Introduction: In order to maintain strong relationships with customers, a lot of firms have invested in improving quality; this has led to an increase of quality programs. One of the most prominent quality standards is the ISO 9000 series, however prior research has different views whether or not the standards are beneficial. Two of the areas where disagreement exists regarding ISO 9000, are its effect on customer satisfaction and furthermore how the different motives behind the implementation can affect the outcome of ISO 9000. Hence this paper aimed to seek an explanation between these two matters and fill the research gap, where it was conducted on companies deployed in Sweden. Purpose: The purpose with this research is to explain how the different motives behind the implementation of ISO 9000 effect customer satisfaction. Methodology: A quantitative study was performed, with a cross-sectional research approach, where a questionnaire was used to collect the data. This resulted in 102 answers, where the questionnaire was sent out by e-mail to one representative for each firm. Conclusion: The study concluded that it was no difference between extrinsic and intrinsic motivation to implement ISO 9000 and its effect on perceived quality, perceived value and customer expectations. It was also discovered that those who had the ISO 9000 series performed well with regards to their customer satisfaction

This essay analyzes Enclave, discusses the different outcomes of using an intrinsic or an extrinsic approach and argues that there is a lack of aesthetic objectives in the English syllabus in Swedish upper secondary school. Initially it introduces the novel Enclave and states what kind of syllabus Sweden utilizes and what the syllabus' goals are for the students. Secondly, it acknowledges the relationship between the two approaches recognizing a debate and the fact that an intrinsic approach has been ignored by schools and scholars in England. In this context it includes the relationship the English subject in Sweden has with literature. Furthermore, the essay provides thorough definitions of the intrinsic and extrinsic approaches which are used to analyze Enclave. Finally, it concludes that it is more difficult to relate the intrinsic approach to the syllabus because of its lack of aesthetic values in the content of communication, reception, production and interaction objectives. The results yielded were similar in that both required intensive reading but an aesthetic experience only occurred with the intrinsic approach done to Enclave.

According to the dual valuing process model (Grouzet, 2013), the social context can either facilitate the natural human tendency to pursue intrinsic goals, or thwart it by promoting extrinsic goals. Congruent with this idea, research in self-determination theory (Deci & Ryan, 2000) suggests that parental autonomy support (PAS) is associated with the development of intrinsic goals, whereas more controlling parenting styles, such as conditional regard (PCR), are expected to facilitate extrinsic goals. Results from two preliminary studies suggest that mothers tended to use PAS to promote goals that were more intrinsic, as well young adults were more likely to autonomously internalize these goals, whereas PCR was associated with more extrinsic goals. In the current study, we sought to extend these findings by including a general measure of perceived parenting style, as well as asking participants to recall a goal that was promoted during adolescence (i.e., 13-16 years). Results from this study indicate no difference in the type of goal that was promoted or the way in which it was internalized when mothers used either autonomy support or conditional regard, over and above general parenting style. Results will be further discussed in with respect to parenting, self-determination theory, and the dual valuing process model. / Graduate

The purpose of this research project was to give a better understanding of the relationship between sustainable development and employee motivation. More specifically, this study focused on the influence of sustainable development over intrinsic and extrinsic employee motivation, and aimed to identify and explain the different motivators at stake in this connection.   We decided to select sustainable development and motivation as our two main theories, and we carefully developed them in our theoretical framework. Beside that, we chose to follow an interpretivist paradigm and to conduct qualitative interviews with employees.   For this research project, we contacted Brocard, a French wine producer seriously involved in sustainable development for almost 20 years. After having designed an interview guide thanks to our theoretical framework and our own knowledge, we carried out six semi-structured interviews via Skype with the company and collected almost three hours of data.   After the retranscription and the translation of these interviews, we presented the empirical results and analyzed the data by following a thematic analysis. We managed to group a great number of concepts under three themes (satisfaction, working environment, and performance) and discussed them. The results showed several motivators at stake when employees were confronted to sustainable development, either intrinsic and extrinsic.   Several limitations can be underlined in our research project, as the difference of language between the respondents and the final writing thesis, which probably caused the loss of some information, or the fact that this study is partly limited to France, due to the company we contacted. To go beyond those results, we suggested to develop the same type of study in other countries or other areas of the world, and then compare the results.

Students´ achievements in scientific subjects, such as biology, have stringently declined during the past decade. In order to disrupt these declining results in scientific subjects it´s important to identify factors leading to decreased academic achievements within the scientific subjects. This study aims to investigate the association between students´ achievements in biology and self-efficacy beliefs, intrinsic motivation, extrinsic motivation and amotivation among 120 Swedish students with an age between thirteen and fifteen years s. A self-efficacy sub-scale of the “Motivational for Learning Questionnaire” (MSLQ) was used to evaluate students´ self-efficacy beliefs and an “Academic Motivation Scale for Learning Biology” (AMSLB) was used to determine students´ motivation to learn biology. The results showed a significant positive correlation between students´ biology achievement and self-efficacy beliefs, intrinsic motivation and extrinsic motivation. Further, a significant negative correlation was found between students´ biology achievement and amotivation. These findings indicates that both self-efficacy beliefs, intrinsic motivation and extrinsic motivation could be important underlying factors that positively impact students´ achievements in biology.

This study tests the effectiveness of a program designed to use extrinsic incentives in improving the motivation of disadvantaged students to achieve academic success. This study seeks to determine whether the specific extrinsic rewards provided in the program actually improve the success of students on classroom tests. A secondary purpose of the study is to assess the extent to which that success, if achieved, becomes itself a reinforcement sufficient to maintain continued success in the classroom. Ignoring age and grade, students from the sixth, seventh, and eighth grades were grouped by their skill level in mathematics and assigned to an individual teacher. The study was conducted during four consecutive two-week periods. Base-line data were obtained during the first two-week period of both experimental and control students under regular classroom conditions. Extrinsic incentives were applied to the experimental group during each of the following two-week periods and identical measures were taken during the same period of both the experimental and control groups. The analysis-of-covariance statistical treatment was used to compare changes on test success. The .05 level of confidence was held as the standard for statistical significance. Two extrinsic incentives, a free movie and a monetary reward, were employed to bring about improved performance on mathematical tests. Separate and combined effects of the incentives were examined for the total group and for subgroups based on sex, ethnicity, and initial mathematics ability.

In view of the rapid decrease in the number of students opting to train as teachers and the increasing numbers of teachers leaving the profession; the teaching profession in South Africa is indeed what Duke (1984) termed “imperilled”. While quantitative research identifies remuneration to be the foremost factor attributed to the dissatisfaction of teachers in South Africa as elsewhere; the main purpose of this study was to explore teachers’ perceptions of remuneration. Nine qualified women teachers aged between 25 and 35 years of age, who had been teaching for at least two years and less than ten, volunteered to take part in this study. The sample was drawn from government schools in a suburban part of Johannesburg. This research was based on the information gathered from a short biographical questionnaire followed by in-depth, semi-structured interviews. A process of language sensitive thematic content analysis was employed in order to analyse the data from the interviews. The research indicates that in the decision to enter the teaching profession, notions of the perception that teaching is a vocation predominate. An emphasis on the related intrinsic rewards to be gained from teaching was found to receive greater focus than monetary concerns on entering the profession. The participants expressed that women are more likely to enter the teaching profession while even though men may share the passion to teach, they are seriously deterred by the poor levels of remuneration. The participants explained that as the contexts of their lives changed, so too did their perceptions of remuneration, often resulting in an increasing emphasis on the importance of better remuneration to meet their and their families’ financial needs. Related to this, it was found that as South African teachers were exposed to an almost overwhelming number of challenges, the participants began to experience fewer intrinsic rewards which seemed to impact negatively on their perceptions of remuneration. Thus of the nine participants, only two indicated their long-term commitment to the teaching profession whereas the remaining seven all had plans to leave the profession in search of better remuneration.

Today's society is on several levels dependent on organizations and their maintaining of work and production which demands that people can find motivation to do tasks within their workrole. This study will examine how employees in for-profit organizations is motivated to fulfill their working tasks. The purpose of this study will be answered partly by examining how employees experience motivation but also adding how employers perceive the experienced motivation. This is a qualitative comparative case-study which in addition to the central purpose also answers if there are differences and similarities about work motivation between an organization within the public and private sector. The study proceeds from several themes which is based on previous research and theory and uses a theoretical framework “intrinsic and extrinsic motivation” to delimit the study. The results shows that work motivation is something subjective and that both intrinsic and extrinsic factors affect motivation in different ways. The themes that were chosen proved to be of importance although the study illuminate that they affect people in different ways in various situations. The results of this study proved that there were many similarities between the public and private sector in what motivates employees.

Motivation is rarely used as a diversity management strategy, and as a result, little academic research explores the relationship between generational age differences and motivation in public sector management. Using Deci's intrinsic and extrinsic motivation theory as the foundation, the purpose of this correlational design study was to evaluate the relationship between generational age differences and employee motivation in a Maryland government agency. Data were collected through an online survey using the Work Preference Inventory from 35 of the agency's 5585 employees, born between 1946 and 2000. Data were analyzed using one-way analysis of variance with post-hoc tests to assess the relationship between the intrinsic and extrinsic motivations of Baby Boomers, Generation X, and Generation Y. Findings of the ANOVA revealed that there were no statistically significant associations between the 3 generational cohorts regarding intrinsic or extrinsic motivations suggesting that there are no differences among the 3 generations in terms of preferences. However, an analysis of correlations between intrinsic and extrinsic motivations for both Baby Boomers and Generation X were strongly positive at r = .862 and .602 respectively, but strongly negative for Generation Y at r = -0.856. One of the social change implications stemming from this study is the recommendation for public organizations to explore a blend of intrinsic and extrinsic motivations to attract and enhance the longevity of members of each generational group in the public sector. This provides a more balanced and cost effective approach in sustaining generational diversity in the sector through employee motivation. This will benefit the general public because they could receive efficient services offered with minimal personnel cost.

Employee turnover has been responsible for the failure of many small businesses in the United States. Business leaders do not always understand the reasons employees choose to leave an organization. This correlational study, grounded in Herzberg's 2-factor theory, examined the relationship between intrinsic employee job satisfaction, extrinsic employee job satisfaction, and employee turnover intention among employees in small businesses. Participants included 129 employees of a small business in Western New York. The Minnesota Satisfaction Questionnaire and Turnover Intention Survey were used to collect the data. The multiple regression analysis significantly predicted extrinsic employee turnover intentions, F(3, 103) = 25.687, p = .001, R2 = .428, and while extrinsic motivation was a predictor, intrinsic motivation was not. Recommendations for future research include focus on specific extrinsic and intrinsic categories in additional contexts. Implications for social change include small business owners understanding the motivation behind employee turnover, which may result in reduced costs to the company, keeping experienced employees, reduced errors made by inexperienced new hires, and increased productivity because there is not a learning curve for tenured employees.