The purpose with this study has been to examine what motivates employees working in the security industry. Further, the aim has been to examine managers view on motivation within the same industry and find out how they work to motivate their employees. Finally, the study aimed to compare how employees and managers look at motivation and how they look at the way it is created, to see if they have the same opinions about the subject. Following research questions have been examined and answered: Which factors have the biggest impact on employees’ motivation within one company in the security industry? How do managers design the job in the security industry to create motivated employees? Do managers and employees within one company in the security industry have the same opinions about how motivation is created? The theoretical reference frame has consisted of the two classic theories Herzberg’s Two-Factor Theory and Hackman and Oldham’s Job Characteristics Model, and the more modern Self-Determination Theory. A qualitative research method in the form of semi structured interviews has been used to deeply investigate the topic. The results showed that the factor that had the biggest positive impact on the employees’ motivation was performance, linked to the wish to perform, but relationships, in terms of getting along with one’s colleges, was also associated with motivation. Performance was also the factor that could have the biggest negative impact on motivation, since the employees experienced themselves being the least motivated when they had not performed. Also, relationships, when these do not work out, and salary that does not live up to expectations could adversely affect motivation. Both of the interviewed managers thought it is important to find the right person for the job, where the personality matches the tasks. To create a motivating job, focus is being put-on well-made business plans and development plans, regular follow-ups, and distribution of tasks between groups to create variation. The managers were aware of that performance is an important factor for creating motivation. When it came to factors that have a negative impact on motivation, the managers had different thoughts than the employees, besides from that salary could matter.The managers did not know how their employees experience their own growth need, but they did know that their employees were generally satisfied with their jobs and with the work context. The results also showed that the employees had a more optimistic approach towards their jobs than their managers had, and all of the employees were both extrinsically and intrinsically motivated, in different forms and combinations.

This research explores the relationship of self-monitoring with team leader behavior and work environment preference. Those who are high on self-monitoring demonstrate flexibility in their actions with others and are socially perceptive. They perform well in a variety of leadership positions and are viewed as leaders by group members. High self-monitoring types choose "socially" based careers, including teacher and psychologist, in which they adapt their interaction styles to effectively meet the demands of clients. The demands placed on a team leader appear to require similar characteristics to those that high self-monitoring individuals possess. As a team matures through different stages of development, the role of the leader ranges from director to facilitator to consultant. In order to effectively meet team needs, a leader must be socially sensitive to interpersonal cues and have the ability to assume various roles. In addition, given the fact that the position of team leader is a highly social type of career that requires behaviors similar to careers chosen by high self-monitoring individuals, it is likely that high self-monitors would prefer working in a team work environment over a traditional one. A survey methodology was used to assess the characteristics of 100 team members. No relationship was found between self-monitoring and flexible team leader behavior. However, when a job relevant version of a traditional self-monitoring scale was used, some of the data suggested that flexible people prefer a team work environment over a traditional one. Also, individuals who demonstrated ineffective team leader behaviors tended to show a preference towards traditional work environments.

Interprofessional education is recommended as a necessary step to prepare a collaborative, practice-ready workforce to engage in effective teamwork and team-based care. Professional identity and the perceptions of stereotypes that professionals hold of other professions have been identified as key factors in either enhancing or inhibiting effective teamwork. Information about interprofessional collaboration and education, competencies, and related variables is limited, particularly within the profession of dental hygiene. The purpose of this study was to investigate the relationship of interprofessional competencies to professional identity and stereotypes among U.S. dental hygiene students and practicing dental hygienists. The study used a correlational design with a cross-sectional survey utilizing the Student Stereotype Rating Questionnaire, Interprofessional Education Collaborative. Revised Survey, and Macleod Clark Professional Identity Survey-9 instruments. A total of 423 participants were recruited: 222 dental hygienists and 201 dental hygiene students. The survey data were analyzed using descriptive statistics, correlational analysis, independent and paired t tests, and multiple regression. Dental hygiene students had a significantly higher interprofessional competency aggregated mean score than registered dental hygienists (t = -4.837). Dental hygiene students’ interprofessional education experience correlated positively with the Interprofessional Competency Revised Scale score (r = 0.290, n = 201, p < .01). There was a modest relationship between interprofessional practice experience and the Interprofessional Competency score (r =. 255, n = 222, p < .01). The stereotypes dental hygienists and dental hygiene students have of themselves (auto-stereotypes) were rated the highest (M = 40.46, SD = 4.45) compared to stereotypes they have about dentists (hetero-stereotypes) (M = 37.57, SD = 6.03). The results of the multiple regression analysis, F (4, 418) = 16.805 p < .001, R2 = 0.14, showed that the variables of professional identity, interprofessional education activity experience, auto-stereotypes, and being a dental hygiene student were predictors of interprofessional competency. This study contributes to a unique understanding of the relationship between interprofessional competencies to stereotypes and professional identity among practicing dental hygienists and dental hygiene students. With these findings, educators and policymakers can identify issues and address modifications to curricula, professional development, and organizational changes.

Employees' social media use and its potential links with work-related outcomes have received significant scholarly attention in recent years. The existing studies, however, demonstrated mixed findings and the impact of social media use on employee outcomes remains inconclusive. The current debate on employees' social media use points to the need for a meta-analysis on this particular issue, as it could help provide a more conclusive summary to resolve the inconsistency across studies. This meta-analysis study reviewed empirical studies published in peer-reviewed journals from 2009 to 2018 with the aim to provide robust conclusions about the relationships between employees' social media use and employee outcomes (i.e., job performance, innovative performance, job satisfaction, work engagement, emotional exhaustion and work-life conflict) and to explore the moderators of these associations. A total of 29 journal articles were examined in this thesis. The results of the random-effects model suggested that social media use, in general, has positive and small effects on job performance, job satisfaction, work engagement, and work-life conflict. Its effect on emotional exhaustion, however, was significant but negligible. In addition, a positive but non-significant association was found between social media use and innovative performance. The sub-group and meta-regression analyses further identified the moderators among the positive associations found. Specifically, purpose of social media use and culture moderated the effects of social media use on both job performance and job satisfaction; job position moderated the association between social media use and job satisfaction. The theoretical and practical implications from the results of this study, the limitations of the present meta-analysis, and directions for future research were discussed.

It is possible for Visually Impaired people to do most jobs if they have the right training, technological assistance and emotional support. Yet it is difficult for Visually Impaired people to get employment, and also difficult to adapt to the workplace when a person becomes Visually Impaired. The purpose of the study is to explore how those who become Visually Impaired adapt to their work environment. In exploring these adaptations, the research aims to discover, firstly, if the Visually Impaired are doing the jobs they want to and how they go about doing so. Secondly, to discover which technology, equipment, support and training is helpful in aiding the VI in the workplace. Thirdly, to discover if the Visually Impaired person feels normal if physical and social barriers in the workplace are removed. And lastly, if the Visually Impaired do adapt to the workplace after they become Visually Impaired. The physical and social barriers a Visually Impaired person faces at work, the emotional adaptation that needs to be made when Visual Impairment sets in, the adaptive technology and equipment that assist the Visually Impaired at work, as well as the legislation relevant to the Visually Impaired worker are discussed. The qualitative approach is used as the method of research as the objective of the study is to understand the experience of those becoming Visually Impaired and adapting to their workplaces from within their own environments. Data was collected by means of interviews from five participants, and case studies written to describe their experiences. Comparisons were drawn to assist in analyzing the participants’ experiences. A number of assumptions were then made about Visually Impaired people, as a number of possible issues came to light that the majority of Visually Impaired people might experience in some way or other, as a result of the similarities in the experiences of the Visually Impaired participants. The following assumptions were made: The Visually Impaired do adapt to the work environment. The Visually Impaired must make certain adaptations to cope at work under their new circumstances. Adaptive technology and equipment, training and support are necessary and helpful to the Visually Impaired in the workplace. Some of the Visually Impaired participants are doing jobs they want to do, and others are not. Some Visually Impaired people feel normal and have always feel normal; others need physical and social barriers removed, to feel normal; and yet others would feel normal if they could have those things they took for granted before, back. The positive reaction of colleagues, clients and managers depends on two things: their knowledge of the Visually Impaired and the Visually Impaired person’s attitude to life and his/her impairment. Most Visually Impaired people need and can find some form of meaningful activity in their lives. Copyright 2002, University of Pretoria. All rights reserved. The copyright in this work vests in the University of Pretoria. No part of this work may be reproduced or transmitted in any form or by any means, without the prior written permission of the University of Pretoria. Please cite as follows: De Kock, HC 2002, Adapting to the work environment by the recently visually impaired, MCom dissertation, University of Pretoria, Pretoria, viewed yymmdd < http://upetd.up.ac.za/thesis/available/etd-02152012-120931 / > C12/4/125/gm / Dissertation (MCom)--University of Pretoria, 2011. / Human Resource Management / unrestricted

This thesis is an attempt to research the effects of discrimination and how individuals perceive discrimination. This paper is based on ten different people’s experiences of discrimination in the workforce. The purpose of this study is, as previously mentioned, to examine the outcomes of discrimination, but also how discrimination can be minimized. This work is based on qualitative method. Therefore, qualitative interviews will be the method for this study. For this purpose, semi-structured interviews have been used and applied to this study. This essay has concluded that the programs that the state uses are not working in these cases. The result from this study is that discrimination has an effect on individual’s relationships at work. This study concluded that discrimination has a lot of outcomes and can occur based on several varied factors. The results of this study indicate that the states' programs against discrimination are not working in these ten separate cases.

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The purpose of this study is to research possibilities to create educational programs at large companies that engage employees using the company intranet to contribute to the development and efficiency of the business. The goal is to through experience of employees and related research suggest pedagogically and technically effective methods to introducing company employees to an intranet. The importance of this study lies in its potential to increase a more operational use of intranets. What has been done in this thesis is an investigation of what a large consultant company need in terms of introduction to a system e.g. an intranet, a customer relation management system or a time report system. A study of what is available in terms of earlier work and research has been done. Interviews and surveys were completed to get to know the experiences that employees at a company has in the area. The most important results from the investigation are that e-learning is especially suitable to large consultant companies. It is also that a company need more than informal learning, even if the system to learn is intuitive. What are also significant outcomes that are important to e-learning at companies is the organization of courses and of learning so that the learner knows of existence of a course, where to find it and that there is an organization for updating the material and maintaining the quality of the course. What is also important is to have a clear reason for the employee to attend the course. The possibility to get an overview of the course and a time schedule of the course facilitates learning for employees. That the learners are able to discuss the course material and get feedback on the results does also facilitate the learning. Learners also get motivated from practical training that is directly applicable in work. / Syftet med studien är att undersöka möjligheter att skapa utbildningsprogram till stora företag som engagerar de anställda som använder företagets intranät att bidra till utvecklingen och effektiviteten av verksamheten. Målet är att genom erfarenheter från anställda och annan forskning föreslå pedagogiskt och tekniskt effektiva metoder för att introducera anställda till ett intranät. Det som har gjorts i studien är en undersökning av vad som efterfrågas av ett stort konsultföretag i form av en introduktion till ett system, t.ex. ett intranät, ett customer relation managment-system eller ett tidrapporteringssystem. En undersökning av vad som finns tillgängligt i form av tidigare forskning har gjorts. Intervjuer och enkäter har genomförts för att ta del av erfarenheter som anställda på ett företag har i området. De viktigaste resultaten från studien är att e-lärande är speciellt lämpligt för stora konsultföretag. Ett företag behöver mer än bara informellt lärande även då systemet är intuitivt. Vad som också är betydelsefulla resultat från studien som är viktigt för e-lärande på företag är organiseringen av kurser och lärande så att kursdeltagaren vet att det existerar en kurs, var den finns och att det finns en organisation för uppdatering av materialet och att bibehålla kvaliteten på kursen. Vad som också är viktigt är att ha en självklar anledning tillgänglig för den anställde att delta i kursen. Möjligheten att få en översikt av kursen och ett tidsschema för kursen underlättar lärande. Att kursdeltagaren har möjlighet att diskutera kursmaterialet och att få feedback från resultaten underlättar även det lärandet. Kursdeltagare blir även motiverade av praktisk användbar utbildning som är direkt applicerbar i arbetet.

HIV and AIDS stigma has become a vital challenge for all stakeholders in the workplace. Although government has developed policies on managing HIV and AIDS, indications are that the implementation of these policies and strategies has not been effective in mitigating HIV and AIDS workplace stigma. The key thrust for conducting this qualitative study was to explore the perceptions of Employee Wellness Practitioners concerning HIV and AIDS stigma in the Gauteng Provincial Government [GPG] departments. The study was geared towards ascertaining empirically the Employee Wellness Programme [EWP] practitioners’ perceptions regarding the manifestation of HIV and AIDS stigma, the context of stigma in a government department, and insight into whether workplace interventions have been effective in mitigating stigma. The general orientation to the study in Chapter 1 provides an overview of the definition of the problem of stigma, and also of the goals and objectives of the study, the research question, empirical approach, research design and methodologies used, pilot testing of data collection instrument, research population, sampling methods, ethical considerations and the structure of the study report. Fourteen EWP practitioners from the 13 GPG departments were interviewed by the researcher. The literature review in Chapter 2 theoretically scrutinises the problem of HIV and AIDS stigma with specific reference to the types, forms sources, causes and consequences of stigma. The conjectural context of HIV and AIDS stigma in the workplace is expounded and workplace interventions are explored. Chapter 3 of this study presents and analyses the data collected from the respondents. Findings indicate that HIV and AIDS stigma is widespread in the GPG departments and that workplace responses as per EWP practitioners’ perceptions are diverse. HIV and AIDS stigma mitigation strategies necessitate the use of multi-dimensional, multi-disciplinary and multi-sectoral approaches which should be tailored to address the challenges and needs of relevant stakeholders. From the results of this study it is apparent that HIV and AIDS stigma has an immense impact on the performance of government employees, and that current HIV and Employee Wellness policies are not sufficient to enhance stigma mitigation in the workplace. Lack of support, commitment and visionary leadership in government departments impede the hard EWP practitioners’ efforts to de-stigmatise HIV and AIDS in the GPG. Chapter 4 presents the conclusions and recommendations for prioritisation and implementation through workplace interventions. Copyright / Dissertation (MSW)--University of Pretoria, 2009. / Social Work and Criminology / unrestricted

Research shows that women face a lot of obstacles in working life, but how do male employees really view female leadership? The purpose of this study is to investigate what beliefs and experiences men in a male-dominated industry have of female leadership. A deeper understanding wants to be reached about why male employees have beliefs about female leadership. Furthermore, female leadership is studied in relation to male leadership to highlight any hidden beliefs. The previous research highlights gendered leadership, how men are perceived to lead and how women are perceived to lead. Then there is the issue of female leadership in male-dominated industries as well as obstacles and notions of female leadership. Thus, it would be interesting to study male employees' performances and experiences of female leadership in male-dominated industries. To highlight hidden beliefs, the transition from a male to a female boss is studied in a male-dominated industry.The study is based on qualitative semi-structured interviews. The results of the study show that there are notions of female leadership. Where gender norms and gender structures can be an influence factor in men's negative beliefs. There are also results of informants feeling that female and male leadership differ. The woman is perceived more relationship-oriented and the man more goal-oriented. Thus, these notions of female leadership seem to form the basis of how men interpret and experience the leadership of their female bosses. / Forskning visar att kvinnor möter en hel del hinder i arbetslivet, men hur ser manligt anställda egentligen på kvinnligt ledarskap? Syftet med denna studie är att undersöka vilka föreställningar och upplevelser män i en mansdominerad bransch har av kvinnligt ledarskap. En djupare förståelse vill nås om varför manliga anställda har föreställningar kring kvinnligt ledarskap. Vidare studeras kvinnligt ledarskap i relation till manligt ledarskap för att synliggöra eventuella dolda föreställningar. Den tidigare forskningen belyser könat ledarskap, hur män uppfattas leda och hur kvinnor uppfattas leda. Sedan tas det upp om kvinnligt ledarskap i mansdominerade branscher samt hinder och föreställningar om kvinnligt ledarskap. Därmed vore det intressant att studera manliga anställdas föreställningar och upplevelser av kvinnligt ledarskap i mansdominerade branscher. För att synliggöra dolda föreställningar studeras övergången från en manlig till en kvinnlig chef i en mansdominerad bransch.Studien baserar sig på kvalitativa semistrukturerade intervjuer. Resultatet i studien visar på att det finns föreställningar om kvinnligt ledarskap. Där könsnormer och könsstrukturer kan vara en påverkningsfaktor till männens negativa föreställningar. Det förekommer även resultat på att informanterna upplever att kvinnligt och manligt ledarskap skiljer sig åt. Kvinnan uppfattas mer relationsorienterad och mannen mer målorienterad. Således verkar dessa föreställningar om kvinnligt ledarskap ligga till grund för hur män tolkar och upplever deras kvinnliga chefers ledarskap.