En förutsättning för att möta de krav som råder på arbetsmarknaden för unga arbetstagare är att inneha arbetsmotivation. Arbetsmotivation är ett samlingsnamn för faktorer som påverkar människans sätt att agera i olika situationer och kan delas in i inre och yttre motivation. Inre motivation innebär en känsla av fri vilja där individen agerar utifrån intresse att skapa tillfredsställelse på arbetsplatsen. Yttre motivation innebär att skapa en tillfredsställelse genom yttre konsekvenser, vilket kan vara belöningar. Syftet med denna studie är således att undersöka arbetsmotivation med fokus på inre och yttre motivationsfaktorer bland unga vuxna i åldern 20–25 år utifrån en kvalitativ ansats. Det är även av intresse att studera om det föreligger någon skillnad mellan män och kvinnor. Materialet har samlats in via tio semistrukturerade intervjuer och analyserats utifrån en tematisk analys. Resultatet visar att ansvar, kompetensutveckling och feedback är inre motivationsfaktorer som påverkar unga vuxnas arbetsmotivation. De yttre motivationsfaktorerna är belöningar, sociala relationer samt tydliga riktlinjer. Det råder även ingen större skillnad mellan män och kvinnor vad det gäller arbetsmotivation. Utöver detta visar resultatet att unga vuxna anser att ett arbete i slutändan inte ska betraktas som ett jobb utan som en rolig aktivitet för att uppnå maximal arbetsmotivation. / A presumption for meeting the demands of the labor market for young workers is to have work motivation. Work motivation is a generic label for factors that influence a person's way of acting in different situations and can be divided into internal and external motivation. Internal motivation means a sense of free will where the individual acts on the basis of interest in creating satisfaction in the workplace. External motivation means creating satisfaction through external consequences. The purpose of this study is to study work motivation with focus on internal and external motivational factors among young adults aged 20-25 years based on a qualitative approach. It is also of interest to study if there is any difference between gender. The material was collected through ten semi-structured interviews and analyzed on the basis of a thematic analysis. The result shows that responsibility, skills development and feedback are internal motivational factors that influence young adults' work motivation. The external motivating factors are rewards, social relationships and clear guidelines. There is also no major difference between men and women in terms of work motivation. In addition, the results show that young adults believe that a job in the end should not be regarded as a job, but as a fun activity in order to achieve maximum work motivation.

The increasing rate at which e-Learning is implemented in institutions of higher education has been reported widely. The literature suggests that institutions of higher education, across the globe, use the efforts of champions to initiate and establish e-Learning activities. The paucity of research about the activities of e-Learning champions in an African context is noticeable, while implementation of e-Learning is spreading rapidly in Africa. It is to provide information within the African context of this activity that this study sought to identify and explain the activities and characteristics (through strategies) as well as the qualities (through motivations) of e-Learning champions as they engage in innovative practices in institutions of higher education in Africa. Two research questions guided the study which examined the activities of champions and how (activities and characteristics through strategies) and why (qualities through motivations) they engaged in their activities within their institutions. To address these questions, the study followed a qualitative research design, using semi-structured interviews with champions and policy level staff in institutions of higher education in Namibia, South Africa and Kenya as well as documents as its data sources. The intention was not to compare champions and their activities in these countries, but rather to establish understanding of these champions and their contexts as a group. The contextual relevance was solely based on the availability of champions and policy level staff due to the purposive and convenience sampling techniques applied. The study’s findings show that the activities of champions in Africa are not significantly different from those as described in recent literature in non-African countries. Rather, particular strategies and motivational factors are found that are related to activities, characteristics and qualities of champions. The support factors identified by policy level staff and in institutional policy documents differed from those thought to be motivating by champions themselves. Champions have expressed the need for an approved budget, sufficient infrastructure, an e-Learning unit with specialised staff, and dedicated time for e-Learning activities. Policy staff point to a level of support already in place in the form of some financial considerations for e-Learning and incentives. No explicit reference could be found in policy documents to the role of champions or what motivates them. This disjuncture between the environment of the champions and that of the established institution is explained by a maturity model of institutionalisation of innovations. The study’s contribution to the scholarly domain is at several levels. Firstly, the proposed conceptual framework is a contribution to academic discourse in that it contributed variables of analysis (strategies and motivations) of champions who engage in innovation within established institutions, institutional procedures, directives (through guidelines) and policies (through intentions), as well as goals which lead to a common objective in achieving scalability and sustainability. Secondly, the finding that institutions that wish to have innovations institutionalised must be aware of the disturbances that such innovations can bring and thus must create policies that recognise the role of champions and are able to accommodate, tolerate and support them. Thirdly, the synthesis of characteristics of champions, and their qualities with the support needed by them, and issues in relation to scalability and sustainability that may motivate institutions of higher education to support champions (or not) contribute guidelines which may be used to identify, acknowledge or recruit potential champions, where champions are needed. / Thesis (PhD)--University of Pretoria, 2011. / Science, Mathematics and Technology Education / unrestricted

Bakgrund: Bröstcancer har kommit att bli den vanligaste cancerformen för kvinnor och omkring 20 kvinnor varje dag får beskedet att dem har bröstcancer. Uppkomsten till varför bröstcancer uppstår är inte heller helt klarlagd men en av riskfaktorerna för både uppkomst och återfallsrisk är fysisk inaktivitet. Under behandling av bröstcancer visar forskning att det endast är 32 procent av kvinnorna som uppnår en rekommenderad fysisk aktivitetsnivå. Fysisk aktivitet under behandling av bröstcancer har visat sig ha god effekt på bland annat fatigue, vilket är den vanligaste biverkningen av cytostatika. Motivationen till att vara fysiskt aktiv under behandling styrs också av en rad olika faktorer. Syfte: Syftet med föreliggande studie är att undersöka vilka motivationsfaktorer som upplevs vara bidragande till att bibehålla – eller öka den fysiska aktivitetsnivån under behandling av bröstcancer hos kvinnor. Metod: Angreppssättet som applicerades i föreliggande studie var av kvalitativ karaktär. Insamlingen av empiri skedde med hjälp av semistrukturerade intervjuer från sex kvinnor som var under behandling av bröstcancer. I bearbetning och analys användes en innehållsanalys. Det teoretiska ramverket som avvändes var Self-determination theory. Resultat: Resultatet visar på att motivationen till fysisk aktivitet under behandling av bröstcancer styrs av en rad olika motivationsfaktorer, både yttre och inre. Totalt identifierades tio underkategorier som upplevs bidra till motivation att vara fysisk aktiv under bröstcancerbehandling. I föreliggande studie fanns det inget som gav stöd åt upplevd amotivation till fysisk aktivitet. Diskussion: I föreliggande studie finns det likheter med tidigare forskning kring det valda forskningsområdet. Motivationen av att vara fysisk aktiv under behandling av bröstcancer tycks bero på en tidigare vana och erfarenhet av fysisk aktivitet före diagnos- och behandling. Vidare upplevs socialt stöd, fysisk miljö, hjälpmedel, covid-19, begränsningar, mående och hälsa, självförtroende och positiva känslor och glädje bidra till motivationen att vara fysisk aktiv. Slutsats: Föreliggande studie visar att både det valda forskningsområdet och begreppet motivation är komplext. Vad som motiverar en kvinna till att vara fysisk aktiv under behandling behöver nödvändigtvis inte vara det som motiverar en annan. Även om studien kunnat identifiera olika typer av inre- och yttre motivationsfaktorer så regleras dessa av både en inre-, integrerad-, identifierad-, introjicerad- och extern reglering. / Background: Breast cancer has become the most common form of cancer for women and about 20 women are told every day that they have breast cancer. The origin of why breast cancer occurs is also not completely clear, but one of the risk factors for both onset and recurrence risk is physical inactivity. During treatment of breast cancer, research shows that only 32 percent of women achieve a recommended level of physical activity. Physical activity during the treatment of breast cancer has been shown to have a good effect on, among other things, fatigue, which is the most common side effect of chemotherapy drugs. The motivation to be physically active during treatment is also governed by a number of different factors. Purpose: The purpose of the present study is to investigate which motivational factors are perceived to contribute to maintaining - or increasing the level of physical activity during the treatment of breast cancer in women. Method: The approach applied in the present study was of a qualitative nature. The collection of empirical data took place with the help of semi-structured interviews from six women who were undergoing treatment for breast cancer. A content analysis was used in processing and analysis. The theoretical framework used was Self-determination theory. Results: The results show that the motivation for physical activity during the treatment of breast cancer is governed by a number of different motivational factors, both external and internal. A total of ten subcategories were identified that are perceived to contribute to motivation to be physically active during breast cancer treatment. In the present study, there was nothing to support perceived motivation for physical activity. Discussion: In the present study, there are similarities with previous research on the chosen research area. The motivation to be physically active during the treatment of breast cancer seems to be due to a previous habit and experience of physical activity before diagnosis and treatment. Furthermore, perceived social support, physical environment, aids, covid-19, limitations, mood and health, self-confidence and positive emotions and joy contribute to the motivation to be physically active. Conclusion: The present study shows that both the chosen research area and the concept of motivation are complex. What motivates a woman to be physically active during treatment does not necessarily have to be what motivates another. Although the study has been able to identify different types of internal and external motivational factors, these are regulated by both internal-, integrated-, identified-, introjected- and external regulation.

Studiens syfte är att undersöka vilka faktorer som är avgörande för arbetsmotivationen inom en organisation ur ett medarbetarperspektiv. Studien följer en deduktiv ansats och grundar sig på en kvalitativ forskningsmetod, studiens empiriska material är insamlat genom semistrukturerade intervjuer. Genom studien har vi konstaterat att det finns ett flertal faktorer som är avgörande för medarbetarnas arbetsmotivation inom organisationen. Medarbetarnas arbetsmotivation påverkas av olika motivationsfaktorer, men studien visar på ett antal faktorer som samtliga respondenter anser som grundläggande. En motivationsfaktor som är avgörande är meningsfullhet som bland annat omfattar att arbetet känns betydelsefullt och att medarbetare upplever sig vara till nytta för andra. Utmanande arbetsuppgifter och möjlighet till utveckling är ytterligare faktorer som är avgörande för arbetsmotivationen. Ytterligare motivationsfaktorer som vår undersökning visar är avgörande för arbetsmotivation är självbestämmande och inflytande. Att kunna styra sina egna val, få vara självständig och kunna påverka sitt arbete påvisas som i studien som avgörande för arbetsmotivationen. Avslutningsvis visar vår studie att ansvarstagande är en avgörande faktor för arbetsmotivationen. / The purpose of the study is to investigate which factors are decisive for work motivation within an organization from an employee perspective. The study follows an deductive approach which is based on a qualitative research method, the study's empirical material is collected through semi-structured interviews. Through the survey, we have established that there are several factors within the organization that are decisive for the employees' work motivation. The employees' work motivation is affected by various motivational factors, but the study shows a number of factors that all respondents consider fundamental. A motivational factor that is decisive is meaningfulness, which includes, among other things, that the work feels significant and that employees feel that they are useful to others. Challenging tasks and opportunities for development are further factors that are decisive for work motivation. Additional motivational factors that our research shows are decisive for work motivation are self-determination and influence. Being able to control one's own choices, being able to be independent and being able to influence one's work is shown, as in the study, to be decisive for work motivation. In conclusion, our study shows that taking responsibility is a decisive factor for work motivation.

The purpose of this qualitative research study was to investigate the motivational factors that lead to faculty giving to their employing institutions. Giving practices in relation to the life experiences and independent influences of faculty members who were employed at Historically Black Colleges and Universities (HBCU) were examined. In addition this study contributes to the limited amount of literature provided on HBCUs institutional advancement offices as well as the effectiveness of their solicitation efforts as perceived by faculty members employed at the colleges and universities. Three research questions were considered in this study. First, what life experiences contribute to the predisposition of faculty donors in giving to their institutions? Second, what intrinsic motivational elements influence faculty donors to give to their employing institutions? Third, how are the strategies used to solicit funding from faculty related to giving? Basic interpretive qualitative methodology was used to analyze the data gathered from the research participants. In-depth interviews were conducted with seven faculty members employed at HBCUs in the southern region of the United States. It was determined that faculty members attribute their giving practices to many of their life experiences. Religious involvement, childhood experiences, and family history, were all discussed by faculty members as being instrumental to their giving habits. Participants also discussed the sense of community that is established at HBCUs as being inspirational in determining whether or not they gave of their time, talent, or financial resources. Responses to open-ended questions about the effectiveness of institutional advancement offices provided additional qualitative data that could be used by HBCUs to increase the amount of annual giving to the university.

Titel: Jakten på framgång - Fastighetsmäklares definition av framgång i sitt yrke och vilka faktorer som motiverar dem att nå framgång. Nivå: C-uppsats i ämnet fastighetsvetenskap Författare: William Dam, Varo Dalawy Handledare: Bengt Kjellgren Syfte: Syftet med denna studie är att kunna förklara definitionen av framgång inom fastighetsmäklarbranschen. Syftet ska uppnås genom att besvara följande två forskningsfrågor: Hur definierar fastighetsmäklare framgång i sitt yrke? Vilka faktorer motiverar fastighetsmäklare att nå framgång (eller att bli framgångsrika) i sitt yrke? Metod: Denna studie har applicerat en kvantitativ metod. Det empiriska materialet i denna studie har samlats in genom en enkätundersökning som slumpmässigt skickades ut till 161 slumpvalda registrerade fastighetsmäklare runt om i Sverige. Resultat & Analys: Resultatet visade på att definitionen av framgång främst handlar om en kombination mellan en bra lön och en balans i både arbetsliv och privatliv. Det som driver fastighetsmäklarna till sin definition av framgång grundar sig i individens ekonomiska situation. Dock är det nämnvärt att de olika respondenterna befinner sig i olika skeden i deras karriär. Därmed kan man se ett skifte i deras definition av framgång, på de fastighetsmäklare som har varit i branschen under en längre period. Uppsatsens bidrag: Denna studie har bidragit till fastighetsmäklarbranschen genom ytterligare kunskap gällande fastighetsmäklares syn på framgång, men även hur den definieras. Detta arbete ger även ett bidrag gällande de motivationsfaktorer som grundar fastighetsmäklares definition av framgång. Förslag till vidare forskning: Det empiriska materialet i denna studie grundar sig på enkätundersökningar. Ett förslag till vidare forskningar är att tillämpa intervjuer. Detta möjliggör ett mer nyanserat svar med bredare och flera möjliga infallsvinklar på den aktuella fråga som ställs. Nyckelord: Fastighetsmäklare, framgång, motivationsfaktorer, definition / Titel: The pursuit of success - Realtors definition of success in their profession and the factors that motivate them to achieve success. Level : Final assignment for Bachelor Degrees within Real Estate Science Author: William Dam, Varo Dalawy Supervisor: Bengt Kjellgren Aim: The purpose of this study is to be able to explain the definition of success in the real estate industry. The purpose is to be achieved by answering the following two research questions: How do real estate agents define success in their profession? What factors motivate real estate agents to succeed (or become successful) in their profession? Method: This study has applied a quantitative method. The empirical material in this study has been collected through a survey that was randomly sent out to 161 randomly selected registered real estate agents all around Sweden. Result & Conclusion: The results showed that the definition of success is mainly about a combination of a good salary and a balance in both work and private life. What drives real estate agents to their definition of success is based on the individual's financial situation. However, it is worth noting that the different respondents are at different stages in their careers. Thus, one can see a shift in their definition of success, on the realtors who have been in the industry for a long period. Contribution of the thesis: This study has contributed to the real estate industry through additional knowledge regarding the real estate agent's view of success, and how it is defined. This work also provides a contribution regarding the motivational factors that base the real estate agent's definition of success. Suggestions for future research: The empirical material in this study is based on questionnaires. A proposal for further research is to apply for interviews. This enables a more nuanced answer with a broader and several possible angles of approach to the current question being asked. Keywords: Realtors, success, motivational factors, definition

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Medarbetare spelar en avgörande roll för verksamhetens framgång, enligt Hedegaard Hein (2012). Därför är det viktigt att hålla medarbetare ständigt motiverade i arbetet. Det är viktigt för arbetsgivare att ha kunskap om hur medarbetarna motiveras och vara medveten om att olika medarbetare kan motiveras på olika sätt. En faktor som kan avgöra hur en person motiveras är ålder (Hedegaard Hein, 2012). Warr (2001) lyfter kopplingen mellan ålder och motivation i sin studie och menar att motivationsfaktorerna kan förändras med åren, vilket är något som ledningen bör ha i åtanke. Syftet med denna studie undersöka och jämföra betydelsen av faktorer som påverkar arbetsmotivationen hos äldre och yngre medarbetare. Studien kommer att bidra med information som kan vara till hjälp för organisationer som har svårt att motivera sina äldre medarbetare. Dessutom syftar studien till att rapportera om hur motivationsfaktorer skiljer sig mellan äldre och yngre medarbetare. Studien baseras på en kvantitativ metod i form av en webbenkät, där det samlats in svar från cirka 80 medarbetare i en organisation, där cirka 60% tillhör kategorin äldre medarbetare (55+) och 40% yngre medarbetare (18–55 år). Enkäten består av 15 frågor som berör ämnet arbetsmotivation. Målet med enkäten är att ge information som kan analyseras för att identifiera eventuella mönster i hur arbetsmotivationen skiljer sig åt beroende på ålder samt vad dessa skillnader kan bero på. Det finns även kvalitativa inslag i arbetet och detta i form av ett samtal med en person i organisationen. Studiens resultat visade att betydelsen av Herzbergs hygienfaktorer minskar med ökad ålder och att betydelsen av Herzbergs motivationsfaktorer ökar med ökad ålder. Äldre medarbetare värdesätter samhörighet och sociala relationer högre än de yngre medarbetarna medan yngre medarbetare finner aspekter som lön mer motiverande. / Employees play a crucial role in the success of an organization, according to (Hedegaard Hein 2012). Therefore, it is important to keep employees constantly motivated in their work. It is essential for employers to have knowledge about how employees are motivated and be aware that different employees may be motivated in different ways. One factor that can determine how a person is motivated is age (Hedegaard Hein, 2012). Warr (2001) highlights the connection between age and motivation in his study and suggests that motivational factors can change over the years, which is something that management should take into consideration. The purpose of this study is to investigate and compare the importance of factors that influence the work motivation of older and younger employees. The study aims to provide information that can be helpful for organizations struggling to motivate their older employees. Additionally, the study aims to report on how motivational factors differ between older and younger employees. The study is based on a quantitative method in the form of a web survey, where responses were collected from approximately 80 employees in an organization, with approximately 60% categorized as older employees (55+) and 40% as younger employees (18-55 years). The survey consists of 15 questions related to the topic of work motivation. The goal of the survey is to provide information that can be analyzed to identify any patterns in how work motivation differs depending on age and the potential reasons behind these differences. There are also qualitative elements in the work and this in the form of a conversation with a person in the organization. The results of the study showed that the significance of Herzberg's hygiene factors decreases with increasing age, while the significance of Herzberg's motivational factors increases with age. Older employees value a sense of belonging and social relationships more than younger employees, whereas younger employees find aspects such as salary more motivating.

Background: The globalisation of the fashion industry has allowed competition to increase and speed up the production. This has influenced supply chains to give up on ethical factors in order to push sales of cheap, Fast Fashion. The concept of Slow Fashion developed to challenge the unsustainable business models of fast fashion, implementing conscious production. However, it is hard to compete with cheap price and rapid production and therefore the promotion plays a crucial role in the survival of Slow Fashion companies. Even though green marketing and demarketing have been investigated as promotional strategies, no research has been dedicated towards promotion strategies that benefit Slow Fashion business models through keeping the company values.   Purpose: This paper seeks to identify how it is possible to promote the Slow Fashion business model to motivate the customer to choose Slow Fashion.   Method: In order to fulfil the purpose and answer the research question, a qualitative study was implemented through semi-structured, in depth interviews of which the results were compared and analysed with existing research and theories. The interviewees were all selected from their expertise regarding the subject. Participating companies were selected through convenience sampling and the experts participating through snowball sampling   Conclusion: The results shows that providing the consumer with transparency, information and anti-consumption would be a successful way to promote Slow Fashion businesses in order to stay competitive. However, it is uncertain if using one of these strategies leads to a competitive advantage. One has to keep the same message through all elements of the promotion in order to stay true. The proposed promotion strategy ought to be involving the consumer through communities and repair shops and going together as a movement of the whole industry.

Abstract Title: What motivates Swedish Millennials’ choices when buying wine?  Level: Bachelor thesis in Business Administration, final assignment.  Authors: Richard Tarschis and Dag Ehlin  Supervisor: Jonas Kågström  Date: 2018 – January  Aim: The purpose of this work is to analyze which driving forces affect the Swedish Millennials’ choices in the purchasing process of wine.  Method: We used a quantitative research method in the form of a web-based survey that was sent out via Facebook and email with a total of 254 respondents. These data were then analyzed in the SPSS statistical software through cluster analysis, factor analysis and correlation analysis. The selection was aimed at Swedish men and women from Generation Y.  Results & Conclusion: The results showed that the two most important driving forces were the emotional aspect as well as Word of Mouth. We also found that hedonism is a driving force for buying wine in general rather than for buying a specific wine.  Contribution of the thesis: The study contributes to an understanding of what driving forces are the basis for purchasing decisions of a particular wine for the younger part of Swedish Generation Y. For marketers, this means knowledge about which marketing strategies they should use to reach the target group in question.  Suggestions for future research: Future research should focus on replicating the study with a representative sample, a selection that is evenly distributed between all ages of the generation. It would also be interesting to replicate the study in neighboring countries such as Norway and Finland.  Key Words: Consumer behavior, motivational factors, purchasing process, wine consumption, Millennials, Sweden.