published_or_final_version / Public Administration / Master / Master of Public Administration

published_or_final_version / abstract / toc / Education / Master / Master of Education

The aim of the present study was to compare the values and achievement motivation of managerial and non-managerial female employees within the banking industry in South Africa.This research investigation was primarily aimed at determining whether there is a difference between these two groups in terms of their values and their achievement motivation and, if there is such a difference, whether this is a key to an understanding of upward mobility in women. One hundred and twenty-one female subjects were selected from four different financial institutions in the banking industry to participate in the project. The Values Questionnaire and the Achievement Motivation Questionnaire were administered to the subjects under controlled conditions. The values include sense of belonging, security, self-respect, warm relationships with others, fun and enjoyment in life, being well respected, sense of accomplishment, self-fulfilment and excitement. The achievement motivation factors include goal directedness which comprises persistence, awareness of time and action orientation, and personal excellence comprising aspiration level and personal causation. After the data was statistically analysed using intercorrelation, a number of significant relationships were found between the values for the total sample, the managerial and the non-managerial subject group, and between the achievement motivation factors for each of these three groups. When the t-test was applied, no significant differences were found between the managerial and the non-managerial groups in terms of their values, but when considering their achievement motivation, a significant difference emerged in terms of aspiration level. Correlations revealed a number of significant relationships between the values and the achievement motivation factors for both the managerial and the non-managerial subjects. Finally, using analysis of variance (ANOVA), significant relationships were found between a number of the biographical variables and the values both of the managerial and the non-managerial groups, and between the biographical variables and the achievement motivation both of the managerial and the non-managerial groups. Various tentative explanations for these findings have been provided. / Thesis (M.A.)-University of Natal, Durban, 1995.

Darbuotojų motyvacijos klausimas yra aktualus ne tik privačiojo, bet ir viešojo sektoriaus organizacijoms. Vis dažniau akcentuojamas valstybinių įstaigų darbuotojų motyvacijos trūkumas, kas sąlygoja mažesnį veiklos efektyvumą, o tuo pačiu ir viso sektoriaus efektyvumą. Darbo tikslas – pateikti sprendimus Kauno apskrities viršininko administracijos darbuotojų motyvacijai gerinti. Darbą sudaro trys pagrindinės dalys. Pirmojoje darbo dalyje atskleidžiama darbuotojų motyvacijos samprata, reikšmė, apžvelgiamos pagrindinės motyvacijos teorijos bei pagrindinės valstybinių organizacijų darbuotojų motyvavimo priemonės. Antrojoje darbo dalyje atlikta Kauno apskrities viršininko administracijos darbuotojų motyvacijos analizė bei organizacijos darbuotojų motyvacijos tyrimas. Tyrimui iškelta hipotezė - Kauno apskrities viršininko administracija susiduria su silpnos darbuotojų motyvacijos problema - buvo patvirtinta. Trečiojoje darbo dalyje remiantis antroje darbo dalyje atliktos analizės rezultatais, formuojami motyvacijos problemų sprendimai. / The problem of the research: attempt to improve activities of public institutions depends on ability successfully and rightly to motivate public service workers. The public institutions must find the methods to improve employees’ motivation, because only motivated employees can reach the aims of organization and improve the quality of public service offering. The main aim of this work is to analyse and to estimate motivation system in Kaunas County Governor’s administration, to appraise the possibilities of improvement of employee motivation ant to present the possible solutions of actual motivation problems in this organization. The overview on the motivation conception sources, analysis of importance of motivation is made in the first part of this work. Seeking for a better understanding, the main classical motivation theories’ features are overviewed. Kaunas County Governor’s Administration’s employee’s motivation is analysed in the second part of this work. A questionnaire research showed, that the main motivators are payment, social guarantees, good relationship with manager and colleagues, the right estimation process, possibilities of career in organization, the possibilities to raise qualification. A tested hypothesis is the following: the existing personnel motivation is weak in Kaunas County Governor’s Administration. This hypothesis was confirmed. In the third part the suggestions and the ways of solving employees’ motivation problems in this organization are... [to full text]

High qualified and well motivated staff is very important for successful transport enterprises functioning – this ensures the competitive advantage to the firms. The aim of this research is to analyse the main aspects and tendencies of personnel management in Lithuanian enterprises, to identify the main problems in this field and to investigate possible ways for improvement. In the final paper of master studies it is performed theoretical analysis of the main personnel management problems in transport enterprises and analysed the results of personnel opinion survey. Special attention is paid to staff motivation and development. In the final work complex model of personnel motivation in transport enterprises is presented. There are also formulated the main principles of formation and improvement of personnel development system and analyzed the importance of retaining the staff. On the basis of performed analysis and research at the end of the final work are formulated conclusions and suggestions for improvement of current situation.

Baigiamajame magistro darbe nagrinėjama personalo motyvavimo statyboje problema. Analizuojama įmones vertybių sistema, jos formavimas, įtaka organizacijos narių elgesiui bei veiklos sėkmei. Nagrinėjama darbuotojų motyvacijos svarba, jos tobulinimo aspektai, žmogaus poreikių prioritetai. Daug dėmesio skiriama veiksniams, kurie daro įtaka motyvacijai: darbo organizavimas, skatinimo budai, vadovavimo stilius. Apžvelgiama Lietuvos ir užsienio autorių patirtis įmones vertybių sistemos bei darbuotojų motyvavimo klausimais. Išnagrinėjus teorinius darbuotojų motyvavimo metodus, pasiūlomas kompleksinis personalo motyvavimo modelis, sukurtas atsižvelgiant į dabartinę statybų padėti Lietuvoje, aprašoma motyvacinės sistemos įtaka statybos dalyvių veiklai, pateikiamos išvados ir siūlymai, literatūros sąrašas. Darbą sudaro 6 dalys: įvadas, teorinė dalis, kurioje aptariama darbuotojų motyvacijos samprata, išanalizuotos pagrindinės turinio ir proceso motyvacijos teorijos, užsienio literatūros ir tyrimų apžvalga, siūlymai, kuriuos būtų galima taikyti Lietuvoje, išvados ir literatūros sąrašas. Darbo apimtis 87 p, 20 lentelių, 11 iliustracijų, 53 bibliografiniai šaltiniai. / The master thesis analyses the problem of personnel motivation in construction works. Examination follows company’s value system, its formulation, and influence over members’ behavior as well as overall company’s success. The matter under investigation concerns the importance of motivation, its development aspects, and human demands priorities. The consideration is shown for those factors having a great influence over motivation, such as work organization, inducement methods, and management style. The thesis covers experience of Lithuanian and foreign countries regarding the company’s value system and employees’ motivation. The theoretical part is followed by integrated personnel motivation model that is created in consideration of the current Lithuania situation in construction works. The work also describes the influence of motivational system over the participants in construction works. The literature list, conclusions, and suggestions are proposed as well. Thesis structure consists of 6 sections: Introduction; theoretical part that discusses the conception of employees’ motivation and main theories regarding the content and process theories of motivation; review of foreign literature and research; suggestions that could be applied in Lithuania; conclusions and reference list. Thesis consists of: 87 p. text, 11 pictures, 20 tables, 53 bibliographical entries.

Efektyvus personalo valdymas galimas tik tada, kai tinkamai suprantama žmogaus poreikių ir vertybių sistema. Šiuo tyrimu siekta išsiaiškinti, kokios motyvacijos priemonės įmonėje panaudojamos efektyviausiai ir kurios aktualiausios darbuotojams. Tyrimo metu apklausus 109 salonų darbuotojus ir regionų vadovus, siekta išsiaiškinti, kurios motyvacijos priemonės labiausiai atitinka darbuotojų lūkesčius, ir kaip motyvaciniai darbuotojų poreikiai priklauso nuo demografinių veiksnių. Atlikus tyrimą nustatyta, kad svarbiausios UAB „Omnitel‘ darbuotojų motyvavimo sistemos problemos yra vadovų įvertinimo stoka, nepakankamos kvalifikacijos kėlimo galimybės, tai, kad atokesniuose regionuose darbuotojai neturi karjeros galimybių. Taip pat kai kurios darbo sąlygos (nuolatinis stresas, darbo programų dažni trikdžiai) kelia darbuotojų nepasitenkinimą darbu. Siekiant išspręsti šias darbuotojų skatinimo problemas, svarbu parinkti optimaliausius darbuotojų valdymo metodus, teisingai paskirstyti darbus, atsižvelgti į individualius darbuotojų poreikius ir savybes. / Effective management of staff may only be when the human needs and values are properly understood. This study aimed to find out what motivates the company to use the most effective methods and which are concentrated in the workers. The study surveys 109 salons staff and regional leaders, sought to clarify the motivation of the most consistent with the expectations of employees, and motivating employees as the needs of demographic factors. The study found that the most important problem of UAB Omnitel’ employee motivation system is the lack of leaders assessment, lack of training opportunities, and the fact that the fringes do not have career opportunities for employees. Also, some operating conditions (constant stress, work programs, frequent interruptions) a workers' dissatisfaction with the work. To remedy these incentive problems, it is important to choose the optimal staff management methods, the fair distribution of work, to take into account the individual needs and characteristics.

This thesis addresses the capacity development needs of white-collar employees within large organizations. Common employee problems of violation and diminishment of potential are ignored by mainstream organizational theory and management practice. Because these problems are unarticulated in any formal sense they lack legitimacy in the mainstream discourse. I label such problems, that result from unequal social relations, as problems of "disempowerment". This labelling re-conceptualizes the large organizational context as a political community with an institutionalized capacity to disempower employees, stunt their personal, social and political development, and inhibit any challenge to the existing privileged arrangements. The re-labelling of common employee problems in this way positions the research challenge in the political domain, stimulates the capacity to redefine problematic social relations in creative ways and opens the way for different possibilities and different solutions. An analytical examination of multi-disciplinary scholarship reveals articulation of a common theme that can be viewed as facets of the problem which I identify as one of disempowerment. The main body of the thesis examines these disciplines and collates the literature of concern into a structured argument. The main thrust of the argument is that the alternative debate to mainstream organizational theory and management practice has been marginalized and lacks legitimacy. This situation allows the orthodox view, with its focus on technical problem solving and efficiency, to ignore the more humane aspects of organizational life that demand the socio-political development of employees in order for them to make a meaningful contribution. Although there is a rhetoric of empowerment in organizational development thrusts, these do not address the political challenge of organizational life. The thesis suggests that employees, in collectively picking up the challenge of their own personal, social and political development, can transform organizations into becoming more humane ones that promote capacity development as a common benefit. This initiative would require the institutionalized support of academe in legitimizing and disseminating an alternative debate. / Thesis (Ph.D.) - University of Natal, Pietermaritzburg, 1999.

Diese Arbeit beschäftigt sich mit der Motivation von Mitarbeitern an öffentlichen wissenschaftlichen Einrichtungen. Anhand einer Mitarbeiterumfrage am Leibniz-Institut für Agrartechnik Potsdam-Bornim e. V. werden mehrere Hypothesen untersucht, die auf der Self-Determination-Theory basieren. Die Analyse zeigt, dass viele Befragte eine hohe autonome Motivation aufweisen. Insbesondere das Gefühl, Wahlmöglichkeiten und Gestaltungsspielräume bei der Arbeit zu besitzen, beeinflusst die Motivation positiv. Während Führungskräfte dieses Gefühl der Autonomie stärken können, haben Charaktereigenschaften keinen Einfluss hierauf. Darüber hinaus zeigt sich, dass in der Wissenschaft ein Gefühl der sozialen Eingebundenheit im Arbeitskontext keine bedeutende Rolle zu spielen scheint. / This thesis deals with the motivation of employees at public scientific institutions. Based on a survey conducted at the Leibniz Institute for Agricultural Engineering Potsdam-Bornim e. V., several hypotheses, grounded on the Self-Determination-Theory, are investigated. The analysis shows that many respondents have an autonomous motivation. In particular, having feelings of choice and leeway regarding the work positively affects motivation. While leaders can strengthen this feeling of autonomy, personality traits have no influence. Furthermore, a feeling of relatedness within the work place seems to play no significant role in scientific contexts.

Thesis (M.B.A.)--University of Hong Kong, 1996. / Includes bibliographical references (leaf 72-73).