<p><strong>Syfte:</strong> Syftet med studien är att identifiera de största faktorerna som reducerar motivation i Länsförsäkringar Gävleborg. Faktorerna benämns som <em>motivationsfaktorer</em>. Målet är att medvetengöra dem så att de i största möjliga mån kan elimineras. Förhoppningen är att detta leder till nöjdare anställda och en mer konkurrenskraftig organisation.</p><p><strong>Metod: </strong>Studien har en kvantitativ ansats där empirin består av en enkätundersökning med 22 frågor. Tre till fem frågor är kopplade till varje faktor i vår modell. Enkäten har distribuerats digitalt i <em>Google documents </em>till en kontaktperson på Länsförsäkringar Gävleborg via e-post. Han har sedan vidarebefordrat den i organisationen. Respondenternas svar har kritiskt analyserats och redovisas i empiriavsnittet fråga för fråga.<strong></strong></p><p><strong>Resultat & slutsats: </strong>I vår studie fann vi<strong> </strong>att demotivationsfaktorerna i vår model hade inverkan på de anställda i Länsförsäkringar Gävleborg. Vi vill belysa tre faktorer som har störst negativ påverkan för motivationen i deras organisation. Dessa tre faktorer är; <em>rework </em>– att behöva göra om utfört arbete,<em> ingen feedback </em>& <em>oproduktiva möten</em>. Faktoranalysen som har utförts verifierar vår 6 faktor modell och komponenterna kan placeras in i den befintliga modellen.<strong></strong></p><p><strong>Förslag till <strong>fortsatt <strong>forskning:</strong></strong></strong> Det finns ett incitament för vidare forskning inom<strong> </strong>området. Vidare skulle kvalitativa intervjuer bidra med att finna de underliggande motiven till svaren i den empiriska undersökningen. Studien är begränsad till Länsförsäkringar Gävleborg och det går inte att säga att demotivationsfaktorerna   är universala. Fler undersökningar skulle behöva utföras för att säkra reliabiliteten i svaren.</p><p><strong></strong><strong>Uppsatsens bidrag: </strong>Den statistiska redogörelsen som studien bidrar med ge         Länsförsäkringar Gävleborg en bild av hur deras anställda ser på de olika faktorerna. Vi ger även dem tre, som vi ser det, problem som bör hanteras för att minimera demotivationen hos medarbetarna.<strong></strong></p><p><strong>Nyckelord: </strong>Demotivation, Länsförsäkringar, demotivationsfaktorer,                  anställda</p> / <p><strong>Aim:</strong> The aim of the study is to identify the most important factors that reduce motivation within Länsförsäkringar Gävleborg. The factors are titled demotivation factors. The aim is to make the firm aware of them, so that they to the greatest extent can be eliminated. This will hopefully lead to more pleased employees       and a more competitive organisation.</p><p><strong>Method:</strong> The study takes on a quantitative approach, where the empirical study consists of a survey of 22 questions. Three to five questions are assigned to each factor in our model. The survey has been distributed in digital form in Google         documents and sent by e-mail to a contact person at Länsförsäkringar Gävleborg. He has passed it on within the organization. The respondents’ answers have been critically analyzed question by question and are presented in the empirical chapter.</p><p><strong>Result & Conclusions:</strong><strong> </strong>In our study we came to the conclusion that the employees in Länsförsäkringar Gävleborg are affected by the demotivation factors in our model. We want to emphasize three factors that have the largest impact on the motivation in their organization. These are; <em>rework – </em>to redo performed tasks, <em>no feedback </em>&  <em>unproductive meetings.</em> The factor analysis verifies our six factor model and the components can be placed within the existing model.</p><p><strong> </strong></p><p><strong> </strong></p><p><strong>Suggestions for</strong><strong> <strong> </strong><strong>future <strong>research<strong>: </strong></strong></strong></strong>There is an incentive for future research within this area. Qualitative interviews can contribute to uncover the underlying motives behind the answers in the empirical study. The study is limited to Länsförsäkringar Gävleborg and it’s not possible to claim that the demotivation factors are universal. Several surveys are needed to secure the reliability of the answers.</p><p><strong> </strong></p><p><strong>Contribution of</strong><strong> <strong>the thesis: </strong></strong>The statistical review that the study gave gives Länsförsäkringar Gävleborg a sense of how their employees see the different factors. We also<strong> </strong>contribute by showing them, as we see it, problems that should be addressed to minimize demotivation of the employees.<strong> </strong></p><p><strong>Keywords: </strong>Demotivation, Länsförsäkringar, demotivation factors,                    employees<strong> </strong></p>

Syfte: Syftet med studien är att identifiera de största faktorerna som reducerar motivation i Länsförsäkringar Gävleborg. Faktorerna benämns som motivationsfaktorer. Målet är att medvetengöra dem så att de i största möjliga mån kan elimineras. Förhoppningen är att detta leder till nöjdare anställda och en mer konkurrenskraftig organisation. Metod: Studien har en kvantitativ ansats där empirin består av en enkätundersökning med 22 frågor. Tre till fem frågor är kopplade till varje faktor i vår modell. Enkäten har distribuerats digitalt i Google documents till en kontaktperson på Länsförsäkringar Gävleborg via e-post. Han har sedan vidarebefordrat den i organisationen. Respondenternas svar har kritiskt analyserats och redovisas i empiriavsnittet fråga för fråga. Resultat &amp; slutsats: I vår studie fann vi att demotivationsfaktorerna i vår model hade inverkan på de anställda i Länsförsäkringar Gävleborg. Vi vill belysa tre faktorer som har störst negativ påverkan för motivationen i deras organisation. Dessa tre faktorer är; rework – att behöva göra om utfört arbete, ingen feedback &amp; oproduktiva möten. Faktoranalysen som har utförts verifierar vår 6 faktor modell och komponenterna kan placeras in i den befintliga modellen. Förslag till fortsatt forskning: Det finns ett incitament för vidare forskning inom området. Vidare skulle kvalitativa intervjuer bidra med att finna de underliggande motiven till svaren i den empiriska undersökningen. Studien är begränsad till Länsförsäkringar Gävleborg och det går inte att säga att demotivationsfaktorerna   är universala. Fler undersökningar skulle behöva utföras för att säkra reliabiliteten i svaren. Uppsatsens bidrag: Den statistiska redogörelsen som studien bidrar med ge         Länsförsäkringar Gävleborg en bild av hur deras anställda ser på de olika faktorerna. Vi ger även dem tre, som vi ser det, problem som bör hanteras för att minimera demotivationen hos medarbetarna. Nyckelord: Demotivation, Länsförsäkringar, demotivationsfaktorer,                  anställda / Aim: The aim of the study is to identify the most important factors that reduce motivation within Länsförsäkringar Gävleborg. The factors are titled demotivation factors. The aim is to make the firm aware of them, so that they to the greatest extent can be eliminated. This will hopefully lead to more pleased employees       and a more competitive organisation. Method: The study takes on a quantitative approach, where the empirical study consists of a survey of 22 questions. Three to five questions are assigned to each factor in our model. The survey has been distributed in digital form in Google         documents and sent by e-mail to a contact person at Länsförsäkringar Gävleborg. He has passed it on within the organization. The respondents’ answers have been critically analyzed question by question and are presented in the empirical chapter. Result &amp; Conclusions: In our study we came to the conclusion that the employees in Länsförsäkringar Gävleborg are affected by the demotivation factors in our model. We want to emphasize three factors that have the largest impact on the motivation in their organization. These are; rework – to redo performed tasks, no feedback &amp;  unproductive meetings. The factor analysis verifies our six factor model and the components can be placed within the existing model.     Suggestions for  future research: There is an incentive for future research within this area. Qualitative interviews can contribute to uncover the underlying motives behind the answers in the empirical study. The study is limited to Länsförsäkringar Gävleborg and it’s not possible to claim that the demotivation factors are universal. Several surveys are needed to secure the reliability of the answers.   Contribution of the thesis: The statistical review that the study gave gives Länsförsäkringar Gävleborg a sense of how their employees see the different factors. We also contribute by showing them, as we see it, problems that should be addressed to minimize demotivation of the employees. Keywords: Demotivation, Länsförsäkringar, demotivation factors,                    employees

The Chinese are the largest ethnic minority in Canada. As a group, they are well-known for not being able to speak fluent English, including those well-educated individuals who immigrated to Canada mainly in the 2000s. There is a rich literature in applied linguistics about immigrants’ second language learning. Nevertheless, studies on second language practice of this particular group of well-educated Chinese immigrants are lacking. This enquiry is aimed at exploring the reasons why well-educated professional Chinese immigrants, who constitute a large portion of the Chinese population in Canada, do not put more effort into improving their English after settling down there, even though a better level of proficiency can bring apparent benefits to their economic and social success in the new host country. Nineteen well-educated professional Chinese immigrants took part in in-depth interviews, the sole method of data collection of this exploratory study which has a conceptual framework capitalizing on such concepts as motivation/demotivation, value, capital, investment, community and identity. The findings reveal that the principal reason for a dearth of efforts is that they do not deem such efforts very necessary and worthwhile. The contribution of this study to knowledge lies in the conceptualization of non-investment, which complements the existing notion of investment by incorporating into it motivational/demotivational factors that the latter dismisses, and which addresses the issue as to what resources an individual depends on when making investment decisions. In addition, this concept is also a contribution to the under-researched area of demotivation. The immigration of well-educated Chinese professionals to Canada is one of the trends in human migration on the global scale which is a part of globalization. Therefore, the comprehension of the rationale behind their second language practice is significant to the applied linguists who work in the realm of globalization.

Sammanfattning Titel:                             Hur får företaget sina anställda motiverade till sitt arbete? Datum:                         2012-05-25 Nivå:                             C-uppsats i företagsekonomi 15 hp Författare:                   Ida Jensen, Nicklas Gustafsson samt Tanja Ljubez Handledare:                 Thomas Karlsson Examinator:                 Petter Boye Problembakgrund:     En av de viktigaste resurserna inom organisationerna är kunskapskapitalet som finns hos de anställda. För organisationerna handlar det om att maximera utnyttjandet och utvecklandet av kunskapskapitalet. Därmed måste de anställdas krav, behov och förväntningar tillfredsställas till den högsta möjliga grad. Problemformulering: Hur får företaget sina anställda motiverade att utföra arbetet? Genom en tillfredsställande arbetsmiljö, tydlig ansvarsfördelning, möjlighet till karriärmässig och personlig utveckling eller via belöningar som erbjudanden eller bonus? Syfte:                                  Syftet med genomförandet av studien är att få en bredare och djupare förståelse av hur företag motiverar sina anställda för att maximera utnyttjandet av kunskapskapitalet. Metod:                          En kvalitativ undersökning har gjorts där vi inriktat oss mot fyra kontorschefer. Vi använder oss både av primär- och sekundärdata i form av den insamlade empirin samt de teoretiska bildningarna i vår referensram. Slutsats:                              För att maximera utnyttjandet av kunskapskapitalet försöker företagen se till att det finns en väl fungerande arbetsmiljö, att det finns en tydlig struktur kring ansvarsfördelning, att det finns karriärmöjligheter för medarbetaren om denne själv vill och att företaget försöker att bekräfta och premiera de utförda prestationerna som bör premieras. Nyckelord:                         Ansvar, arbetsmiljö, demotivation, belöning, karriär, kunskapskapital och motivation.

In their studies on student motivation in th4e 1990s, Gorham & Christophel and Christophel & Gorham found that students perceived their own demotivation to be caused by instructor behaviors. While there are studies that explore the topic of student demotivation and other studies that illustrate the great influence instructors have on student information seeking behaviors, research focusing on the connection between these two concepts is almost nonexistent. Using Gorham & Christophel's concept of instructor-owned student demotivation, this mixed-methods study sought to identify which instructor behaviors doctoral computer science and information science students found demotivating and to what extent their perceptions of these demotivating instructor behaviors influenced their information seeking behaviors in a face-to-face classroom. Demographic and student-perceived demotivating instructor behavior surveys along with semi-structured interviews and follow-up questions were used to collect data. The surveys will be analyzed using descriptive statistics in Excel, and the semi-structured interviews and follow up questions were analyzed using content analysis and Colaizzi's method of phenomenological enquiry in NVivo. The findings showed that instructor demotivating behaviors not only influence student information seeking behaviors in the classroom, but they also can lead to lasting effects on the student. In addition, the participants have expectations of instructor behaviors, which come from their own experiences. These expectations also influence the level of demotivation they feel in a face-to-face classroom.

There have been many studies on what motivates coworkers in the workplace, but very few studies on what demotivates coworkers in business. Demotivaiton can be just as important to consider to create a good work environment as to avoid a toxic one. As a successful investor once articulated it “A lot of success in life and business comes from knowing what you want to avoid”. Avoiding demotivated coworkers is what this study aims to help correct by exploring which factors that cause demotivation for the individual in the workplace. The methodology to achieve this has been qualitative interviews with thirteen individuals, including both employees and managers at different companies. There were in total eight demotivational factors that were identified during the interviews. The researchers interpreted these factors in three categories: social, task-related and feedback and personal development related. It was possible to see that the older group were more affected by social demotivational factors than younger people. While younger people were more likely to experience task related factors to cause demotivation than the older group did.

The aim of the thesis is to develop the awareness about the existence of demotivation at English lessons and its possible reasons. Major concepts connected with motivation and demotivation are clarified, along with main demotivating factors at school such as a teacher, student's personality, fear or inadequate use of prize and punishment. The research in the form of a questionnaire realised at a primary and a secondary school was done to describe the degree of demotivation at those schools and to find the reasons for it. It was found out that the degree of demotivation is relatively high, prevalent in boys rather than girls. The main demotivating factors seem to be a teacher, a course book and students' laziness. Also the motivating power of praise was confirmed. It was indicated that demotivation is a serious problem that should be solved and therefore some suggestions how to motivate demotivated pupils are introduced. Key words motivation, demotivation, boredom, fear, teacher, pupils, English language

Comment et pourquoi les plans sociaux successifs impactent-ils les dynamiques sociales des acteurs sur l’ensemble de ses processus temporels ? La recherche s’interroge notamment sur les logiques et les résultats obtenus par les entreprises dans les processus de négociation avec les institutions représentatives du personnel (IRP) et les salariés dans les changements organisationnels post plan social. Nous présentons une analyse des processus de négociation, avant d’examiner le processus de rejet des salariés survivants lors des consultations, allant jusqu’à une démotivation sociale. Nous montrerons pourquoi ces deux processus sont parfois contraires et témoignent d’une démotivation sociale des salariés survivants. Plusieurs études de cas serviront de fil rouge à l’illustration de ces dysfonctionnements / How and why do successive social plans impact the social dynamics of the actors on all of its temporal processes ? The research questions the logic and results of companies in the process of negotiation with the representative bodies (IRP) and employees in organizational change post PSE. We present an analysis of the negotiation process, before considering the rejection process of surviving employees during the consultation, up to a social motivation shared by. We show why these two processes are sometimes contrary and demonstrate a social motivation survivors employees. Several case studies will be used as thread for the illustration of these problems

Notwithstanding the negative influence of demotivation on student learning outcomes, prior research in EFL demotivation suffers from the lack of generally agreed-upon conceptual understanding, which hampers scale development. The present series of studies sought to explore the ideas of demotivation and describe the development of the Learner Perception of Demotivators Scale (LPDS) both conceptually and psychometrically. In Study 1 (N = 295), an exploratory factor analysis offered preliminary support for a factor structure comprising three dimensions: negative teacher behavior, loss of task value, and low expectancy for success. In Study 2 (N = 320), the proposed factor structure was further corroborated through confirmatory factor analysis, and its validity was documented by means of correlating with academic performance, self-efficacy, and mindset. A second-order factor model was tested to investigate whether a set of demotivating factors load on an overall construct that may be termed “Demotivator”. Whereas the model fit confirmed a wellitting second-order model with post hoc model adjustment, one low first-order loading (negative teacher behavior) does not seem to support “Demotivator” as a higher order construct comprising three subdimensions. Furthermore, the LPDS demonstrated evidence of configural, metric, scalar, and residual invariance across gender, suggesting the same underlying construct is measured across gender groups. Contrary to the findings in motivation research, loss of task value was a stronger predictor of performance than low expectancy for success. Further, in Study 3 (N =320), loss of task value distinguished extremely motivated EFL learners from ordinary ones, offering tentative evidence for the reason behind demotivation in EFL learning. The unique role of task value found in Study 2 and Study 3 gave insights into the hypothetical construct of “demotivation”. It was also examined in the context of East Asian culture. By establishing a nomological network (academic performance, self-efficacy, and mindset), the current study provided a lawful pattern of interrelationships that exists between the hypothetical construct (demotivation) and observable attributes (e.g., academic performance) and that guides researcher for future L2 studies. More implications and limitations for future studies are discussed.

6 TITLE: Motivation of teaching staff in kindergartens AUTHOR: Bc. Zdeňka Krátká DEPARTME T: School Management Centre SUPERVISOR: Assoc. Prof. Jaroslav Kalous, Ph.D. ABSTRACT: The final thesis is focused on the analysis of the process of motivation of teachers in terms of nursery schools. The first part discusses the theoretical forms of motivation and motivational factors influencing motivation of teachers. The second part is focused on the detailed principles of motivation for directors of nursery school themselves and the role of directors in the process of motivation of teachers. The third part analyzes the current state of motivation in nursery schools through meta-analysis of literature dealing with this issue in the past dealt with. In the end of the empirical part of the thesis, the influence of different positive and negative motivation factors are discussed, the incentive system is created for teachers in nursery schools and the recommendations for the management of schools is formulated, how to effectively motivate their subordinates and what to avoid. KEYWORDS: motivation, positive motivation factor, demotivation, theory of motivation, motivation system