A thesis submitted to the Faculty of Education in fulfilment of the requirements for the degree of Master of Education in the Department of Foundations of Education at the University Of Zululand, South Africa, 2015 / The study dealt with the theories of motivation, causes of demotivation, the role of the school management team in educator motivation. In the study certain influential theories were briefly looked at such as the earlier theories of Maslow, McGregor and Hezberg. The empirical survey was used to gather information from educators on the following research questions: • What causes de-motivation of educators? • What is the role of the school management team in the motivation of educators? • What alternative theories, strategies and approaches can the school management team adopt to motivate educators? In the study it was found out that against the milieu in which most schools operate, there seems to be a great deal of de-motivation among educators. Educators are burdened with overload, limited resources, increased workloads, and financial constraints. The study concluded that in order for educators to perform at their best, they needed to be motivated. The responsibility lies heavily on the school management team to motivate educators. The study recommended that the school management team must provide sound visionary and creative motivational leadership in order for educators to perform.

This thesis focuses on motivation and stimulation of employees. The aim is to define the main theoretical approaches to motivation of employees and to apply newly gained knowledge into practice. Practical part is represented by research based on questionnaire completed by employees of a concrete company.

Motyvacija mūsų sąvokų žodynuose atsirado dar visai neseniai, tik XIX a. pr. bet jau užima labai svarbią vietą žmonių gyvenime. Bet juk kiek egzistuoja žmonija, tiek laiko ir egzistavo motyvacija, tačiau kodėl viskas buvo įvardinta tik dabar? Motyvas, kuris yra skatinamoji priežastis sukelia daugeliui mokslininkų didžiulę terpę pamąstyti, paanalizuoti bei ištirti kas tai yra? Kas būtent žmones verčia veikti, dirbti, egzistuoti? Analizuojamos yra vidinės bei išorinės žmonių motyvacijos, sukurta daug įvairių mokslininkų motyvacijos teorijų ir netgi daugelis jų jau yra paneigtos. Nėra vienos motyvacijos teorijos, kuri būtų universali ir padėtų išsiaiškinti darbuotojų motyvaciją skatinančius veiksnius. Atsižvelgiant į šios temos aktualumą ir naujumą apibrėžta tyrimo problema – analizuojant mokslinę literatūrą pastebima, kad kaip kiekvienas žmogus yra skirtingas taip kiekvienam galima taikyti vis kitokią motyvacijos teoriją ir analizuoti darbuotojų motyvaciją skatinančius veiksnius. / The motivation appeared in the vocabularies of our conceptions just some time ago, in the beginning of the XIX century, but it occupies a very important place in people’s life. The motivation has existed for the same time as the mankind, but why was it named only now? The motive, which is the stimulus, causes a huge medium for thinking, analyzing and researching what it is. What makes people act, work and exist? The internal and external people’s motivations are analyzed, a lot of different theories of motivation were developed by scientists and lots of them were denied. There is no universal theory of motivation helping to ascertain the factors encouraging the workers’ motivation. Considering the relevance and newness of this topic, the research problem was defined – while analyzing scientific literature, it is noticed that every person is different and a different theory of motivation can be applied for each of them as well as analyzing the factors encouraging the workers’ motivation.

This diploma thesis deals with the issue of motivation and fluctuation of employees in various types of facilities. The topic of fluctuation is not current only in Czech society, as we still encounter discussions on how to prevent the unwanted fluctuation. The theoretical part is divided into a total of four chapters, which are focusing on the concepts of job mobility, fluctuation, motivation and school facilities. The aim of the practical part of the work is to figure out what motivates employees of school facilities in the Chomutov region in the work environment and to reveal the main areas leading to employee leaving, then compare them and determine a common denominator. It focuses on what, according to the addressed employees of school facilities, would be the potential causes of their leave and the effective motivation that could prevent their leaving. The used method of research was statistical with the use of data collection through a questionnaire survey. The evaluation has been done with total of 86 respondents - addressed employees of school facilities in the Chomutov region. The results of the samples show that although a high percentage of respondents do not currently think about leaving their current job, there are potential factors that would affect their eventual leaving. At the very...

Submitted by William Justo Figueiro (williamjf) on 2015-07-01T21:44:35Z No. of bitstreams: 1 04.pdf: 987085 bytes, checksum: 5e83014e7f6de1b89fee3dfe237e14d4 (MD5) / Made available in DSpace on 2015-07-01T21:44:35Z (GMT). No. of bitstreams: 1 04.pdf: 987085 bytes, checksum: 5e83014e7f6de1b89fee3dfe237e14d4 (MD5) Previous issue date: 2012-08-09 / Nenhuma / Um olhar crítico no teor das publicações da revista Você S/A – Exame em suas edições especiais apresentando anualmente as “150 Melhores Empresas Para Você Trabalhar”, fomenta questionamentos explícitos e implícitos. Isso se deve ao fato de que tais publicações elencam dados sobre empresas que espontaneamente querem participar do processo para classificação no ranking sem, entretanto, tornar transparente dados que sustentem premissas publicadas a respeito destas. O processo ocorre através de um questionário feito aos funcionários e outro as empresas e dados fornecidos por um book de evidências relatando o que as empresas oferecem a seus funcionários. Em 2006 foram criados os itens satisfação e motivação inseridos em “o que os funcionários dizem”, mantendo-se presente até a atualidade, porém, em uma única contextualização, “estão satisfeitos e motivados”. De acordo com a Você S/A – Edição Especial (2010), após o acréscimo deste item é pelo quarto ano seguido que a média da rentabilidade sobre o patrimônio líquido das 150 melhores empresas supera à média das 500 companhias listadas no anuário Melhores e Maiores. A referência ao que é rentável ou rentabilidade provoca um pouco mais, aludindo para o desempenho econômico superior de empresas presentes no ranking das 150 melhores empresas. Portanto inevitavelmente tornou-se objetivo desta pesquisa detectar possíveis relações entre motivação, satisfação e o desempenho econômico superior das empresas. Assim emerge o problema de pesquisa da presente dissertação: “Existe relação entre o desempenho econômico e a definição das 150 Melhores Empresas Para Você Trabalhar, selecionadas para o ranking da revista Você S/A – Exame?” Para este trabalho, elegem-se o RSPL, Margem Líquida e Ebitda/Lucro Líquido como indicadores dependentes com o intuito de aferição do desempenho econômico das empresas. Nesta pesquisa, a amostra totaliza 452 empresas em um período de cinco anos, de 2006 a 2010 totalizando 2260 observações. Foi utilizado o modelo de regressão com dados em painel, valendo-se dos dados disponíveis no website do ranking das Melhores e Maiores. Sugere-se que a gestão de RH e outros recursos motivadores não possuem influência no desempenho organizacional e econômico das empresas listadas entre as 150 Melhores Empresas Para Você Trabalhar. Ou seja, pelos modelos testados não foi identificada qualquer diferença no retorno econômico entre as empresas classificadas como as melhores para trabalhar e as demais, sendo as empresas que não constam no ranking da Você S/A, mas que fazem parte da amostra por disponibilizarem seus dados contábeis no website das Melhores e Maiores que serviu para o presente trabalho como base de dados. / A critical look at the content of the publications Special Editions of Você S/A – Exame magazine that present the “150 Best Companies to Work” raise explicit and implicit questions. That is due to the fact that these publications list data on companies which are willing to participate on the classification process of the ranking, but without showing transparent information that support published assumptions regarding these companies. The process includes questionnaires applied to employees and companies, as well as data provided by an evidence book which reports what companies offer to the employees. In 2006, satisfaction and motivation items were created and inserted in “what employees say”, but only in the context of “satisfied and motivated”. According to Você S/A – Special Edition (2010), after the addition of such item, the average profitability of net assets of the 150 best companies surpasses the average of the 500 companies listed in the “Best and Greatest” yearbook for four years in a role. The reference to profitability or to what is profitable provokes even more when an allusion to the superior economic performance of companies in the 150 best companies ranking is made. Therefore, the aim of this study is inevitably at detecting possible relations between motivation, satisfaction and superior economic performance of the companies. Thus, the research problem is represented by the following question: Is there a relation between economic performance and the definition of the 150 Best Companies to Work selected by the ranking of Você S/A – Exame magazine? For this study, RSPL, net margin and ebitda/net were elected as dependant indicators in order to assess the economic performance of the companies. The sample comprises 452 companies in a period of five years, from 2006 to 2010, totalizing 2260 observations. A panel data regression model was used, analyzing data available on the Best and Greatest ranking website. Human resource management (HR) and other motivating resources may not influence the organizational and economic performance of the companies listed in the 150 Best Companies to Work. In other words, the models tested have not identified any profit difference between the companies classified as the best to work and the other companies that are not in Você S/A ranking, but which are available in the accounting data of the Best and Greatest website and were included in the study sample.

Made available in DSpace on 2016-04-28T20:19:13Z (GMT). No. of bitstreams: 1 2003 - Sergio Araujo da Costa.pdf: 419150 bytes, checksum: 38783c83d76e09244bdd601baef8dbce (MD5) Previous issue date: 2007-02-28 / This work was accomplished with the objective of exploring the literature regarding the planning and managerial control, mainly, evidencing the organized structures in units of business, approaching their systems of acting evaluation and the indicators more used, trying to relate them to the control structure implemented by a bank under state control, as well as the measures adopted to evaluate their employees acting. Those structures are being the form adopted by several companies to increase her competitive capacity more and more in an atmosphere dynamic, where the answer speed to the changes is critical factor for the success of their activities. To the they understand that the financial measures of acting possess limitations that restrict her use as only representative parameter of the acting of the units of businesses, the companies are looking for to identify another measured of acting that they can complement the financial ones, in the sense of feeling to the high administration an including vision of the acting of those units of businesses. Before this picture, lo research as the companies measures the financial result of their units of businesses and that measured no financial they are used to complement the attendance of the acting of the units of businesses is the objective that she look for to reach with this case study. The used methodology was the one of case study through observation of the reality and oU exam oU documents of the company. In the analysis of the case it tried to compare the planning practices and control used by the bank with the referred theoretical base. The results confirmed the presence oU inherent limitations to the financial measures, be for her nature, be for her calculation form, and they appeared, among other evidences, the use of he ret um ou investment and oU tu e economi evalue added as measures including of that acting. The measures also verified the use oU measures no financial oU acting, as iniddle oU looking for au including attendance of the acting oU the units oU businesses. / Este trabalho foi realizado com o objetivo de explorar a literatura referente ao planejamento e controle gerenciais, principalmente, evidenciando as estruturas organizadas em unidades de neg?cio, abordando seus sistemas de avalia??o de desempenho e os indicadores mais utilizados, procurando relacion?-los ? estrutura de controle implementada por um banco sob controle estatal, bem como as medidas adotadas para avaliar o desempenho de seus empregados. Aquelas estruturas v?m sendo a forma adotada por diversas empresas para aumentar sua capacidade competitiva num ambiente cada vez mais din?mico, onde a velocidade de resposta ?s mudan?as ? fator cr?tico para o sucesso de suas atividades. Ao entenderem que as medidas financeiras de desempenho possuem limita??es que restringem sua utiliza??o como ?nico par?metro representativo do desempenho das unidades de neg?cios, as empresas v?m buscando identificar outras medidas de desempenho que possam complementar as financeiras, no sentido de dar-se ? alta administra??o uma vis?o mais abrangente do desempenho daquelas unidades de neg?cios. Diante deste quadro, pesquisar como as empresas mensuram o resultado financeiro de suas unidades de neg?cios e que medidas n?o financeiras s?o utilizadas para complementar o acompanhamento do desempenho das unidades de neg?cios ? o objetivo que se busca atingir com este estudo de caso. A metodologia utilizada foi a de estudo de caso atrav?s de observa??o da realidade e de exame de documentos da empresa. Na an?lise do caso procurou-se comparar as pr?ticas de planejamento e controle utilizadas pelo banco com a base te?rica referenciada. Os resultados confirmaram a presen?a de limita??es inerentes ?s medidas financeiras quer por sua natureza, quer por sua forma de c?lculo, e apontaram, entre outras evid?ncias, a utiliza??o do retorno sobre investimento e do valor econ?mico agregado como medidas mais abrangente desse desempenho. A pesquisa tamb?m constatou a utiliza??o de medidas n?o financeiras de desempenho, como meio de buscar uma monitora??o mais abrangente do desempenho das unidades de neg?cios.

The subject of the thesis "The system of remuneration in the chosen company" analyzes the current state of rewards and benefits in the company MARS Svratka as part of its remuneration system. It also defines their role and meaning and at the end it suggests possible recommendations which may lead to higher satisfaction of employees. The theoretical part focuses on findings from literature and it mainly addressed the motivation of employees and their remuneration. The practical part consists of an analysis of the current state of the company on its basis are outlined the results the recommendations for the company.

The following study describes teachers' perceptions of outdoor teaching in English in grades 4– 6. Outdoor teaching involves moving parts of regular teaching to an outdoor learning environment. Aspects that are involved are which teaching methods can be used and if teachers perceive some learning and motivation gains as well as obstacles connected to outdoor teaching. Pragmatic and sociocultural perspectives as well as self determination theory (SDT) are used to describe and interpret the perceptions and reasoning that emerged in the study. As empirical data questionnaires from 40 teachers as well as interviews with 4 teachers were used. Teachers both with and without experience in outdoor education participated in the study. In the study, the teachers' view is that conversational exercises are the work area of the curriculum that can be facilitated primarily through an outdoor learning environment. Teachers also highlighting increased motivation and commitment among students in varied ways of working such as outdoor teaching. Finally, this study showed that one of the main percieved barriers to outdoor education was that the teachers thought it would not be of the same quality as classroom teaching, was perceived as one of the main barriers. In coherence with other, larger studies, this study found that teachers' positive experiences of the students' increased motivation towards varied working methods such as outdoor education. As a difference, larger studies showed teachers’ concerns about not being able to meet, for example, the requirements of the curriculum through outdoor education as well as students fear of and discomfort of nature. / Följande studie beskriver lärares uppfattning om utomhusundervisning i engelska i åk 4–6. Utomhusundervisning innebär att flytta delar av den ordinarie undervisningen till en lärmiljö utomhus. Aspekter som berörs är vilka undervisningsmetoder som kan användas och används, om lärarna uppfattar några inlärnings- och motivationsvinster samt vilka hinder som lärarna uppmärksammar i samband med utomhusundervisning. Pragmatiska, sociokulturella teorier samt Self Determination Theory (SDT) har använts för att beskriva och tolka uppfattningarna och resonemangen som framkommit i undersökningen. Som empiriskt underlag till studien har enkätsvar från 40 lärare samt intervjuer med 4 lärare använts. Lärare både med och utan erfarenhet av utomhusundervisning har deltagit. I studien framkommer lärarnas uppfattning att konversationsövningar är det arbetsområde i läroplanen som främst kan underlättas genom en lärmiljö utomhus. Lärarna pekar också på en ökad motivation och engagemang hos eleverna vid varierade arbetssätt såsom utomhusundervisning. Gällande hinder för utomhusundervisning visar den här studien att lärares oro för att utomhusundervisningen inte skulle hålla samma kvalité som klassrumsundervisning upplevdes som ett av de främsta hindren. Likheterna med större studier är lärarnas positiva upplevelser av elevernas ökade motivation gentemot varierade arbetssätt som utomhusundervisning. Däremot visade större studier snarare på lärares oro för att inte kunna uppfylla exempelvis kraven i läroplanen genom utomhusundervisning samt elevers rädsla och obehag inför naturen, som ett av de främsta hindren för utomhusundervisning.

Thesis (M. Tech. Business Administration, Faculty of Management Sciences--(Vaal University of Technology, 2010)). / Organisations are starting to think and operate more strategically and are beginning to realise that their survival depends on information. Information management relates to management activities concerning information. Information and the supporting systems are important business assets for establishing and leveraging information-based resources and competence, which allow organisations to compete and survive in the current competitive economic markets. In order for the information management department to support business optimally, they need to retain existing talented people who have the essential knowledge, expertise and competencies to do the work. Adding to this is the need to make the job environment more attractive to current and future job applicants. In order to do this, the management team of the information management department need to understand why people behave as they do. They must have the ability to control, direct and change behaviour, as well as be able to use the right motivation to make the job environment within the information management department more attractive. The purpose of this study is to examine staff retention in an information management environment. The literature study explores the theoretical framework of staff retention, motivation and job satisfaction. A quantitative research approach was followed and a questionnaire was used to elicit data from 50 employees working in an information management department of a petrochemical organisation. The questionnaire was used to measure employee job satisfaction levels and to identify job satisfaction factors. The findings reveal that communication, good working conditions, job security, opportunities for learning and growth, and recognition are seen in this order as being the most important job satisfaction factors. It is clear that employee expectations for job satisfaction are not met in the areas of recognition and good supervision/leadership. In addition, it is noted that employee expectations for job satisfaction are only partially met in the areas of communication, opportunities for learning and growth, promotional opportunities and compensation/pay. The value of this research is that it makes a useful contribution to the current knowledge of the management team in the information management department. The research information collected through this study can be used to establish the optimal mix of motivating factors in order to ensure that current employees are retained and that a sought-after working environment for new appointments is created.

The topic of the diploma thesis Comparison of incentive system of selected companies is a comparison of companies's motivation programmes and motivational factors in the company branches to improve the work performance of employees. The theoretical partdeals with a definition of terms. The practical part is focused on Move One Inc. In the research part, the employee satisfaction in the company and suitable ways of motivation are verified by using a questionnaire and a personal interview. In the conclusion of the thesis, a motivational programe is proposed, including changes which should contribute to a more effective motivation of the employees.