The purpose of this thesis is to discuss the mental motivation of using Avatar system. There have already existed lots of researches for the motivation of using the related network system in the past. Based upon the findings of the past researches, this thesis sorted out four main motivations: self-fulfillment, escapism, sociality and entertainment, and discussed the correlation between these four motivations and mentality and behaviour intention. This research is conducted by Questionnaire Survey and found out that the motivations of self-fulfillment and entertainment are combined as a new motivation, and the motivations of escapism and sociality are not significantly correlated with the user¡¦s mentality. From this research, therefore, it is concluded that as long as the development of network, the habit and motivation of using network are evolving as well. Future studies could be discussed more to address this difference of evolving, in order to allow that the network operators have a more accurate grasp of the users¡¦ mentality and provide more effective services.

This study determined the number of self-directed learning projects undertaken by older adults and examined the motivational factors and anticipated benefits related to the learning activities. In addition, obstacles to conducting self-directed learning were identified by the respondents. A list of 20,032 names of adults, aged 50 or more years and residing in Tom Green County, Texas, was obtained from voter registration rolls and the residential rolls of four retirement complexes. Four hundred names were randomly selected to serve as the sample of the study. Of the 400 potential subjects, 120 persons agreed to be interviewed. Indepth interviews were conducted using the questions from Tough's Interview Schedule for Studying Some Basic Characteristics of Learning Projects and a probe sheet to identify obstacles to conducting self-directed learning projects. The interviews focused on the learning activities of older adults during the previous year. The 120 subjects of this study conducted a total of 239 learning projects in the previous year, an average of 1.99 self-directed learning projects per person. Ninety-five (95%) percent of the persons interviewed reported to have conducted at least one learning project in the past year. The majority of the learning projects were self-planned for the purpose of self-enjoyment and self-fulfillment. The most frequent obstacles to conducting self-directed learning projects identified by the subjects included: 1) finding the time for the learning activity; 2) the cost of the learning activity; 3) home responsibilities; 4) difficulty deciding what knowledge or skill to learn; 5) difficulty remembering new material or information; and 6) poor health. Comparisons of the results of this study were made with the results of previous studies by Tough, Hiemstra, and Ralston. The data support the belief that books, pamphlets, and newspapers are the primary source of information for the older adult. The results of this study indicate that older adults value self-directed learning as a major source of self~fulfillment in their lives and are motivated to develop new knowledge and skills through self-planned, self-directed learning projects.

Placed within the field of recent research concerning religion and contemporary religious landscapes, this thesis aims to show conceptions of human life and body displayed in ten Swedish health magazines. The analysis aims to demonstrate the appearance of body and bodily experience and in addition see in what way ”westernized” religious traditions and methods from east Asia may contribute to perspectives of health. The main theories for the study are objectified versus phenomenological understanding of the human body by Drew Leder (1992; 1990) and Kristen Zeiler (2010). The quote in the main title is from the empirical material (Hälsa & Fitness, 2014 (11), cover). ”Strong from inside and out” depicts the core of the outcome, indicating both biomedical and holistic perspectives. With science as a provable reference, the individual’s body seems to be an object to control and shape to optimize goals of esthetic or physical benefits. Here are many mental aspects involved as well as social factors, which shows that the human is a phenomenological creature. The thesis suggests that in order to accomplish health and a healthy relationship – not only towards the body but living through it – the human need to cultivate the sensation of wholeness. Having no clear counterpart, this aspect seems to be easily provided through eastern traditions and methods, treating the human as “one”.

The dissertation examines the issue of leisure time and the possibility of self-fulfillment (self- realization) in the context of the First Czechoslovak Republic. Thus, it elaborates the range of leisure time of the given period from the length of working hours through public holidays, Sundays to holidays. Subsequently, it deals with the analysis of individual ways of spending leisure time, in which the search for self-realization can be observed. In several thematic areas, the work focuses on the possibilities of self-realization through stays in nature, sports or through dreaming. On the rich source material, it captures the specific attitude of the groups observed to leisure time and asks questions about the importance of leisure activities for the functioning of society and for its gradual modernization. The dissertation seeks to provide a new perspective on the Czech-speaking First Republic society, with a strong emphasis on theories in the field of sociology of leisure time or lifestyle and is inspired by the theses of humanistic psychology. Key words: self-fulfillment, leisure, nature, sport, movie

The importance of passion increases with the extent of sorrow. While money can replace the passion by offering the opportunity to buy the added value for oneself and the society, social enterprises, artists and start-up organizations have bigger issues to organize the necessary resources. Passion is inevitable for making a difference in the society while suffering a lack of money. Thus, the presence of a certain obsession is a favorable situation for smaller organizations in order to go through difficulties. This thesis investigates the miracle of passion in order to gain an understanding about the ability of leading passionate people. Theories and experiences from passionate individuals are combined in this research paper and suggest different perspectives a leader must consider by leading passion. I assume the social interaction between leaders and followers which result in a mutual influence of behavior and performance. This thesis is focused on the perspective of passionate followership and elucidates factors that are needed to act passionate as well as the role of the leader within this passionate environment.

Specialistofficeren skall utgöra ryggraden inom Försvarsmakten avseende kompetens, erfarenhet och djup kunskap. För att kunna bygga denna kompetens och erfarenhet är stabilitet vad gäller tid i befattning viktigt. Enligt nu gällande arméns riktlinjer för yrkes- och karriärutveckling skall tiden i respektive befattning vara tre till sex år. Syftet med denna studie är att utforska och förstå varför specialistofficerare vid Skaraborgs Regementes Krigsförbandsenhet byter befattning och inte stannar kvar i dessa under längre tidsperioder. Studien har genomförts som kvalitativ forskning med induktiv ansats. Empirin har inhämtats genom intervjuer som analyserats genom metod som är inspirerad av Grundad teori. Ur empirin framträder fem teman som påverkar specialistofficeren avseende befattningsbyten. Dessa teman är Motiverande faktorer, Destruktiva krafter, Monetär resursfördelning, Organisationens förutsättningar samt Jagets uppfyllelse. Dessa teman är på olika sätt relaterade till och påverkar även varandra, men centralt är Jagets uppfyllelse och att detta påverkar Organisationens förutsättningar. Vår analys pekar på att specialistofficeren inte stannar kvar i befattning enligt de tre till sex år som Försvarsmaktens olika direktiv säger på grund av ett antal orsaker. Organisationen är själv orsak till att specialistofficerarnas tid i befattning inte upprätthålls enligt Försvarsmaktens skrivelser. Detta genom att specialistofficerare arbetsleds till nya befattningar tidigare än avsett, vilket bland annat beror på personalbrist. När specialistofficeren upplever brist på motivation, brist på personlig utveckling eller upplever stagnation så söker han eller hon ny befattning. Specialistofficerarna tränas till att vara initiativ- och handlingskraftiga, vilket även syns när det gäller sitt eget självförverkligande. Riktlinjerna för yrkes- och karriärutveckling som organisationen satt upp avseende tid i befattning ses inte som trovärdiga vad gäller antal år och riskerar därför inte lyckas implementeras fullt ut. Detta beror bland annat på att organisationen väsentligt har ändrat förutsättningar för specialistofficerskåren från det att individerna klev in i yrket till idag, samt att specialistofficerarna inte varit delaktiga i utformningen av systemet. Avseende lön är specialistofficeren inte nöjd, men heller inte missnöjd. Om och när missnöje väger över blir lön ett skäl att byta befattning. Detta eftersom enda möjligheten att påverka sin lön för specialistofficeren är genom att byta befattning. Våra rekommendationer är att skapa förutsättningar för en bättre personalplanering i form av relevanta och trovärdiga personalplaner som taktar bättre med individens vilja och behov. Tätare dialog mellan organisation, chef och individ behöver ske kring utveckling. Organisationsförändringar och skapande av allomfattande riktlinjer behöver ske i dialog och delaktighet, precis som Försvarsmaktens syn på ledarskap säger. Att specialistofficerare som är rättutbildade får vara delaktiga i utformningen av sin egen yrkeskårs framtid är särskilt viktig. Erfarenhet och kunskap måste få betala sig i form av lön för specialistofficerare. Så länge enda möjligheten att påverka sin lön är att byta befattning riskerar så också att ske. / The Non-Commissioned Officer (NCO) is supposed to be the spine within the Swedish Armed Forces due to competence, knowledge and experience. Stability and time on each position are crucial aspects to ensure this competence and experience in the NCO profession. According to the Swedish Army´s guidelines about development within career and profession the time spent on each position should be 3 – 6 years for an NCO. The purpose of this study is to examine and to understand why NCO:s at Krigsförbandsenheten within the Skaraborg Regiment stays or do not stay in in the same position for the recommended number of years, according to the guidelines of the Armed Forces specifies. The study is qualitative and inductive. The empiricism has been obtained from interviews  which have been analyzed according to Grounded Theory. The empiricism shows five themes which affects the NCO:s choices to change position. These themes are Motivating Factors, Destructive Forces, Distribution of Monetary Resources, The Conditions of the Organization and Fulfillment of the Ego. These themes are related to and affect each other in different ways, but Fulfillment of the ego is central, and that it affects the conditions of the organization. The analysis shows that most NCO:s do not stay in the same position for the recommended 3-6 years, and that this depends on a number of different reasons. The organization itself is a big cause why the NCO:s do not stay in position the recommended time. This cause depends on lack of personnel. When the NCO experiences lack of motivation, lack of personal progress, or stagnation, he or she will search for a new position. The NCO:s are trained to be full of initiative and to be actionable. This also makes them full of initiative and actionable when it comes to their own self-fulfillment. The guidelines that the organization has created about time on position are not seen as trustworthy or credible, therefore it will not succeed in full implementation. This depends on, among other things that the organization substantially has changed the conditions for the NCO-corps from the time they started their career to how it works today. In addition the NCO:s have not been allowed to be a part in the development and shaping of the future of the corps. The NCO:s are not satisfied with their salaries, but they are not either dissatisfied. If and when dissatisfaction becomes significant, the salary becomes a reason to change position because this is also the only way for the NCO to affect their salary. The problems can be solved by better planning of personnel. A better and more frequent dialogue between organization, commander and individual about development and progress needs to be performed. Changes of organization, and creating of large guidelines needs to be performed in dialogue and with participation from those it affects. This would be in accordance with the SAF’s view on the concept of leadership. It is of utmost importance that NCO:s with the right education and training are allowed to take part in the future development of their own corps. The NCO’s knowledge and experience have to be valuable and form the basis for the salary. As long as the only way to affect the salary is to change position, the risk that the NCO will do so is imminent.

This study aims to investigate the rationalization behind young adults' decision on whether or not they want children. The goal is to help contribute to previous studies on how reproductive mindsets differ based on whether or not a person wants children. This is a qualitative study rooted in interviews with eleven women and one man all aged 19 to 31 years of age. The theories used to analyze the results are concentrating on the terms expected lifeline, biological destiny, self-fulfillment, active mothering and intense mothering.  The results of this study show that the personal definitions of "success" in life do not differ drastically based on the desire to have children. Additionally, the informants all had similar expectations of what was "needed" from life,  in a financial sense, to achieve desired living conditions before having children. What did matter was what a person found self-fulfilling and their self-image in determining their desire for children. The results also show that the informants had experienced similar interactions with the pressures of societal norms on expected lifeline and that they worry about not living up to the notion of what a good parent is like.

This paper is a Master Thesis studying the human need for Self-Fulfillment, presented as the equivalent of Self-Actualization, in the context of entrepreneurship. The problems identified in the field are the lack of literature on Self-Actualization in entrepreneurship although it is something observed in the world, the lack of empirical data in the field of motivation, and finally the fact Self-Actualization is a need leading an individual to contribute to his or her surrounding (unlike other needs), which makes understanding its consequences and origin all the more important. Two aspects were chosen to cover the topic: tracing the origin of the need and understanding how entrepreneurs fulfill it (for those using their compa-ny for that purpose). To do so, interviews consisting of 4 themes were carried out with 12 individuals having started and running their company (both genders, various cultural backgrounds, with companies of various size, age and industry), and driven by the need to Self-Fulfill. The main findings are the fact the individual’s mindset and attitudes seem to be what enables him or her to reach Self-Actualization, and these human qualities and characteristic could be gathered under the terms “Personal Development”. Also some people felt the need to Self-Actualize before starting the venture and thus have an idea of how to contribute: the company be-comes only a step in the process. Others reached the need after starting the company and see it as a set of opportunities to Self-Actualize. In both case however, a holistic view over the firm seems to be the only way to truly actualize through it: every aspect of the business needs to be focused on helping and improvement (not just the business idea). Finally, by expanding the findings made in entrepreneurship, this paper suggests that in general, Personal Development may  lead to society’s improvement and provides some suggestions to continue the study.

Die vorliegende Untersuchung entwickelt einen Vorschlag für ein neues Verständnis von Erwerbsarbeit vor dem Hintergrund ihres laufenden Wandels als Brennpunkt der gegenwärtigen tiefgreifenden Transformation westlicher kapitalistischer Gesellschaften. Die Bedeutung und Rolle von Arbeit für gelingende Lebensführung sowie für die Konstitution der Arbeitsgesellschaft als solcher sind hier unverständlich geworden; auf praktischer Ebene ergeben sich verschiedene Probleme und Gestaltungsschwierigkeiten von Arbeit als gesellschaftliche Institution und Praxis eines guten, menschenwürdigen Lebens. Diese Bedeutung wird in der Untersuchung als moralischer Wert von Arbeit als Kern eines dauerhaft aneignungsfähigen, formalen Arbeitsverständnisses herausgearbeitet. Ihren Erscheinungen und Bedingungen nach wird die Arbeitsgesellschaft als subjektiviert und – im begrifflichen Anschluss an die nach Hegel entwickelte Beschreibung gesellschaftlicher Krisen Rahel Jaeggis – mithin als krisenhaft qualifiziert. Diese Darstellung ermöglicht es, vor einer Neuinterpretation des Hegelschen Arbeitsverständnisses im Anschluss an Andreas Arndt den wesenhaften normativen Gehalt und die normative Dimension von Arbeit offenzulegen, die auf praktischer Ebene ihren moralischen Wert stiften: Ausgehend von ihrer transformativen Grundstruktur, dialektischen Verfassung und teleologischen Gerichtetheit ist Arbeit Institution und Praxis der Selbstverwirklichung des Subjekts unter ganz bestimmten Bedingungen. Wo deshalb allein Narrative (nicht Begriffe) von Arbeit, die dieses Wesen vermitteln, aneignungsfähig sind, lassen sich diese Bedingungen im Nachvollzug der Genese unseres Arbeitsverständnisses sowie in der kritischen Zusammenführung von aktuellen sozial- und moralphilosophischen Auseinandersetzungen mit Arbeit schließlich so offenlegen, dass das hier formal gefasste Arbeitsverständnis aktuell für die praktischen Belange der Krise und für die interdisziplinären Fragen an Arbeit aufschlussreich ist. / The present study develops a proposal for a new understanding of paid work in view of its current transformation, which is considered as the focal point of the current fundamental transformation of western capitalist societies. The significance and role of work for a Good life and for the constitution of society have become unintelligible here; on a practical level, there are various problems and difficulties of work as a social institution and practice of a Good, Decent life. The present study shows this meaning as the Moral Value of work, which is shown as the core of a permanent approbiatible, formal understanding of work. According to its current manifestations and conditions, western capitalist societies can be qualified as subjectivized and - in the conceptual connection to the description of social crises, which Rahel Jaeggi developed according to Hegel - as crisis-ridden. This diagnosis makes it possible, via reinterpreting Hegel's understanding of work following Andreas Arndt, to reveal the essential normative content and the normative dimension of work; also to show that both creates the Moral Value of work on a practical level: Work is - based on its transformative basic structure, its dialectical constitution and its teleological directionality - the institution and practice of self-realization of the subject under very specific conditions. Where exclusively narratives (not concepts) of work that convey these intrinsic qualities are approbiatible, these conditions can be finally revealed by retracing the evolution of our understanding of work and in discussing the current social- and moral-philosophical argument with work: Finally in a way that the unfolded formally understanding of work is revelatory for the practical and interdisciplinary questions about of work.