In my dissertation, I discuss the problematic of feedback in a leadership of medical non- doctor personnel and in directing its working performance. My aim was to comprehend and elucidate the process of feedback between superior and subordinate personnel, specifically between bedside nurses/assistive personnel and a charge nurse. As a secondary objective, I decided to investigate potential areas for improvement in leading management and to suggest possible advancements, which could contribute to more effective directing of work performance through the use of feedback. The dissertation is divided into two parts, theoretical and empirical. In the first theoretical part, I begin with defining the meaning of feedback. Following, I introduce topics that include: feedback in social communication, feedback in the process of directing work performance and work motivation. In the second empirical part, I present research conducted with the use of qualitative methodology, where the reader can view the discussed problematic from the perspective of subordinate (bedside nurses/assistive personnel) and superior (charge nurses) personnel. Key words: feedback, social communication, work performance, medical non-doctor personnel, bedside nurse, assistive personnel, healthcare, nursing, work motivation

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...

This survey has examined the work motivation among priests in the Church of Sweden (Svenska kyrkan). This report is based on a theory developed by Lars Ivarsson who distinguishes intrinsic motivation from extrinsic motivation associated with work. The survey is also based on a theory named Social categorization theory which is connected to confirmation of identity and work motivation. The survey has used a quantitative survey method to collect research data and a thematic analysis to analyze the collected data. The source material collected in the survey included answers from 40 priests who each answered 14 questions regarding their work motivation, lack thereof and calling. The result in this survey has argued that intrinsic work motivation is the dominant motivation in relation to extrinsic motivation, to choose priesthood as occupation. The most common motive to choose priesthood as occupation was argued by the respondents to be something defined as calling. Work environment and organizational issues was regarded as the biggest factors to reduce work motivation among priests in the survey. Calling was also discussed by the respondents in many parts of the survey as something exclusive to the occupation as priest.

De nombreuses études ont montré la pertinence de soutenir les besoins psychologiques d’autonomie, de compétence et d’affiliation des employés au travail, tel que postulé par la théorie de l’autodétermination. Or, une incertitude subsiste quant aux comportements qu’un gestionnaire devrait adopter pour offrir l’opportunité à ses employés de satisfaire leurs besoins psychologiques au travail. D’ailleurs, les recherches s’en tiennent aux connaissances issues de milieux autres que celui du travail. En conséquence, l’opérationnalisation et l’instrumentation du soutien aux besoins psychologiques des employés s’appuient principalement sur des modèles validés auprès d’autres populations, notamment les athlètes et entraîneurs, les élèves et enseignants ainsi que les enfants et parents. Cette thèse vise à mieux comprendre comment un gestionnaire peut concrètement, de par ses comportements, favoriser la satisfaction des besoins psychologiques fondamentaux d’autonomie, de compétence et d’affiliation de ses employés au travail. De plus, elle a pour objectif de développer un instrument psychométrique du soutien aux besoins psychologiques des employés, qui est valide pour le contexte organisationnel. Le premier article de la thèse décrit une étude à devis qualitatif. Celle-ci vise à identifier des comportements réellement émis par des gestionnaires en milieu de travail qui favorisent la satisfaction des trois besoins psychologiques des employés. Afin de répondre à cet objectif, trois groupes focus ont été conduits auprès d’employés et de gestionnaires. Une analyse de contenu qualitative a permis d’identifier 141 comportements regroupés en 12 pratiques de gestion. En plus d’apporter une compréhension plus approfondie de la façon dont s’expriment les pratiques de gestion préalablement proposées par la théorie de l’autodétermination, cette étude met en lumière de nouveaux comportements que peuvent adopter des gestionnaires pour favoriser la satisfaction des besoins d’autonomie, de compétence et d’affiliation des employés. Le deuxième article de la thèse décrit le développement et la validation d’un outil de mesure du soutien aux besoins psychologiques des employés, qui fut réalisé par l’entremise de deux études quantitatives. L’étude 1 (N = 312 travailleurs francophones canadiens) a permis d’établir, en adoptant une approche exploratoire, la structure factorielle de l’instrument. Elle a également permis d’étayer la validité critériée et la validité divergente de l’instrument, en investiguant ses relations avec trois concepts issus de la théorie de l’autodétermination, soit la satisfaction des besoins psychologiques, la motivation au travail ainsi que la perception de contrôle psychologique de la part du gestionnaire. L’étude 2, conduite auprès d’un second échantillon (N = 334 travailleurs francophones canadiens), a permis de vérifier la structure de l’instrument à l’aide d’une approche confirmatoire. De plus, elle a permis de soutenir la validité convergente de l’outil de mesure en vérifiant ses liens avec le leadership transformationnel et le leadership habilitant. Elle a également vérifié la validité critériée de l’instrument en investiguant ses liens avec trois indicateurs du fonctionnement de l’employé, soit l’engagement, la santé psychologique et la performance au travail. Les résultats suggèrent que le soutien aux besoins psychologiques des employés s’opérationnalise par cinq pratiques de gestion, soit de 1) reconnaître les forces et la contribution des employés, 2) laisser de la latitude aux employés quant à la façon et le moment de compléter son travail, 3) démontrer un souci envers les intérêts et le bien-être des employés, 4) guider les employés afin qu’ils réalisent efficacement leur travail, et 5) développer les compétences des employés par le biais de discussions et d’opportunités d’apprentissage. Cette thèse contribue à l’avancement des connaissances en fournissant des bases qui permettront d’unifier la recherche sur le soutien aux besoins psychologiques des employés. / Many studies conducted within the framework of self-determination theory have shown the relevance of supporting the psychological needs of autonomy, competence and affiliation of employees at work. Because research is limited to knowledge from non-work environments, there remains uncertainty regarding the behaviours a manager should adopt to provide employees with the opportunity to meet their psychological needs at work. As a result, the operationalization and instrumentation of managerial need support rely primarily on those of need support validated with populations other than employees and managers, such as athletes and coaches, students and teachers, as well as children and parents. This dissertation aims to better understand how managers can concretely, through their behaviours, promote the satisfaction of employees’ psychological needs of autonomy, competence and affiliation at work. In addition, it aims to develop a psychometric instrument aligned with this operationalization of managerial need support that is ecologically valid for the organizational context. The first article of the thesis describes a qualitative study. This study aims to identify behaviours actually emitted by managers in the workplace that promote the satisfaction of the three psychological needs of employees. To meet this objective, three focus groups were conducted with employees and managers. A qualitative content analysis identified 141 management behaviours grouped into 12 management practices. In addition to providing a deeper understanding of management practices previously articulated by self-determination theory expressed in the workplace, this study highlights previously ignored practices and behaviours that can be adopted by managers to foster employees’ needs of autonomy, competence and affiliation at work. The second article of the thesis describes the development and validation of a measure of managerial need support through a series of two quantitative studies. Study 1 (N = 312 French-Canadian workers) establishes, by taking an exploratory approach, the structure of the instrument. Then, it verifies the criterion validity and the divergent validity of the instrument by investigating its relationship with three concepts rooted in self-determination theory: the satisfaction of employees’ psychological needs, employees’ work motivation as well as their perception of psychological control from their manager. Study 2, conducted with a second sample (N = 334 French-Canadian workers), takes a confirmatory approach in validating the structure of the instrument. In addition, it establishes the convergent validity of the measurement tool by verifying its links with transformational leadership and empowering leadership. It also verifies the criterion validity of the instrument by investigating its links with three indicators of employees’ functioning at work: engagement, psychological health and work performance. The results suggest that managerial need support is operationalized through five management practices, that is, 1) recognizing the strengths and contributions of employees, 2) offering flexibility to employees about how and when to complete one’s work, 3) demonstrating a concern for the interests and well-being of employees, 4) guiding employees to effectively perform their work, and 5) developing employees’ skills through discussions and concrete learning opportunities. This thesis contributes to the advancement of knowledge by providing a common base that will unify research conducted on managerial need support.

The personnel are said to be the most valuable asset of the Swedish Armed Forces. The efficiency of the organisation is nevertheless challenged by lack of personnel. This in times of deteriorating stability in the Baltic region and one of renaissance of the mission of national defence. In order to meet these challenges, it is imperative to attract, develop and to keep the personnel. This study aims to answer the question of what the main causes of turnover focusing on the officers and non-commissioned officers. The methodical approach has been that of a qualitative interview study, using Frederick Herzberg´s Two-Factor theory as a theoretical lens. The main factors emerging in this study are those of the impact of family-work conflict, uncertainty of the career development and the lack of a leadership to manage these factors to a positive outcome. As of this it is recommended by the authors of this study to more strongly emphasize the role of the employer in the training and the profession of the modern officer. This in order to cope more efficiently with the above challenges in order to maintain the most valuable asset of the armed forces, namely the officers, non-commissioned officers, and last but not least, the rank and file.

Long-term unemployment brings negative consequences for the state and individuals. Besides the financial impacts on the state (lower incomes, expenditures for social transfers), for the long-term unemployed people from the social and psychological perspective this is a reduction in living standards, loss of social status, skills and abilities decline, decrease of social contacts, etc. Unemployed persons have not got income from their own economic aktivity, and that is why they are provided with social benefits in material need in the frame of the system of social protection.Their long-term receiving, however, often leads to the trap of poverty and welfare dependency. Employment agencies strive for return of these people back to the labour market through thein instruments of active employment policy. This thesis is focused on public service, which was introduced to the system of poverty relief in 2009 as the motivation and penalty measures to increase the activity of long-term unemployed. The theoretical starting points of this study are findings on poverty, social exclusion, living wage. The empirical section is dedicated to the analysis of public service as an instrument of the social policy, in particular it is then focused on its activation component. The research design of the work is a case...

The thesis concentrates on influence of work evaluation and supervision on motivation of workers of low threshold clubs for children and youth. Supervision and work evaluation is perceived as an obligation for providers of social services defined in quality standards of social services. The thesis concetrates on effects of supervision and work evaluation on the motivation of workers. The opening of the thesis describes roles in the process of motivation (roles of workers and the roles of their supervisors and senior executives), along with two fundamental theories of motivation (developed by Maslow and Herzberg). In the same chapter, the risks connected with work motivation (helpers' syndrome and burn-out syndrome) within helping professions are tackled. The thesis further introduces measures, which influence motivation of workers, employees of social services, namely financial recognition and education. Attention is also paid to non-financial means of motivating employees. Two selected measures of non-financial motivation, supervision and work evaluation, are described in greater detail, specifically in terms of their foundation, function, form, procedures, purpose and impact. In the pratical part of the thesis it is verified, whether all low threshold clubs for children and youth carry out...

This study explores the contribution of communication on organisational commitment within the Cenacle of Salvation Church. Religious institutions are increasing at a speedy rate and their employees are also increasing, it is therefore, important to explore areas of employee wellness such as commitment in these institutes. Through a mixed method research within the Cenacle of Salvation Church in Lesotho, the study exploredcommunication as a contributing factor to organisationalcommitment. Allen and Meyer’s model (1991) of organisational commitment does not include communication as one of its elements, this is the gap the study aimed to fill. Interviews and surveys were conducted, and the study found that communication within the church is very effective, different communication methods are used in the church to keep employees abreast and this enhances their commitment. The study also foundthat communication strategies such as feedback play a major role in influencing organisational commitment.Therefore, it can be said that communication is a contributing factor to organisational commitment.Nonetheless,the study recommends that the church keeps up with the latest technological media and communication channels to further enhance employee satisfaction with the communication in the church and thereby remain committed. The study further recommends thatcommunication interventions and workshops should be expanded internationally sothat the church can learn from other international churches regarding waysused to keep their employees more motivated and committed through communication. / Communication Science / M.A. (Communication Science)

Bakgrund. Individer i dagens samhälle behöver finna en balans mellan sina olika roller inom arbetslivet och privatlivet. Denna balans konkurrerar om individens tid och resurser, vilket kan vara krävande för en individ att lyckas balansera mellan. Forskningen visar att en individs balans mellan sina olika roller tenderar att samverka med individens motivation på arbetsplatsen. Syftet med studien är därmed att undersöka sambandet mellan work-life balance och medarbetarnas upplevda motivation i arbetet. Material och metod. Studien består av en kvantitativ metod, där ett bekvämlighetsurval har använts. En enkät användes för datainsamlingen, där 296 respondenter deltog. De instrument som har använts för att undersöka sambandet är WEIMS-instrumentet och WLB-scale. För att kontrollera att sambandet mellan våra huvudvariabler kvarstod mot kontrollvariablerna, har en multipel regressionsanalys använts. I denna analys genomfördes bootstrapping med 5000 iterationer. Resultat. Studien fann ett positivt samband mellan work-life balance och motivation (r = .14, p < .001), när sambandet kontrollerades för våra signifikanta kontrollvariabler: stress, hälsotillstånd och sömn. Slutsats. Work-life balance och medarbetarnas upplevda motivation är två faktorer som samspelar med varandra. Vidare har work-life balance och motivation också visat sig samverka med individens vilja till att lämna arbetsplatsen. / Background. Individuals in today's society need to find a balance between their various roles in the workplace and personal life. This balance competes for an individual's time and resources, which can be demanding for them to successfully juggle. Research shows that an individual's balance between their various roles tends to interact with their motivation at work. The purpose of this study is thus to examine the relationship between work-life balance and employees' perceived motivation in the workplace. Materials and Methods. The study employs a quantitative method, using convenience sampling. A questionnaire was used for data collection, with 296 respondents participating. The instruments used to investigate the relationship are the WEIMS instrument and the WLB-scale. To control for the persistence of the relationship between our main variables against the control variables, a multiple regression analysis was employed. In this analysis, bootstrapping was performed with 5000 iterations. Results. The study found a positive correlation between work-life balance and motivation (r = .14, p < .001) when the relationship was controlled for our significant control variables: stress, health condition, and sleep. Conclusion. Work-life balance and employees' perceived motivation are two factors that interact with each other. Furthermore, work-life balance and motivation have also been found to interact with an individual's intention to leave the workplace

HR-avdelningars roll är att tillgodose medarbetarnas, chefers och organisationens behov och utveckla de mänskliga- och organisatoriska resurserna. Det verkar vara vanligt att tro att de ekonomiska resurserna är viktigast för en organisations överlevnad, men medarbetares prestationer kan direkt påverka organisationers konkurrenskraft. Syftet var att utifrån ett HR-perspektiv öka förståelsen för organisationskultur och motivation och beskriva vad som utgjorde en innovativföretagskultur samt vilken roll arbetsmotivation hade för ett innovativt arbetsbeteende. Genom ett bekvämlighetsurval intervjuades åtta respondenter inom innovativa företag. En tematisk analys användes för att analysera intervjuerna och resulterade i två huvudteman som var innovativ företagskultur och motivation. Förutsättningarna för innovativa kulturer och beteenden samt motivation visade sig bero på graden av autonomi, socialt stöd och upplevelsen av kompetens samt återkoppling i arbetet. Autonomi och återkoppling var sätt för medarbetare att få tillåtelse att våga testa samt utvärdera sina innovativa idéer, vilket kunde leda till en mer autonom motivation och främja innovationskraften. Arbete med organisationskultur och motivation skulle kunna vara användbara sätt för HR-avdelningar och organisationer att arbeta för att behålla och förstärka sin position på marknaden.