The purpose of this study is to examine what motivates adult pupils to participate evening dance classes at School of Dance and Circus. In addition to this, the purpose is to find out if their motivation is more intrinsic or extrinsic. Furthermore, the study aims towards investigating how dance pedagogues can develop their teaching with this specific target group to support the pupil’s interests and desires. The questionnaires of one evening dance course consisting of 11 pupils are analysed with Grounded Theory. The results show that there are 15 motivational factors: Joy, Development in dance, Physical development, Promotion of mental well-being, Other activity and Other form of training, Price, Curiosity, Cognitive development, Challenge, Aesthetics, Different experience of dance class, Social interaction, Prevention of pain and Prevention of injuries. The first six ones can be summarized as Self-fulfilment that work as the basis for the theory of the study. It is also shown that the motivation of the target group is more intrinsic than extrinsic. Promotion of experience of flow and creativity, preference of using mastery goal structures and teaching with direct instructions enforce intrinsic motivation and serve pupils’ interests and desires. These are suggested to dance pedagogues to use for developing their teaching with this target group.

Connecting Human Resource Management (HRM) and knowledge transfer through motivation is a new research area. Out of the few existing studies there is a predominance of quantitative studies, which are showing inconclusive results. As a response, this study uses a qualitative micro perspective to investigate how HRM practises influence intrinsic- and extrinsic motivation to share knowledge. It is important to divide motivation into intrinsic and extrinsic, as it impacts knowledge sharing differently. Former studies have identified a need to study the whole HRM system, therefore, to capture differences in motivation among employees exposed to the same system, this thesis takes on a single case study approach. Qualitative interviews were held with employees at an MNC that relies on knowledge intensive activities. The findings showed that employees were motivated intrinsically through career development and extrinsically by the performance management system. The supportive climate showed to influence motivation to share knowledge, both directly and indirectly. Job design was shown to work well in combination with other practises. Finally, a key finding was the importance of having an aligned HRM system.

This study's aim was to investigate whether self-determined behaviour and achievement motivation impact learner's academic performance. Convenient geographic sampling was used to select three pnmary schools in Soshanguve. A likert type questionnaire was used to collect data from 120 learners. Item analyses were preformed to investigate the reliability of subscales. Three hypotheses were tested using analysis of variance and Pearson product moment correlations. The first, which predicted that intrinsic motivation is positively related to academic achievement, was not supported. Both intrinsically and extrinsically motivated learners achieved better in academic tasks than amotivated learners. The second, which predicted a negative correlation between extrinsic motivation extrinsic motivation and academic performance, was also not supported. The third, which predicted that there is a negative correlation between amotivation and academic performance, was confirmed. General conclusions, recommendations, and limitations of the study are discussed. / Psychology / M.A. (Psychology)

Ledarskap är viktigt för att medarbetarna ska bli motiverade i arbetet. Inom bankbranschen har chefen höga krav på medarbetarna. Medarbetarna i bankbranschen är ofta högutbildade och det finns olika sätt att motivera dem. Medarbetarna kan motiveras med både inre och yttre motivationsfaktorer. Transformativt ledarskap är en ledarstil som motiverar medarbetarna att göra mer än vad som förväntas av dem. Den tidigare forskningen om transformativt ledarskap visar att det har en positiv betydelse för medarbetarnas motivation. Denna uppsats ämnar att undersöka: Vilken betydelse har ledarens transformativa ledarskapsbeteende för medarbetarnas inre och yttre motivation i bankbranschen? Studien syftar till att utveckla ett ramverk för att få förståelse för betydelsen av ledarens transformativa ledarskapsbeteende för medarbetarnas inre och yttre motivation i bankbranschen. I referensramen behandlas transformativt ledarskap, inre motivation utifrån Hackman och Oldhams motivationsteori och yttre motivation. Dessa komponenter bildar tillsammans ramverket. För att få förståelsen mellan transformativt ledarskap och inre och yttre motivation har en kvalitativ metod använts för insamling av empirin där en fallstudie gjordes på ett lokalt kontor hos en av storbankerna. Med utgångspunkt i den deduktiva metoden skapades frågor för att sedan kunna koppla samman transformativt ledarskap med inre och yttre motivation. Slutsatsen av studien visar att transformativt ledarskap har en betydelse för medarbetarnas inre och yttre motivationen i bankbranschen. Studien kommer även fram till att det mest betydelsefulla beteendet för medarbetarnas inre och yttre motivation är ta hänsyn till individen. Det minst betydelsefulla beteendet för medarbetarnas inre och yttre motivation var idealiserat inflytande. Studien visar även att stress har negativ påverkan på ledarskapet. / Leadership is important to get the employees motivated to work. In the banking industry the manager has high demands on the employees. Employees in the banking industry are often highly educated and there are different ways to motivate them. Employees can be motivated by both intrinsic and extrinsic motivational factors. Transformational leadership is a leadership style that motivates employees to do more than what is expected of them. The previous research about transformational leadership shows that it has a positive impact on employees motivation. This study aim to investigate: What meaning does a leaders transformational leadership behavior for the employees intrinsic and extrinsic motivation in the banking industry? The aim of this study is to develop a framework to understand the meaning of the leaders transformational leadership behavior for the employees intrinsic and extrinsic motivation in the banking industry. The theoretical reference frame involves transformational leadership, intrinsic motivation based on Hackman and Oldham job characteristics model and extrinsic motivation. In order to gain an understanding between transformational leadership and intrinsic and extrinsic motivation a qualitative method have been used to gather the empirical data. A case study was made on a local office at one of major banks in Sweden. With a deductive approach questions were created to be able to find the connection between transformational leadership and intrinsic and extrinsic motivation. The conclusion of the study shows that transformational leadership has a meaning for the employees intrinsic and extrinsic motivation in the banking industry. This study also find that individualized consideration has the most meaning for the employees intrinsic and extrinsic motivation. The behavior with least meaning for the employees intrinsic and extrinsic motivation was idealized influence. The study also show that stress has negative influence on the leadership.

Studiens syfte är att undersöka hur lärare i årskurs 1–3 säger sig arbeta med skönlitteratur i undervisningen för att stimulera elevernas inre och yttre motivation till läsning. Den metod som användes för att samla in material är semistrukturerade intervjuer. Intervjuer gjordes med fem lärare som arbetar i årskurs 1–3. Utgångspunkten för studien är tidigare forskning om läsmotivation samt teorier om begreppen inre och yttre motivation. Resultatet visar att lärarna arbetar på många olika sätt för att öka elevernas läsmotivation. De använder olika läsutmaningar för att eleverna ska läsa mer och de samtalar med dem om varför det är viktigt att läsa. Däremot visar resultatet att lärarna inte fokuserar på begreppen inre och yttre motivation i någon större utsträckning. Resultatet visar också de svårigheter lärarna möter i arbetet när de ska motivera eleverna till läsning. Lärarna berättade att en del elever inte har någon läskultur hemifrån och att vårdnadshavarna inte är stöttande när det kommer till läsning. Detta anser lärarna vara ett problem då det kan vara svårt att få dessa elever motiverade till läsning.

Title: Motivation football players under influence of level of competition and loading level Objectives: The first aim of this study is to describe the motivation of football players. The second aim is to find out how players' motivational structure changes depending on the level of gaming. The third aim of the thesis is to verify the hypotheses regarding the motivation structure and their changes on the set criteria. Methods: This is a cross-sectional study. The data was obtained using the Czech version of the Sport motivation scale. Relationships between motivation and the monitored variables (belonging to the given team - level of competition, gaming load) were evaluated using the Spearman correlation coefficient. Comparison of motivation at clubs at different levels of competition was performed using the t-test. By comparison, the data were compared with the results of other relevant studies. Results: On a given sample (n = 50), we found a correlation of the positive and the negative direction. At the alpha level of 0.1, a negative amortization correlation was found at the descending team level (R = 0.26; p-value = 0.07). A similar result was given by the result of the t-test, when we found a significant difference between the players from AC Sparta Praha and non-selective clubs (T = 2.8;...

Submitted by Renata Lopes (renatasil82@gmail.com) on 2016-05-11T17:48:37Z No. of bitstreams: 1 marcusviniciusdasilva.pdf: 3307250 bytes, checksum: 5237cca25b500fed8d68027a19990087 (MD5) / Approved for entry into archive by Adriana Oliveira (adriana.oliveira@ufjf.edu.br) on 2016-06-27T19:23:19Z (GMT) No. of bitstreams: 1 marcusviniciusdasilva.pdf: 3307250 bytes, checksum: 5237cca25b500fed8d68027a19990087 (MD5) / Made available in DSpace on 2016-06-27T19:23:19Z (GMT). No. of bitstreams: 1 marcusviniciusdasilva.pdf: 3307250 bytes, checksum: 5237cca25b500fed8d68027a19990087 (MD5) Previous issue date: 2013-04-12 / O presente estudo teve como objetivo investigar o estado mental flow e a motivação em corredores de velocidade e de resistência do atletismo. No estudo 1, que investigou a teoria do Flow-feeling, a amostra foi composta de 25 atletas sendo 18 do sexo masculino, divididos em grupos de acordo com a especialidade: 8 velocistas (VE) (20±3,3 anos), 7 meio fundistas (MF) (25±8,4 anos), 8 fundistas (FD) (31,3±12,3 anos), e 2 ultramaratonistas (UM) (44±7,07 anos). No estudo 2, sobre motivação, participaram 31 atletas (23 do sexo masculino), sendo: 8 velocistas (20±3,3 anos), 8 meio fundistas (24,2±8,1anos), 8 fundistas (31±12,1 anos), e 7 ultramaratonistas (37,7±9,3 anos). Para investigar a teoria do Flow-feeling optou-se pela entrevista individual, aberta e semi-estruturada, orientada por um roteiro com 11 questões. As dimensões equilíbrio desafio-habilidade e concentração intensa na tarefa foram as mais citadas pelos atletas, representando respectivamente, 17,7 e 16,1 % do total das unidades de registro. Os indivíduos da amostra relacionaram a ocorrência da dimensão equilíbrio desafio-habilidade ao nível de treinamento e à possibilidade de êxito na competição. A ocorrência da dimensão concentração intensa na tarefa demonstrou que os atletas de velocidade utilizam mais a estratégia de atenção associativa. Em contrapartida, os atletas de resistência utilizam predominantemente a estratégia de atenção dissociativa. No estudo 2, a motivação intrínseca e extrínseca foi avaliada por meio do questionário Sport Motivation Scale (SMS) validado para a língua portuguesa (BARA FILHO et al., 2010). A motivação dos corredores das diferentes modalidades foi similar, à exceção da subescala de motivação extrínseca identificada que foi maior nos ultramaratonistas, quando comparados aos corredores meio fundistas (p=0,029). Em todos os grupos, os valores de motivação intrínseca total apresentaram valores ligeiramente superiores à motivação extrínseca, contudo, apenas no grupo de fundistas a diferença estatística foi constatada (p<0,000). Não foram encontradas diferenças ao comparar os gêneros. Conclui-se a partir dos resultados dos estudos 1 e 2 que há diferenças entre a ocorrência das dimensões do fluxo em cada modalidade, sugerindo que as predominâncias dessas características do fluir estão fortemente relacionadas às peculiaridades de cada prova. Já a motivação para a prática de corridas independe da modalidade e do gênero do atleta. Além disso, a motivação intrínseca tende a ser maior do que a motivação extrínseca. / The present study aimed to investigate the mental state flow and motivation in the runners sprinters and endurance of track and field. In the study 1 that it investigated the theory of Flow-feeling, the sample was composed of 25 athletes being 18 males, divided into groups according to specialty: 8 sprinters (VE) (20±3.3 years), 7 middle distance runners (MF) (25±8.4 years), 8 distance runners (FD) (31.3±12.3 years), and 2 ultramarathon runners (UM) (44±7.07 years). In the study 2, about motivation, they participated 31 runners (23 males), divided into groups according to specialty: 8 sprinters (20±3.3 years), 8 middle distance runners (24.2±8.1 years), 8 distance runners (31±12.1 years), and 7 ultramarathon runners (37.7±9.3 years). To investigate the theory Flow-feeling opted for the interview, open and semi-structured, guided by a script with 11 questions. The dimensions of challenge-skill balance and intense concentration on the task were the most mentioned by athletes, representing respectively 17.7 and 16.1% of total registration units. They individuals of the sample related to occurrence of challenge-skill balance dimension to the level of training and the chance of success in the competition. The occurrence of intense concentration on the task dimension demonstrated that sprinters use more to attention associative strategy. In contrast, endurance athletes use predominantly attention dissociative strategy. In the study 2, the intrinsic motivation and extrinsic, it was evaluated through the questionnaire Sport Motivation Scale (SMS) validated for Portuguese (BARA FILHO et al., 2010). The motivation of runners of different modalities was similar, with the exception of the subscale of extrinsic motivation identified, which was greater in ultramarathon runners when compared to middle distance runners (p = 0.029). In all groups the values of intrinsic motivation showed slightly higher extrinsic motivation, however, only in the group of runners distance was found statistical difference (p<0.000). No differences were found when comparing genders. Was concluded starting from the results of the studies 1 and 2 that there are differences among the occurrence of the dimensions of the flow in each modality, suggesting that the predominances of those characteristics of flowing are strongly related to the peculiarities of each proof. Already the motivation for the practice of run does not depend of the modality and of the athlete's gender. Besides, the intrinsic motivation tends to be larger than the extrinsic motivation.

Motivation in the classroom: Teachers' perspectives on what motivation is; how you attain and sustain it Daniel Kvick 1. Abstract The aim of this essay was to explore the issue of motivation and gain better understanding of what motivation in the school environment is all about.  Is it just a term we use in our everyday life without putting any meaning into what we really mean by it? I have centered my work around the following questions:  What is motivation in school?  What makes for a motivating school task?  How do teachers best motivate their students?  What motivates the teachers?  Why is it that some students just can’t be motivated?  The research for this essay was carried out in two ways.  The first part was to complete an online survey, which was then e-mailed to several teachers in the Laholm area.  The second part consisted of a series of interviews with four different teachers which centered around the questions stated above.  The teachers, who were between the age of 31-51, were all working at Osbecksgymnasiet in Laholm (Upper-Secondary-school) and were all teaching different sets of subjects (English, French, Maths, Swedish, Physical education, and Sciences).  Interviewing teachers from a variety of subjects rather that just focusing on English gave me an opportunity to compare attitudes towards the different subjects.  The interviews were carried out in the school, and varied between 44 minutes to 1 hour and 24 minutes Keywords: motivation, intrinsic motivation, extrinsic motivation, immediacy

Open source is growing outside the boundaries of hackers, amateurs and software development, creating a humongous potential in many different areas and aspects of society. The intrinsic and extrinsic motivations that drives open source have been in the subject of much research recently, but how they affect each other when paid and unpaid contributors come together is still hidden in obscurity. In this study I investigate how intrinsic and extrinsic motivation correlates with each other and how those correlations affect paid and unpaid open source software contributors. The literature synthesis is based on of systematic reviews through searches in library databases, identification of articles by searching on the Internet and by reading relevant books. My results indicate that intrinsic and extrinsic motivations continuously affect each other and that paid contributors are more vulnerable since their extrinsic motivation in terms of money is reached only when many other motivations are fulfilled. The paid contributor’s lower autonomy may result in a decrease in intrinsic motivation while social interaction may result in an increase of the same. The unpaid contributors are more likely to be intrinsically motivated than the paid contributors, resulting in higher psychological satisfaction, less stress, creativity and input of higher work effort among unpaid contributors.

Motivating employees is one of the management top priorities nowadays. Motivated employees are less likely to leave the company, which leads to lower turnover rate which in turn can lead to lower costs for the company. The purpose of this study is to illustrate how organizations can increase employees’ motivation and lower employee turnover by using reward packages.