This thesis describes the applied research of motivating factors conducted among paramedical staff in the Hospital "Nemocnice Rudolfa a Stefanie Benešov" in 2010. The objective was to study several dimensions of work motivation, with special emphasis on motivational factors and motivational potential of work. Purpose of the project also represented a compilation of the consultancy recommendations arising from the results and their providing to the hospital staff. These recommendations should contribute to more effective application of targeted motivating of subordinates by managers of paramedical staff in this hospital. We found out that the strongest motivating factors for respondents include patient satisfaction, good interpersonal relationships at work, expressions of recognition and work achievement. It was also suggested that the caregivers see the highest motivation potential of work in the importance of the performed tasks; that is the possibility to participate actively in influencing people's health. Key words Work motivation, Motivational factors, Motivational potential of work

This thesis focuses on identification of predictors and conditions of employee engagement in organizational context. The theoretical part of this work is aimed on various approaches to identifying and measuring employee engagement, including modern approaches and methods. Theoretical concepts concerning gender and workplace diversity are also viewed, in order to identify engagement predictors. The empirical part consists of a research that identifies predictors and conditions of engagement in a specific organization. Statistical analyses and interpretations are made, based on the collected data. This thesis primarily aims to enrich Czech scientific literature concerning this topic by providing practical information and data from a manufacturing company. 2

Aktivitetsbaserade kontor blir allt vanligare men de har blivit kritiserade av ett flertal anledningar för att inte fungera effektivt och det behöver läggas mer fokus på att ta reda vad som blir problematiskt. Syftet med denna studie var bidra med kunskap hur den aktivitetsbaserade arbetsmiljön har för påverkan på arbetsmotivation, samverkan och kommunikation hos medarbetare som arbetar på ett sådant kontor. Med en kvalitativ undersökningsansats har jag utfört elva semistrukturerade intervjuer tillsammans med observationer på medarbetare som arbetar i Kungälvs stadshus. Litteraturöversikten innehåller tidigare forskning över aktivitetsbaserad kontorsmiljö och dess påverkan på faktorerna: arbetsmotivation, samverkan och kommunikation. Studiens resultat visade att motivation positivt av kulturen och arbetsmiljöns utseende tillsammans med det flexibla arbetssättet. Oväsen hade däremot en negativ påverkan på arbetsmotivationen när medarbetare inte kunde arbeta i en helt lugn arbetsmiljö och koncentrera sig. Fokuserade och hängivna ledare motiverar medarbetare till att vilja arbeta. Medarbetare kan sitta var som helst på kontoret och ledarna behöver lita på dem då de inte ser dem lika mycket, när medarbetarna känner att ledaren förlitar sig på dem ökar deras motivation. De grupporienterade ytorna på kontoret skapar en fysisk kontakt som stimulerar samverkan och höjer motivationen. Motivationen har ett samband till både samverkan och kommunikation. Grupporienterade ytor stimulerar även kommunikationen på kontoret men den överstimuleras inte. Kontoret som är kreativt på ett flertal sätt effektiviserar samverkan. Medarbetare kommunicerar mycket med hjälp av modern teknik på aktivitetsbaserade kontor för att ta kontakt med kollegor och ledare, men tekniken överanvänds inte. Avsaknaden av väggar på kontoret gör det öppet och synligt för medarbetarna att se varandra, då förbättras samverkan och effektiviseras kommunikationen mellan medarbetarna. / Activity-based offices are becoming more common, but they have been criticized by a number of reasons for not function effectively and it needs to be focused on finding out what the problems are. The purpose of this study was to contribute knowledge how the activity-based working environment has influence on work motivation, cooperation and communication among employees working in such offices. With a qualitative research approach, I have done eleven semi-structured interviews together with observations on employees working in Kungälvs Hall. The literature review includes previous research on activity-based office environment and its impact on the factors: motivation, collaboration and communication. The study results showed that motivation positive culture and work environment appearance along with the flexible working. Noise other hand, had a negative impact on work motivation when employees could not work in a completely peaceful environment and concentrate. Focused and dedicated leaders motivate people to want to work. Employees can sit anywhere in the office and leaders need to trust them when they do not see them as much, when employees feel that the leader relies on to increase their motivation. The group-oriented surfaces in the office creates a physical contact that stimulates cooperation and increase motivation. The motivation is related to both cooperation and communication. Group-oriented surfaces also stimulate communication in the office but not over stimulated. The office that is creative in numerous ways streamlines cooperation. Employees communicate a lot with the help of modern technology on activity-based office to get in touch with colleagues and leaders, but the technique of not used. The lack of walls in the office makes it open and visible for the employees to see each other, which improves cooperation and efficient communication between employees.

I denna kvantitativa studie var syftet att undersöka hur arbetstillfredsställelse samt feedback samverkar med arbetsmotivation hos yrkesgruppen personliga assistenter i kommunal verksamhet. Urvalet i denna studie bestod av personliga assistenter som arbetar i en liten kommun i Västra Götaland. I denna undersökning användes tre enkäter som delades ut till de 85 assistenter som var anställda, och det genererade 34 svar i slutändan varav 23 var kvinnor och 11 var män. Respondenternas ålder i undersökningen sträckte sig mellan 20 – 63 år, där medelåldern var 40,74 år. Enkäterna som användes som underlag var Basic Need Satisfaction at Work Scale (BNS), Minnesota Satisfaction Questionnaire (MSQ) samt Feedback Orientation Scale (FOS). Resultatet av analyserna visade en positiv korrelation mellan arbetstillfredsställelse och arbetsmotivation men ingen korrelation mellan arbetsmotivation och feedback. Enligt undersökningens analyser predicerade feedback inte heller arbetsmotivation medan arbetstillfredsställelse predicerade arbetsmotivation. Det fanns inga skillnader i resultatet hur män och kvinnor upplevde arbetstillfredsställelse, arbetsmotivation eller feedback. / In this quantitative study, the purpose was to investigate how job satisfaction and feedback relate to work motivation of municipal personal assistants in municipal activities.  The sample in this study consisted of personal assistants working in a small municipality in Västra Götaland. This survey consisted of three questionnaires distributed to the 85 assistants employed. It generated 34 responses in the end, of which 23 were women and 11 were men. Respondents age in this survey ranged from 20 - 63 years, where the middle age was 40 years. The surveys that were used as a basis were basic needs satisfaction at work scale (BNS), Minnesota satisfaction Questionnaire (MSQ) as well as feedback orientation scale (FOS). The result of the analyses showed a positive correlation between job satisfaction and work motivation, however no correlation between work motivation and feedback was found. According to the analysis, feedback did not predict work motivation while job satisfaction predicted work motivation. There were no differences in the results of how men and women experienced job satisfaction, work motivation or feedback.

The aim of this thesis is to define basic theoretical background of employee job satisfaction with regard to cultural diversity, carry out an employee satisfaction survey and then compare the level of satisfaction between local and foreign employees. Based on survey results I will suggest corrective actions, which should increase the level of satisfaction of all employees in the company.

Our workforce continues to gray due to advances in medical science and new technology, which allows workers to remain in the workforce longer. Furthermore, we need our current workforce to remain motivated and work until an older age due to decreased birth rates and the smaller size of the post baby boomer cohorts. An in-depth examination of the motivation of our aging workforce is necessary to determine how we can increase motivation and keep older workers (those 55 and older) in the workforce longer, while remaining productive. In this study, three divisions of health (i.e., Major Illnesses, Functional Impairments, and Psychosomatic Illnesses) were related to three work goals (i.e., To-Work, At-Work, and To-Retire), combining aspects of the works of Feldman (1994), Shultz and Wang (2007), and Kanfer, Beier, and Ackerman (2012), using archival data extracted through the National Heath and Retirement Study (HRS). A two-step hierarchical regression was conducted with age, gender, wealth, education level, marital status, financial control, and ethnicity as covariates. Most hypotheses were partially supported, with Functional Impairments exhibiting a small effect on To-Work, At-Work, and To-Retire goals. Major Illnesses exhibited some unexpected relationships, however, as they were not positively related to To-Work and To-Retire goals. All health factors exhibited a negative relationship with a small effect on At-Work goals.

<p>Many times it can be the simple things that affect the attitude of work and which have an importance on the organization's effectiveness. These are not always apparent but can have a large importance for the motivation and the attitude of work. Large number of companies uses wage and other financial rewards system but is there any form of informal factors that have an importance for the coworkers and that affects motivation. What factors that affect the motivation within the industry are interesting to examine and specifically the factors that are not apparent, in other words informal factors that increases the motivation. The purpose of this thesis is to examine and describe which informal motivator factors co-workers/employees in a production department think are meaningful. This study was pursued with a quality approach and with the purpose of getting a profound view and an understanding of informal motivation. This study uses quality interviews to collect information. The interview questions are based on the theoretical frame of references which are Theory X and Theory Y, Herzberg’s Two Factor Theory and The Three Circles Model. The departmental manager view of the co-workers is that they are engaged and that they take responsibility for their work task. According to the departmental manager, the informal motivator factors are more significant than the formal motivator factors. According to the co-workers the informal motivator factors were elements which did not cost a lot but had a large importance to them. The informal motivator factors which have the most significant meaning were to be appreciated by the departmental manager, the freedom in the work and the social relationship with the workmates. According to the co-workers the work within the industry had no motivator factor and therefore, was the informal factors significant for the human effort. They felt happier and the work felt easier and more fun which made the co-workers performs better. The informal motivator factors increased the wellbeing and the motivation within the individual which was significant for the individual emotional state and the team spirit which affected the co-workers human effort positively.</p> / <p>Många gånger kan det vara de enklaste sakerna som påverkar attityden till arbetet och som får betydelse för organisationens effektivitet. Dessa är inte alltid så synbara men kan ha en stor betydelse för motivationen och attityden till arbetet. Många företag använder sig av lön och andra ekonomiska belöningssystem för att motivera personalen men finns det faktorer av informell karaktär som är av betydande för medarbetare och som påverkar motivationen. Vilka faktorer som påverkar motivationen inom industribranschen är intressant att undersöka och speciellt de inte så synbara faktorerna, det vill säga informella faktorer, som orsakar att motivationen ökar. Syftet med studien är att undersöka och beskriva vilka informella motivationsfaktorer medarbetarna i en produktionsavdelning anser är betydelsefulla. Studien bedrivs med kvalitativ ansats i syfte att få en djupare inblick och förståelse för fenomenet informell motivation. I denna studie används kvalitativa intervjuer för att samla in information. De frågor som används vid intervjuerna har formats utifrån arbetets teoretiska referensram vilka är Teori X och Teori Y, Hertzbers Tvåfaktorsteori och The Three Circles Model. Avdelningschefens syn på medarbetarna är att medarbetarna är engagerade och vill ta eget ansvar för arbetsuppgiften. Enligt avdelningschefen har informell motivation större betydelse än den formella. Det medarbetarna ansåg var informella motivationsfaktorer var faktorer som inte kostade mycket men gav stort tillbaka. De informella motivationsfaktorerna som hade störst betydelse var uppskattning från avdelningschefen, det fria arbetet och den sociala samhörigheten. Eftersom medarbetarna ansåg att industriarbetet i sig inte var motiverande hade de informella faktorerna en viktig betydelse för arbetsinsatsen. Medarbetarna ansåg att de blev glada och det kändes lättare och roligare att arbeta vilket gjorde att de presterade bättre. De informella faktorerna gav en ökad inre tillfredställelse och motivation hos individen vilket hade betydelse för både individens känslomässiga tillstånd och teamkänslan inom gruppen vilket påverkade medarbetarnas arbetsinsats positivt.</p>

<p>The study of work motivation has yielded many applicable theories. This thesis investigated how older employees viewed factors that have been linked to the advancement of age and believed to affect work motivation. Three different conceptualisations of age were included in the study; organisational age, chronological age and life stage. By using a qualitative approach, participants were allowed to shed light on this complex area and give their own views on possible age effects. More specifically, changes in needs and values, the effects on goal setting and the development of skills were investigated. Chronologically younger employees placed greater value in their careers and reported that they would continue to work even if they became financially independent. Older employees attributed less importance to their careers and said that they would choose early retirement in order to have more time if they had money to enjoy it.</p>

The study of work motivation has yielded many applicable theories. This thesis investigated how older employees viewed factors that have been linked to the advancement of age and believed to affect work motivation. Three different conceptualisations of age were included in the study; organisational age, chronological age and life stage. By using a qualitative approach, participants were allowed to shed light on this complex area and give their own views on possible age effects. More specifically, changes in needs and values, the effects on goal setting and the development of skills were investigated. Chronologically younger employees placed greater value in their careers and reported that they would continue to work even if they became financially independent. Older employees attributed less importance to their careers and said that they would choose early retirement in order to have more time if they had money to enjoy it.

Many times it can be the simple things that affect the attitude of work and which have an importance on the organization's effectiveness. These are not always apparent but can have a large importance for the motivation and the attitude of work. Large number of companies uses wage and other financial rewards system but is there any form of informal factors that have an importance for the coworkers and that affects motivation. What factors that affect the motivation within the industry are interesting to examine and specifically the factors that are not apparent, in other words informal factors that increases the motivation. The purpose of this thesis is to examine and describe which informal motivator factors co-workers/employees in a production department think are meaningful. This study was pursued with a quality approach and with the purpose of getting a profound view and an understanding of informal motivation. This study uses quality interviews to collect information. The interview questions are based on the theoretical frame of references which are Theory X and Theory Y, Herzberg’s Two Factor Theory and The Three Circles Model. The departmental manager view of the co-workers is that they are engaged and that they take responsibility for their work task. According to the departmental manager, the informal motivator factors are more significant than the formal motivator factors. According to the co-workers the informal motivator factors were elements which did not cost a lot but had a large importance to them. The informal motivator factors which have the most significant meaning were to be appreciated by the departmental manager, the freedom in the work and the social relationship with the workmates. According to the co-workers the work within the industry had no motivator factor and therefore, was the informal factors significant for the human effort. They felt happier and the work felt easier and more fun which made the co-workers performs better. The informal motivator factors increased the wellbeing and the motivation within the individual which was significant for the individual emotional state and the team spirit which affected the co-workers human effort positively. / Många gånger kan det vara de enklaste sakerna som påverkar attityden till arbetet och som får betydelse för organisationens effektivitet. Dessa är inte alltid så synbara men kan ha en stor betydelse för motivationen och attityden till arbetet. Många företag använder sig av lön och andra ekonomiska belöningssystem för att motivera personalen men finns det faktorer av informell karaktär som är av betydande för medarbetare och som påverkar motivationen. Vilka faktorer som påverkar motivationen inom industribranschen är intressant att undersöka och speciellt de inte så synbara faktorerna, det vill säga informella faktorer, som orsakar att motivationen ökar. Syftet med studien är att undersöka och beskriva vilka informella motivationsfaktorer medarbetarna i en produktionsavdelning anser är betydelsefulla. Studien bedrivs med kvalitativ ansats i syfte att få en djupare inblick och förståelse för fenomenet informell motivation. I denna studie används kvalitativa intervjuer för att samla in information. De frågor som används vid intervjuerna har formats utifrån arbetets teoretiska referensram vilka är Teori X och Teori Y, Hertzbers Tvåfaktorsteori och The Three Circles Model. Avdelningschefens syn på medarbetarna är att medarbetarna är engagerade och vill ta eget ansvar för arbetsuppgiften. Enligt avdelningschefen har informell motivation större betydelse än den formella. Det medarbetarna ansåg var informella motivationsfaktorer var faktorer som inte kostade mycket men gav stort tillbaka. De informella motivationsfaktorerna som hade störst betydelse var uppskattning från avdelningschefen, det fria arbetet och den sociala samhörigheten. Eftersom medarbetarna ansåg att industriarbetet i sig inte var motiverande hade de informella faktorerna en viktig betydelse för arbetsinsatsen. Medarbetarna ansåg att de blev glada och det kändes lättare och roligare att arbeta vilket gjorde att de presterade bättre. De informella faktorerna gav en ökad inre tillfredställelse och motivation hos individen vilket hade betydelse för både individens känslomässiga tillstånd och teamkänslan inom gruppen vilket påverkade medarbetarnas arbetsinsats positivt.