The main aim of the study is to compare the extent to which the need for autonomy, relatedness and competence of baby boomers, generation X, Y and Z employees of Denel Dynamics is being satisfied and how this influences motivational strategies. The issue of generation is becoming more important due to different ways and methods required to manage different generations. A quantitative study was done by means of a structured questionnaire which was used in to determine the motivational preferences of the participants. This questionnaire was developed by Van den Broeck, Vansteenkiste, De Witte, Soenens and Lens (2010) and is based on the self-determination theory developed by Deci and Ryan. Results indicate that baby boomers have a stronger need for autonomy as compared to the other generations. Similar needs for relatedness were shown by all the generations. In view of the findings, recommendations are made to management to optimize motivational strategies and these recommendations show how each generational needs relating to self-determination theory should be addressed. / MBA (Business Administration), North-West University, Potchefstroom Campus, 2015

The main aim of the study is to compare the extent to which the need for autonomy, relatedness and competence of baby boomers, generation X, Y and Z employees of Denel Dynamics is being satisfied and how this influences motivational strategies. The issue of generation is becoming more important due to different ways and methods required to manage different generations. A quantitative study was done by means of a structured questionnaire which was used in to determine the motivational preferences of the participants. This questionnaire was developed by Van den Broeck, Vansteenkiste, De Witte, Soenens and Lens (2010) and is based on the self-determination theory developed by Deci and Ryan. Results indicate that baby boomers have a stronger need for autonomy as compared to the other generations. Similar needs for relatedness were shown by all the generations. In view of the findings, recommendations are made to management to optimize motivational strategies and these recommendations show how each generational needs relating to self-determination theory should be addressed. / MBA (Business Administration), North-West University, Potchefstroom Campus, 2015

Temos problema ir aktualumas. Šios temos aktualumą ir naujumą atskleidžia faktai, kad pastaraisiais dešimtmečiais išsivysčiusiose šalyse tradicinės šeimos funkcionavimas bei jos raida patyrė gana didelių pokyčių. Įvairių sričių mokslininkus šeima kaip visuomenės institutas domina nuo seniausių laikų. Nūdienos požiūris į šeimą yra veikiamas ėjimo į liberalią ir rinkos ekonomikos visuomenę. Šeimos institucijos suvokimas kinta, įsigalint globalizacijai bei postmodernistiniam pasaulio suvokimui. Kintant šeimos suvokimui, keičiasi ir socialinės normos, santykiai, vertybės. Tyrimo problema. Šeimos vertybių kaitos problematika žvelgiant trijų kartų akimis. Darbo objektas. Tradicinės šeimos vertybės ir jų kaita. Darbo tikslas. Išstudijuoti ir ištirti trijų kartų atstovų požiūrį į šeimą, jos vertybes bei tų vertybių pokyčius. Darbo uždaviniai: 1. Išnagrinėti šeimos instituto funkcijas. 2. Išstudijuoti teorinius požiūrius į šeimą. 3. Išanalizuoti XXI a. pasaulio iššūkius šeimos institutui bei vertybių suvokimą. 4. Ištirti šeimos vertybes ir pateikti trijų kartų įžvalgas. Darbo metodai. Mokslinės, psichologinės, pedagoginės literatūros ir šeimos institutą reglamentuojančių dokumentų bei kitų šaltinių analizė ir pusiau struktūruotas interviu. Tyrimas atliekamas tam tikrais etapais: 1. Interviu su pirmosios kartos atstovais (vaikais) ir interviu rezultatų analizė; 2. Interviu su antrosios kartos atstovais (tėvais) ir interviu rezultatų analizė; 3. Interviu su trečiosios kartos atstovais... [toliau žr. visą tekstą] / Problem and relevance of the work. Relevance of this topic and the novelty of the facts reveals that, there are the traditional family functioning and its development has suffered rather major changes in recent decades in developed countries. Since the ancient times scientists from different fields are interested in family as a public institute. Today's approach to the family is affected by walking into a liberal and a market economy society. Perception of the family institution changes, because globalization and postmodern world view taking hold. social norms, relationships, values is changing when changes the perception of the family. Problem. The problematic of changes of the family values: a three-generations insights. Object. Family values and their changes. Objective. To study and explore attitudes towards the family, its values and the changes of the values. Tasks: 1. To review functions of the family institution. 2. To study the theoretical views to the family. 3. To analyze the challenges of the twenty-first century to the family institute and the perception of its values. 4. To explore the values of the family and to provide a three-generations insights. Methods. First, analysis of scientific, psychological and educational literature and the documents which governing family institute and other sources; second - semi-structured interview. The study was done in stages: 1. Interviews with representatives of the first generation (children) and interview results; 2... [to full text]

Immigrant entrepreneurship is defined as business establishment and ownership among immigrants who arrive to a new host country. Immigrant entrepreneurship has become an important theme due to the increasing rates of immigration to developed countries, and its impact on their economic development. However it is also discredited and qualified as low value-added, rarely innovative, restricted to the ethnic communities and with stagnating growth potential. Following this debate, a new research stream affirms that immigrants should not be treated as one entity. Thus attention is shifting towards groups of immigrant entrepreneurs that were previously neglected in the literature. One such group consists of the second generation children of immigrants. Work to date provides ample investigation about immigrant entrepreneurs and their entrepreneurial process; however there is less research on similarities and differences in the entrepreneurial process experienced by first and second generation immigrant entrepreneurs. Despite some recent research on second generation immigrant entrepreneurs, this topic remains understudied. The objective of this study is to understand, from a multi-level perspective, how different generations of immigrant entrepreneurs experience the entrepreneurial process. Using a grounded theory approach and qualitative in-depth interviews, the findings indicate that first and second generation immigrant entrepreneurs experience the entrepreneurial process differently by facing different micro and macro level enablers and obstacles. They also recognize, evaluate and exploit opportunities differently. The extent to which they are embedded in specific environments affects their entrepreneurial experiences.

The U.S. Office of Personnel Management reported the productivity levels of the American multigenerational workforce decreasing as leaders strive to actively engage employees to improve organizational output. The purpose of this qualitative single case study was to explore what leadership strategies federal government managers use to engage a multigenerational workforce. The conceptual framework consisted of Kahn's employee engagement theory and Strauss and Howe's generational cohort theory. The sample consisted of 3 federal government managers within metro Atlanta, Georgia who had successfully managed a multigenerational workforce, demonstrated through the feedback they received from their employees. Data were collected using face-to-face semistructured interviews and a review and analysis of company documents. Data analysis consisted of applying Yin's 5 step data analysis process, and member checking and methodological triangulation of the data strengthened the trustworthiness of interpretations. Emergent themes included generational differences; strategies for working with multigenerational differences; and strategies for engaging a multigenerational workforce. The most effective strategies involved training, communication skills, and team building. Findings from this study may contribute to social change by providing federal government managers with the framework for understanding and engaging its multigenerational workforce, which can result in promoting positive relationships between coworkers, families, and communities. Positive relationships in the workforce may increase employee morale and motivation and decrease employee turnover and the unemployment rate.