Ideellt arbetande var en bidragande orsak till att Levene samhälle i Vara kommun kunde uppföra en evenemangshall. Denna studie syftar till att förklara varför invånarna i Levene ställde upp och arbetade med ett slitsamt bygge på sin fritid. Det görs genom att sätta fokus på vilka motivationsfaktorer som motiverade de ideella arbetskrafterna. Genom kvalitativa intervjuer samlades ett material in som sedan anlyserades. Det resultatet visar är att invånarna i Levene motiverades till att ställa upp var till en börja en starkt målbild och vision samt att många var med. Vidare under bygget var det först och främst den sociala samvaron samt möjligheten att pröva på något nytt som fick dem att fortsätta. De bakomliggande motivationsfaktorerna var hela tiden att göra något för en stark och levande bygd samt att göra något för barnen / Voluntary work was a contributing factor to how Levene society in Vara municipality could build a sport and event hall. This study aims to explain why residents of Levene lined up and spend a lot of their spare time with building the sport and event hall. This is done by focusing on the motivational factors that motivated the voluntary workers. By using qualitative interviews, a material was gathered, and then analyzed. The result shows that the residents of Levene was motivated by a strong vision and the fact that a lot of people where involved project from the start. Furthermore, during construction, it was first and foremost social interaction and the opportunity to try something new that motivated them to continue. The underlying motivational factors were the opportunity to do something for the children and to keep the community vibrant and attractive

Hjärt- och kärlsjukdom är den främsta dödsorsaken i Sverige. Majoriteten av dem kan förebyggas med hjälp av en livsstilsförändring, men för att göra det krävs motivation. En evidensbaserad metod som används för att främja motivation och livsstilsförändringar är motiverande samtal (MI). Syftet med litteraturstudien var att utforska vilka effekter MI kunde ha i sjuksköterskans prevention av hjärt- och kärlsjukdom. Resultatet visade att MI hade en varierande, men genomgående positiv effekt i att förbättra de levnadsvanor som är kopplade till hjärt- och kärlsjukdom. Bland patienterna som hade deltagit i MI visades främst positiva effekter på fysisk aktivitet, kroppsmått och blodtryck. Kostvanorna hade kortsiktigt förbättrats, men långsiktigt varierade det hur länge de goda vanorna kunde behållas. Den hälsorelaterade livskvaliteten förbättrades, men patienterna upplevde dessutom en ökad ångest. Resultatet visade att MI är en effektiv metod i att främja livsstilsförändringar, däremot är val av utformandet av hur MI ska föras, i kombination med andra metoder och vilken patientgrupp som skulle gynnas mest oklart och implicerar vidare forskning i ämnet. / Cardiovascular disease (CVD) is the leading cause of death in Sweden. The majority of all CVDs can be prevented with the help of a lifestyle change, but to do so it requires motivation. An evidence-based approach used to promote motivation and lifestyle changes is motivational interviewing (MI). The aim of this literature review was to explore the effects that MI may have in the nurse’s preventive work against CVD. The results showed that MI had a varied but mainly positive effect in improving lifestyles that are associated with CVD. Among the patients who had participated in MI improvements were shown mainly in physical activity, body size and blood pressure. Dietary habits had improved in the short term, but in the long term it varied how long the good habits could be maintained. The health related quality of life had improved, but the patients also experienced an increase in anxiety. The results showed that MI is an effective method in promoting lifestyle changes, however, it is unclear which design of MI should be chosen, in combination with other methods, and what patient group would benefit the most, which implies further research on the subject.

A survey was conducted to investigate motivational and satisfaction differences between Information Systems (IS) and non-IS personnel working in various non-IS organizational departments. The motivational factors of Motivating Potential Score (MPS), Growth Need Strength (GNS), Social Need Strength (SNS), Average Psychological Score (APS), and Overall Satisfaction Score (OSS) were measured. Control for occupational group differences was achieved by classifying survey respondents into one of two job categories: Managerial or Professional/Technical. Significant differences were found in the GNS scores and SNSs of the two job categories. Several implications of the research findings are discussed and recommendations are made with respect to future studies.

Bakgrund: Socialstyrelsens nationella riktlinjer ger rekommendationer om metoder för att förebygga sjukdom genom att stödja människors förändring av sina levnadsvanor. Alla kvinnor ska erbjudas ett tidigt hälsosamtal vilket är av stor vikt för att identifiera ohälsosamma levnadsvanor. I arbetet med att motivera patienten till förändring är motiverande samtal (MI) en beprövad samtalsmetod som barnmorskan kan använda i samtalet med den gravida kvinnan. Effekterna av motiverande samtal har visat sig ha en gynnsam verkan på flera hälsorelaterade beteenden såsom bruk av alkohol, tobak och andra droger, kost och fysisk aktivitet. Syfte: Syftet med studien var att undersöka barnmorskors erfarenheter av och inställning till hälsosamtal i tidig graviditet. Metod: Studien var empirisk och har en kvalitativ ansats och bygger på åtta enskilda intervjuer. Datamaterialet analyserades med innehållsanalys enligt Graneheim och Lundman (2004). Resultat: I resultatet framkom sex kategorier som besvarade studiens syfte.  Kategorierna heter; tidig flexibel handläggning, intresserade och positiva till hälsosamtal, tidigt hälsosamtal är en vinst, barnmorskorna hade olika åsiketer om behov av utbildning, stor variation i genomförande av hälsosamtal och resurstillgång påverkar hälsosamtalets kvalitet. Slutsats: Det som framkom av studien var att tidsbristen är en avgörande faktor för  arbetet med hälsosamtal. Barnmorskorna hade delade uppfattningar om utbildningen som gavs var tillräcklig eller inte. En stor vinst sågs med tidigt hälsosamtal för både barnmorskan och den gravida kvinnan. Mer specifika riktlinjer och utbildningar bör därför finnas eftersom övervikt är ett växande hälsoproblem idag. / Background: The guidelines of the National Board of Health and Welfare provides recommendations on methods on how to prevent illness by supporting people to change their lifestyles. All women should be offered an early health dialogue which is of great importance to identify unhealthy habits. Motivational interviewing is a proven method that the midwife can use in the effort to motivate the pregnant woman. The effects of motivational interviewing has been shown to have a beneficial effect on several health-related behaviors such as use of alcohol, tobacco and other drugs, diet and physical activity. Objective: The aim of this study was to explore midwives' experiences of and attitudes towards health interviews in early pregnancy. Method: The study was empirical and has a qualitative approach and is based on eight single interviews. The data were analyzed by content analysis according Graneheim and Lundman (2004). Results: The results revealed six categories that answered the purpose of the study. The categories are called: early flexible handling, interested and supportive of health interviews, early health consultation is a benefit, the midwives had different opinions about the need for training, considerable variation in the implementation of health consultations and resource availability affects the quality of health discussions. Conclusion: The findings of the study was that lack of time is a crucial factor in the work of health consultations. The midwives had different views on the training given was adequate or not. A large gain was seen with early health consultations for both the midwife and the pregnant woman. More specific guidelines and training should therefore be implemented because obesity is a growing health problem today.

Bakgrund: Övervikt ökar idag bland svenska barn och skolsköterskor inom elevhälsan har en viktig del i arbetet för att få ner barns övervikt.   Syfte: Beskriva skolsköterskors erfarenheter av hälsofrämjande arbete med övervikt hos elever i högstadiet och gymnasiet. Metod: Nio skolsköterskor har intervjuats individuellt med hjälp av semistrukturerade intervjuer. Intervjuerna analyserades utifrån en innehållsanalys. Kategorier och subkategorier utformades sedan för att få en överblick av skolsköterskornas erfarenheter. Resultat: Skolsköterskorna möter vanligtvis eleverna vid hälsosamtalet och detta samtal är ofta grunden till hälsoarbetet när de har identifierat övervikt hos eleven. Skolsköterskorna eftersträvar att individualisera hjälpen eleverna får och de använder sig ofta av metoden motiverande samtal för att motivera eleverna till att genomföra en förändring.  De utgör även en rådgivande funktion då de kan bistå med olika kost- och motionsråd.  Skolsköterskorna förklarar att det även behövs ett samarbete för att få eleverna att bli aktiva och gå ner i vikt. Dels inom den egna professionen men framförallt interprofessionellt samarbete i skolmiljön. Föräldrarna involveras i detta arbete av några skolsköterskor samtidigt som andra anser att eleven måste få känna sig självständig i detta arbete. Konklusion: Skolsköterskornas arbetssätt har både likheter och skillnader. Att utveckla gemensamma strategier och riktlinjer för deras arbete kan därför vara en del av att förbättra det hälsofrämjande arbetet med övervikt hos elever. / Background: Overweight increases among Swedish children and school nurses have an important part to reduce overweight among children. Aim: Describe school nurses experiences of their health promotion for overweight in students. Method: Nine school nurses were interviewed individually by semi-structured interviews. The interviews were analyzed based on a content analysis, categories and subcategories were designed to provide an overview of the school nurses experiences. Results: School nurses usually meet students during a health conversation, this meeting is usually the foundation of their health work. The school nurses strive to individualize the support they give the students and they often use the method of motivational interviewing to motivate students to make a change. They can also assist with various diet and exercise advice. The school nurses explain that there is often a need for collaboration in order to get students to become active and lose weight. Both within their own profession but especially inter professional collaboration in the school environment. The parents get involved in this work by some of the school nurses while others believe that the student needs to feel independent. Conclusion: This study thus suggests both differences and similarities in health promotion for overweight among student. To develop a united strategy and guidelines for their work can therefore be a part of the improvement of their health promotion against overweight among students.

Worldwide, entrepreneurship is seen as one of the most important solutions to unemployment, poverty and low economic growth. The creation of new ventures and the growth of existing businesses are vital contributing factors to any economy. Women outnumber male entrepreneurs, which have led to a renewed focus on gender entrepreneurship and the development of appropriate interventions for gender–specific groups across the globe. In South Africa, women make up just less than 50% of the entrepreneurial population. There is therefore, considerable scope to improve the number of women entrepreneurs in the economy and the level at which they operate. Literature review in this study highlighted that female business ownership is concentrated primarily in the service industries where businesses are relatively smaller in terms of employment and revenue, as opposed to the technology, construction and manufacturing sectors. Women entrepreneurs want to expand their businesses as much as male entrepreneurs but women have a hard time in obtaining external financing and credibility as business owners. The objective of the study was to explore white and black women entrepreneurs in the Carletonville and Soweto areas and to provide practical recommendations to ensure successful women entrepreneurship in the country. This study had a total of 58 black and white women entrepreneurs that were motivated by factors like the need for independence, confidence in the product/service offered, self– fulfillment and the need for a challenge into owning a business. A typical woman entrepreneur in this study is between the ages 40 to 59 years, is married with an average of one to two children. The woman entrepreneur is fairly educated with an education level of matric and a diploma. But her business is micro or very small with an annual turnover of R50 000 to R500 000. Participating women entrepreneurs are faced with obstacles such as inequality of access to credit, awareness and access to business support, risk averse, lack of focused women entrepreneurship policies from regional municipalities and government, lack of education and training in their business start–up phase. They are faced with obstacles such as awareness / access to business support, gaining acceptance and respect of people, liquidity and other financial problems and lack of timely business information in running their businesses. Women entrepreneurs in this study declared that they need support on factors such as business advice, information, counselling, mentoring, marketing support and women entrepreneurship specific based policies to enhance women entrepreneurship in the areas of Soweto and Carletonville. The study also conducted t–tests to compare white and black women entrepreneurs in the Carletonville and Soweto areas. The t–tests focused on motivational factors to self– employment, obstacles to business start–up and obstacles faced in current business operations. The t–test in this study revealed that black women entrepreneurs rated the following motivating factors: desire to wealth, the need for independence, need for flexible work schedule, need for a challenge, self–fulfillment, to develop my hobby, insufficient family income and ensure high job security more positively than the white women entrepreneurs. In addition, the t–tests also revealed that black women entrepreneurs are affected more than the white entrepreneurs by fear of failure and their perceived inequality of access to credit in their business start–up. Furthermore, black women entrepreneurs, in running their businesses are severely affected by family pressures in relation to gender roles and a lack of awareness of or access to business support more than the white women entrepreneurs. This study offered recommendations such as exposing women in entrepreneurship at a tender age, increasing access to finance and the establishment and enhancement of women entrepreneurs’ organisations like SAWEN, BWASA, and SAWIMA amongst others. The women entrepreneurs’ organisations should embark on campaigns and intensify their marketing strategies amongst others. / Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2012.

Work motivation prevails when there is alignment between individual and organisational goals. Work motivation also comes into being when achievement of organisational goals is associated with personally desired outcomes, such as a sense of achievement or personal gain. While work performance is dependent on, or limited by, resource availability and worker competencies, the presence of these factors is not sufficient as such, to ensure desired worker performance. This is the reason why companies all over the world consciously include motivating employees as part of their strategies. When a company embarks on strategies to motivate employees without specific goals, those strategies will not be as beneficial to the company, and outcomes may not be as positive as the strategy makers may have hoped for. Specific goals in terms of strategy and performance must be stipulated beforehand and ways to measure the required performance standards should be in place. Employees should be made aware of such efforts and how their performance will be measured. A company that makes an effort to motivate its employees will remain competitive and more productive in the long run. This dissertation seeks to establish whether motivational strategies implemented at Metsimaholo District Hospital have achieved the required results of improving employees' performance. For any company to survive and stay competitive, it is very important that its employees are motivated, because motivated employees in a motivating environment will easily be driven to believe that if they put more effort in performance, their needs will be met. When employees feel their personal needs are met at their workplace, they find fulfilment through performance of their duties. They become productive and the company can achieve its production needs and reach its desired level of service delivery. In its attempt to meet critical employee needs to ensure better performance, Metsimaholo District Hospital has implemented different motivational strategies, which are discussed in this study, namely: Performance Development Management System; Occupational Specific Dispensation; Training; Financial rewards; Supportive management and leadership; and Individual employee locus of control. Feedback received from the empirical investigation shows that the abovementioned motivational factors have an impact on the way employees perform their duties. When implemented correctly, they encourage employees to perform their duties better. On the other hand, if they are not implemented correctly, or are perceived by the employees as not beneficial to them, or as not assisting to meet their personal needs, they can de-motivate employees and negatively affect their performance. / Thesis (M.B.A.)--North-West University, Vaal Triangle Campus, 2009.

Work motivation prevails when there is alignment between individual and organisational goals. Work motivation also comes into being when achievement of organisational goals is associated with personally desired outcomes, such as a sense of achievement or personal gain. While work performance is dependent on, or limited by, resource availability and worker competencies, the presence of these factors is not sufficient as such, to ensure desired worker performance. This is the reason why companies all over the world consciously include motivating employees as part of their strategies. When a company embarks on strategies to motivate employees without specific goals, those strategies will not be as beneficial to the company, and outcomes may not be as positive as the strategy makers may have hoped for. Specific goals in terms of strategy and performance must be stipulated beforehand and ways to measure the required performance standards should be in place. Employees should be made aware of such efforts and how their performance will be measured. A company that makes an effort to motivate its employees will remain competitive and more productive in the long run. This dissertation seeks to establish whether motivational strategies implemented at Metsimaholo District Hospital have achieved the required results of improving employees' performance. For any company to survive and stay competitive, it is very important that its employees are motivated, because motivated employees in a motivating environment will easily be driven to believe that if they put more effort in performance, their needs will be met. When employees feel their personal needs are met at their workplace, they find fulfilment through performance of their duties. They become productive and the company can achieve its production needs and reach its desired level of service delivery. In its attempt to meet critical employee needs to ensure better performance, Metsimaholo District Hospital has implemented different motivational strategies, which are discussed in this study, namely: Performance Development Management System; Occupational Specific Dispensation; Training; Financial rewards; Supportive management and leadership; and Individual employee locus of control. Feedback received from the empirical investigation shows that the abovementioned motivational factors have an impact on the way employees perform their duties. When implemented correctly, they encourage employees to perform their duties better. On the other hand, if they are not implemented correctly, or are perceived by the employees as not beneficial to them, or as not assisting to meet their personal needs, they can de-motivate employees and negatively affect their performance. / Thesis (M.B.A.)--North-West University, Vaal Triangle Campus, 2009.

Worldwide, entrepreneurship is seen as one of the most important solutions to unemployment, poverty and low economic growth. The creation of new ventures and the growth of existing businesses are vital contributing factors to any economy. Women outnumber male entrepreneurs, which have led to a renewed focus on gender entrepreneurship and the development of appropriate interventions for gender–specific groups across the globe. In South Africa, women make up just less than 50% of the entrepreneurial population. There is therefore, considerable scope to improve the number of women entrepreneurs in the economy and the level at which they operate. Literature review in this study highlighted that female business ownership is concentrated primarily in the service industries where businesses are relatively smaller in terms of employment and revenue, as opposed to the technology, construction and manufacturing sectors. Women entrepreneurs want to expand their businesses as much as male entrepreneurs but women have a hard time in obtaining external financing and credibility as business owners. The objective of the study was to explore white and black women entrepreneurs in the Carletonville and Soweto areas and to provide practical recommendations to ensure successful women entrepreneurship in the country. This study had a total of 58 black and white women entrepreneurs that were motivated by factors like the need for independence, confidence in the product/service offered, self– fulfillment and the need for a challenge into owning a business. A typical woman entrepreneur in this study is between the ages 40 to 59 years, is married with an average of one to two children. The woman entrepreneur is fairly educated with an education level of matric and a diploma. But her business is micro or very small with an annual turnover of R50 000 to R500 000. Participating women entrepreneurs are faced with obstacles such as inequality of access to credit, awareness and access to business support, risk averse, lack of focused women entrepreneurship policies from regional municipalities and government, lack of education and training in their business start–up phase. They are faced with obstacles such as awareness / access to business support, gaining acceptance and respect of people, liquidity and other financial problems and lack of timely business information in running their businesses. Women entrepreneurs in this study declared that they need support on factors such as business advice, information, counselling, mentoring, marketing support and women entrepreneurship specific based policies to enhance women entrepreneurship in the areas of Soweto and Carletonville. The study also conducted t–tests to compare white and black women entrepreneurs in the Carletonville and Soweto areas. The t–tests focused on motivational factors to self– employment, obstacles to business start–up and obstacles faced in current business operations. The t–test in this study revealed that black women entrepreneurs rated the following motivating factors: desire to wealth, the need for independence, need for flexible work schedule, need for a challenge, self–fulfillment, to develop my hobby, insufficient family income and ensure high job security more positively than the white women entrepreneurs. In addition, the t–tests also revealed that black women entrepreneurs are affected more than the white entrepreneurs by fear of failure and their perceived inequality of access to credit in their business start–up. Furthermore, black women entrepreneurs, in running their businesses are severely affected by family pressures in relation to gender roles and a lack of awareness of or access to business support more than the white women entrepreneurs. This study offered recommendations such as exposing women in entrepreneurship at a tender age, increasing access to finance and the establishment and enhancement of women entrepreneurs’ organisations like SAWEN, BWASA, and SAWIMA amongst others. The women entrepreneurs’ organisations should embark on campaigns and intensify their marketing strategies amongst others. / Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2012.

Syftet med föreliggande uppsats var undersöka sambanden mellan motivationsklimat, målinriktning och självkänsla inom CrossFit jämfört med konditionsbaserad gruppträning. Vidare undersöktes om Modellen för sambandet mellan motivationsklimat, individuella skillnader, och känsla och motivation kunde appliceras inom CrossFit. I studien deltog sammanlagt 95 deltagare, både CrossFitutövare (N=45) och deltagare inom konditionsbaserad gruppträning (N=50) från sydvästra Sverige. I studien användes Perceived Motivational Climate in Sports Questionnaire-2 (PMCSQ-2), Achievement Goals Questionnaire for Sports (AGQ-S) samt Physical Self Perception Profile-R (PSPP-R). Resultatet visade en signifikant skillnad i uppgiftsorienterat klimat och självkänsla mellan CrossFitutövare och deltagare i konditionsbaserad gruppträning. Vidare påvisades samband mellan motivationsklimat, målinriktning och självkänsla inom CrossFit vilket delvis stödjer modellen. Framtida forskning bör vidare granska motivationsklimat, målinriktning, självkänsla och motivation inom CrossFit jämfört med konditionsbaserad gruppträning i en population bestående av fysiskt inaktiva nybörjare. / The purpose of the study was to investigate the interrelationship between motivational climate, goal orientations, and self-esteem in CrossFit compared to aerobic based training. Furthermore the study investigated if the model of interrelationships between motivational climate, goal orientation and, self-esteem could be applied within CrossFit. There were 95 participants in the study, both CrossFit athletes (N=45) and participants i aerobic based training from the south west of Sweden. Percieved Motivational Climate in Sports Questionnaire-2 (PMCSQ-2), Achievement Goals Questionnaire for Sports (AGQ-S) and Physical Self Perception Profile-R (PSPP-R) were used in the study. The results showed a statistically significant difference in percieved mastery-oriented motivational climate and self-esteem among CrossFit athletes and participants in aerobic based training. Furthermore there was a correlation between motivational climate, goal orientations, and self-esteem in CrossFit which partially supports the model.  Based on this result future research should examine motivational climate, goal orientations, self-esteem and motivation in CrossFit compared to aerobic based training in a population of physically inactive novices.