This thesis describes the applied research of motivating factors conducted among paramedical staff in the Hospital "Nemocnice Rudolfa a Stefanie Benešov" in 2010. The objective was to study several dimensions of work motivation, with special emphasis on motivational factors and motivational potential of work. Purpose of the project also represented a compilation of the consultancy recommendations arising from the results and their providing to the hospital staff. These recommendations should contribute to more effective application of targeted motivating of subordinates by managers of paramedical staff in this hospital. We found out that the strongest motivating factors for respondents include patient satisfaction, good interpersonal relationships at work, expressions of recognition and work achievement. It was also suggested that the caregivers see the highest motivation potential of work in the importance of the performed tasks; that is the possibility to participate actively in influencing people's health. Key words Work motivation, Motivational factors, Motivational potential of work

The aim of the diploma thesis is to find out a present level of job satisfaction of employees in company XY, identify problem factors and propose arrangement, which can improve overall satisfaction and stabilisation of employees. Theoretical part resume basic information concerning job satisfaction, connection between satisfaction and motivation and main factors, which influence overall satisfaction. Practical part analyse questionnaire search results, especially focus on content and characteristic of work, organization of work, relationship on workplace, job conditions, coming organizational changes, career growth and wage assesment. The conclusion of the thesis gives suggestions and reccomendation for improvement of present situation.

<p>Vi är intresserade av att studera ”vad som styr ekonomistudenternas val av arbetsgivare” eftersom vi själva är ekonomistudenter och har börjat fundera på framtida arbetsgivare.</p><p>Det är även intressant för företag och organisationer att veta vad som styr ekonomistudenternas val av arbetsgivare eftersom det kan gör det lättare att locka till sig passande arbetskraft. Men när företagen och organisationerna väl har hittat rätt medarbetare gäller det att behålla dem och genom att veta vilka behov de anställda har kan arbetsgivaren tillfredsställa dessa behov, vilket resulterar i nöjda anställda.</p><p>Vårt syfte med uppsatsen är att undersöka vad som styr ekonomistudenterna val av framtida arbetsgivare utifrån deras motivationsfaktorer och om dessa motivationsfaktorer stämmer in på befintliga motivationsteorier. Vi är dessutom nyfikna på om företag och organisationer vet vad som intresserar ekonomistudenterna samt vad som kan få studenter att vilja bosätta sig i Gävle efter avslutade studier.</p><p>Vi använde oss av mailintervjuer för att samla in material till vår undersökning eftersom vår första idé om att ha fokusgruppsdiskussioner inte gick att genomföra på grund av lågt intresse. Mailintervjuerna genomfördes med nio stycken ekonomistudenter vid Högskolan i Gävle och tre stycken organisationer i Gävle som är med i NU!, Näringslivsintegrerad utbildning.</p><p>För att få djupare insikt i vad som motivera människor har vi valt att fördjupa oss i ett flertal motivationsteorier. Vi har valt några, för oss, välkända teorier för att skapa en grund att komplettera med mindre omtalade teorier som ger andra infallsvinklar, bl.a. diverse teorier av Hans L. Zetterberg.</p><p>Motivationsteorierna kompletteras ytterligare med fakta om arbetsmarknaden i Gävleborgs län, en undersökning om vilka förväntningar studenterna vid Högskolan i Gävle har på sin framtida arbetsmarknad, Universum Communications ”FöretagsBarometern” samt insikt i livets socialiseringsprocess.</p><p>De viktigaste motivationsfaktorerna som vår svarsgrupp tittar på rörande framtida arbetsgivare är: arbetsuppgifterna (är de stimulerande, varierande och meningsfulla?), lönen (kompenserar lönen min ansträngning och ”förlorade” tid?), utvecklingsmöjligheter (kan jag utvecklas både personligt och yrkesmässigt?), arbets- och pendlingstid (finns det tid att umgås med familj och vänner samt ägna sig åt fritidsintressen?) och trivsam arbetsmiljö (kommer jag att trivas här?).</p><p>Av de motivationsteorier som vi valt var det ingen som fullständigt förklarade svarsgruppens val av motivationsfaktorer. Dock kan utvalda delar av teorierna ge viss förståelse av studenternas val, men för en djupare förståelse krävs en kombination av flera teorier.</p><p>Arbetsgivarna verkar ha viss insikt i vad studenterna i vår svarsgrupp söker men inte en komplett bild, eftersom ingen av dem nämner arbetsuppgifterna som en viktig faktor.</p><p>Båda svarsgrupperna tror att en positivare arbetsmarknad skulle kunna attrahera studenter att stanna i Gävle, d.v.s. att det finns arbeten inom ekonomiområdet. Många av ekonomistudenterna kan tänka sig att stanna i Gävle om de får ett arbete som de trivs med.</p> / <p>We are interested in studying “what determines the students of business administration’s choice of employer” since we are students of business administration ourselves and have started to think about our future employers.</p><p>This subject is also interesting for companies and organizations since knowledge about what determines the choice can make it easier to attract suitable co-workers. When the companies and organisations have found the right employees it’s a matter of keeping them and one way of doing this is by knowing and satisfying the employees’ needs.</p><p>The purpose of this essay is to examine what determines the students of business administration’s choices of future employer through their factors of motivation and if these factors is consistent with existing theories on motivation. We also want to find out if companies and organizations know what students of business administration are interested in and what can be done to make students want to live in Gävle after they are finished with their studies.</p><p>The method we have chosen for our study is e-mail interviews since our first idea of discussions in focus groups couldn’t be followed through because of a lack of interest. Nine students of business administration at the University College of Gävle and three organizations in Gävle, that are involved in the NU!-project, participated in the interviews.</p><p>To get a deeper knowledge into what motivates people we have chosen to study a number of motivational theories. We have chosen a few, to us, well-known theories to create a base to which we add less discussed theories to give us different angles of approach.</p><p>We also present facts about the labour market in Gävleborgs län, a study concerning what expectations the students at the University College of Gävle have on their future labour market, Universum Communications’ “FöretagsBarometern” and an understanding of the process of socialisation.</p><p>The most important motivational factors that the studentgroup is concerned with regarding future employers are: the work assignments (are they inspiring, diverse and meaningful?), the salary (is it a fair compensation?), growth opportunities (both personally and professionally?), work hours and commuting time (will I have time for family, friends and interests?) and a pleasant work environment (will I like working here?).</p><p>The motivational theories that we chose didn’t fully explain the students’ choice of motivational factors. There is however certain parts of the theories that offers some understanding of the students’ choices, but to get a deeper understanding a combination of several theories is needed.</p><p>The employers seem to have some insight in what the students of business administration are looking for but they don’t have the complete picture, since none of them mention work assignments as an important factor.</p><p>Both groups think that a more positive labour market could attract more students to stay in Gävle, i.e. that there are work related to business administration available. Many of the students of business administration could imagine staying in Gävle if they got a work that suited them.</p>

Vi är intresserade av att studera ”vad som styr ekonomistudenternas val av arbetsgivare” eftersom vi själva är ekonomistudenter och har börjat fundera på framtida arbetsgivare. Det är även intressant för företag och organisationer att veta vad som styr ekonomistudenternas val av arbetsgivare eftersom det kan gör det lättare att locka till sig passande arbetskraft. Men när företagen och organisationerna väl har hittat rätt medarbetare gäller det att behålla dem och genom att veta vilka behov de anställda har kan arbetsgivaren tillfredsställa dessa behov, vilket resulterar i nöjda anställda. Vårt syfte med uppsatsen är att undersöka vad som styr ekonomistudenterna val av framtida arbetsgivare utifrån deras motivationsfaktorer och om dessa motivationsfaktorer stämmer in på befintliga motivationsteorier. Vi är dessutom nyfikna på om företag och organisationer vet vad som intresserar ekonomistudenterna samt vad som kan få studenter att vilja bosätta sig i Gävle efter avslutade studier. Vi använde oss av mailintervjuer för att samla in material till vår undersökning eftersom vår första idé om att ha fokusgruppsdiskussioner inte gick att genomföra på grund av lågt intresse. Mailintervjuerna genomfördes med nio stycken ekonomistudenter vid Högskolan i Gävle och tre stycken organisationer i Gävle som är med i NU!, Näringslivsintegrerad utbildning. För att få djupare insikt i vad som motivera människor har vi valt att fördjupa oss i ett flertal motivationsteorier. Vi har valt några, för oss, välkända teorier för att skapa en grund att komplettera med mindre omtalade teorier som ger andra infallsvinklar, bl.a. diverse teorier av Hans L. Zetterberg. Motivationsteorierna kompletteras ytterligare med fakta om arbetsmarknaden i Gävleborgs län, en undersökning om vilka förväntningar studenterna vid Högskolan i Gävle har på sin framtida arbetsmarknad, Universum Communications ”FöretagsBarometern” samt insikt i livets socialiseringsprocess. De viktigaste motivationsfaktorerna som vår svarsgrupp tittar på rörande framtida arbetsgivare är: arbetsuppgifterna (är de stimulerande, varierande och meningsfulla?), lönen (kompenserar lönen min ansträngning och ”förlorade” tid?), utvecklingsmöjligheter (kan jag utvecklas både personligt och yrkesmässigt?), arbets- och pendlingstid (finns det tid att umgås med familj och vänner samt ägna sig åt fritidsintressen?) och trivsam arbetsmiljö (kommer jag att trivas här?). Av de motivationsteorier som vi valt var det ingen som fullständigt förklarade svarsgruppens val av motivationsfaktorer. Dock kan utvalda delar av teorierna ge viss förståelse av studenternas val, men för en djupare förståelse krävs en kombination av flera teorier. Arbetsgivarna verkar ha viss insikt i vad studenterna i vår svarsgrupp söker men inte en komplett bild, eftersom ingen av dem nämner arbetsuppgifterna som en viktig faktor. Båda svarsgrupperna tror att en positivare arbetsmarknad skulle kunna attrahera studenter att stanna i Gävle, d.v.s. att det finns arbeten inom ekonomiområdet. Många av ekonomistudenterna kan tänka sig att stanna i Gävle om de får ett arbete som de trivs med. / We are interested in studying “what determines the students of business administration’s choice of employer” since we are students of business administration ourselves and have started to think about our future employers. This subject is also interesting for companies and organizations since knowledge about what determines the choice can make it easier to attract suitable co-workers. When the companies and organisations have found the right employees it’s a matter of keeping them and one way of doing this is by knowing and satisfying the employees’ needs. The purpose of this essay is to examine what determines the students of business administration’s choices of future employer through their factors of motivation and if these factors is consistent with existing theories on motivation. We also want to find out if companies and organizations know what students of business administration are interested in and what can be done to make students want to live in Gävle after they are finished with their studies. The method we have chosen for our study is e-mail interviews since our first idea of discussions in focus groups couldn’t be followed through because of a lack of interest. Nine students of business administration at the University College of Gävle and three organizations in Gävle, that are involved in the NU!-project, participated in the interviews. To get a deeper knowledge into what motivates people we have chosen to study a number of motivational theories. We have chosen a few, to us, well-known theories to create a base to which we add less discussed theories to give us different angles of approach. We also present facts about the labour market in Gävleborgs län, a study concerning what expectations the students at the University College of Gävle have on their future labour market, Universum Communications’ “FöretagsBarometern” and an understanding of the process of socialisation. The most important motivational factors that the studentgroup is concerned with regarding future employers are: the work assignments (are they inspiring, diverse and meaningful?), the salary (is it a fair compensation?), growth opportunities (both personally and professionally?), work hours and commuting time (will I have time for family, friends and interests?) and a pleasant work environment (will I like working here?). The motivational theories that we chose didn’t fully explain the students’ choice of motivational factors. There is however certain parts of the theories that offers some understanding of the students’ choices, but to get a deeper understanding a combination of several theories is needed. The employers seem to have some insight in what the students of business administration are looking for but they don’t have the complete picture, since none of them mention work assignments as an important factor. Both groups think that a more positive labour market could attract more students to stay in Gävle, i.e. that there are work related to business administration available. Many of the students of business administration could imagine staying in Gävle if they got a work that suited them.

The diploma thesis deals with work motivation particularly in public sector. Success of every company unreels from achievement of its employees. If a company wants from their workers the best achievement, it must motivate them sufficiently. The goal of this diploma thesis is to find out, how it is with work motivation in public sector, which factors of motivation motivate public servants the most, and also if there is a difference in a structure of motivation between public and private sector employees. In the theoretical part, there are compared theories of motivation and factors of motivation which are typical for private and public sector. In the analytical part, there are evaluated the answers gained on the basis of questionnaires survey, carried out in the offices of public sector. The most important factors for public servants are described and compared with the motivation structure of private sector.

Bakgrund och problem: Ett styrmedel företag kan använda för att nå sina mål är belöningssystem. Utformningen av belöningssystemet samt att det tydligt motiverar de anställda är två viktiga aspekter. Tillsammans är belöningssystem samt motivation två välstuderade ämnen inom vissa branscher. För mer monotona arbeten som lagerverksamhet saknas dock detta arbete. Av denna anledning är det av intresse att studera hur lagerpersonal upplever att de motiveras av belöningssystemet.    Syfte: Syftet med studien är att beskriva fallföretagets belöningssystem samt utreda hur de anställda upplever belöningssystemet och huruvida det motiverar dem. Om det empiriska materialet visar på svagheter i belöningssystemet presenteras förslag på förändringar.    Metod: Studien har genomförts i form av en fallstudie på fallföretaget. Flertalet respondenter har intervjuats genom semi-strukturerade intervjuer. För att stärka studiens kvalitet har flertalet teoretiska källor använts.     Slutsats: Fallföretaget har idag uppsatta mål som de anställda arbetar mot samt ett utvecklat belöningssystem. Det som saknas för att belöningssystemet ska vara en motivationsfaktor är kopplingen mellan uppnådda mål och belöningen för detta.Det empiriska resultatet visar att gemenskapen är det som gjort att de anställda stannat kvar på företaget. Gemenskapen och grundlönen är även de största motivationsfaktorerna. / Background: One of the control mechanisms the companies can use to reach their objectives is a reward system. The parts included in the reward system and that it motivates the employees are two important aspects. The two subjects, reward system and motivation, are very well studied for certain branches. For more monotonous works such as warehouse operations, that is not the case. Therefore,it is interesting to study how warehouse employees experience if and in what way they are motivated by the reward system.    Purpose: The purpose of this study is to describe the case company’s reward system but also examine how the employees are experiencing the system and to find out how it motives them. If the empirical data shows that there are weaknesses in the reward system, suggestions for improvements will be given.    Method: The paper has been conducted in a case study form. More than one respondent has been interviewed, by semi-structured interviews. To increase the quality of the study different theoretical sources have been used.    Conclusions: The employees at the case company are working towards achieving objectives conducted by the company and the company has a well-developed reward system. However, what is missing is the connection between the objectives and the reward to make the reward system a factor of motivation. The empirical data shows that the feeling kinship among the employees is the reason why they have stayed at the company. The kinship and the salary is also the most important factors of motivation.

This essay is working on exploring what it is that motivates the man and the boy to survive despite the harsh reality they live in. The purpose of the essay is to show four main factors for motivation: morality, religion, society and paternal love. The first factor is the fundamental inner voice of morality which tells them why they should do something. In order to be able to productively discuss the topic of moral motivation I will introduce W.D. Ross's theory of Pluralistic Deontology as a means to find a framework in which to discuss this aspect of the novel. The second factor discussed is religion, which somewhat functions in the same way as morality does but seems to be more of a driving force, primarily for the man. The third factor is society in the sense of how it motivates one to take certain actions. I will use Thomas Hobbes’s idea of the state of nature, but also make it clear how, specifically, a postapocalyptic scenario affects the protagonists. The fourth factor and also the overarching factor discussed is paternal love. This factor is inter-located throughout the whole essay. Probably the most significant phrase from Cormac McCarthy’s The Road is “carrying the fire” (79). It is a central focal point in the man and the boy's overall interaction. The importance of the phrase cannot be stressed enough and does, without a doubt, carry a significant meaning for them both. However, we never really get an explanation to what the phrase really means, which inevitably invites the readers to draw their own conclusions as to what the phrase conveys. It remains ambiguous throughout the novel but in terms of motivation it has to do with surviving and/or the upholding of values remembered from the pre-apocalyptic society. As I address the phrase this meaning it also becomes possible to see that there are motivating factors for both the man and the boy that affect their morale to keep the fire going. This essay will investigate three possible motivating factors found in the novel, and, in addition to this, an overarching factor that can, arguably, function as connection between the other three factors.

The main object of the diploma thesis is to analysis work satisfaction and motivation structure in selected company. The theoretical part deals with components of motivation structures, theoretical backgrounds of work motivation, and its relationship to job. The subject of the practical part is questionnaire survey and analysis of the current state of satisfaction and motivation of employees in selected company. Based on the obtained data will be defined aspects of the problem and proposed measures that could lead to correct identified deficiencies

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.

The main aim of this thesis was to analyze the present status of human ressource management (HRM) in the selected company and to provide suggestions for its impro-vement. For the practical part was chosen Porsche České Budějovice company which ranks to the most important dealers in the automotive industry in South Bohemia thanks to the professional attitude of its staff and excellent facilities. The practical part is based on a managed interview with the top manager of the selected company to desribe the human resource management from his own perspective. Further an analysis of the work organization in a selected department will be realized to be able to make a suggestion for its efficiency improvement. At last a survey between the employees will be carried out to analyze staff satisfaction with the motivational program. The aim is to find out the relevant motivational factors in compliance with the staff preferences. The top management considers HRM positively especially in case of education. In some aspects the management admits also weaknesses. Firstly, employee evaluation must be mentioned because it is realized only at the level of the middle management. An objective evaluation of all employees could be used to reward and motivate them to higher performance. The job evaluation is closely linked with exploration of work per-formance. The analysis of work organization revealed that its staff spends a significant part of the work time with paper work. Therefore I suggest to recruit a new employee who would make them possible to concentrate on customer care. A pay for the success-ful "mystery shopping" could motivate the sales staff as well as complete a fair reward system. Secondly a further weakness, an inflexible internal communication can be eli-minated through an effective use of available communication tools. Based on data from the survey the staff expressed their interest in new elements of the motivational pro-gram: a further week of vacation, contributions to pension insurance, new leisure activi-ties like squash. From my point of view, the motivational program is varied and stable offering a guarantee to the staff as well as potential for staff satisfaction improvement.