The objective of this study is to understand the paradigm shift that unfolded throughout the “Great Resignation\Reshuffling” (2020-2022) within the minds of individuals post March 2021. To fully understand the Great Resignation, one must look at the year prior to the event. In March of 2020, the world changed as billions of individuals watched as boundaries, academic institutions, government agencies and corporations shut their doors all in the name of containment of the infectious disease known as Coronavirus (COVID-19). As cases increased across the global, organizations had to reassess the human capital cost considering dwindling revenue and executive orders that closed all nonessential businesses. The decision by U.S organizations to furlough and/or lay off workers led to approximately 23 million Americans unemployed and standing in a place of ambiguity. Over the next two (2) years, the government worked in collaboration with organizations to instate policies/protocols to re-open America and return life to the new normal inclusive of working online and in person. However, Americans were slow to return to the workforce that once so flippantly provided them a termination letter. The stagnation in ready and able bodies willing to return to the workforce has led to a labor shortage. Despite several efforts to incentivize individuals to return, the statistics did not reflect the desired outcome and the cause was and is relatively unknown. In light of this unprecedent phenomenon, this study utilized a netnography to explore the Maslow’s Hierarchy of Needs and Bullshit Job Theory within the framework of re-engaging in the job market after the pandemic. The findings from study one (1) suggest that a newfound sense of worth, salary, stress steward of care, and stumbling blocks are the leading factors that may prohibit individuals from returning to work. As individuals remained on the work sidelines a spillover effect started to unfold. Those individuals working had to shoulder the work of those who had not yet returned and an uptick in quit rates soon emerged known as the Great Resignation. Consequently, the organizations started to cannibalize the job market creating an environment for individuals to resign and explore new opportunities. To investigate this phenomenon, study two (2) performed a deep dive into the subreddit “r/antiwork:” to explore why individuals were quitting their jobs. The data from study two (2) indicates 20% of the high engaging posts on the subreddit thread of “r/antiwork” can be associated with one (1) of the five (5) categories defined as a Bullshit job. / Business Administration/International Business Administration

China is facing severe aging problems. It is estimated that in 2050, people over 60 in China will cover more than 25 percent population. How to make the elderly people’s life more meaningful and more fruitful becomes an urgent issue. To obtain the goal of setting up a learning society, as well as to loosen the heavy burden aroused by aging problem, community education is applied as an effective way to the elderly people widely to enhance their living standard. A lot of researches have been done on community education and the elderly education respectively abroad. China started to do such topic study later than Western countries but the speed of aging has soared during last 20 years. The blank of study especially the elderly people who live in rural area should aroused the attention of this society.  This field study is to find out the factors that may lead to the elderly people’s subjective factors of participation into community education. According to Maslow’s hierarchy of needs and society support theory, with the help of questionnaire and interview, the author finds out the current situation of the elderly’s participation in community education in Shuyuan Township, and factors that may influence the frequency of participation. The author proposes several suggestions which can be used to improve current situation as policy adviser.

Efter att corona pandemin sveptes över världen ändrade detta det traditionella arbetssättet, människor runtom i världen fick anpassa sina arbetssätt efter pandemin och distansarbete blev standard. Syftet med denna studie är att undersöka hur distansarbete påverkar arbetsmotivationen och dess samband. De aspekter i arbetsmotivationen som har undersökts är autonomi, kompetens och samhörighet och hur de har påverkats av distansarbete och motivationsteorierna som behandlas i undersökningen är Maslows behovsteori och självbestämmandeteorin. Insamling av data har skett med en kvantitativ metod genom en egenutformad enkät. Resultat visar att det inte finns något samband vad gäller distansarbete och arbetsmotivation överlag, men lägger man till variabler som ålder och antal år på arbetsplatsen kan man se svaga samband. Resultatet visar inte heller något signifikant samband mellan autonomi och distansarbete, däremot visar resultatet ett negativt samband mellan distansarbete och aspekterna kompetens och samhörighet. / When the corona pandemic swept across the world, it changed the traditional way of working, people around the world had to adapt their ways of working when the pandemic ended and teleworking became the standard. The purpose of this study is to examine the way teleworking has affected work motivation among employees and its relations. The aspects of work motivation that have been examined in this study are competence, autonomy and relatedness, and how these aspects have been affected by telework and the motivation theories that are going to be discussed in this study are Maslow's Hierarchy of Need and the Self-Determination Theory. Data collection has been done with a quantitative method through a self-designed survey. Results show that there is no relation between telework and work motivation in general. When adding variables such as age and the number of years the employees have been at the current workplace, we would see weak relations. The result also does not show any significant relation between autonomy and telework, however, the result shows a negative connection between telework and the aspects of competence and relatedness.