Text in Afrikaans / The central focus of this study is the church involvement of young adult members. Following an introductory chapter in which the research methodology and modus operandi are being explained, a discussion, in the light of recent literature, is devoted to young adults as a unique generation of our time, shaped within a particular social context; their specific characteristics and spiritual needs; and possible reasons for their very slight involvement with the church (chapter 2). In chapter 3, the empirical survey, conducted by means of questionnaires and structured interviews within the Uniting Reformed Church's Circuit of Wellington, is described and the results interpreted. In chapter 4, certain conclusions are drawn. The indication from the literature reviewed, that young adults are mainly uninvolved with the church, was empirically confirmed. Finally, recommendations are made and guidelines given, aimed at a more effective ministry to the young adult member of the church. / Religious Studies & Arabic / M. Diac. (Youth Work)

Text in Afrikaans / Die eng definiering van kerkmusiek staan tans in die spervuur vanwee: 1. Ingrypende wendinge binne die praktiese teologie in die afgelope paar dekades, wat pleit om 'n hernieude ondersoek binne die handelingsveld van viering (waaronder himnologie); 2. 'n Verskuiwing in wereldbeskouing weg van modernisme na postmodernisme; 3. Die geboorte van 'n totaal nuwe geslag adolessente, bekend as die 'Verlore Generasie' of 'Generasie X' . Kerkmusiek, in die engere sin, soos dit steeds grootliks verstaan word, hou nie genoegsaam met hierdie tendense rekening nie. Vandaar verloor kerkmusiek sy impak en inspraak in die leefwereld van die hedendaagse tiener. Dit veroorsaak gevolglik 'n groterwordende kloof tussen adolessente en die erediens, gemeente en kerk. In hierdie studie word gepoog om genoegsaam op bostaande tendense ag te slaan, sodat 'n breer def iniering van kerkmusiek tot stand mag kom, wat ruimte vir grater verskeidenheid en aktualiteit tot gevolg sal he, en die spanning random kerkmusiek en die tiener kan probeer ontlont. / The narrow defining of church music today experiences a critical assault on account of: 1. Drastic turns within the development of Practical theology in the past few decades, which ask for a renewed investigation within the field of himnology; 2. a Shift in worldview away from modernism to post-modernism; 3. The birth of a total new generation of adolescents, known as the 'Lost Generation' or 'Generation X' . Church music in the narrow sense, as it is still understood to a great extent, does not take these tendencys serious enough. For this reason it's impact and influence in the life of today's teenagers declines. With this study a thorough acknowledgement of these shifts is attempted, which will result in a much broader defining of church music, and in turn will bring forth a scope for more variety and actuality, so that hopefully the growing gap between teenagers and church music can be bridged. / Practical Theology / M.Diac. (Jeugwerk)

Generational sub-groups have been stereotyped as requiring different approaches in the workplace with regard to what keeps them motivated. This research study was conducted from a humanistic-existential paradigm, seeking to find ways to avoid the demotivation of employees that can result from one-size fits all reward and recognition policies. The research attempts to establish the existence and nature of generational differences. Two quantitative measuring instruments, namely the Rewards Preferences Questionnaire (RPQ) and the Motivation Measure, were distributed electronically to all staff of a South African facilities management firm. The findings indicated that there are generational sub-group preferences for certain types of reward, and different perceptions about what types of reward attract, motivate and retain employees. They can be motivated differently by some reward structures. However, for others there was no obvious preference among the generational sub-groups. The main recommendation of the study is that companies adopt a flexible approach to reward and recognition, allowing employees to tailor reward structures according to their needs. Remuneration is the most preferred method of rewarding employees across all generations. / Industrial & Organisational Psychology / MCOM (Industrial and Organisational Psychology)

The present work examines the crossroads of social transformation from the contextual standpoint of the "Second World" - a political and socioeconomic term descriptively pointing to the unique location of the Former Eastern-European Block countries - in between worlds. The work involves in a dialogue some of the major trends within the contemporary Eastern-European philosophical environment: dichotomized between Neo-Marxism and Neo-Freudianism on the one hand, and Postmodernism on the other. While examining the most significant elements between the dialectical paradigms for social change of the above theories (and their ethical foundations), the text strives towards a theological paradigmatic formulation for an authentic social transformation that draws its dialectical content and passion from the hopeful eschatological vision of Christ and the Kingdom as an embodiment of the Christian alternative for human emancipation and liberation. In light of this, the work attempts to establish the following thesis: the radical Christian praxis of the eschatological reality of the Kingdom in light of the Cross is the Church’s alternative to contemporary philosophies and initiatives for social transformation. This praxis affirms the revolutionary, history-shaping force which makes Christianity relevant to the problems of Modernity and Postmodernity through its self-identification with the Crucified God. It marks the moment of conception of an authentic, liberating, life giving, transforming hope as a source of humanization and redemption of social order. Christianity is concerned with the birth and formation of a new socio-political reality - the Kingdom of God, and its embodiment on earth (through the Holy Spirit) in a new ethnos: the Church, the Body of Christ, the communion of the saints. Therefore, it is the Church's calling and obligation to exemplify the reality of the Kingdom, being a living extension of the living Christ and thus, the incarnation of the eschatological future of the world and its hopeful horizon in the midst of the present. Recognizing the vital need for a relevant Christian response to the spiritual demands of the Post-modern human being and his/her desacralized, pluralistic socio­ political context, the work concludes with a conceptual outline offering a strategy for the Church in the Postmodern setting. / Philosophy, Practical and Systematic Theology / D.Th. (Theological Ethics)

Text in Afrikaans / The central focus of this study is the church involvement of young adult members. Following an introductory chapter in which the research methodology and modus operandi are being explained, a discussion, in the light of recent literature, is devoted to young adults as a unique generation of our time, shaped within a particular social context; their specific characteristics and spiritual needs; and possible reasons for their very slight involvement with the church (chapter 2). In chapter 3, the empirical survey, conducted by means of questionnaires and structured interviews within the Uniting Reformed Church's Circuit of Wellington, is described and the results interpreted. In chapter 4, certain conclusions are drawn. The indication from the literature reviewed, that young adults are mainly uninvolved with the church, was empirically confirmed. Finally, recommendations are made and guidelines given, aimed at a more effective ministry to the young adult member of the church. / Religious Studies and Arabic / M. Diac. (Youth Work)

Text in Afrikaans / Die eng definiering van kerkmusiek staan tans in die spervuur vanwee: 1. Ingrypende wendinge binne die praktiese teologie in die afgelope paar dekades, wat pleit om 'n hernieude ondersoek binne die handelingsveld van viering (waaronder himnologie); 2. 'n Verskuiwing in wereldbeskouing weg van modernisme na postmodernisme; 3. Die geboorte van 'n totaal nuwe geslag adolessente, bekend as die 'Verlore Generasie' of 'Generasie X' . Kerkmusiek, in die engere sin, soos dit steeds grootliks verstaan word, hou nie genoegsaam met hierdie tendense rekening nie. Vandaar verloor kerkmusiek sy impak en inspraak in die leefwereld van die hedendaagse tiener. Dit veroorsaak gevolglik 'n groterwordende kloof tussen adolessente en die erediens, gemeente en kerk. In hierdie studie word gepoog om genoegsaam op bostaande tendense ag te slaan, sodat 'n breer def iniering van kerkmusiek tot stand mag kom, wat ruimte vir grater verskeidenheid en aktualiteit tot gevolg sal he, en die spanning random kerkmusiek en die tiener kan probeer ontlont. / The narrow defining of church music today experiences a critical assault on account of: 1. Drastic turns within the development of Practical theology in the past few decades, which ask for a renewed investigation within the field of himnology; 2. a Shift in worldview away from modernism to post-modernism; 3. The birth of a total new generation of adolescents, known as the 'Lost Generation' or 'Generation X' . Church music in the narrow sense, as it is still understood to a great extent, does not take these tendencys serious enough. For this reason it's impact and influence in the life of today's teenagers declines. With this study a thorough acknowledgement of these shifts is attempted, which will result in a much broader defining of church music, and in turn will bring forth a scope for more variety and actuality, so that hopefully the growing gap between teenagers and church music can be bridged. / Philosophy, Practical and Systematic Theology / M.Diac. (Jeugwerk)

Generational sub-groups have been stereotyped as requiring different approaches in the workplace with regard to what keeps them motivated. This research study was conducted from a humanistic-existential paradigm, seeking to find ways to avoid the demotivation of employees that can result from one-size fits all reward and recognition policies. The research attempts to establish the existence and nature of generational differences. Two quantitative measuring instruments, namely the Rewards Preferences Questionnaire (RPQ) and the Motivation Measure, were distributed electronically to all staff of a South African facilities management firm. The findings indicated that there are generational sub-group preferences for certain types of reward, and different perceptions about what types of reward attract, motivate and retain employees. They can be motivated differently by some reward structures. However, for others there was no obvious preference among the generational sub-groups. The main recommendation of the study is that companies adopt a flexible approach to reward and recognition, allowing employees to tailor reward structures according to their needs. Remuneration is the most preferred method of rewarding employees across all generations. / Industrial and Organisational Psychology / MCOM (Industrial and Organisational Psychology)

Syfte: Syftet med studien är att undersöka motivation inom virtuella arbetsmiljöer. Vidaresyftar studien även till att jämföra skillnader mellan olika generationer gällande motivation ivirtuella arbetsmiljöer.Metod: I denna studie har en kvantitativ metod applicerats med hjälp av enwebbenkätundersökning. Studien är hypotetisk-deduktiv där hypoteser härleds från denteoretiska referensramen. Den data som samlats in består av 84 svar, vilka bearbetades iprogrammet SPSS där oberoende t-test och medelvärdesanalys genomfördes.Resultat & slutsats: Av de motivationsfaktorer som studerats motiveras den äldregenerationen av flexibilitet och självstyre och bra ledarskap, samt delvis av teknologiskbekvämlighet. Den yngre generationen motiveras av flexibilitet och självstyre, teknologiskbekvämlighet och bra ledarskap, samt ledarskap kopplat till social närvaro. Studien har ävenfunnit att de faktorer som leder till motivation, också kan leda till amotivation inom virtuellaarbetsmiljöer om de hanteras oaktsamt.Bidrag: Studiens praktiska bidrag är en ökad förståelse för olika generationers motivationhos medarbetare inom virtuella arbetsmiljöer, vilket kan underlätta ledararbete ochHR-processer. Studiens teoretiska bidrag ger framför allt en indikation på motivationsfaktoreroch amotivationsfaktorer inom virtuella arbetsmiljöer genom de teoretiska modeller somutvecklats. Vidare bidrar studien även med teoretiska förslag på nya perspektiv på Herzbergstvåfaktorteori och Hawthornestudien. / Aim: The purpose of the study is to investigate motivation in virtual work environments.Furthermore, the study also aims to compare differences between different generationsregarding motivation in virtual work environments.Method: In this study, a quantitative method has been applied using a web based survey. Thestudy is hypothetical-deductive where hypotheses are derived from the theoreticalframework. The data collected consists of 84 responses, which were processed in the programSPSS where independent t-tests and mean value analyses were performed.Results and conclusions: The older generation was found to be motivated by flexibility andself-management and good leadership, as well as in part by technological comfort. Theyounger generation is motivated by flexibility and self-management, technological comfortand good leadership, as well as leadership linked to social presence. The study additionallyfound that the factors which lead to motivation also can lead to amotivation in virtual workenvironments if they are handled negligently.Contribution: The study's practical contribution is an increased understanding of differentgenerations' motivation among employees in virtual work environments, which can facilitateleadership work and HR processes. The study's theoretical contribution primarily provides anindication of motivational factors and amotivational factors within virtual work environmentsthrough the theoretical models that were developed. Furthermore, the study also contributeswith theoretical proposals for new perspectives on Herzberg's two-factor theory and theHawthorne study.

Den svenska arbetsmarknaden står inför stora förändringar gällande generationer. Baby boom generationen kommer inom snar framtid att gå i pension och generation X och generation Y tar över arbetsmarknaden. I takt med att baby boomers lämnar arbetsmarknaden går man även miste om viktiga och nödvändiga kunskaper som denna generation erhåller. Ett stort tomrum uppstår som de nästkommande generationerna måste fylla. Däremot har generation X och generation Y andra kunskaper som kommer att vara betydelsefulla. Denna studie syftar till att fördjupa förståelsen för ledarskap i relation till generationer på arbetsplatsen. Syftet är att beskriva och analysera vilka förväntningar generation X och generation Y har på ledarskap samt vilken typ av ledarstil dessa generationer föredrar. Utifrån detta syfte har två frågeställningar formulerats: “Vilka förväntningar har generation X respektive generation Y på ledarskap?” och  “Vilken typ av ledarskapsstil föredrar generation X respektive generation Y på arbetsplatsen?”. Studiens empiriska material har samlats in genom tio stycken semistrukturerade intervjuer med en fenomenologisk förståelseansats. Resultatet som framhölls i studien är att det förekommer generationsskillnader kopplat till ledarskap och ledarstilar, men att dessa återfinns i små variationer. Exempelvis förväntade sig generation X mer tydlighet medan generation Y förväntade sig en högre grad av delaktighet. Analysen av det empiriska materialet indikerar på att åldersintervallet man är född inom har präglats av historiska händelser. Detta kan ligga till grund för individens synsätt och uppfattningar men betydelsen av att inkludera yttre faktorer såsom uppväxt och bakgrund är viktiga då ett pålitligt resultat inte endast kan baseras på ålder. Slutsatsen i studien blir således att man inte kan kategorisera in generationerna i enbart ett traditionellt eller modernt ledarskap, inte heller en renodlad auktoritär eller demokratisk ledarstil. Både generation X och generation Y har fler förväntningar som går hand i hand med ett modernt ledarskap, men med inslag av traditionella synsätt. Generationerna föredrar även till stor del en demokratisk ledarstil, däremot med vissa auktoritära inslag. / The Swedish labor market is facing major generational changes. The baby boom generation will soon retire and Generation X and Generation Y will take over the labor market. As baby boomers leave the labor market, important and necessary skills that this generation acquires are also being lost. A great void is created that the next generations must fill. However, Generation X and Generation Y have other skills that will be significant. This study aims to deepen the understanding of leadership in relation to generations in the workplace. The aim is to describe and analyze what expectations generation X and generation Y have for leadership and what type of leadership style these generations prefer. Based on this aim, two questions have been formulated: "What expectations do generation X and generation Y respectively have of leadership?" and "Which type of leadership style do generation X and generation Y prefer in the workplace?". The study's empirical material has been collected through ten semi-structured interviews with a phenomenological understanding approach. The result highlighted in the study is that there are generational differences linked to leadership and leadership styles, but that these are found in small variations. For example, Generation X expected more clarity while Generation Y expected a higher degree of participation. The analysis of the empirical material indicates that the age range one is born into has been marked by historical events. This may be the basis of the individual's approach and perceptions, but the importance of including external factors such as upbringing and background are important as a reliable result cannot be based solely on age. The conclusion of the study is thus that you cannot categorize the generations into only traditional or modern leadership, nor a purely authoritarian or democratic leadership style. Both Generation X and Generation Y have more expectations that go hand in hand with modern leadership, but with elements of traditional approaches. The generations also largely prefer a democratic leadership style, but with some authoritarian elements.

Ledarskapsteori är ett viktigt ämne inom forskning, för att göra det möjligt att optimera prestation och trivsel hos medarbetare i organisationer. Det skapar även möjligheter för ledare att anpassa sig efter sina medarbetare och skapa trivsamma och produktiva arbetsplatser.   Denna studie undersöker sambandet mellan ålder och ledarskapspreferenser hos HR-anställda i Sverige. HR-anställda ansågs vara relevanta att studera då de har stor påverkan på hälsan hos alla anställda på en arbetsplats. Studien utfördes i form av en enkät som besvarades av 221 respondenter, där 21 frågor från instrumentet Multifactor Leadership Questionnaire, MLQ, besvarades. Frågorna mätte ledarstilarna Transformativt ledarskap, Transaktionellt ledarskap samt Laissez faire-ledarskap. Dessutom togs hänsyn till fyra olika generationsindelningar i studien; Baby Boomers, Generation X, Generation Y och Generation Z. Dessa representerar åldern på den arbetskraft som befinner sig på arbetsmarknaden idag.   Resultatet visade på ett negativt samband mellan ålder och preferens för transformativt ledarskap, vilket indikerar att yngre personer föredrar ledare som är mer transformativa i sitt ledarskap. Det fanns även samband mellan preferens för olika ledarstilar, vilket tyder på att en ökad preferens för en av ledarstilarna indikerar en högre preferens för ytterligare en ledarstil. Studien ställer sig kritisk till generationsindelningar, då det inte fanns några signifikanta skillnader mellan preferenserna hos individer från olika generationer. / Leadership theory is an important subject within research, to create information and knowledge of how leadership preferences can differ between individuals. It also creates an opportunity for leaders to adapt their leadership to different co-workers and create healthy workplaces.   The purpose of this study was to investigate the correlation between age and leadership preference in HR-employees in Sweden. HR-employees was considered to be relevant since they are accountable for the health of all employees at a workplace. A survey was conduced, where the 221 respondents answered 21 questions from the questionnaire Multifactor Leadership Questionnare, MLQ. The questions measured the leadership types Transformative leadership, Transactional leadership and Laissez-faire leadership. Four generations were also considered; Baby Boomers, Generation X, Generation Y and Generation Z, which represent the age of the workforce in Sweden at the time the study was conducted.   The study found a negative correlation between age and preference for Transformative leadership, which indicated that younger people prefer leaders who are transformative in their leadership. There were also correlations between preferences for different leadership types, where a higher preference for one leadership type also indicated a higher preference for another leadership type. The study is critical to dividing and judging people based on generation, since there were no differences between the preferences in individuals from different generations.