a demographic composition predictable of care work. This thesis concludes that care workers are mutualistic cooperators and that care environments should be structured to promote mutualist benefits in order to recruit and retain committed staff.

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Jali, Mthokozisi. "The impact of pay on productivity and motivation on general workers in South African platinum mines." Diss., University of Pretoria, 2015. http://hdl.handle.net/2263/52414.

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Pay is the main concern of employers, as it affects motivation and productivity. How well the firm motivates its workers is important in achieving the firm s set goals since motivation increases productivity. Motivated workers help make the company profitable. Pay is a powerful motivator for general workers, and no other motivation or motivational techniques is better than money. General workers performance is driven by the motivation to exert more effort in their job. South African companies are performing poorly in investigating and implementing motivational strategies that will drive productivity and very small number of studies has been carried out in labour intensive industries, such as the mining industry. The aim of this research was to understand if pay does have an impact on general workers motivation and productivity. The result of this study will help South African platinum mine managers to understand what motivates general workers and can also be used by other firms in the mining industry to put together pay strategy that will motivate general workers to be more productive. In line with qualitative research methodological principles, this study followed a non-empirical exploratory and adopted phenomenological approach in order to understand the impact of pay as a motivator for general workers. A total of 29 semi-structured interviews were held with general workers. Participants were selected from general workers that were working for the three biggest platinum mines in South Africa. These general workers were doing work that was linked with production. Permission for general workers to participate in the study was requested before commencing with the interviews and the participants were guaranteed confidentiality. The finding of this study revealed that pay was an important and main motivator for general workers in South African platinum mine and it drives workers to be more productive. General workers will work hard if they are happy with their pay and if pay is increased regularly. The study proved that there is definitely a link between motivation and productivity. When general workers are motivated, they will work hard to achieve a set target. Good supervision and good relationships between general workers and their supervisors was found to be a second motivator for general workers.
Mini Dissertation (MBA)--University of Pretoria, 2015.
ms2016
Gordon Institute of Business Science (GIBS)
MBA
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Lepore, Michael. "Care workers' motivations for employment in long-term care, assisted living, and particular facilities reconciling inconsistent values /." unrestricted, 2008. http://etd.gsu.edu/theses/available/etd-07102008-085239/.

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Thesis (Ph. D.)--Georgia State University, 2008.
Frank J. Whittington, committee chair; Mary M. Ball, Elisabeth O. Burgess, committee members. Electronic text (285 p. : ill.) : digital, PDF file. Description based on contents viewed Oct. 1, 2008; title from file title page. Includes bibliographical references (p. 213-230).

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Kilpatrick, Marcus Wayne. "Exercise motivation and self-determination : scale development /." Digital version accessible at:, 1999. http://wwwlib.umi.com/cr/utexas/main.

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Ngconjana, Unati. "Narratives of challenge and motivation : the stories of East London Community Health Care volunteers." Thesis, University of Fort Hare, 2017. http://hdl.handle.net/10353/6325.

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The research study was aimed at exploring the narratives of motivations and challenges that home-based health care workers experience in their voluntary service provision. It was conducted in East London in Buffalo City Metropolitan Municipality. A total of seven participants who volunteer in home based care programmes were interviewed and their mean age was 30 years; all were females, two married, one a widow, one divorced and two single females. The narrative framework was used to explore the volunteers' interpretation of volunteering experiences, highlighting themes that emerged on what encourages them to volunteer as home based health care workers, and how they deal with challenges that arise during the provision of services. The research was also aimed at exploring the social factors supporting the volunteers' decision to continue volunteering. Narratives from the interviewed community health workers [CHWs] indicate that the motives for participating in CHW programmes are mainly altruistic although people are sometimes motivated by self-interest. Self-interest seems to be particularly relevant in the case of the younger volunteers as they expressed their hope that providing voluntary service may help to enhance their skills so as to facilitate future learning and employment prospects. The recurring themes within the CHWs' narrative indicate that they identify with the helping role and feel it empowers them as they participate in meaningful ways in their communities, and they gain strength to cope with challenges that come with community health work. This study highlighted the complex nature of home based care roles, which inevitably reflect the intervention approach, the mode of working, professional roles and relationships with communities.

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Dissertations / Theses on the topic 'Motivating workers'

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