The current study investigates instructional design factors that can be manipulated to enhance learner motivation. A goal-based approach to enhancing motivation is discussed, along with current theory concerning the goal orientation an individual learner brings to an instructional situation. The efficacy of Prospect Theory as a cognitive mechanism underlying the valuation of effort toward a goal is discussed, and an experiment is presented in which goal messaging is manipulated based on the predictions of Prospect Theory as well as Goal Setting Theory. A Web-based tutorial consisting of ten sections of text, each with a recall test, was used. An ability goal orientation was found to impact section quiz scores. Both goal message framing and goal difficulty level were found to interact with an ability goal orientation to impact performance on section quizzes. A learning goal orientation was found to interact with goal difficulty to impact section quiz scores. The author concludes that while the study supports the use of goal messaging to enhance motivation, such manipulations by educators must be made in light of the goal orientations a learner brings to the instructional setting.

Academic cheating frequency, motivating factors for cheating, and student reasons for cheating have been studied extensively for decades, but nearly all of the research has been conducted with typically-developing students. To date, only one published study has examined cheating among students with learning disabilites, despite over 2 million students in American schools having been diagnosed with a learning disability. Students who engage in academic cheating, as well as students who have learning disabilities, are more likely to have low levels of self-efficacy, hold more performance goal orientations, and have higher levels of impulsivity. Therefore, in the present study, individuals with a learning disability were expected to cite significantly more reasons for cheating related to those three variables, as well as to endorse cheating as being acceptable in more academic situations. Learning disability status, cheating tolerance, and reasons for cheating were measured in 77 Amazon Mechnical Turk adult participants through self-report surveys. Results revealed no difference in cheating tolerance between individuals with learning disabilities and their typically-developing peers. Individuals with a learning disability cited significantly more reasons for cheating related to low self-efficacy and performance goal orientations compared to their typically-developing peers, but not for reasons related to impulsivity. Strengths, limitations, and future directions are discussed.

The purpose of the study was to evaluate the effects of goal setting and fitness trackers to increase daily step counts in adolescents with intellectual disability. An A-B-A-B withdrawal research design was implemented to evaluate the effectiveness of the intervention. The results indicated that goal setting and fitness trackers were effective in increasing daily step counts for two out of three participants.

Goal Orientation (GO), the behavioral tendencies for the goals individuals will adopt in a variety of situations has been thoroughly utilized to understand feedback seeking behaviors. While previous and ongoing research has answered many questions within this area, there remains theoretical inconsistencies involving these relationships. For example, the relationship between prove performance goal orientation (PPGO) and feedback seeking has largely been inconsistent. There are also relationships yet to be tested such as how the GO dimensions are related to different sources of feedback within the workplace. Because of this, the purpose of the present research was to examine the relationships between the three GO dimensions and feedback seeking to different sources (supervisor and colleague). Additionally, the impact of impression management on the relationship between PPGO and feedback seeking behaviors, and the impact of feedback source credibility on the relationship between learning goal orientation (LGO) and feedback seeking behaviors was examined. Based on a sample of 291 working adults in southern California, results indicated that LGO and PPGO positively predicted feedback seeking to a supervisor and a colleague. Additionally, APGO (avoidance performance goal orientation) was unrelated to either feedback source in regression models containing LGO and PPGO, but bivariate correlations revealed a small positive relationship between APGO and a colleague. Impression management did not practically moderate the relationship between PPGO and feedback seeking to a supervisor and feedback source credibility did not impact the relationship between LGO and feedback seeking to a supervisor. This means that individuals with a LGO and PPGO have tendencies for seeking feedback from not just a supervisor, but also colleagues within the workplace, while APGO individuals may lean towards a colleague for feedback. For the two interactions, Impression management may not be an adequate measure for finding the inconsistencies between PPGO and feedback seeking. Finally, feedback source credibility does not seem a factor for LGO individuals in the feedback seeking process. Practical and theoretical implications are provided along with the limitations and suggestions for future research.

ABSTRACT The Development of an Online Interactive Resource for Enhancing Motivation in Swimmers Richard Judson Clark Research pertaining to motivation in athletics and the link that it has to continued participation in sport is widespread. Despite the resources available, adolescents continue to drop out of sports at alarming rates. The purpose of this project was to create an online tool and resource center to enhance motivation in swimmers that participate in a year-round swim program in San Luis Obispo, California. The development of the site http://athletenet.net was created based on research linked to the Self-Determination, Cognitive Evaluation, Reversal, and Achievement Goal Theories. Swimmers can login to the website to set a variety of goals including practice/technique goals, short-term goals, long-term goals, and dream goals. More importantly, swimmers have the option to share these goals with their coaches via the website. Additional features for swimmers include daily practice ratings, daily journals, team blog, and performance charts for practice and meet results. The tools that have been created for the swimmers on the website are based on research that supports an athlete-directed environment in which coaches empower their athletes to define their own success. Future research could include empirical studies in which researchers examine the extent to which these interactive tools enhance intrinsic motivation and decrease dropouts among swimmers.

Memoria para optar al título de Ingeniero Civil Industrial / Los programas de lealtad son esenciales en la industria del retail para mantener una relación a largo plazo con los clientes A los consumidores se les da recompensas por las compras en forma de premios que ellos elijen canjear. Esto crea una relación más estable en el tiempo lo que se puede traducir en una mejor experiencia de compra para el cliente, y también en mayores ganancias. Si bien las empresas implementan distintas iniciativas de marketing para mejorar el impacto de sus programas de lealtad, no existe claridad de cuáles políticas promocionales sean más efectivas. Este proyecto de título quiere entregar información relevante para los tomadores de decisión de los programas de lealtad al momento de decidir promociones o cambios estructurales en su programa de fidelización. El objetivo general de la memoria es cuantificar los cambios en el comportamiento de compra causado por cambios en los niveles de canje en un programa de lealtad. En específico, se quiere determinar el efecto de ingresar un nuevo nivel de canje al programa y, por otro lado, el efecto de promociones que disminuyen los puntos necesarios para canjear premios del programa. Esto se realiza a través de un análisis de datos transaccionales pasados para el estudio del nivel de canje que ingresó al programa en noviembre del 2010 y a través de un experimento de campo para las promociones en los niveles de canje, en donde si se cumple una meta de compra, se regalan puntos (abono) o se hace un descuento en el nivel de canje. Mediante herramientas de análisis estadístico de un cuasi-experimento y el diseño e implementación de un experimento aleatorio se miden las frecuencias de compra y gasto para ver la efectividad de los cambios asociados a los niveles de canje del programa de lealtad. Los resultados muestran que un nivel de canje no estimula la frecuencia de compra ni el gasto a los clientes que quedaron cerca de la nueva meta, de hecho, la frecuencia disminuye un 8,3% después de la creación del nivel de canje y los cambios no son consistentes con la teoría del Goal Gradient. También el nuevo nivel de canje crea una canibalización de los canjes en niveles aledaños, perjudicando más al siguiente nivel de canje. En cuanto al experimento realizado, los resultados muestran que informar la distancia al nivel de canje acelera la frecuencia de compra, pero entregar pocos puntos al cliente para disminuir esa distancia (como abono o descuento) no es estímulo suficiente para acelerarla. Este trabajo también analiza posibles problemas de endogeneidad que explicarían este último resultado. Como conclusión se llega a que el efecto de Goal Gradient no está presente en los niveles estudiados en este programa de lealtad, que las metas y los premios no crearon en los clientes una presión que los incita a esforzarse y llegar al nivel de canje. Las recomendaciones son crear niveles pilotos antes de incluirlo definitivamente en el programa y testear si aumenta el consumo de los clientes. También se recomienda no gastar recursos en campañas que ofrecen pocos puntos.

The World Health Organization (WHO) promotes physical activity as a primary way to maintain health, but many individuals do not participate in this health-promoting behavior. Despite the potential for public service announcements (PSAs) to communicate health information and promote behavioral change, no prior research on developing video PSAs to promote physical activity was found. The purpose of this quasi-experimental study was to examine how affective and information video PSAs for a public health campaign affect future levels of intention to engage in physical activity. The PSAs were developed and filmed specific for this study using the model of goal directed behavior (MGDB) as the foundation for PSA development. Participants were recruited to view PSAs with the message foci of empathy, fear, information, and combination messages to determine which focus area is perceived to be most persuasive for promoting physical activity. This research examined moderating effects of current physical activity habits related to the duration of physical activity and the covariance with stage of change readiness. Differences in perceived effectiveness between the different message foci were found with participants perceiving the empathy video as most effective, followed by combination, with fear and information being perceived as least effective. For participants who meet WHO recommendations for exercise activity, the PSA based on fear was most effective, with fear also being most effective for those participants right below that level of physical activity. Many participants (61%) had a positive affect while watching the four PSA videos. Social implications related to improving public health communication through video PSAs that effectively promote health behavior change.

Thesis (MPA.) -- University of Limpopo, 2014 / The study seeks to determine whether the introduction of Performance Management System (PMS) in Mbombela Local Municipality (MLM), Mpumalanga Province has effects on service delivery. Municipalities tend to focus mainly on complying with legislative requirements of having an Integrated Development Plan (IDP) and PMS other than implementing the IDP and PMS to enhance the delivery of services to the community. The annual performance reports of MLM for the financial year 2009/2010 and 2010/2011 indicates performance targets in which some were achieved while in some cases the municipality failed to achieve. The Department of Cooperative Governance and Traditional Affairs (CoGTA) introduced the Performance Management Framework in municipalities with the aim of empowering communities to demand better services and hold municipalities accountable. In this regard a literature review was undertaken. In the literature review, it became evident that communities have displeasure in the delivery of services such as electricity, water, sanitation and roads. Further findings in the study indicate that the introduction PMS in MLM has not led to positive change in the delivery of services. Recommendations made in the study for MLM to enhance service delivery through PMS, include cascading PMS to all employees in MLM, change management and communication strategy. Further issues of alignment and integration of the IDP processes, budget, PMS, monitoring, evaluation and training on the formulation of Key Performance Areas and Key Performance Indicators are recommended.

Thesis (MPA) --University of Limpopo, 2011 / The proposed study intends to establish how procedural the reward system is being implemented in the Limpopo Department of Health and Social Development and whether claims of bias are founded. The study is intended to determine the system’s influence on the organization’s ability to track poor performance and manage it. Also providing a refreshed view of the current pitfalls in the implementation of the program therefore providing indications of remedial action to recover the purpose of the PMDS. To assess the impact of Performance Management practices and explore best implementable practices which lead to effective performance management system and best service delivery by the Limpopo Department of Health and Social Development. Qualitative research approach using interview schedule for HR and line managers was utilised. The findings are that the system can not be linked to employee output but an obvious benefit is employee rewards.

Thesis (MPA.) -- University of Limpopo, 2015 / This study is an investigation of managing the performance of section 57 managers in South Africa, with special reference to municipalities within the Capricorn District Municipality in Limpopo province. This research was necessitated by the fact that even though there has been an adoption of the Performance Management System in order to speed up service delivery and transformation, performance management still remains grossly inadequate, in the South African public sectors especially in local government. This point out that in spite of the existing policy framework governing the management of performance in municipalities, most municipalities in South Africa are still struggling to perform efficiently and effectively. The problem statement provided a foundation within the aim and the objectives were explained. Contextualisation of the study was based on the existing legislative, theoretical and conceptual perspective that apply to performance management. The study also outlined the research method (only qualitative research method was used) and the technique used as a data collection method was the interviews. The researcher presented, analysed and interpreted the research findings where the researcher employed the use of figures and descriptive analysis to present data. In drawing conclusions it became clear that there were problems hampering the performance of Section 57 manager in municipalities within the Capricorn District Municipality. The main problems were identified to be lack of dedicated and qualified personnel to perform the function of PMS, lack of training and rewards to motivate senior managers who far exceed the set targets. Therefore to eliminate these problems recommendations were also suggested to assist municipalities in carrying out their developmental mandate this include among others, proper consideration of training need, continuous evaluation of senior managers performance, and the provision of rewards to employees who performed above the level expected.