This thesis investigates the impact of culture, leadership, and power, on staff motivation in selected international organizations (IOs), and develops a theoretical framework to assist with the practice of workforce motivation. The main research question is: “How can supervisors motivate their staff in the context of IOs?” Utilizing critical theory as a paradigm of inquiry, the study’s philosophical perspective leans heavily on “phenomenology”. Conducting this research led to the realization that there are a few studies in the existing literature on this subject matter. After investigating grand theories, the meso theories which form the theoretical background of the research were chosen, as: McClelland motivational theory, the GLOBE study, implicit leadership theory, and, Schein’s culture and leadership theory. Concern for understanding the cultural aspect led to the result of utilizing critical ethnography methodology. Moreover, three chief methods were used: Semi-structured interviews, focus groups, and, non-participant observations. Based on volunteerism principle and quota sampling technique, twenty-two supervisors, and the same number of staff, from the World Trade Organization (WTO), the International Trade Centre (ITC), the United Nations Conference on Trade and Development (UNCTAD), and the World Health Organization (WHO), all headquartered in Geneva-Switzerland, took part in interviews and focus groups. Non-participatory, structured, and overt observations, were also carried out on a three-day working schedule for the four IOs participating in the study. The gathered information was analysed, using ethnographic data content analysis, and the rigour of research was ensured through utilizing the concepts of trustworthiness and reflexivity. For the first time in the existing literature, the findings of this research have established a theoretical framework which demonstrates how concepts related to staff motivation work in the context of IOs. It further develops a definition of International Culture, as a metamorphosed pattern of values, beliefs, assumptions, social ideas, language, symbols, rituals and working customs formed by the fusion of national cultures and organizational culture in international settings. Regarding power concept, although the establishment of IOs was influenced by Kantian deontological ethics, except for the ITC staff and one UNCTAD staff, all others supported the Machiavellian teleological approach. On the subject of motivation concept, it was recognised that nationality does not make an impact on staff motivation. In conclusion, this study provides some useful recommendations for supervisors, officials of IOs, and researchers.

Thesis (Ph.D.)--Antioch University, 2008. / Title from PDF t.p. (viewed March 19, 2009). Advisor: Jon Wergin, Ph.D. "A dissertation submitted to the Ph.D. in Leadership and Change program of Antioch University in partial fulfillment of the requirements for the degree of Doctor of Philosophy July 2008."--from the title page. Includes bibliographical references (p. 146-151).

A reinsurance organisation in Gauteng conducted an employee engagement survey in November 2013 to gauge the employee engagement level amongst its employees. The survey revealed that the employee engagement level was at 24% across all the organisational levels. The purpose of this qualitative study was to explore whether the employees are still disengaged and describe the current reasons and possible solutions for employee disengagement. Purposive sampling was used to select the participants. Semi-structured interviews were conducted with six managers and focus groups with 27 general employees. Data analysis followed Tesch’s eight steps in the coding process. The findings revealed that a lack of management’s experience, styles and skills; poor communication and a lack of a robust performance management system promoted employee disengagement. Recommendations include leadership training for managers; improving communication and reviewing the performance management system. / Business Management / M. Com. (Business Management)

Syfte - Syftet med studien är att få en djupare insikt i sambandet mellan ledarskap och de faktorer som bidrar till ökat engagemang hos medarbetarna i arbetet med ständiga förbättringar. Studien riktar sig mot ett mellanstort industriföretag som implementerat lean production. Design/ metod - I vår undersökning valde vi att göra en kvalitativ fallstudie. Data samlades in i ett svenskt industriföretag. Totalt har 7 intervjuer genomförts. Undersökningsresultat - Resultatet vi kom fram till är att medarbetarna är i låg utsträckning delaktiga i förbättringsarbetet. Tidigare forskning visar att medarbetare som är delaktiga i beslut är också mer engagerade i arbetet. Metodkritik – Resultatet speglar enbart subjektiva bedömningar och de studerade variablerna bygger på respondenternas uppfattningar. Framtida forskning bör inkludera mer objektiva mått. Praktiska konsekvenser - Studien ger belägg till att medarbetarnas engagemang och motivation i förbättringsarbetet kan ökas genom att göra dem mer delaktiga. Forskning visar att medarbetare som får information och får delta i beslut känner större delaktighet i arbetet. Kunskapsbidrag - I den befintliga litteraturen hävdas det att ledarskapet är en viktig komponent för att öka medarbetarnas engagemang. Lite har dock skrivits om hur ledarskapet kan motivera medarbetarna till ständiga förbättringar i en organisation som arbetar i lean production. Nyckelord: / Summary Purpose - The purpose of the study is to gain a deeper insight into the relationship between the leadership and the factors that contribute to the increased involvement of employees in the process of continual improvement. The study is aimed at a midsize industrial company that has implemented lean production. Design / methodology - Data was collected in a Swedish industrial company. A total of 7 interviews were conducted. In our study, we chose to make a qualitative case study. Findings - The results we reached are that employees take little part in the improvement process. Previous research shows that employees who are involved in the decisions are also more involved in the work. Method Criticism – The result reflect only subjective assessments and the variables studied are based on respondents' perceptions. Future research should include more objective measures. Practical implications - The study provides evidence that employee engagement and motivation in the process of improvement can be increased by making them more involved. Research shows that employees who receive information and participate in decisions feel more involved in the work. Knowledge Contribution - In the existing literature, it is claimed that leadership is an essential component for increasing employee engagement. Little, however, has been written about how leadership can motivate employees to continuous improvement in an organization who work in lean production. Keywords:

To enable the nurse at least to perform her profession at a standard level, she needs not only material equipment, but also most of all the moral support of her superiors. Sufficient knowledge and experience are important for that profession as well. Another important aspect is to be able to see the meaningful tasks of her work and to have a feeling of certainty. My work has got three targets, which are: Target 1: To show, how the nurses of the middle management motivate their juniors to make them work more efficiently. Target 2: To analyze experience of middle management nurses with a team management. Target 3: To show whether, and in which way the nurses in the middle management motivate their juniors to increase their professional competence. I have used a qualitative research method for my study. A technique of an in-depth discussion was used for the collection of data. The research group contained 14 nurses in chief positions. The statements of individual nurses were categorized. They were divided into six basic groups, which are: Motivation factors, de-motivation factors, composition of the working team, work in a team, education and registration.

Diplomová práca sa zameriava na vytvorenie návrhu motivačného program v spoločnosti FlatEarth. Návrh tohoto programu sa odvíja od výsledkov výskumu uskutočneného v športových teamoch a medzi bývalými zamestnancami spoločnosti FlatEarth.

The purpose of this study is to gain insight and identify the effects of sociocultural context on the administrative processes of an American Elementary / Middle School in Spain. In this single-case study, a multicultural educational organization, Sevilla Elementary / Middle School was examined using qualitative data which were collected through interviews, observations, and document analysis. Upon identification of the problems of interest, sociocultural context in relation to administrative processes and common problems faced by administrators in multicultural school settings were examined. The school&amp / #8217 / s administrative processes including motivation, educational leadership, decision making, communication, and organizational change proved to be influenced by the sociocultural context.

Den kvalitativa studiens syfte var att undersöka ledarskapets betydelse för arbetsmotivationen. Tio semistrukturerade intervjuer genomfördes. Dessa analyserades genom en induktiv tematisk analys som resulterade i fyra huvudteman. Arbetets motivationsfaktorer, med de tillhörande underteman syftet med arbetet, frihet, utveckling och utmaning, samt lönens betydelse. Organisationsledarskap, handlade om att ha insyn och riktning, samt styrning. Chefsegenskaper beskrevs utifrån två underteman närvaro och stöd, samt tillit. Motiverande arbetsbeteende om medarbetares identifikation med organisationen. Resultaten går i linje med tidigare forskning och visar sammantaget att olika ledarskapsbeteenden upplevs influera medarbetarnas arbetsmotivation. Inre- och yttre motivationsfaktorer, samt olika ledarskapsegenskaper upplevdes också vara en väsentlig del av arbetsmotivationen. / The purpose of the qualitative study was to examine the importance of leadership for work-motivation. Ten semi-structured interviews were conducted. These were analyzed through an inductive thematic analysis which resulted in four main themes. The factors of work motivation, resulted in four sub-themes, the purpose of the work, freedom, development and challenges, as well as the meaning of the salary. Organizational leadership was about having insight, direction and steering. The manager characteristics was described on the basis of two sub-themes which were presence and support, as well as trust. Motivating work behavior and identification with the organization. The results are in line with the previous research and together showed that different leadership behaviors can influence work-motivation. Internal- and external motivation, and various leadership qualities, were also perceived to be an essential part of work-motivation.