No description available.

Motivation är oerhört viktigt inom en organisation. Anställda som är motiverade i sitt arbete gynnar organisationen samtidigt som de själva kommer att må bra och trivas. Vad som motiverar en individ finns det väldigt mycket forskning om och motivationsfaktorer skiljer sig åt från person till person och mellan olika organisationer. Vårt syfte med studien är att studera vilka motivationsfaktorer som motiverar anställda i en organisation och vad organisationsledningar kan göra för att främja motivation hos sina anställda. Vi kommer studera tidigare forskning och olika teorier kring ämnet, men även själva undersöka i en utvald organisation genom en kvalitativ undersökning. Det material vi får fram i den teoretiska referensramen och genom empirin kommer slutligen diskuteras där vi strävar efter att hitta likheter och skillnader emellan dessa för att slutligen ge vår tolkning och presentera vårt resultat i studien. Vi fann att de främsta motivationsfaktorerna för anställda var delaktighet, lön, självförtroende, arbetsmiljö och omväxlande och utmanande arbete. Det en ledning kunde göra för att främja motivation hos sina anställda var att förmedla delaktighet och ansvar, ha gemenskap/lagarbete, erbjuda fortbildning, materiella belöningar, visa respekt, förtroende samt förmedla tydlighet och ge rätt verktyg för arbetsuppgifter. Av studien har vi konstaterat att organisationen vi besökte har på ett bra sätt lyckats ha sina anställda motiverade. Vi kan även se att tidigare forskning från de äldre teoretikerna än idag gör anspråk på nutiden med de motivationsfaktorer som beskrivits. / Motivation is extremely important within an organization. Employees who are motivated in their work benefits the organization while they themselves will feel good and happy. There is a lot of research in what motivates individuals and motivational factors differ from person to person and between different organizations. Our purpose of the study is to study which motivational factors that motivate employees in an organization and what the organizational managements can do to promote the motivation of its employees. We will study previous research and theories on the subject, but also examine in a selected organization through a qualitative study. The material we get in the theoretical framework and the empirical data will be discussed where we strive to find the similarities and differences between them to finally give our interpretation and presentation of our results in the study. We found that the main motivation factors were involvement of employees, salary, confidence, working environment and diverse and challenging work. What an organizational management could do to promote the motivation of its employees was to convey ownership and responsibility, fellowship/teamwork, provide training, material rewards, respect, faith and convey clarity and provide the right tools for the job. By the study we found that the organization we visited has in a good way managed to have their employees motivated. We can also see that previous research from the older theorists still claim the present day with the motivational factors described.

Background: Successful crowdsourcing cannot be accomplished without a motivated community of participants. Hence, organisations need to use incentives that motivate the crowd to participate in crowdsourcing processes. Further, maintaining a working relationship between the organisation and the crowd throughout the duration of a project is a challenge with crowdsourcing. Thus, it creates difficulties in monitoring the quality of the outcome, which is the motivator for the organisation. However, previous studies have not covered the area of how the relationship between the organisation and the crowd influence their motivation. Purpose: Describe how motivation is influenced by the relationship between an organisation and the crowd in a crowdsourcing process.  Research questions: RQ1: How do an organisation and a crowd describe the relationship during the crowdsourcing process? RQ2: How do an organisation and a crowd describe their motivation during the crowdsourcing process? RQ3: How do the relationship between an organisation and a crowd influence motivation during the crowdsourcing process? Methodology: A single embedded case study, semi-structured interviews Conclusion: It is highly important that a company and a crowd have a good relationship in crowdsourcing, because it goes hand in hand with having a high motivation. It ought to be hard to state which term that influences the other, if it is the relationship that influences the motivation or if it is the motivation that influences the relationship. Thus, the result of this thesis explains that the relation between them is dynamic.

Denna explorativa studie genomfördes med en flerfaldig forskningsstrategi. Empirin bygger på intervjuer och enkäter med totalt 238 officerare varav 228 var yrkesverksamma vid studiens genomförande. Undersökningsfrågorna avhandlade drivkrafter som fick yrkesofficeren att vara kvar i yrket. Resultatet av undersökningen gav att de avgörande drivkrafterna för officersyrket bestod av ett flertal faktorer vilka inordnade under Maslows behovsteori visade sig fylla alla steg i behovshierarkin. Vissa av de avgörande faktorerna uppvisade dock skillnader i viktningsgrad främst beroende av variabler som ålder och vapengrenstillhörighet, men även av variabler som motivationsnivå, utlandserfarenhet samt tidigare civil erfarenhet. Försvarsmakten utgör således en arena för en stor del av officerens totala behovstillfredsställelse. Denna arena upplevs dock för närvarande uppvisa en del brister, främst strukturella, vilket leder till en tydligt minskad motivationsnivå hos en stor del av populationen. / This study was conducted using a multiple research method with an exploratory approach. The empirical material was based on interviews and surveys with a total of 238 professional officers. 228 officers were employed by the Swedish Armed Forces at the time of the study. The survey questions dealt with the prime movers that motivated professional officers to remain in their profession. The result of the study showed the key prime movers for the officer profession consisted of a number of factors, which grouped in Maslow's theory of needs, turned out to complete all the steps in the needs hierarchy. Some of the major motivation factors however, showed differences in their weighting rate considering different variables such as age and weapons branch affiliation, but also variables such as motivation level, international experience and previous civilian experience. The Swedish Armed Forces constitute an arena for satisfaction for a large part of the officer's personal needs. However, this arena is currently perceived as having some deficiencies, mainly structural ones, leading to a clearly reduced level of motivation in a large part of the population.

Šokio mokymosi motyvacijos veiksniai paauglystėje Mokslo paskirtis – ne tik kurti, kaupti ir skleisti mokslo žinias bei kultūros vertybes, įtvirtinti nacionalinės kultūros savitumą, bet ir ugdyti kūrybišką, atsakingą asmenybę, gebančią diskutuoti ir abejoti, kritiškai ir laisvai mąstyti, ne tik prisitaikyti prie nuolatinės kaitos, bet daryti jai įtaką naujomis idėjomis ir darbais. Viena iš sėkmingo mokymosi paskatų yra mokymosi motyvacija. Motyvacija – tai veiksmų bei elgesio žadinimas ir skatinimas, vykstantis žmogaus psichikoje. Jei norime žinoti, kodėl besimokantysis vienaip ar kitaip elgiasi, turime ištirti jo motyvaciją. Jeigu norime keisti elgesį, turime keisti ir jo motyvus – vidines priežastis, dėl kurių kas nors daroma arba vienaip ar kitaip elgiamasi (Jovaiša, 1987). Motyvai, būdami vidine mokymosi bei išmokimo paskata, sukelia kryptingą aktyvumą. Be motyvacijos, nėra nei mokymosi tradicine prasme, nei mokymosi pagal programas. Motyvacijos reikia, be jos prastėja rezultatai. Deja, mokantis dažnai jos stinga, tai yra blogų rezultatų priežastis (Kaluinaitė, 2007). Mokytojui svarbu žinoti mokymosi motyvus, kad galėtų juos reguliuoti, valdyti. Motyvacija svarbus dalykas, nes ji gali būti ir tikslas, ir priemonė, siekiant mokymo tikslų. Kodėl paauglystėje silpnėja mokymosi motyvai, kodėl šiame amžiuje dingsta spontaniškas vaikų kūrybingumas? Todėl, kad kinta jų mąstymas, veiklos pobūdis ir jos vertinimas. Svarbu ne tik tai, kad mokiniai nesugeba mokytis. Tikroji... [toliau žr. visą tekstą] / The purpose of science is not only to create, collect and disseminate science news and cultural values, to consolidate the originality of national culture but also to develop creativeness, a responsible person, able to discuss and doubt, to think critically and free, not only to adjust to permanent changes, but also to influence those changes with new ideas and works. One of the incentives of successful learning is a motivation of learning. The motivation is a stimulation and encouragement of actions and behavior, proceeding in a human psyche. If you want to find out, why a pupil behaves in one way or another, you should examine his motivation. If you want to change his behavior, you should also change his motives – the internal reasons why something is made one way or another (Jovaiša, 1987). The motivation, being the internal stimulus of study and learning, causes purposeful activity. There is no any learning in additional sense, nor learning by programs, if the motivation is absent. The motivation is necessary, because the results decline if there is no motivation. Unfortunately, very often there is a lack of motivation while learning and this is the reason for poor results (Kaluinaitė, 2007). In order to control and handle the motives of learning, it is very important for the teacher to know them. The motivation is very important, because it may be a target and an instrument to pursue educational goals. Why learning motives weaken during the adolescence? Why children’s... [to full text]

This work is about manager motivation. It is based on the theory from literature and questionnaire filled in by employees who work in selected company. The work contains explanation of single motivation concepts, evolution stages and single motivation theories. It observes how important is motivation not only for top managers but also for all the other workers. The aim of this work is to evaluate manager motivation on single levels of management and to find factors that stimulate managers to higher and better performance.

Vi har i denna uppsats undersökt och diskuterat olika teorier kring volontärledarskap och hurledare når framgång med volontärer inom festivalbranschen. Genom detta har vi samlat endjupare förståelse kring hur ledare inom festivalbranschen i fråga om att motivera volontärer.Syftet med studien var att undersöka samt få en djupare förståelse kring ledarskap inomfestivalbranschen, hur de gör i fråga om att motivera volontärerna. Vi ville även få fram vilketslags ledarskap som tillämpas. För att nå vårt syfte, granskade vi dessa problem kvalitativtgenom semistrukturerade intervjuer. Det genomfördes sammanlagt fjorton intervjuer, varavåtta med volontärer och sex med volontärsledare, där alla respondenter som intervjuades varinom kultur- och musikfestivaler.I den teoretiska referensramen använde vi teorier om ledarskap: transaktionell, transformativ,karismatisk och McGregors teorier om X och Y. Vi använde även motivationsteoriernaMcClellands behovsteori samt Maslows behovshierarki. Dessa teorier tillsammans medinsamlingen av empirin utgjorde grunden för tolkning av slutsatsen.Studien resulterade i att vi funnit faktorer som motiverar festivalvolontärer: känna socialainteraktioner, personlig utveckling, att fylla sitt CV eller arbetslivserfarenhet samt att skapaett kontaktnät. En idealisk ledare bör vara engagerad, lyhörd, ha en stor tillit för volontärernaoch ge möjlighet till dem att utforma och framställa sina arbetsuppgifter men samtidigt ha enbestämd karaktär för att undvika en alltför slapp arbetsmiljö. / We have in this thesis investigated and discussed various theories of volunteer leadership andhow leaders succeed with volunteers in the festival industry. Through this, we have gathered adeeper understanding of how leaders in the festival industry are motivating volunteers. Thepurpose of the study was to investigate and gain a deeper understanding of leadership in thefestival industry and how volunteers are being motivated. We also wanted to research the kindof leadership that is applied and how effective it is. To achieve our ambition, we examinedthese problems in a qualitative method through semi-structured interviews. An amount of totalsixteen interviews, eight of the volunteers and six of volunteer leaders, were carried out,where all respondents interviewed were within cultural and music festivals.In the theoretical framework, we used theories of leadership: transactional, transformative,charismatic and McGregor's theories of X and Y. We also used the motivation theories ofMcClelland's theory of needs and Maslow's hierarchy of needs. These theories along with thecollection of empirical data were the basis for the interpretation of the conclusion.The conclusion of the study resulted in the finding of factors that motivate festival volunteers:to feel social interactions, personal development, to fill their resume or work experience andalso to create a network of contacts. An ideal leader should be committed, responsive, havegreat trust to the volunteers and allow them to shape and produce their job assignments but atthe same time have a determined character to avoid an overly casual work environment.

In the last decade outdoor and recreational activities hence white-water rafting gained more attention in the sport market. According to the Ministry of Culture and Tourism of Turkey, every year around 600.000 local and foreigner people are purchasing and participating in the white-water rafting activity as outdoor and recreational consumers. However, there has been little research done on outdoor and recreational sports participants. In particular, the reason why consumers participate in outdoor and recreational activities has not been investigated in the local market although the number of participants is rapidly extending. Since motivation and decision making behavior is a significant determinant of sport. participation, it is essential for the sport marketers to understand and evaluate psychological needs and motivations of outdoor sport participants. The purpose of this study is to analyze motivational factors of individuals as consumers who become involved in a daily rafting trip as an outdoor and recreational sport. The current research has been modified and applied from the survey of motivations of the sport consumer which was developed by McDonald and Milne (1999). The original instrument includes 43 items which represent 13 motivation factors. The survey questionnaire attempts to define and portray the Turkish white-water rafting consumers by analyzing the thirteen constructs on 517 white-water rafting trip participants and adapt the Milne &amp / McDonald&rsquo / s (1999) Motivation of the Sport Consumer Scale to Turkish culture by examining Turkish outdoor and recreational sport consumers in the case of a daily white water rafting rafting trip. To determine the dimensional structure of the items chosen and to assess the adequacy of motivational factors of the rafting consumers, data were subjected to exploratory factor analysis. Maximum Likelihood factor method was used to extract possible factors, followed by an oblique rotation to identify stable factor loadings for each item. Results of the exploratory factor analysis indicated the existence of a nine dimensions, (Self actualization &amp / self esteem, aggression, physical fitness, social facilitation, achievement &amp / competition, stress release, affiliation &amp / aesthetics, risk taking, value development) in 43-item, scale that accounted for 56.654% of the common variance. According to the results of the second factor analysis generated to define the 4 sub factors , the first factor that labeled as &lsquo / Mental well being needs&rsquo / was defining the 26.131 % of the common variance. The second factor &lsquo / Sport based needs&rsquo / was defining the 6.569 % of the common variance. The third factor which was including only the &lsquo / physical fitness&rsquo / construct / defined the 6.523 % of the common variance and labeled as Fitness needs. Finally the fourth factor which was labeled as social well being needs defined the 5.116 % of the common variance and contained the social facilitation and affiliation constructs. .

Projects as a work model are becoming more and more popular and also within non-profit organizations. The non-profit organization however, cannot offer monetary rewards as compensation for the time people put in when working within non-profit organizations. They need to find other ways to motivate people to join the non-profit projects but also to remain within these projects. The purpose of this study was to investigate which motivation factors were considered important within two student unions when joining a non-profit project. The purpose was also to investigate how project leaders should act in order to keep their project group motivated within these non-profit projects. To fulfill these purposes we investigated these problems qualitatively, through interviews and quantitatively, through a survey. 16 interviews were performed, seven with project leaders and nine with project workers and the survey resulted in 64 respondents. In the theoretical part, the following motivation theories were used; Maslow’s hierarchy of needs, Herzberg’s two-factor theory, Vroom’s expectancy theory, Hackman and Oldham’s theory of motivation and McClelland’s need theory. In addition to these theories, theories about non-profit motivation, leadership, and leadership within non-profit organizations were presented along with McGregor’s theory X & Y. These theories formed the basis on which the empirical results were collected along with the interpretations of the results, which showed that some of the theories were more applicable than others. The conclusions of the study showed that the most motivating factors were personal development, new experiences, social belonging as well as gaining merits to put on the résumé. A project leader who was motivating was also someone who was respondent, engaged, positive and who gave feedback, which were all very important for the volunteers’ motivation. / Projekt som arbetsmodell blir alltmer populär även inom den ideella verksamheten. Ideella organisationer har dock inte möjlighet att erbjuda lön som kompensation till människor som engagerar sin tid i den ideella organisationen utan behöver finna andra sätt att motivera människor att dels ansluta sig till de ideella projekten och dels att stanna inom dessa projekt. Syftet med denna studie var att undersöka vilka motivationsfaktorer som ideellt engagerade inom två studentkårer ansåg vara viktiga för att gå med i ett ideellt projekt. Syftet var också att undersöka hur projektledare kan gå tillväga för att hålla sin projektgrupp motiverad inom dessa ideella projekt. För att uppnå syftet undersökte vi dessa problem kvalitativt, genom intervjuer samt kvantitativt, genom enkäter. Det genomfördes 16 intervjuer, sju med projektledare och nio med projektarbetare och enkäten resulterade i 64 svar. I teoridelen användes motivationsteorierna Maslows behovshierarki, Herzbergs tvåfaktorteori, Vrooms förväntansteori, Hackman och Oldhams motivationsteori samt McClellands behovsteori. Utöver det presenterades även teorier om ideell motivation, teorier om ledarskap, McGregors teori X & Y samt teorier om ledarskap inom ideell verksamhet. Dessa teorier utgjorde grunden för insamlingen av empirin samt för tolkningen av resultatet, som visade att vissa av teorierna var mer applicerbara än andra. Resultatet av studien visade att de faktorer som var mest motiverande var personlig utveckling, nya erfarenheter, social tillhörighet samt meriter att sätta på sitt CV. En projektledare som var motiverande var även någon som var lyhörd, engagerad, positiv och som gav feedback vilket var viktigt för volontärernas motivation.

Suaugusiųjų švietimas, jo sustiprėjimas ir paplitimas yra demokratėjančios visuomenės ženklas. Tai visuomenė, kuri pasižymi tolerancija, pilietiniu aktyvumu, bendradarbiavimu, suvokia savo ir šalies gyvenimą. Suaugusiųjų švietimas padeda stiprėti šaliai ir ekonomiškai, nes išsilavinimas padeda šaliai išsilaikyti tarp kitų išsivysčiusių valstybių. Mokymasis yra kasdienio gyvenimo ir sąmoningos patirties esmė – tai procesas, kai patyrimas transformuojamas į žinias, įgūdžius, požiūrius, vertybes, motyvus ir įsitikinimus, kai kasdieninis patyrimas yra nuolat įprasminamas. Mokymosi priežasčių yra daug, tačiau visais atvejais mokymasis yra susijęs su kiekvieno žmogaus tikslais. Suprantama, kad vien tik noro neužtenka, suaugusieji turi turėti mokymosi motyvaciją. Mokymosi motyvacijos klausimas yra vienas iš svarbesnių, jei ne pats svarbiausias, visiems – tiek besimokantiems suaugusiesiems, tiek jų ugdytojams. Svarbiausia, kad suaugusieji suvoktų, kad jiems mokymasis yra naudingas. Besimokantys suaugusieji turi suvokti, jog tik mokymasis gali padėti įveikti iškylančius sunkumus. Kitais žodžiais tariant, motyvacija yra tiesiogiai susijusi su tikslingumu – jeigu žmogus turi tikslą, tuomet jis turi aiškų motyvą veikti. Darbo objektas – suaugusiųjų mokymosi motyvacijos stiprinimo veiksniai bendrojo lavinimo mokykloje. Tikslas – išanalizuoti ir atskleisti besimokančių suaugusiųjų mokymosi motyvacijos stiprinimo veiksnius miesto bendrojo lavinimo mokykloje. Svarbiausi iškelti uždaviniai:... [toliau žr. visą tekstą] / The Adult education, the strengthening and spread is the democratical public sign. This is a society, which is characterized by tolerance, civic participation, cooperation and the country's perception of their lives. Adult education helps to strengthen the country economically, because education helps to sustain the country among the developed countries. Learning is an everyday life and the essence of conscious experience – a process in which experience is transformed into knowledge, skills, attitudes, values, motivations and beliefs of everyday experience are continuously made meaningful. The Learning reasons are very diffferent, but in all cases, the learning is associated with every human purposes. It is understood that the mere desire is not enough to adults to have the learning motivation. Question of motivation is one of the most important, or the most important one of all – both adult learners and their educators. Most importantly, the adults realize that their learning is useful. The Adult learners need to realize that only education can help overcome the problems they encountered. In other words, motivation is directly related to the appropriateness – if a person has a purpose, then it has a clear motive to act. The object – the adult learning motivation factors in strengthening a comprehensive school. Purpose – to analyze and detect adult learners’ motivation factor at urban comprehensive school. The main targets: 1) to analyze the concept of adult education; 2) to... [to full text]