The study determines the effects of resilience training on team performance. An investigation was undertaken to: * establish a theoretical foundation for using resilience training to improve performance; * identify parameters and criteria for determining the effects of resilience training on the individual within the team; * gain insight on how learners experienced the resilience training; and * whether they implemented the resilience training within the workplace. This study included the review of literature on various motivational theories, resilience, psycho-education, adult learning and team performance. It also included an empirical investigation on the effects of resilience training on the individual within the team and the team performance as such. Data was collected against the main research question: What is the effect of strengths-focussed training on team performance? / Educational Studies / M.Ed. (Didactics)

Pharmacists experience high levels of stress at work, especially from factors intrinsic to their jobs and management roles. In South Africa, the public sector is confronted with situational difficulties such as a shortage of staff and poor working conditions Accordingly, a comparative survey was conducted using a self–constructed questionnaire to obtain individual responses from the pharmacists in the public, as well as the private sector. The focus population was the pharmacists in the public, as well as the private hospitals in the North–West Province. The public sector consists of 30 hospitals and the private sector of 20. By using the convenient sampling method, 100 samples were taken. The questionnaire measured six factors of job satisfaction, namely: job design, salary/remuneration satisfaction, performance management, working arrangements, organisational climate, and professional development. The questionnaire was distributed to 100 pharmacists in total, and a response rate of 66% was obtained. The only medium practical significance shown in the results was between the averages of the private sector (2.89) in contrast with the public sector (3.38). This indicates that the public sector demonstrates less satisfaction with their performance management than the private sector. The data also indicated that the public sector pharmacists are less satisfied with job design, performance of management, professional development, and their working arrangements. The private sector showed only a small difference in the means, when compared to the public sector. It is clear that both sectors illustrate a moderate level of job satisfaction. Recommendations, therefore, included the revisiting of the job design by increasing job rotation and task identity. The need for self–actualization has to be acknowledged and the opportunity for promotion needs to be provided. The link between the actual activity and the bonus, with regards to performance management, has to be re–established, and there has to be transparency throughout. Decision–making control is extremely important and seeing that 82% of the pharmacists were female, the employer can consider accommodating family responsibilities, compressed working weeks, flexible working hours, job sharing, and part–time work. Professional development is also very important within any company and it is vital that the employer deposits time, money and skill into the staff. / Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2011.

Pharmacists experience high levels of stress at work, especially from factors intrinsic to their jobs and management roles. In South Africa, the public sector is confronted with situational difficulties such as a shortage of staff and poor working conditions Accordingly, a comparative survey was conducted using a self–constructed questionnaire to obtain individual responses from the pharmacists in the public, as well as the private sector. The focus population was the pharmacists in the public, as well as the private hospitals in the North–West Province. The public sector consists of 30 hospitals and the private sector of 20. By using the convenient sampling method, 100 samples were taken. The questionnaire measured six factors of job satisfaction, namely: job design, salary/remuneration satisfaction, performance management, working arrangements, organisational climate, and professional development. The questionnaire was distributed to 100 pharmacists in total, and a response rate of 66% was obtained. The only medium practical significance shown in the results was between the averages of the private sector (2.89) in contrast with the public sector (3.38). This indicates that the public sector demonstrates less satisfaction with their performance management than the private sector. The data also indicated that the public sector pharmacists are less satisfied with job design, performance of management, professional development, and their working arrangements. The private sector showed only a small difference in the means, when compared to the public sector. It is clear that both sectors illustrate a moderate level of job satisfaction. Recommendations, therefore, included the revisiting of the job design by increasing job rotation and task identity. The need for self–actualization has to be acknowledged and the opportunity for promotion needs to be provided. The link between the actual activity and the bonus, with regards to performance management, has to be re–established, and there has to be transparency throughout. Decision–making control is extremely important and seeing that 82% of the pharmacists were female, the employer can consider accommodating family responsibilities, compressed working weeks, flexible working hours, job sharing, and part–time work. Professional development is also very important within any company and it is vital that the employer deposits time, money and skill into the staff. / Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2011.

Submitted by Adriana Rosa (dricasrosa@hotmail.com) on 2018-05-19T04:08:56Z No. of bitstreams: 1 Adriana Rosa Dissertação arquivamento.pdf: 1659435 bytes, checksum: a3374cab8721b85295d5acddcf251a25 (MD5) / Approved for entry into archive by Urania Araujo (urania@ufba.br) on 2018-06-21T19:39:12Z (GMT) No. of bitstreams: 1 Adriana Rosa Dissertação arquivamento.pdf: 1659435 bytes, checksum: a3374cab8721b85295d5acddcf251a25 (MD5) / Made available in DSpace on 2018-06-21T19:39:12Z (GMT). No. of bitstreams: 1 Adriana Rosa Dissertação arquivamento.pdf: 1659435 bytes, checksum: a3374cab8721b85295d5acddcf251a25 (MD5) / O presente trabalho aborda as teorias sobre motivação para o trabalho e tem como objetivo geral: Avaliar a motivação para o trabalho na perspectiva dos bibliotecários inscritos no Conselho Regional de Biblioteconomia da 5ª Região (Bahia/Sergipe); e como objetivos específicos: Mensurar a motivação para o trabalho do bibliotecário;Identificar os elementos motivadores para o trabalho do bibliotecário; e Identificar os elementos desmotivadores destes profissionais para o trabalho.A Metodologia utilizada para o alcance dos objetivos destaca o tipo da pesquisa, a justificativa, o universo e amostra e adota o Inventário de Motivação e Satisfação para o Trabalho como o instrumento de coleta de dados. O universo foi constituído por 1941 bibliotecários registrados no CRB/5ª região, dos quais 910 estão ativos. Os inscritos no Conselho no período entre 2013 a 2014 que atuam nos estados de Bahia e Sergipe totalizam 435 bibliotecários. A amostra foi constituída pelos respondentes, ou seja, foram 45 questionários respondidos dentro da população de inscritos no CRB/5º região no período estipulado pela presente investigação. O baixo índice de retorno dos respondentes comparado ao número total de credenciados no período escolhido (45/435= 10,3%) pode ter ocorrido devido a uma possível desatualização de cadastro, pouca acessibilidade destes profissionais ao e-mail ou falta de interesse em responder a um questionário longo.Salienta-se que o recorte temporal, apontado pela investigação justifica-se pela necessidade de desvelar a realidade de profissionais experientes, mas que não tenham muito tempo de formação inicial que possivelmente estão atentos para as tendências e desafios do mercado atual. Conclui-se, dentre outras considerações finais, que os bibliotecários credenciados no CRB/5ª Região no período de 2004 a 2013, apresentam-se motivados por variáveis que perpassam diversos contextos, desde os de ordem econômica, os de características sociais, até as mais elevadas percepções cognitivas individuais. / ABSTRACT The present work addresses theories about motivation for work and has as general objective: To evaluate a motivation for the work from the perspective of the librarians enrolled in the Regional Council of Librarianship of the 5ªRegion (BAHIA / SERGIPE);and as specific objectives: Measure a motivation for the work of the librarian; Identify the motivating elements for the librarian's work; and Identify the de-motivating elements of these professionals for the job.The Methodology used to reach the objectives highlights the type of research, a justification, the universe and sample and adopts the Motivation and Satisfaction Inventory for Work as the data collection instrument of the research. The universe was constituted by 1941 registered librarians in the CRB / 5º region, of which 910 are active. Those enrolled in the council in the period between 2013 to 2014 that operate in the states of Bahia and Sergipe total 435 librarians. The sample consisted of respondents, that is, 45 questionnaires were answered within the population enrolled in the CRB / 5th region in the period stipulated for the present investigation. The low rate of return of the respondents compared to the total number of accredited in the chosen period (45/435 = 10.3%) may have occurred due to a possible outdated registration, poor accessibility of the professionals to the e-mail or lack of interest in answer a long questionnaire. It should be noted that the time cut, as pointed out by the research is justified by the need to unveil the reality of experienced professionals, but who do not have a lot of initial training time, possibly paying attention to current market trends and challenges. It is concluded, among other final considerations, that the librarians accredited in the CRB / 5ª Region from 2004 to 2013, are motivated by variables that cover different contexts, from variables economic and social, to the highest individual perceptions cognitive.

Text in Afrikaans / The main objective of this investigative study was to determine the motivational strategies of sport coaches within the South African context. The theoretical investigation indicated that the setting of goals and feedback seem to be the two most popular methods used by sport coaches to motivate their athletes. Different motivational theories, as well as the possible role of these theories within the sporting realm, were addressed. For the empirical investigation the motivational theories elucidated in the theoretical investigation, were used as point of departure . A factor analysis of the gathered data gave rise to the emergence of four motivational strategies, namely reward, winning, a cognitive approach and self-confidence. An ANOVA procedure led to the following findings: Sport coaches show meaningful differences in their accentuation of these motivational strategies based on types of sport, gender and whether they have received formal training in Sport Psychology or not. No meaningful differences were found when institutions, qualifications and experience as sport coach were considered as variables. / Psychology / M. Sc. (Psychology)

The study determines the effects of resilience training on team performance. An investigation was undertaken to: * establish a theoretical foundation for using resilience training to improve performance; * identify parameters and criteria for determining the effects of resilience training on the individual within the team; * gain insight on how learners experienced the resilience training; and * whether they implemented the resilience training within the workplace. This study included the review of literature on various motivational theories, resilience, psycho-education, adult learning and team performance. It also included an empirical investigation on the effects of resilience training on the individual within the team and the team performance as such. Data was collected against the main research question: What is the effect of strengths-focussed training on team performance? / Educational Studies / M.Ed. (Didactics)

Motivation to work is understood as an individual´s approach to work, his/her willingness to work. People are motivated when they expect to achieve goals or get rewards satisfying their needs. Currently health care facilities are facing the shortage and turnover of nursing staff. Therefore, hospitals are commissioned to create such an environment in which nurses become motivated, because only motivated nurses can provide a quality nursing care, which is expressed in patients´ satisfaction and rewarding feelings in nurses. The aim of the thesis was to identify and compare motivational factors of senior nurses and nurses working in shifts. The aim was fulfilled. Three hypotheses were set. First hypothesis: The most important motivating factor in nurses in senior positions is professional development was not confirmed. Second hypothesis: The most important motivating factor in nurses working in shifts is a financial reward was not confirmed. Third hypothesis: Motivational factors in nurses vary depending on the job assignment was confirmed. Results of the survey will be provided to medical officers to give them an overview of the most important motivational factors in nurses and the outcomes could also be a source of information for the hospital management how to effectively motivate the personnel. Senior nurses may focus on non-financial forms of rewards such as acknowledgements, thanks, appreciations, and good interpersonal relationships in the workplace.

Bakgrund: En beteendeförändring kan vara ett långt och komplext förlopp. Det finns olika beteendepåverkande metoder att ta till stöd vid en process till beteendeförändring där de har gemensamt att strategiskt arbeta med en patients beteendeförändring. Syfte: att studera vilket vetenskapligt stöd det finns för att användning av beteendepåverkande metoder inom tandvården ger resultat till förbättrade munhygienbeteenden och oral hälsa hos patienter. Metod: En systematisk litteraturstudie utfördes och vetenskapliga artiklar söktes i databaserna Dentistry & Oral Sciences Source, PubMed, CINAHL with fulltext samt PsycINFO. Resultat: Beteendepåverkande metoder som återfanns i litteraturstudien var health belief model, transteoretiska modellen, health action process approach, utbildningsprogram baserat på kognitiva beteendeprinciper på individ- samt gruppnivå, social kognitiva teorin, theory of planned behavior och theory of reasoned action. Begrepp som återfanns var känsla av sammanhang [KASAM], locus of control samt self-efficacy. Self-efficacy visade sig vara ett viktigt begrepp. Resultaten var motstridiga, det fanns både stödjande och icke stödjande resultat till förbättrade munhygienbeteenden samt gingivala förhållanden. Slutsats: Beteendepåverkande metoder i syfte att förbättra munhygienbeteende kan vara användbart i arbete med beteendeförändring. Self-efficacy är ett viktigt begrepp att beakta. Det finns behov av mer forskning som visar på evidens att beteendepåverkande metoder är effektiva inom tandvården.

The diploma thesis aims to explore work motivation and satisfaction of employees in chosen company, based on the assumption that these are at the lower level. On the ground of gained information subsequently proposes a suitable motivational program for language school employees. Considering low number of respondents there are several research methods used in the thesis, including personal and written questioning of employees, interviews with former employees, Bales interaction analysis, and comparison with another institution of similar nature. Based on the research has been confirmed the hypothesis about dissatisfaction of employees on the workplace. Taking into account the structure of statements is whole research and its conclusions grounded in Herzberg theory of work motivation and proposed program includes both hygienic and motivational elements.

The follow study analyses and identifies the strategies of human resources about the implementation of the productions concept called Modular Conception, in the Resendes trucks and buses plant. The general hypothesis is that both the management equity and the organizational justice were determinant in these strategies. So that was realized a literature revision involving the theories of motivation and organizational justice, associated to the compromisement of the employee. To comprove the studys main hypothesis was realized a survey of descriptive nature among the companies of the Modular Conception. The instrument of data collection was a questionnaire composed by twenty affirmations, with levels of disagreement and agreement. The main conclusions were the follow: the employees believe that the fact of the benefits and remuneration system are equal consolidate the sense of management equity; the organizational justice is one of the main points of the organization, since that the employees believe that they have an equal treatment to all, independent of social position, color, and credo. Besides the employees believe in the rules and procedures and, in case they came to be treated without justice, they will get justice through open channels in the organization. Analyzing the indicators of human resources verifies it that the absenteeism, turnover and workers lawsuits are the lowest of the Volkswagens group plant. All these factors converge to the most representatives answers of the employees: 80.9% are motivated to work in the company and 90.2% agree that the organization is a good place to work. Therefore, confirming the basic hypothesis rose: management equity and organizational justice lead the employees to have pleasure in belonging and not only being tied to the Modular Conception. / O presente estudo analisa e identifica as práticas de recursos humanos quando da implementação do conceito de produção denominado Consórcio Modular, na fábrica de caminhões e ônibus da Volkswagen em Resende. A hipótese geral é que as práticas administrativas, especialmente, eqüidade administrativa e distribuição de justiça, implementadas por recursos humanos na fábrica de caminhões e ônibus em Resende, são fonte de satisfação por parte dos empregados. Dessa forma, foi realizada uma revisão da literatura envolvendo as teorias de motivação e justiça organizacional associada ao comprometimento do empregado e gestão de clima organizacional. Para comprovar a hipótese central do estudo foi realizada uma pesquisa de clima organizacional de natureza descritiva dentro das empresas do Consórcio Modular. O instrumento de coleta de dados foi um questionário composto de vinte afirmações, com níveis de discordância e concordância. As principais conclusões foram as seguintes: os empregados acreditam que o fato de os benefícios e sistema de remuneração serem iguais consolidou o sentido de eqüidade administrativa; a justiça organizacional é um dos pontos fortes da organização, visto que os empregados acreditam que há um tratamento justo a todos independentemente de posição social, cor, credo. Além disso, os empregados acreditam nas normas e procedimentos e, caso venham a ser tratados com injustiça, a obterão por meio dos canais abertos na organização. Quando se analisam os indicadores de recursos humanos constata-se que o absenteísmo, rotatividade de mão-de-obra e processos trabalhistas são os mais baixos das fábricas do grupo Volkswagen. Todos esses fatores convergem para as mais representativas respostas dos empregados: 80,9% estão motivados na empresa e 90,2% entendem que a organização é um bom lugar para se trabalhar. Portanto, comprovando a hipótese básica levantada: eqüidade administrativa e justiça organizacional levam os empregados a terem prazer em pertencerem e não somente estarem vinculados ao Consórcio Modular.