The purpose of this study was to create knowledge and obtain an understanding of the importance of the staff’s attitude and their way of meeting the emotional needs of the children who were living at the orphanage. The study also aimed to investigate how and to what extent the children receive help from the staff to achieve self-fulfillment and reach their dreams. Qualitative method was used and four individual (semi-structured) interviews were conducted. The analysis was done based on previous research in the area and Maslows hierarchy of needs. The result shows that the staff believes it is of great importance that there should be someone who listens to the children. If there is someone who listens to the children, they get a chance to process any traumatic events they might have experienced and develop hope of reaching their dreams. The conclusion of the study is that the attitude of the staff is very important for the children's well-being and development.

Voluntary employee turnover is a concern for nonprofit leaders due to human capital's strategic role in achieving performance excellence. The consequences of volunteer turnover include loss of profitability, productivity, knowledge, and financial stability. The purpose of this single-case study was to explore strategies used by 3 leaders of a nonprofit organization in the Washington, DC, area who have experience with the nonprofit's employee retention efforts. Data were collected from semistructured face-to-face interviews and organizational documentation and analyzed through the conceptual lens of Maslow's hierarchy of needs theory. Data gathered from interviews and analyses of organizational data and performance outcomes were manually coded and thematically organized. The use of member checking the data and methodological triangulation increased the trustworthiness of data interpretation and the study. Three key themes emerged: (a) training and development, (b) advancement opportunities, and (c) strategic leadership. Through analysis of data collected for this study, nonprofit leaders can assess their employees' development needs and provide training to support their growth. Nonprofit leaders may support their employees' development by creating a career path by aligning tenure with advancement and formal training. Nonprofit leaders' actions and decisions affect workforce commitment. Nonprofit employees are intrinsically motivated to create positive social change and make an impact on nonprofits' stakeholders via programs and services. Nonprofit leaders can use this study to improve retention strategies, ensure their employees' wellbeing, and contribute to positive social change by assisting employees in ensuring stakeholder wellbeing.

Trots de diskussioner angående religionens roll som förts mellan ateister och teister på senare år verkar det finnas få statistiska undersökningar på religionens roll som sänkare av stress och höjare av psykologiskt välbefinnande. Denna uppsats bidrar till den forskning på området som finns. Undersökningen utfördes genom att ett antal hypoteser med grund i en amerikansk undersökning från 2001 samt Maslows behovsteorier ställdes upp och testades genom Pearsons produktmomentkorrelationskoefficient för att hitta samband mellan religiöst deltagande, stress och psykologiskt välbefinnande. Resultaten blev följande: Religion verkar huvudsakligen sänka stress och höja psykologiskt välbefinnande genom att besvara djupa existentiella frågor, medan exempelvis socialt stöd och hälsosamt leverne verkar vara sekundärt. Resultaten från uppsatsen har även visst stöd från den amerikanska undersökningen. Både metod och resultat diskuteras och vidare forskning rekommenderas.

Thesis--Gothenburg. / Summary in English. Includes bibliographical references (leaves 159-165).

This case-study was conducted in Babati Town in Tanzania and examines what motivates women to go to secondary school and the goals that they have with their education. Semi-structured interviews were conducted with 12 young women and a content analysis was conducted on the interview narratives. Motivation plays a vital role for being able to accomplish and perform well in education and to improve future life. Maslow’s theory of motivation, the needs hierarchy, is used to examine how the women’s motivations can be viewed. The concept of empowerment is used to examine if the women are motivated by empowerment. The results of this study show that control over their own life is a primary motivation for the women as well as having an income and a job. The results are connected to previous research showing that the goals of having a stable income and attracting a well-educated partner are primary motivations. The women are primarily motivated by the higher levels of Maslow’s needs hierarchy, i.e. the esteem needs and the study shows that women’s motivations can be connected to empowerment. The study also connects Maslow’s needs hierarchy and empowerment to development.

The purpose of this essay was to explore how the first-line managers in eldercare motivate their employees. In addition, we intend to study how the first-line managers acquire their leadership skills. To find answers to this purpose, we asked ourselves the questions; how acquires first line managers knowledge of how to motivate their employees? What is the first-line manager’s perception of motivation against their employees? The method we used was qualitative interviews with eight first-line managers in elderly care in Stockholm area. The results were analyzed by using two theories, Maslow’s hierarchy of needs and Hertzberg's two factor theories. The result of this study shows how motivation is described as an incentive, which requires an inner motivation from the employee itself, but also from the manager to work with methods that will motivate their employees. In matters of the acquired knowledge many executives considered that leadership was a maturation process, combined with experience from the field and education. Our conclusion is that a mindset regarding money or the result might mislead us away from the inner driving forces where autonomy and meaningfulness is the key to motivated employees.

Syftet med studien var att utifrån professionellas kunskaper och unga vuxnas upplevelser undersöka hur bestämmelsen i 4 kap 4 § SoL används i praktiken samt om den möjliggör chansen till självförsörjning. Detta gjordes genom kvalitativa intervjuer med försörjningsstödshandläggare, vägledare och unga vuxna med anknytningar till undersökningsområdet. Studien är induktiv med ett hermeneutiskt förhållningssätt och materialet har analyserats med hjälp av Maslows behovshierarki, empowerment teori samt tidigare forskning. Resultatet visade på att en kompetenshöjande insats i slutändan ska leda till självförsörjning, men även utvecklar deltagarnas psykiska välbefinnande. Även om deltagandet i den kompetenshöjande verksamheten är ett krav för att få försörjningsstöd, har de unga vuxna en positiv upplevelse av verksamheten och vägledarna i motsats till tidigare forskning. Anledningen till det positiva resultatet tycks bero på det individuella stödet och utformningen. / The purpose of the study was that based on professionals' knowledge and experiences of young adults explore how the provision in chapter 4 § 4 SoL used in practice and whether it allows the chance to self-sufficiency .This was done through qualitative interviews with welfare benefits administrators, counselor , and young adults with connections to the subject .The study is inductive with a hermeneutic approach and the material has been analyzed using Maslow's hierarchy of needs , empowerment theory and previous research. The result showed that a competence-raising effort will ultimately lead to self-sufficiency, but also develops the participants' psychological well-being. Although participation in skill-enhancing activity is a requirement to receive welfare benefits, the young adults have a positive experience of the activities and counselors in contrast to previous research. The reason for the positive outcome seems to depend on the individual aid and the design.

Belöning och erkännande är två fenomen som sägs öka medarbetares motivationsfaktorer för att nå en ökad arbetstillfredsställelse hos dem. Dessa fenomen är omdiskuterade ämnen i dagens samhälle då organisationer förser sina medarbetare med detta på olika sätt, eller i vissa fall inte alls. Vårt syfte med studien var att undersöka relationen mellan fenomenen belöning och erkännande med medarbetares arbetstillfredsställelse. Vi har genomfört åtta stycken semistrukturerade intervjuer med medarbetare i olika organisationer, i olika åldrar samt vid olika befattningar. I den teoretiska referensramen presenteras relevant och aktuell forskning samt teorier som behandlar arbetstillfredsställelse, motivationsfaktorer, belöning samt erkännande. Vårt syfte för att få fram underlag till denna studie framställdes genom att studera den forskning samt de teorier som framgår i den teoretiska referensramen som genomförts inom detta ämnesområde. Diskussionsavsnittet innehåller de upplevelser och tolkningar som vi erhållit efter att ha analyserat den teoretiska referensramen tillsammans med insamlad empiri i undersökningen. Resultatet av vår studie visar att respondenterna hellre erhöll erkännande än belöning. Vår slutsats av denna studie är att fenomenen belöning och erkännande tolkas ur olika perspektiv. Det är vår upplevelse att detta sker eftersom varje individ är unik och eftersträvar olika typer av belöningar och erkännande. På grund av de individuella omständigheterna innebär ämnesområdet, enligt oss, en enorm komplexitet. Vi vill påpeka att en större studie angående belöning och erkännande skulle vara en fördelaktig aspekt att genomföra. Vi menar attmed fler respondenter och att bland annat undersöka skillnaderna när det kommer till belöning och erkännande i offentlig samt privat sektor hade varit av intresse enligt oss. / Reward and recognition are two phenomena that are said to increase employees' motivational factors in order to achieve increased job satisfaction. These phenomena are controversial topics in today's society as organizations provide their employees with this in different ways, or in some cases not at all. Our purpose with this study was to investigate what significance the phenomena of reward and recognition have to employees' job satisfaction. We have conducted eight semi-structured interviews with employees in different organizations, at different ages and in different positions. The theoretical frame of reference presents relevant and updated research as well as theories that deal with job satisfaction, motivational factors, reward and recognition. Our question in order to obtain a basis for this study has been presented by studying the research and the theories that appear in the theoretical frame of reference that has been carried out in this subject area. The discussion section contains the experiences and interpretations we obtained after analyzing the theoretical frame of reference together with the collected empirical data in the study. The result of our study shows that the respondents rather receive recognition than reward. Our conclusion from this study is that the phenomena of reward and recognition are interpreted from different perspectives. It is our experience that this happens because each individual is unique and also strives for different types of rewards and recognition. This is done to increase the individuals' motivational factors so that they can obtain job satisfaction. Due to the individual circumstances in the chosen area, in our opinion, entails an enormous complexity. We would like to point out that a larger study regarding recognition and reward would be a beneficial aspect to conduct. We mean, that with more respondents and to, for example, examine the differences when it comes to reward and recognition in the public and private sector would have been of interest in our opinion.

Syftet med föreliggande kvalitativa studie har är att undersöka motivation i enskild musikundervisning. De tre forskningsfrågorna för föreliggande arbete lyder - ”Vad betraktar musiklärare som motivation?”, ”Hur motiverar musiklärare i enskild musikundervisning?” och ”Hur kan musiklärares motivationsarbete tolkas i ett motivationsteoretiskt perspektiv”. Data har samlats in med hjälp av semistrukturerade intervjuer. Fyra lärare svarade på frågar om motivation i enskild musikundervisning. Frågorna berör även lärarnas personliga syn på motivation och motiverande processer. Intervjuerna analyserades tematiskt och synliggör dels motivationsbegreppets öppna karaktär och den spontana lustens roll för motivation att ägna sig åt musik. I diskussionen ställs resultatet mot tidigare forskning och litteratur inom området. Lärarnas motivationsarbete förklaras ur ett motivationsteoretiskt perspektiv, bland annat lyfts Banduras och Maslows teorier fram. / The purpose of the present qualitative studies is to investigate motivation in individual music education. The three research question for the present work are as follow - "What do music teachers consider motivation?”, "How do music teachers motivate individual music teaching?" and "How can music teachers' motivational work be interpreted in a motivational theoretical perspective". Data have been collected using semi-structured interviews. Four teachers answered questions about motivation in individual music teaching. The questions also concern the teachers' personal views on motivation and motivating processor. The interviews were analyzed thematically and highlight both the open character of the concept of motivation and the role of spontaneous desire for motivation to engage in music. In the discussion, the results are compared to previous research and literature in the field. The teachers' motivational work explains from a motivational theoretical perspective, among other things, the Bandura and Maslow theories are highlighted.

Devido à evolução acelerada da tecnologia e à mudança das práticas de gestão, uma série de teorias e análises sobre o futuro do trabalho têm surgido. No entanto, o foco tem se mantido em questões tecnológicas e comerciais, com pouco aprofundamento na área de relações humanas e na compreensão do homem sobre sua própria realização. O aumento do nível de complexidade da discussão do papel do trabalho com temas como propósito e significado nas atividades profissionais desperta a busca por conhecimento sobre os mecanismos da satisfação das necessidades humanas por meio da ação produtiva. Novas formas de trabalho, têm demandado o aumento da autonomia e da individualidade na execução das tarefas. Portanto, este estudo aprofunda-se no conceito de Autorrealização e das pessoas autorrealizadas, segundo Maslow (1954), para identificar sua relação com variáveis de perfil do indivíduo e de sua relação com o trabalho e se há correlação de variáveis de perfil pessoal, histórico profissional e preferências/visão de trabalho, com o índice SISA, que classifica autorrealização nos indivíduos. A pesquisa foi elaborada por método de abordagem quantitativa e aplicada por meio de questionário online composto pelo índice de identificação de autorrealização (SISA) e por questões de identificação de perfil e preferências no trabalho, no 1º semestre de 2018, durante o período de 7 dias, com uma amostra total de 4.048 pessoas. Foram identificados 394 (9,7%) indivíduos autorrealizados. O percentual de pessoas autorrealizadas foi mais acentuado no grupo mais maduro e com mais experiência profissional. A chance de um indivíduo ser autorrealizado mostrou-se correlacionada com o nível educacional. Em relação a pessoas que cursaram apenas o Ensino Médio, indivíduos com nível Superior, Pós-Graduação ou Mestrado/Doutorado têm, respectivamente, mais chance de serem autorrealizados em 1,23, 1,87, 2,48 vezes. Profissionais que atuam em organizações flexíveis, com gestão modernizada, apresentaram o perfil autorrealizado 1,39 vez mais do que os sujeitos que atuam em empresas hierárquicas. A maior parte da amostra (50,7% ou 2.053) trabalha sob o vínculo tradicional (CLT) e apresentou percentual de pessoas autorrealizadas inferior à média da amostra (7,4%). Indivíduos com vínculo de empresário, empreendedor ou autônomo somados apresentaram índice de autorrealização superior (21,3%). 90% das pessoas informaram ter sofrido impactos emocionais negativos no trabalho. Deste modo, verificou-se que profissionais com mais experiência e nível escolar mais elevado, bem como indivíduos que atuam de forma mais autônoma ou trabalham em empresas flexíveis e com modelos de gestão modernos e objetivos negociados tendem a ser mais autorrealizados / Due to fast advances in technology and changes in managerial practices, several theories and studies on the future of work have emerged. However, the focus has been on technological and commercial issues, with little interest for human relations and man\'s understanding of his own actualization. Discussions about the role of work, its meaning and purpose have awakened the search for knowledge about mechanisms of satisfaction of human needs through productive action. New ways of working have demanded an increase in autonomy and individuality in the execution of task. This study relies on Maslows (1954) concept of Self-actualization and aims to identify personal information and historical professional profile and work preferences that will connect and correlate with on statistical basis with the SISA Short Index of Self Actualization. Quantitative data was gathered through online questionnaire applied in the first half of 2018, for a 7-day period, presenting questions about personal and professional profile identification and preferences at work + SISA. Total research sample = 4,048. SISA index of the exercise has identified 394 (9,7%) self-actualizing subjects. Higher self-actualization percentages were identified in the older and more experienced group. The odds of being a self-actualizing person has shown to be correlated with educational level and age. The higher the formal education level of a subject, stronger the probability of being a self-actualizing individual. Subjects working on flexible organizations and contemporary management models show 1,39 times more chance of being self-actualized, than workers on hierarchical organizations. 50,7% of the total sample is composed by individuals working under traditional employment strict rules (CLT). Subjects in this group presents lower probability (7,4%) of being self-actualized. Individuals whose jobs and employment agreements are more flexible and autonomous have superior index for self-actualization. 90% of the sample have mentioned negative emotional impact from previous jobs. Conclusions are that self-actualization potential will be higher as the subject is older, more experienced and has higher educational level. Flexible and autonomous working conditions will also have a positive impact on self-actualization index