University libraries struggle to keep up with rapidly changing technology and the associated change in teaching strategy. Most administrators and librarians are often not trained to assess space needs and struggle to reassign library spaces for non-traditional library use. As such, they often embark on expensive and time-consuming feasibility studies, using (typically) hard-earned monies to complete the research or to pilot a new space. What academic research library administrators and staff lack is an analysis tool for discovering and planning needed renovations and improvements in aging library facilities. The purpose of this research project was to determine how students use library spaces for learning in this new high-tech, hands-on education experience (i.e. synthesis of previous research); develop a tool that can be used by library staff to self-analyze existing academic library spaces, identifying areas that could be improved for student benefit (e.g. provide a checklist of potential learning spaces that institutions should carefully consider adding to their facilities); and provide some examples/case studies of potential facility improvements. The end result is a hierarchical self-analysis tool that merges space options, Abraham Maslow's Hierarchy of Needs, and an example of library-user personas. It also provides some general cost guidelines, helpful construction tips, and a synthesis of exploratory questions related to strategy and space. The tool uses evidence-based design to facilitate important conversations, provide an organized checklist of various considerations, and be a quick reference for library administrators and facility managers as they navigate the world of twenty-first century pedagogy and student learning.

Sammanfattning Kurs: ​Ämnesfördjupande arbete, Ekonomistryning 15 hp (2FE24E)  Titel​: Provisionsbaserad ersättning för fastighetsmäklare “Kan provision ses som ett belöningssystem och motivationsdrivare?”  Författare​: Anna Lennartsson, Amanda Jönsson & Ebba Waldau  Examinator​: Pia Nylinder Handledare​: Cristoffer Lokatt Bakgrund och problem​: En vanlig syn på yrket som fastighetsmäklare anses för många vara ett mer statusyrke än slitsamt yrke. Det finns inga specifika regler för den utbetalda provisionens storlek till en fastighetsmäklare och grundidén för provision hänvisas till att individer skall motiveras av att kunna påverka vad de får i lön och därmed utföra ett bättre arbete. För att individer skall utföra ett bättre arbete, kan ett belöningssystem vara optimalt eftersom det kan fungera till att förändra beteenden. För att kunna förändra beteende måste individen känna motivation, som tillkommer av olika belöningar. Det intressanta i studien blir därmed att undersöka om provision är motiverande och om hur fastighetsmäklare resonerar till provision som ett belöningssystem. Syfte​: Syftet med denna uppsats grundar sig i att undersöka fastighetsmäklarens syn på att ha en hundraprocentig provisionsbaserad lön. Vi vill undersöka fastighetsmäklares resonemang kring provision som ett belöningssystem. Slutligen vill vi analysera hur provisionen påverkar fastighetsmäklares motivation, utifrån teori modellen Maslows behovstrappa. Metod​: Studien baseras på en kvalitativ struktur och den empiriska datainsamlingen kommer från sex etablerade fastighetsmäklare runt om i Sverige. Intervjuformen som valdes var semistrukturerad intervju som genomfördes digitalt genom programvaran Zoom med samtliga respondenter. I metoden presenteras även en kort beskrivning på yrket som fastighetsmäklare. Slutsats​: Sammanfattningsvis kan vi konstatera att fastighetsmäklarnas resonemang på provision som belöningssystem är olika. De anser att provision är ett belöningssystem eftersom den provisionen de får är en belöning för det utförda arbetet. Andra resonerar däremot att provision inte är ett belöningssystem för att det anser att provisionen är den inkomst som alla har rätt till efter utförd prestation. Här ligger fokuset allt mer på den icke monetära belöningen, som mer handlar om status, ranking, rekommendationer och nöjda kunder för det är detta som belönar respondenterna till en maximerad prestation.  Provisionen kan därmed konstateras vara motiverande för vissa respondenter eftersom de motiveras av provisionens påverkan på dess lön beroende på deras utförda prestation. Men alla respondenter ser inte provisionen som den huvudsakliga motivationen eftersom en nöjd och återkommande kund är det som ger motivation till yrket som fastighetsmäklare. Nyckelord​: Belöningssystem, provision, motivation, fastighetsmäklare, finansiella incitament, flexibelt lönesystem, rörlig ersättning och Maslows behovstrappa. / Abstract Course: ​Bachelor Thesis, Financial Control, 15 hp (2FE24E) Title​: Commission based compensation for real estate agents "Can commission-based salary be seen as a reward system and motivator?"  Authors​: Anna Lennartsson, Amanda Jönsson & Ebba Waldau Examiner​: Pia Nylinder Advisor​: Cristoffer Lokatt Background and problem discussion​: ​A common view of the profession as a real estate agent is considered by many to be a more status profession than a tiring profession. There are no specific rules for the size of the commission based salary paid to a real estate agent and the basic idea for commission based salary is referred to that individuals should be motivated by being able to influence what they get in salary and thereby perform a better job. For individuals to do a better job, a reward system can be optimal because it can work to change behaviours. To be able to change behaviour, the individual must feel motivated, which is added by different rewards. The interesting thing about the study will thus be to investigate whether commissions- based salary is motivating and how real estate agents’ reason for commissions as a reward system. Purpose​: The purpose of this thesis is based on examining the real estate agent's view of having a one hundred percent commission-based salary. We want to examine real estate agents' reasoning about commissions-based salary as a reward system. Finally, we want to analyse how the commission-based salary affects real estate agents' motivation, based on the theory model ​Maslow's hierarchy of needs. Method​: The study is based on a qualitative structure and the empirical data collection comes from six established real estate agents around Sweden. The interview format chosen was a semi-structured interview that was conducted digitally through the Zoom software with all respondents. The method also presents a brief description of the profession as a real estate agent. Conclusion​: In summary, we can state that the real estate agents' reasoning on commission-based salary as a reward system is different. They believe that commission-based salary is a reward system because the commission-based salary they receive is a reward for the work done. Others argue, however, that commission-based salary is not a reward system because it considers the commission to be the income to which everyone is entitled after performance.  Here the focus is increasingly on the non-monetary reward, which is more about status, rankings, recommendations and satisfied customers because this is what rewards the respondents to a maximized performance.The commission-based salary can thus be found to be motivating for certain respondents because they are motivated by the commission's impact on its salary depending on their performance. But not all respondents see commission-based salary as the main motivation because a satisfied and returning customer is what gives motivation to the profession as a real estate agent. Keywords​: Reward system, commission-based salary, motivation, real estate agent, financial incentives, a flexible salary system, variable compensation and Maslow's hierarchy of needs.

För att företag ska kunna attrahera men också bevara kompetenta medarbetare, krävs det att de har något att erbjuda sin anställda. Detta ställer krav på en medvetenhet kring de preferenser anställda besitter, både sett till deras behov och motivation. Just nu är det arbetstagarens marknad som råder och företag har i utmaning att attrahera kompetentpersonal till organisationer. Syftet med denna studie är därför att undersöka, genomekonomistudenters preferenser, vad som motiverar dem till en arbetsplats samt vad de tror skulle få dem att stanna på en arbetsplats. Även studenternas behov kartläggs och ger en förståelse för arbetsgivarens ansvar för arbetstagares jobbsituation. Resultatet av vår studie är ämnat att hjälpa arbetsgivare i näringslivet att attrahera samt bevara kompetent personal eftersom de genom vår studie vet vad som motiverar studenterna samt vad deras behov på enarbetsplats är. Då syftet med uppsatsen fokuserar på berättelser och förståelse av individers upplevelser gjordes en kvalitativ studie med en deduktiv forskningsansats. Resultatet presenteras eftersemistrukturerade intervjuer med respondenter av tio ekonomistudenter från generation Y och analyseras sedan med hjälp av teoretisk bakgrund. Teorierna som används för att tolka vårt resultat var Self-determination theory (SDT), Maslow behovshierarki och Herzbergs tvåfaktorteori för att undersöka ekonomistudenters motivation och behov i relation till arbetsplatser. Studien mynnar ut i att utvecklingsmöjligheter och trivsel på arbetsplatsen var det viktigaste för samtligarespondenter, men att det samtidigt fanns en spridning av attribut som individerna föredrog. Vi kunde bland annat se att de manliga studenterna var mer materialistiska än de kvinnliga studenterna. Resultatet av studien kan ge en förståelse av vad våra respondenter föredrar vid val av eller att stanna på en arbetsplats, vilket företag kan ta till sig samt ta hänsyn till och förhoppningsvis utvecklas och förbättras tack vare sin kompetenta personal. / In order for companies to be able to attract but also retain competent employees, they must have something to offer their employees. This calls for an awareness of the preferences that employees possess, both in terms of their needs and motivation. Nowadays it is the employee’s labor market and companies are challenged to attract competent staff to their organizations. The purpose of this study is therefore to examine, through economics students ‘preferences, what motivates them to start working and what they think would make them stay at a workplace. This study will also chart the needs of the students to create a comprehension for the employer’s responsibility to its employees’ work situation. The result of this study aims to help employers in the industry to attract and also keep competent staff since they, thanks to our study, will be aware of what motivates the economics students and what their needs at a workplace are. Since the purpose of this thesis is focusing on stories and understanding we have made a qualitative study with a deductive research approach. The result will be presented through semi structured interviews with ten economics students from generation Y who are studying at University of Borås. The result will later on be interpreted using our theoretical background. The theories that are used to interpret our results are Self-determination Theory (SDT),Maslow’s Hierarchy of Needs and Herzberg’s Two Factor Theory to examine economics students’ motivation and needs in relation to a workplace. The study concludes that development and comfort in the workplace was the most important for all of the respondents, but there was also a spread of the attributes of what the different individuals prefered. For instance we could see that the male students were more into materialistic attributes than the female students. The result of this study can give organizations an understanding of what economics students prefer when applying for a job and to stay at a workplace, and by that they can then assimilate the results which hopefully can help them develop and improve thanks to their competent coworkers. This thesis will be given in Swedish.

Nurses constitute the largest professional group in South Africa's health care services. Factors contributing to South African nurses' emigration were studied qualitatively by analysing expatriate nurses' responses to open-ended questions, and quantitatively by analysing newly registered nurses' responses to structured questionnaires. These results were contextualised within Maslow's Hierarchy of Needs Theory, revealing that nurses' inability to meet their physiological needs, due to inadequate remuneration, was the major factor contributing to nurses' emigration potential. While improved salaries might enable more nurses to remain in South Africa, expatriate nurses would not return to South Africa unless certain esteem and self-actualisation needs could also be satisfied. Improving nurses' salaries is essential to address South African nurses' emigration potential. However, improved working conditions, enhanced workplace security, improved levels of job satisfaction and the appointment of nurses into currently frozen posts are also necessary, as is governmental and public recognition of the value of the profession. The South African nursing profession, health care services, Government and society should urgently address factors contributing to South African nurses' emigration potential; otherwise a serious shortage of nurses could cause the collapse of this country's health care services. / Health Studies / DLITT ET PHIL (HEALTH ST)

South African schools have experienced a high rate of educator turnover which has led to greater school instability, disruption of curricular cohesiveness and a continual need to hire experienced and inexperienced educators, who may be typically less effective, as replacements for educators who leave. Unfortunately, principals of schools lack organizational capacity to provide the necessary management strategies that can enhance educators’ job satisfaction. Since the principals are fully responsible for the proper functioning of the schools and their personnel, this study explored the relationship between the management strategies of school principals and the educators’ job satisfaction levels within the context of South African schools. It examined how management strategies of principals impact on job satisfaction levels of educators in various school environments. The study explored literature from local and international perspectives on management strategies and the job satisfaction of educators. It described the background and findings of the relationship between management strategies of principals and educators’ job satisfaction levels from an education management perspective. For the empirical inquiry the study adopted a qualitative research paradigm, and as such, a qualitative investigation of the relationship between the management strategies of school principals and the educators’ job satisfaction levels in schools was conducted. Non-probability sampling methods were used to select a sample of six school principals and twelve educators. Individual and focus group interviews were used in data collection and were audio-recorded. Throughout the research study, ethical considerations were upheld. Data analysis involved a mix of content and thematic analysis instruments. The study findings determined the relationship between management strategies of principals and educators’ job satisfaction levels. An understanding of human relationship is very important to school principals who have the responsibility of establishing an environment that not only motivates educators, but can also help to enhance their job satisfaction levels in a positive way. An understanding of educators’ needs also helps school principals to devise management strategies to enhance the job satisfaction levels of educators. Based on the findings, recommendations to improve the management strategies of school principals in the enhancement of educators’ job satisfaction were proposed. / Educational Leadership and Management / D. Ed. (Education Management)

Klientkontakt utgör en central del i handläggares arbete. Denna studie undersöker och belyser handläggares upplevelser, känslor och inställning vid utebliven klientkontakt och hur detta påverkar handläggares arbetstillfredsställelse, arbetsmotivation och arbetseffektivitet. När en klient inte kommer till ett bokat besök eller missköter sin avtalade kontaktfrekvens med sin handläggare, kan “en lucka” uppstå i arbetet där handläggarens tillfredsställelse, motivation och effektivitet i arbetet tenderar att förändras. Denna studie är kvantitativ och lägger vikt vid handläggares perspektiv på utebliven klientkontakt. För att få svar på frågeställningarna samlades data in genom en webbenkät. Enkäten skickades ut till sammanlagt 284 handläggare som är verksamma i Jönköpings län, varav 115 handläggare besvarade enkäten. Resultatet visar att handläggares känsla av stöd vid utebliven klientkontakt och möjligheten att lägga ner så mycket tid på klienten som handläggare anser nödvändigt, är av betydelse för handläggarnas arbetstillfredsställelse och arbetsmotivation. För de handläggare som upplever utebliven klientkontakt som ett hinder, tar det också längre tid för att påbörja en ny arbetsuppgift efter insikt om att en klient uteblir från avtalad kontakt. Handläggares möjlighet att utföra sitt arbete, vilket inbegriper upplevelsen att göra ett meningsfullt arbete som klienten har nytta/glädje av, förhindras då klientkontakt uteblir från handläggares vardagliga arbete. / Client contact is a central part of social worker’s work environment. This study examines and highlights social worker’s experiences, feelings and attitude in case of no client contact, and how this affects social worker’s job satisfaction, work motivation and work efficiency. When a client does not come to a booked visit or mismanage his/hers agreed contact frequency with his/hers social worker, "a gap" occur in the work where the social worker’s satisfaction, motivation and efficiency at work tend to change. This study is quantitative and highlights the importance of social worker’s perspective on client contact that fails to appear. To get answers to the questions data were collected through a web survey. The questionnaire was sent out to 284 social workers that are active in Jönköping County, of which 115 social workers responded to the survey. Data were collected from the municipalities of Jönköping County through an online survey. The result shows that the social worker’s sense of support in case of no client contact and the opportunity to spend so much time on the client as the social worker deems necessary, is important for the social workers job satisfaction and motivation. For those social workers that experience client contact that fails to appear as a barrier, it also takes longer to start a new task after the realization that a client fails to appear at the agreed contact. When the client contact fail to appear from social worker’s daily work, it prevents social worker’s opportunity to do their work, which includes to do a meaningful work that the client benefit of and enjoy.

The Thesis is devoted to the comparison of respecting children needs in Czech nursery schools and British nursery schools in the Czech Republic. It is concerned with the Czech statutory framework called Rámcový vzdělávací program pro předškolní vzdělávání and the British document called the Statutory Framework for the Early Years Foundation Stage. Using content analysis the work examines both the documents and determines their approaches to satisfy needs of children. The second part of the research, conducted through observation, is figuring out how needs according to the Maslow A. are met in the practise of these nurseries. The content analysis and observation is used to discern whether the practise of the nurseries corresponds with their educational program in the area of satisfying children needs.

目前線上購物網站正面臨著削價競爭、低品質競爭的市場困境，而跨境線上購物卻展現出蓬勃的發展態勢。也由於跨境線上購物的複雜性遠高於傳統的境內線上購物，因此了解跨境消費者之價值是跨境線上購物最重要的成功因素。業者欲開發海外新市場，必須了解該地消費者行為與其決策過程後制定出好的商業策略，才能獲得消費者青睞。 因此本研究以方法目的鏈之「屬性-結果-價值」(attribute-consequence-value)階層分析,建構消費者對跨境線上購物的價值階層圖(hierarchical value map)，探討並分析其中的內涵，並帶入馬斯洛需求層級(hierarchy of needs)，將價值階層元素之重要性加以排序。藉由引取消費者在使用跨境線上購物服務的理由與所帶來的內在價值，預測與分析現在跨境線上購物之的演進與發展、國際貿易之機會等，勾勒線上購物學術界的未來重要研究方向，並供線上購物產業作實務性決策參考。 / While online shopping websites are facing the difficulties of price and low-quality competition, cross-border online shopping is on a vigorous development trend, showing that cross-border online shopping is an important trend of online shopping field. Due to the complexity of cross-border online shopping is much higher than the traditional domestic online shopping, so understanding the value of cross-border online shopping consumers is the most important success factors. Companies want to develop new markets abroad, must understand the local consumer’s behavior and their decision-making process in order to make good business strategies. This study uses means-end chain to construct Taiwanese cross-border online shopping consumers’ hierarchical value map, and also apply to Maslow’s hierarchy of needs, then sorting these value elements’ importance by their position in hierarchy of needs. After obtained the reason why consumers use cross-border online shopping service and what values they got in this service. Researcher can predict and analyze the evolution and development of cross-border online shopping, provide reference for future online shopping academic studies and online shopping industry’s decision-making.

Nurses constitute the largest professional group in South Africa's health care services. Factors contributing to South African nurses' emigration were studied qualitatively by analysing expatriate nurses' responses to open-ended questions, and quantitatively by analysing newly registered nurses' responses to structured questionnaires. These results were contextualised within Maslow's Hierarchy of Needs Theory, revealing that nurses' inability to meet their physiological needs, due to inadequate remuneration, was the major factor contributing to nurses' emigration potential. While improved salaries might enable more nurses to remain in South Africa, expatriate nurses would not return to South Africa unless certain esteem and self-actualisation needs could also be satisfied. Improving nurses' salaries is essential to address South African nurses' emigration potential. However, improved working conditions, enhanced workplace security, improved levels of job satisfaction and the appointment of nurses into currently frozen posts are also necessary, as is governmental and public recognition of the value of the profession. The South African nursing profession, health care services, Government and society should urgently address factors contributing to South African nurses' emigration potential; otherwise a serious shortage of nurses could cause the collapse of this country's health care services. / Health Studies / DLITT ET PHIL (HEALTH ST)

Over the past 30 years South Africa has lost valuable human capital due to high volumes of emigration. South Africa has also seen numerous changes in its political, economic and social structure specifically in these decades, but little investigation has been done into the possibility of an association between political, economic and social, as well as personal factors, and the decision to leave South Africa. This study refers to Lee’s Migration Model (1966) that was used as a broad theory for migration. The model involves four sets of factors: factors associated with the area of origin, factors associated with the area of destination, intervening obstacles and personal factors. Maslow’s Hierarchy of Needs Theory also explains the personal motivational theory for migration. Lee’s Model of Migration is used to investigate which political, economic, social and personal factors in the area of origin (South Africa) pushed South African emigrants to leave the country. It also investigates which political, economic, social and personal factors in the area of destination (Australia and New Zealand) pulled South African emigrants toward these countries. This study involved mixed-methods research (Creswell, 2009), thus the data collection methods were both qualitative and quantitative. The study followed a sequential exploratory strategy in two stages with the qualitative data collection occurring first, followed by a quantitative study – ‘QUALquan’ study. The data are mixed between analysis of the qualitative data and the quantitative data collection (Creswell, 2009:211). The qualitative data collection instruments used in the first stage of the study in 2009, were face-to-face interviews consisting of one focus group and six personal interviews in New Zealand, as well as twelve personal interviews in Australia. In the second stage of the study in 2015, namely the quantitative research, respondents were selected by contacting 17 closed (secured) Facebook groups that were formed for South Africans living either in Australia or New Zealand. There is no alternative sampling frame available since emigrants do not need to declare themselves as migrants on a work visa, furthermore, official documentation is not accessible to the public. A quantitative data collection instrument was administered with an online questionnaire. In the Australian Facebook groups, 137 respondents completed the questionnaire, and in New Zealand Facebook groups, 118 respondents, which adds up to a total of 255 respondents who completed the questionnaire. The results concluded that South Africa’s governance framework, its infrastructure and legislation acted as political push factors motivating South Africans to emigrate, while an uncertain economy contributed as an economic push factor. Socially, a perception of a limited future and a narcissistic society is what pushed South Africans to emigrate. Personal push factors that drove the emigration decision included, unmet physical, safety, belonging and esteem needs. The political factors that pulled South African emigrants to Australia and New Zealand involved effective government services and governmental aid. Economic pull factors included economic certainty and a lower cost of living. Social pull factors proved to be familiar circumstances and a better future. Personal pull factors were safety, belonging and self-actualisation needs. This mixed-method approach focussed on the gap to a followup study that was identified in previous individual qualitative and quantitative studies. These results may assist the South African government to take measures that ensures the retention of highly skilled citizens. / Business Management / M. Com. (Business Management)